Tuesday, December 31, 2019
South Carolina offers resident students the opportunity to take online public school courses for free. In order to qualify for the list, schools must meet several qualifications: the classes must be available completely online, they must offer services to the students state of residence, and they must be funded by the government. Virtual schools may be charter schools, state-wide public programs, or private programs that receive government funding. Here is a list of no-cost online schools currently serving elementary and high school students in South Carolina. List of Alabama Online Charter Schools and Online Public Schools Insight School of South Carolina link is to national network of schoolsSouth Carolina Virtual School Bad link https://www.k12.com/participating-schools.html?statesouth-carolina About Online Charter Schools and Online Public Schools Many states now offer tuition-free online schools for resident students under a certain age,Ã often 21). Most virtual schools are charter schools; they receive government funding and are run by a private organization. Online charter schools are subject to fewer restrictions than traditional schools. However, they are reviewed regularly and must continue to meet state standards. Some states also offer their own online public schools. These virtual programs generally operate from a state office or a school district. State-wide public school programs vary. Some online public schools offer a limited number of remedial or advanced courses not available in brick-and-mortar public school campuses. Others offer full online diploma programs. A few states choose to fund Ã¢â¬Å"seatsÃ¢â¬ for students in private online schools. The number of available seats may be limited and students are usually asked to apply through their public school guidance counselor. (See also: 4 Types of Online High Schools). Choosing a South Carolina Online Public School When choosing an online public school, look for an established program that is regionally accredited and has a track record of success. Be wary of new schools that are disorganized, are unaccredited, or have been the subject of public scrutiny. For more suggestions on evaluating virtual schools see: How to Choose an Online High School. How to Choose an Online High School http://distancelearn.about.com/od/virtualhighschools/a/OnlineHighQ.htm 4 Types of Online High Schools http://distancelearn.about.com/od/virtualhighschools/a/HS_Types.htm Online Charter School Basics http://distancelearn.about.com/od/virtualhighschools/a/CharterInfo.htm How to Find an Online Charter School http://distancelearn.about.com/od/virtualhighschools/a/CharterSchool.htm School Accreditation http://distancelearn.about.com/od/accreditationinfo/a/accreditation1.htm Regionally Accredited Online High Schools http://distancelearn.about.com/od/virtualhighschools/a/RAOnlineHS.htm Online High School Pros and Cons http://distancelearn.about.com/od/virtualhighschools/a/hsprosandcons.htm
Sunday, December 22, 2019
Qualities like absolute moral perfection are even less attainable than world peace, and they have no place in quality literature. No one relates to the main character that never lets his emotions get the better of him once in a while. Truly powerful characters require at least some degree of moral ambiguity. Jay Gatsby in F. Scott FitzgeraldÃ¢â¬â¢s The Great Gatsby engages in illegal liquor sales and business with the man who rigged the World Series, which combine with his purest of intentions and virtually universal kindness to create some definitely ambiguous morals. Due to that ambiguity, GatsbyÃ¢â¬â¢s character remains imperfect and one whom readers can entirely relate to, while promoting the prominent theme in the novel of the American DreamÃ¢â¬â¢sÃ¢â¬ ¦show more contentÃ¢â¬ ¦Before Nick could even manage to answer for himself Gatsby jumps in, answering for him Ã¢â¬Å"Oh, noÃ¢â¬ ¦This is just a friend. I told you weÃ¢â¬â¢d talk about that some other timeÃ¢â¬ (71). Immediately it becomes clear that Wolfsheim has some prior business connections with Gatsby. On its own, that would be no cause for alarm. Yet in not much time at all Gatsby tells Nick who the mysterious Mr. Wolfsheim is himself, describing him as Ã¢â¬Å"a gambler,Ã¢â¬ nonchalantly adding that Ã¢â¬Å"heÃ¢â¬â¢s the man who fixed the WorldÃ¢â¬â¢s Series back in 1919Ã¢â¬ (73). Suddenly connections with this man raise a lot of flags, as we have just begun to discover the sort of illegal activities GatsbyÃ¢â¬â¢s been engaged in during his pursuit of wealth. This is a man whom most find villainous, taking such a treasured American pastime and thoroughly corrupting it by fixing the results all together. Yet Gatsby defends the gambler, saying Ã¢â¬Å"he just saw the opportunity,Ã¢â¬ but Ã¢â¬Å"they canÃ¢â¬â¢t get him, old sport. HeÃ¢â¬â¢s a smart manÃ¢â¬ (73). To most, that kind of defense wouldnÃ¢â¬â¢t really matter all too much, wrong is wrong no matter how