Performance Appraisal System Impact on Employees Apollo Tyres

Performance Appraisal System Impact on Employees Apollo Tyres 1.1 Introduction According to Mayo, 2000, Human resources management is an important function of a firm because the machines can be easily directed, repaired and utilised but employees are living beings with emotions and prejudices and cannot be easily directed, repaired and utilised. In 20th century the theoretical as well as practical aspects of the Human resources management got a scientific dimension, the consistent efforts of the management to improve the performance of the firm has resulted in the performance evaluation of human resources or employees. The employees are the building blocks of a firm and the defective block will deform the entire firm so it is the responsibility of the management to shape these building blocks according to the needs. The performance appraisal system is not new concept it has an age old history to tell but the modern appraisal system has evolved in the mid of 20th century. The performance appraisal system, which integrates many departments of the firm, is aimed at the enhancement of performance of the employees. The employees who are not scoring in the performance appraisal period are required to undergo training and skill development programme. The performance appraisal was believed to be a motivation factor but in practise many studies have shown that it is not always act as a motivational factor but sometimes has de-motivational effects on the appraised. The system which formulates the rules and regulations to motivate the employees to perform better in the next appraisal period can be called as a best suited system for that particular firm because there is no optimum method or procedure to be followed in a performance appraisal system in a firm. (Nishad, 2005) The motivation and de-motivation factors may be present in the same performance appraisal system. The appraisal may be motivational to some employees meanwhile it is de-motivating for others. The combined effect is a general thing in all appraisal system but the proportion of motivation to de-motivation factors should be high otherwise the entire objective of the Performance appraisal will be failed. (Seong and Lewis, 2009) There are many factors which affect the result of performance appraisal the main factor is the appraisal procedure and the evaluation criteria, the next important factors are social, cultural, economical and political aspects of the employees. The social and cultural aspects are known as permanent factors which cannot be nullified so it becomes the duty of the employer to plan a PA system which suits the socio-cultural aspects of the employees in addition to the due consideration for the political as well as the economics factors. (Nishad, 2005) 1.2 Background and justification of the study 1.2.1 Background of the Study Apollo Tyres Ltd is a multinational company having many divisions all around the world. It is a private sector company with limited liability. The performance track of ATL has attracted many foreign firms to initiate joint venture with this company in UK, US and African continent. The performance of this company and the varied product categories it offers to the customers are the key for its success. (Company profile, 2010) Apollo Tyres Ltd is emerging as a global tyre manufactures and it finds its strength in the availability of materials and labour at a lower price than its competitors. The annual revenue for 2009 financial year was 1.2 Billion USD. The main source of income is form the domestic production; recently the firm has acquired many other international firms such as the Dunlop Tyres in 2006 and VBBV of Netherlands as well as the Russias largest tyre manufacturing company Amtel-Vredestein NV. ATL has a direct market strategy and has 2500 showroom all over the world; majority of it are in India. There are 4000 dealerships India and more than 100 dealers internationally. (Company profile, 2010 and Stanley, 2009) The globalisation has brought many challenges to ATL as new multinational companies have entered the health care sector in India. ATL has coped with challenges with diversified product plan and for that it has invested billion of Indian Rupee, as a result the company has major market share in India. It is a matter of credit that around 10% of Tyre Products available all over world belong to ATL because of the export activities of the company. The company is so successful because of the work force it got. (Company profile, 2009) The workers are being provided by good facilities such as good working environment, good salary, flexible time schedule and holiday and festive allowancesà ¢Ã¢â€š ¬Ã‚ ¦etc. The Management has already providing them a contributory pension fund and insurance scheme for the employees. The educational scholar ships and education facility up to high school for the children of employees are provided by the company itself, apart from the residential facility. (Company profile, 2010 and Stanley, 2009) The annual report from financial year 2006 to 2009 has proved that the productivity has been getting decreased year by year. In 2006 it was 2.6% decrease and in 2009 it has reached the alarming 18% decrease. The management has a performance appraisal system since 1971 and counselling programme as well as skill development programmes are provided for the underperformed employees. Still the productivity graph records a downward growth. And this proposed study indents to find out the effectiveness and impact of the appraisal system on the employees and the productivity. (Stanley, 2009) 1.2.2 Justification of the study Every organisation around the world has vision and mission, whatever the philosophy behind the vision and mission there will be a common factor in the philosophy improved performance. The improved performance might bring profit to the organisation. The overall development of the organisation may be one side of the improved performance of the firm. the improved performance means the enhanced performance of the its various departments such as Human resources management, financial management, production and operations management, sales management, marketing management, customer care managementà ¢Ã¢â€š ¬Ã‚ ¦etc. In all of these departments the human factor is a matter of serious consideration. The right people for the right job make all the differences. (Taylor, 2001) All the firms have some or other method to measure and analyse the performance of it. The analysis of this performance and the actions plans to be taken to improve the performance are of great importance of every firm. To manage the performance appraisal of its employees the firms have a separate appraisal department under the human resources department. The functions of appraisal department are integrated with other department such as