itÃ¢â¬â ¢s spun. Yet the bad guys never think theyÃ¢â¬â¢re the bad guys after all, and Gatsby sees no problem with what Wolfsheim did. Despite his purest of goals, there were a few who found fault with what Gatsby did in his pursuit of them. Tom probably disliked him more than anyone else, especially after he found out precisely what Gatsby did with Wolfsheim.Show MoreRelatedEssay on The Dust Jacket of The Great Gatsby723 Words Ã |Ã 3 PagesThe Dust Jacket of The Great Gatsby The dust jacket of The Great Gatsby has an extremely complex yet influential relationship to its text as well as its author. Francis Cugat, the artist of the cover, developed the painting through a series of ten sketches. In each sketch he develops a new element of the painting which indicates the level of complexity in the final work. Interestingly, Fitzgerald never mentions the artistÃ¢â¬â¢s name in his correspondents with his editor Maxwell PerkinsRead MoreEssay on Symbols of The Great Gatsby 1249 Words Ã |Ã 5 Pageshope afloat. F. Scott Fitzgerald captured this era in his book, The Great Gatsby. Through his many symbols he illustrates the hopes, the forgotten God, and the oppressed Americans of the Twenties. The symbols in The Great Gatsby help convey several different themes, from wealth to loss of morals, to poverty. The green light in The Great Gatsby is an ambiguous symbol. The green light is deceiving at first, tricking the reader into thinking it is merely a symbol of hope. Ã¢â¬Å"Gatsby believed inRead MoreEssay on The Lessons of The Great Gatsby1799 Words Ã |Ã 8 PagesÃ¢â¬Å"The Great GatsbyÃ¢â¬ is a novel written by F. Scott Fitzgerald in the 1920Ã¢â¬â¢s. The novel is narrated by a young man named Nick Carraway, who moves to West Egg, New York to learn more about the bond business so he can eventually sell bonds. He moves into an average house in between two huge mansions, so in comparison his average house looks like a small, run down shack. One of the owners of those mansions, and CarrawayÃ¢â¬â¢s new neighbor, is Jay Gatsby. Gatsby has huge extravagant parties every night andRead MoreFitzgerald Explores the JeffersonÃ ´s Ideal of Ã¢â¬ËThe Pursuit of HappinessÃ¢â¬â¢ in The Great Gatsby2090 Words Ã |Ã 9 Pagesto the Ã¢â¬Ëpursuit of Happiness.Ã¢â¬â¢ This ambiguous phr ase, Ã¢â¬Ëthe pursuit of HappinessÃ¢â¬â¢ was originally inserted into the Declaration of Independence by Thomas Jefferson and is a clear and overriding concern in The Great Gatsby. In the 1920s, when the novel is set, America was experiencing a newfound level of prosperity; the economy was booming and the possibility of gaining wealth became an achievable reality. As a result, the pursuit of happiness in The Great Gatsby is far from the founding fathersÃ¢â¬â¢ initialRead MoreJay Gatsby s American Dream2866 Words Ã |Ã 12 PagesResearch Paper Draft #3 Jay GatsbyÃ¢â¬â¢s American Dream Ever since its publication in April 1925, F. Scott FitzgeraldÃ¢â¬â¢s novel Ã¢â¬Å"The Great GatsbyÃ¢â¬ has become one of the most criticized, cited, and analytical pieces of fiction in American literature history. It is a great representation of an era known as the Jazz Age when anything and everything was possible, or at least that is what people thought. Fitzgerald provides the reader with an insight of the internal mindsets of the characters, which justifiesRead MoreComparing Shakespeare s Midsummer Night s Dream, Pride And Prejudice And The Great Gatsby2712 Words Ã |Ã 11 PagesPride and Prejudice and The Great Gatsby. The main theme which brings A Midsummer NightÃ¢â¬â¢s Dream, Pride and Prejudice and The Great Gatsby together is the idea of how love and marriage is presented. Shakespeare, F. Scott Fitzgerald and Austen all portray love and marriage as being two separate issues, which rarely intertwine. The different contexts in which these texts are written have all had a huge impact on the way in which love and marriage is portrayed. The Great Gatsby was set in the roaringRead MoreThe Great Gatsby By F. Scott Fitzgerald978 Words Ã |Ã 4 PagesMoral ambiguity is defined as the identification of a person as either purely evil or purely good. The Great Gatsby, written by F. Scott Fitzgerald in 1925, has an innumerable number of examples of moral ambiguity written throughout the story. One character in particular, Daisy Buchanan, has specifically showed moral ambiguity, as she is one of the main characters. Daisy Buchanan is a morally ambiguous character whose ambiguity is significant to the st ory, using examples from DaisyÃ¢â¬â¢s actions in the firstRead MoreWomen s Rights : Women And Ladies Merit Uniformity1615 Words Ã |Ã 7 PagesThe worldwide thought of women s liberation alludes to the conviction that men and ladies merit uniformity in all open doors, treatment, admiration, and social rights. All in all, women s activists are individuals who attempt to recognize social disparity taking into account sexual orientation and prevent it from proceeding. Women s activist; it is a term that has lost its starting significance extra time. The term women s activist has distressingly been given a negative undertone, and numerousRead MoreSuccessful Learning Experiences for Students924 Words Ã |Ã 4 Pagescompetition into education to help children get accustomed to its frequent appearance later in life, while an opposing theory believes competition is unhealthy and should be more heavily restricted. He states that, Ã¢â¬Å"At school this often results in an ambiguous attitude towards competition, which confuses students, who will then try to compete successfully without making it appear they compete.Ã¢â¬ These mixed signals must be clarified for students in order to have a productive classroom. Dr. Verhoeff isRead MoreThe Great Gatsby Enduring Love Comparative Essay Ã¢â¬ËObsessive Love Has the Capacity to Drive a Person to Insanity, Leading to Irrational Behaviour, Alienation and DespairÃ¢â¬â¢ Compare and Contrast the Ways Mcewan and3060 Words Ã |Ã 13 PagesThe Great Gatsby amp; Enduring Love Ã¢â¬ËObsessive love has the capacity to drive a person to insanity, leading to irrational behaviour, alienation and despairÃ¢â¬â¢ Compare and contrast the ways McEwan and Fitzgerald present the complexities of human love in light of this comment. F. Scott Fitzgerald and Ian McEwanpresent obsessive Idealised love as deranged and harmful.FitzgeraldÃ¢â¬â¢s Ã¢â¬ËThe Great GatsbyÃ¢â¬â¢, published in 1925,epitomises the euphoric atmosphere which permeated consumerist attitudes after
Saturday, December 14, 2019
The government, business, and consumers all have an important role a play in the field of environmental protection. The three components should form an interrelated system in which the government and consumers exert pressure upon businesses to act ethically in environmental matters, and business executives are committed to the issues of sustainable development that forms part of corporate social responsibility. Alan Larson in his remarks on corporate social responsibility addressing the National Policy Association Conference noted that although he believed in profit maximisation as the CEOÃ¢â¬â¢s primary objective, Ã¢â¬Å"in a global marketplace where reputation matters deeply, shareholder value depends more than ever on corporate valuesÃ¢â¬ (Larson 2001). We will write a custom essay sample on Becky or any similar topic only for you Order Now Thus, corporations cannot be interested in profits as the only priority; instead, they should be interested in the situation on the planet in general. Just as Ã¢â¬Å"sustainable developmentÃ¢â¬ is an appropriate measure for social progress, so Ã¢â¬Å"sustainable profitsÃ¢â¬ should become part of the accounting vocabulary indicating that the corporation can Ã¢â¬Å"increase shareholder value by communicating to shareholders, employees, customers, regulators, and the general public how it is practicing environmental stewardship and social consciousness in its operationsÃ¢â¬ (Larson 2001). Thus, business has an independent incentive to act ethically. However, Larson notes, the government can enhance this incentive by offering, for instance, the Award for Corporate Excellence only to environmentally conscious companies. Another way is to include the government regulations into guidelines of state structures, for instance, OECD Guidelines on Multinational Enterprises or guidelines of the World Bank and the International Finance Corporation (IFC). Consumers in the 1980s and later decades became aware of the influence of their purchasing choices upon the environment. Their responsibility to the environment, among other things, was included for discussion at the 1992 Earth Summit in Rio under Agenda 21 (Yu ). Their role in sustainable consumption has to be defined through a range of consumer initiatives. Thus, the three parties can cooperate in enhancing environmental protection. References Larson, A. (2001, June 11). Role of the U. S. Government in Promoting Global Corporate Responsibility. Remarks to the National Policy Association Conference. Retrieved November 25, 2005 from http://www. state. gov/e/rls/rm/2001/3526. htm. Yu, N. (n. d. ). The Green Consumption Movement: The Roles of Government, Business, Academia, NGOs and Consumers. Retrieved November 25, 2005 from http://www. apo-tokyo. org/gp/e_publi/gsc/0315RES_PAPERS. pdf. How to cite Becky, Papers
Friday, December 6, 2019