financial department to coordinate the appraisal rewards and punishments, if any. (Qureshi, 2005) The performance appraisal is a complicated disciple of study because the appraisal result might not be the intended and assumed motivation of the employees. The studies have revealed that in many firms around world the appraisal process and remedial measures have resulted in the declined performance of the employees indicating the de-motivational effect of the appraisal system. (Nishad, 2005) The appraisal methods and criteria should be defined particularly for each firm because the appraisal results and the impact of the employees are very much depended on the external internal factor of the firm. The external factors such as socio-cultural traits of the employees, the economic and political situation of the geographical location of the firmà ¢Ã¢â€š ¬Ã‚ ¦etc. The internal factors mean the nature of the jobs, the leisure and pleasure in the job, the working conditions, organisational cultureà ¢Ã¢â€š ¬Ã‚ ¦etc. (Nishad, 2005) The appraisal theories when applied to the Asian countries the result may be devastating because the western appraisal theories have a great limitation in the Asian countries because of the social and cultural difference of the Asian people. So it is imperative to analyse the appraisal system on the basis of local factor which influence the management and the organisational behaviour of the employees. (Taylor, 2001and Nishad, 2005) In the proposed study, ATL- Kalamassery, in the Kerala state, India, is taken because the political and the economical situations of the state. The Kerala is world famous for the various political ideologies such as communism and socialism. The economic backwardness of the state is also factor to take this unit of ATL for the study. According to Taylor (2001) the social- cultural traits of the employees in India are very much different from the western countries. The social behaviour of Indians is sometimes unacceptable social etiquettes for westerners. The social bond and relations are different from that of the western countries. The proposed study would like to analyse the impact of the factors in the appraisal system and how far the appraisal system of ATL can manage its employees in the improvement of performance. 1.2.3 Literature Review Performance appraisal has a long history it emerged with the civilisation. When the people are interacting to each other in an orderly fashion then it may require some laws to govern the conduct of the people in the group. This preliminary law formation is called grundnorm which means the base norm, and these base norms were designed to control the conduct and also the distributed duties. The distribution of duties include various works; later on when these works required efficiency then performance of the individual and the groups were began to analyse. So it can be said that the performance appraisal was there in the primitive societies and in the course of time the application and the method of evaluation has been changed a lot. (Rajeev, 2000) According to Mayo, (2000), in the modern world, where everything is measured in time, the performance evaluation has great importance. The performance of each member of a group is important for the purpose of performance evaluation. After the industrial revolution new management theories came in to being and many of them went in to oblivion, those survived gave emphasis on the evaluation of the performance on the basis of scientific criteria. The industrial world tries to motivate its man power so that better performance can be obtained from each of the employees. The motivational aspect of the performance appraisal has been subject for deep rooted debates which are based on the many disciplines of study such as psychology, anthropology, sociologyetc. The complexity of the subject matter indicates the intricacies involved in the performance appraisal process and its impact on the employees. (Nishad, 2005) The motivational theories such as Vrooms expectancy theory and hygiene theory suggest that the employees are not motivated by giving them better facilities or salary but there is a mental dimension such as appreciation, recognition, career growth etc. The modern appraisal theory which is based on these concepts where as the classical theory of performance appraisal only support the deterrent method, that is, the employees who are performing well will be paid better and those who are not will be sacked. This approach has many loop holes such as the mental strain during the appraisal period the employees have and the lack of loyalty from the part of the employees and it was proved to be ineffective in motivating the employees. (Rajeev, 2000) The modern approach, meanwhile, support more over a lenient approach towards the employees. The basic philosophy is to understand the basic problem in the underperformance of the employees. The root cause may not be related to the employment or it may be related of some physiological problems, whatever it may the manager or the supervisor who is in charge of the appraisal process is responsible to understand it. The counselling process is designed to understand the problems and give suggestions to solve the problems of the employees. The training and improvement programmes are also conducted in many modern industries to increase the performance level of the employees. (Rajeev, 2000) The performance appraisal is usually begins with the formulation of the criteria on which each and every employee will be analysed. The criteria formation is very complex and will be unique according to the nature of employment as well as the philosophy of the management. The criteria then communicated to the employees and a time period will be given to them to opine about the criteria and after the evaluation of the suggestions from the various sources the management may change the criteria or stick on with it. The appraisal process will start and the each employee will be informed about the appraisal period. The appraisal result will be published publically and remedial measures will be taken thereafter. The remedial measures include the training and improvement programme and even the removal of the underperformance form the employment. (North, 2006) The problem with the performance appraisal begins when the employees are instructed to undergo the remedial measures. According to Nishad (2005), the social and cultural factors of the employees as well as the political strength are important factors that dictate the appraisal process. Unlike the western world in Asian countries the political strength of the employees unions is much stronger and the labour laws are much lenient to support the employees. The appraisal system in the Asian countries shall not follow the procedures of the western firms. The motivational factors and the de-motivational factors