Question: Write an essay onThe performance management. Answer: The performance management is a vital function of the human resource department. It deals with the evaluation of the work performances of the employees and the adherence of the work benchmarks. It is necessary for the organization to evaluate the number of actual productive manpower. It is also helpful for the employees to determine the level of their performance and the areas for improvement. This report aims to describe the detailed approach of performance management. The organization Westpac Banking Corporation is chosen for the purpose of the study. The report aims to improve the understanding of the current performance management practices in Westpac. The report also gives suitable recommendations for the improvement of the performance management function. Introduction The Human Resource Department is an important section of the organization, which deals with the manpower of the organization. The employees of the organization are important since they determine the success of an organization. The report describes the Performance Management process in Westpac Banking Corporation, in Australia (Westpac.com.au, 2016). It is one of the big banks of Australia and has gained immense popularity since its inception. In this report, the performance management function of the selected organization is done. The detailed review of performance dimension in the organization is done. The current practices are identified and suitable recommendations are being done so that the performance management dimension of Westpac can be improved. The report also identifies the capabilities of the Performance Managers required for successful implementation of the laid down recommendations. Westpac Banking Corporation is also known as Westpac. It is a financial services provider and Australian Bank, with its headquarters located in Westpac Place, Sydney (Westpac.com.au, 2016). The bank is among the big four banks of Australia (Westpac.com.au, 2016). The Bank serves worldwide customers and has got 1429 branches and 3850 ATMs (Westpac.com.au, 2016). The major products of the company are consumer banking, finance and insurance, investment banking, global wealth management, mortgages, private equity, credit cards and others (Westpac.com.au, 2016). The annual revenue of the company was AED 21.642as recorded in the financial year 2015 (Westpac.com.au, 2016). The net income of Westpac was AED 8.012 billion in the year 2015 (Westpac.com.au, 2016). Workplace-based projects The business world is dominated by two approaches- Inside Out approach and Outside-In approach (Tyson, 2014). The two approaches use different ways to achieve the end objectives. The inside-out approach believes in the fact that the success of the organization depends on the inner capabilities and strengths of the employees of the organizations. This approach makes effective utilization of the human resources of the company. The approach identifies the core competencies of the employees, which help them to satisfy the external stakeholders. The inside-out approach comprises of strategies, which believe that the company achieves greater operational efficiency by the implementation of this approach. The implementation of this approach helps the organization to adapt itself to the changing environments. The Human Resource strategies deal with the policies as well as practices of the human resources and its integration with the organizational strategy (Berman et al., 2015). The purpose of the HR strategy is understood how the organization perceives its human resource practices (Bamberger, Biron Meshoulam, 2014). The HR strategy should be prepared as per the needs of the particular organization. The inside-out approach deals with the human resources function like skills, technologies, processes and others. The approach also seeks to identify the linkages of the human resource functions to the business strategies of the organization (Bamberger, Biron Meshoulam, 2014). The business strategy usually revolves around the people issues and its implications. Concept of Performance Management The process of planning, monitoring, reviewing the work objectives of the employees of an organization and analyzing the accomplishment of the same is known as performance management (Van Dooren, Bouckaert Halligan, 2015). The employees of the organization are assigned specific job roles to perform, which is based on the broad objectives of the organization. It is the duty of the human resource managers to ensure that the employees are conforming to the set job roles. The employees should be able to achieve the given targets and milestones in their job responsibilities. The organization constantly measures the performance of the employees after a fixed period (Bao et al., 2013). The employees should be able to achieve the set minimum requirements for the job position. The employees can achieve more than the basic requirements specified in the job role (Bamberger, Biron Meshoulam, 2014). In such a case, they get rewarded by various methods by the HR department, which would be discus sed in the later stages of the report. The performance management is the constant procedure of setting benchmarks, assessment of the progress and providing sufficient coaching to the employees so that they can improve themselves (de Waal, Kourtit, 2013). The ultimate motive of the human resource department is to help the employees grow and achieve their full potential. Performance Appraisal The systematic evaluation of the performance of the employees, so as to understand the capabilities of a person for further growth and development is known as performance appraisal (Iqbal, Akbar Budhwar, 2015). The objective of performance appraisal is the identification of the employees strengths and weaknesses so that the right person is present in the right job. The appraisal is also done to assess the inherent potential in the employees and any requirement for training and development (Armstrong, Ittner Larcker, 2014). The management can maintain the official records of the employees, which would help them in determining the wage structure, compensation package and increments. There are certain advantages of the performance appraisal process (Aggarwal Thakur, 2013)- Promotion- The performance appraisals help the managers to design promotion packages for excellent performances (Bednall, Sanders Runhaar, 2014). The promotion may be an increase in the designation, additional job tasks, and others. Compensation- The appraisal process helps the managers to design suitable compensation packages as per the merit ranking. The compensation package includes basic salary, bonus, extra benefits, perks and others (Madan Bajwa, 2016). Selection Validation- The performance of the employees gives an idea regarding the success of the selection process, carried out by the human resources department (Iqbal, Akbar Budhwar, 2015). Development of the employees- The performance of the employees gives an idea regarding the training needs of the employees (Armstrong, Ittner Larcker, 2014). The appraisal helps in analyzing the strengths and weaknesses of the employees, which is essential for designing the training schedules. Role of Human Resource Department The human resource department plays a vital role in shaping the work performances of the employees (Kehoe Wright, 2013). The human resource practices and policies can have a direct impact on the performance of the employees. The employment engagement activities of the organization make the employees happy, which in turn increases their commitment and zeal to work (Armstrong Taylor, 2014). They become motivated, and there is a considerable increase in their productivity. The higher productivity levels of the employees are reflected in the enhanced customer service, which increases the customer satisfaction levels. It is the responsibility of the human resource manager to foster an organizational culture, which encourages the optimum performance of the employees (Bratton Gold, 2012). The high performance of the employees should be reflected in areas such as quality of performance, levels of customer service, increased productivity, profit generation and finally the enhanced delivery of increased value of shareholders (Kehoe Wright, 2013). The human resource department should strive to empower the employees, in such a way, that they exhibit excellent performance, which is associated with a higher business (Davenport, 2013). Methods of Performance Management in Westpac Westpac believes that the ability to achieve the organizational goal is possible due to the contribution of each employee of the organization (Westpac.com.au, 2016). This implies the importance of the effective management of performances of the employees. The Bank undertakes three steps in setting the objectives and analyzing the performance of the employees (Westpac.com.au, 2016). The three stages are- Formulation of specific expectations from specific job roles, thorough assessment of the performance of the employees and rewarding the employees who have demonstrated exceptional performance (Westpac.com.au, 2016).The formal appraisal process matches the level of performance of the employees against the requirements of the role. The Bank not only measures the performance of the employees but also analyses their behavioral aspects and attitude demonstrated in the workplace (Westpac.com.au, 2016). The Bank conducts the appraisal process twice every year (Westpac.com.au, 2016). There are also quarterly review processes in some business areas. The final performance rating is the foundation for salary hikes and increase of the variable remuneration (Westpac.com.au, 2016). The employees who have demonstrated exceptional levels of performances are rewarded (Westpac.com.au, 2016). The employee rewards can be promotions, pay hikes, paid vacations, increase in variable pay and other facilities. Performance Appraisal at Westpac The company uses a combination of the performance appraisal processes for evaluating the performances of the employees (Westpac.com.au, 2016). The first approach used is the Behavioral Checklist process (Boachie-Mensah Seidu, 2012). This process comprises a list of criteria, which should be followed by the employee to become a diligent employee. This method is considered favorable for situations when there is a need for checking the performance of the employees without comparisons. The second and the most common approach is the 360-degree appraisal (PotoÃâÃ nik Anderson, 2012). This type of appraisal takes into consideration the feedback from all the stakeholders who come in contact with the concerned employee. The various types of stakeholders are the supervisor, manager, peers, team members, vendors, external suppliers, direct juniors and others. This type of appraisals takes into account the complete profile of the employee. The in-depth feedback of the employee is gathered and assessed accordingly. The third type of performance appraisal concerns with the Management by Objective (Uduji, 2013). This method is considered as the modern approach to performance appraisal. In this method, there is an agreement between the employee and the manager over specific and attainable goals, within a given deadline. The performance of the employee is measured at the end of the set period (Cherian Jacob, 2013). This method is useful as the appraiser can define failure and success easily. Consequences of Performance Management in Westpac The performance management procedure in Westpac is followed by a four step ordeal, which starts when the Bank finds out that a particular employee is unable to fulfill the set minimum standards of their job roles, and their demonstrated performance is not acceptable (Westpac.com.au, 2016). Step 1- The immediate manager of the employee engage in a face to face conversation with the concerned employee. The various aspects of the performance are discussed in the meeting. The communication process is a mutual process, in which both the employer and the employee, shares their individual point of views (Westpac.com.au, 2016). The manager shares the performance level of the employee in the period of review. He also explains that how the performance has not met the expectations of the company (Westpac.com.au, 2016). The manager shares that such under performance is not desirable from an organizational point of view. The employee also shares the reasons for low-performance level and any external factors that have been instrumental in this process (Westpac.com.au, 2016). The manager highlights the areas that the employees need to focus on, to improve the productivity levels. Step 2- The concerned employees undergoes informal coaching and suitable training programs that address the areas for development. The topics of the training can range from skill development to work related skills (Westpac.com.au, 2016). There is alsoa need to enhance the soft skills of the employees and improve the technical expertise needed to perform a specific job role. There are proper planning procedures regarding the training procedures of the underperformers. The training schedules are designed in such a manner so that the current performance of the employees is not affected (Westpac.com.au, 2016). For example, the training of the employees should not be carried out during the duty hours, which may further deteriorate the performance of the employees. Instead, the training programs of the employees should be carried out after duty hours or over the weekend, whichever is most suitable. The manager reviews the output of the training programs regularly (Westpac.com.au, 2016). In case the training outcome is not up to the mark, then necessary changes are made in the training schedule. Step 3- The Bank evaluates the performance of the employees post the training programs. If the employee has successfully achieved the objectives of the training program, then the coaching program is continued, and there is an ongoing assistance provided to the employees. The aim of the company is to provide handholding support for capacity building of the employees (Westpac.com.au, 2016). The human resources team of the Bank has a policy, which states that if there is a reoccurrence of the unacceptable performance of the particular employee within six months, then the employee could face dismissal (Westpac.com.au, 2016). Step 4- In the event of the repeated unacceptable performance of the employee, the Bank formally announces the same to the concerned (Westpac.com.au, 2016). The Bank provides one last opportunity to rectify the performance of the employees by providing them workshops and training modules. At the end of the training period, the employee may be demoted, dismissed or forced to give resignation. Recommendations There is a need to improve the present scenario of performance management. The employees should be presented with the opportunity to assess themselves. The employees should be given a copy of the Performance Appraisal Form so that they can evaluate their performance. This is helpful as it would allow the opening of the channels of the communication between the manager and the employee. The manager should be an excellent communicator who would be able to discuss any differences in opinion more easily and compare the two sets of evaluation for better evaluation (one form filled by the manager and the other filled by the employee). The manager should have excellent analytical skills. He should strive to gather information regarding a specific employee from more than one source. The unconventional sources should be utilized to gather an unbiased source of feedback The performance appraisal process should be followed by an open discussion with the concerned employees. The manager should have convincing skills so that he can make the employee understand the linkage of his performance with the vision of the company. The employee should be shown a "bigger picture" to make him understand the importance of his individual role in the organization. The employees who display excellent performance should be rewarded with promotions, higher packages, and others so that the employees are constantly motivated. The motivated employees would prove to be productive workers. Conclusion The performance management function is an important job of the human resource department. The performance appraisal is crucial for maintaining an optimum level of motivation among the employees. The human resource department is responsible for managing the performance of the employees. They are responsible for guiding the employees and help them achieve their optimum performance. The employees are motivated if they receive high salary and high positions in the workplace. The organization also needs to know the efficient employees and the employees who require training. The performance management of the employees is done for letting the employees know about the expectations of the organizations from them and find out suitable ways for fulfilling the same. The performance management needs to be done for aligning resources of the organization to achieve the organizational goals. Westpac has good performance management system; however it needs to be improved for optimum benefits to the o rganization. The quality of the human resources should be improved to achieve success for the organization. References Aggarwal, A., Thakur, G. S. M. (2013). Techniques of performance appraisal-a review.International Journal of Engineering and Advanced Technology,2(3), 617-621. Armstrong, C. S., Ittner, C. D., Larcker, D. F. (2014). An Exploratory Investigation of the Determinants and Ratings Implications of Performance Appraisal Plan Characteristics. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bamberger, P. A., Biron, M., Meshoulam, I. (2014).Human resource strategy: Formulation, implementation, and impact. Routledge. Bao, G., Wang, X., Larsen, G. L., Morgan, D. F. (2013). Beyond New Public Governance A Value-Based Global Framework for Performance Management, Governance, and Leadership.Administration Society,45(4), 443-467. Bednall, T. C., Sanders, K., Runhaar, P. (2014). Stimulating informal learning activities through perceptions of performance appraisal quality and human resource management system strength: A two-wave study.Academy of Management Learning Education,13(1), 45-61. Berman, E. M., Bowman, J. S., West, J. P., Van Wart, M. R. (2015).Human resource management in public service: Paradoxes, processes, and problems. Sage Publications. Boachie-Mensah, F. O., Seidu, P. A. (2012). Employees' perception of performance appraisal system: A case study.International journal of business and management,7(2), 73. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Cherian, J., Jacob, J. (2013). Impact of self efficacy on motivation and performance of employees.International Journal of Business and Management,8(14), 80. Davenport, T. H. (2013).Thinking for a living: how to get better performances and results from knowledge workers. Harvard Business Press. de Waal, A., Kourtit, K. (2013). Performance measurement and management in practice: Advantages, disadvantages and reasons for use.International Journal of Productivity and Performance Management,62(5), 446-473. Iqbal, M. Z., Akbar, S., Budhwar, P. (2015). Effectiveness of Performance Appraisal: An Integrated Framework.International Journal of Management Reviews,17(4), 510-533. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of Management,39(2), 366-391. Madan, D. P., Bajwa, J. K. (2016). Human Resource Management Practices and their Impact on the Job Performance of Employees with Special Reference to Banking Sector.International Journal of Engineering Technology, Management and Applied Sciences,4(4). Personal, Business and Corporate Banking. (2016).Westpac. Retrieved 21 May 2016, from https://www.westpac.com.au PotoÃâÃ nik, K., Anderson, N. (2012). Assessing Innovation: A 360Ã ¢Ã¢â ¬Ã degree appraisal study.International Journal of Selection and Assessment,20(4), 497-509. Tyson, S. (2014).Essentials of human resource management. Routledge. Uduji, J. I. (2013). Management by Objective: an Imperative factor for Shaping the Salesforce Morale.Management,5(17). Van Dooren, W., Bouckaert, G., Halligan, J. (2015).Performance management in the public sector. Routledge.