are different and contradictory in western and eastern world. The factors which motivate a westerner may a factor for de-motivation in Asian countries. According to Taylor (2001), the social-cultural aspects of the employees have significant effect on the appraisal system in the Asian countries. The trade unionism and the political inclination of these unions are other factors which will affect the appraisal system adversely. The behavioural pattern of the employees have to be analysed before the formulating the appraisal strategy. The political philosophy of the political parties in Kerala varies from leftist ideology to the rightist capitalism. The political parties strongly support one or the other political ideologies; communism and socialism are the major philosophies which are being followed in the state for more than a century. The trade unions of the state are affiliated to anyone of the political parties and the trade unions enjoys the protection of labour laws of the land. (Ashok, 2007) Situation in the ATL is not different from the political situation of the state. The political parties have a great influence on the trade unions and the lives of the employees. Every employee in the ATL is affiliated to any one of the political parties. This is basically a survival strategy for the employees as well as the trade unions. (Ashok, 2007) The collective bargaining of the trade unions and the threat of strikes hampered the growth of many industries in the state. The current situation in the firm is also same and the management have to discuss and reach in a consensus to implement any change in work schedule or in bonus or in the salary. The strength of the management is in the bargaining power and that of the trade unions is in the unity and threat to strike. (Uppal, 2009) The performance appraisal system of any industry is under the scrutiny of the trade unions, the performance criteria should be passed by the trade union so that it can be smoothly run. The remedial measures are also supervised by the trade unions and any action which will be a potential threat will be strongly resisted by the unions. (Uppal, 2009) 1.2.4 Aim The present study aims to analyse the Performance Appraisal System of the Apollo Tyres Ltd and the motivating as well as the de-motivating effects of the appraisal system on the basis of the socio-cultural and politico-economical situations and to suggest the strategies and procedures to improve the performance of the employees. 1.2.5 Hypothesis (A) Null hypothesis H0 Impact of a performance appraisal system on the employees is depended on the social, cultural, political and economic environment of the firm and the employees (B) Alternative Hyposthesis H1: Impact of a performance appraisal system on the employees is NOT depended on the social and Cultural environment of the firm and the employees H2: Impact of a performance appraisal system on the employees is NOT depended on the political and economic environment of the firm and the employees The null hypothesis is statistical hypothesis that is tested for possible rejection under the assumption that it is true (usually those observations are the result of chance). The concept was introduced by R.  A.  Fisher (Gonick and Smith, 2006) In this proposed study, the null hypothesis considers the independent variables such as social, cultural, political and economic factors of the environment in which the firm operates. The null hypothesis is assumed to be trued based on the various secondary data. The alternative hypothesis is divided in to two part one with the factors such social and cultural factors and the second one is political and economic factors. According to Malhotra (2008), the social and cultural factors cannot be separated as it is has strong influence on each other. The social factor is formed based on the cultural factor and the cultural is nurtured and propagated through social circumstances. According to Cumbler (2003), The political philosophy is always related with the economy of the country, the political affiliation is more over has direct influence on the economy of the people. It is noteworthy that the communism and other labourer favoured philosophies are flourishing the third world countries because of the poor economic conditions. Once these countries become developed nations the leftist philosophies will cease to exist in course of time. 1.2.6 Primary Objectives of the Study 1. To analyse the performance appraisal system in general and particularly in the Apollo Tyres Ltd (ATL) 2. To understand analyse the significance of the performance appraisal system in achieving the goals and objectives of a firm 3. To study and analyse the transition of performance appraisal from conventional to modern and the major factors influenced the transition 4. To understand the motivating and de-motivating effect of the appraisal system on the employees in general and particularly in the ATL 5. To analyse effect of social and cultural factors and political and economical factors of the employees on the appraisal system in general and particularly in the ATL. 1.2.7 Research Questions To fulfil the primary objective of the study the following research questions are proposed Performance Appraisal its meaning and definitions What are the significance of performance evaluation system in accomplishing the organisational objective and goals? What are the differences in the modern as well as in the conventional appraisal system? What is the relation between the motivation of the employee and appraisal system? How do the socio-cultural and politico-economical factors of the employee affect the Appraisal System in a firm? Does the performance appraisal system in the Apollo Tyres Ltd have a motivational effect on the employees? What are the strategies that the ATL follows in the appraisal process to enhance the performance of the employees in the particular socio-cultural and politico-economical background? 2. Research method and Approach 2.1 Introduction The research method and approach is devised to study and understand Performance Appraisal System in the Apollo Tyres Ltd (ATL). The study involves the opinion of the employees and the management on the present appraisal system in ATL. The interview method will be used to understand the management side of story on the Performance Appraisal system in the ATL. The questionnaire method is used to understand the employee side story. The literature reviews are depended to make a frame work on the theoretical concept of the study. Various statistical methods will be used to analyse the data and it will be explained on the basis of relevant literature. The span of the research will be six months. In the month of March, 2010 the study will be commenced and the final report will be submitted in September, 2010. 2.2 Research Methodology of the study The research methodology of the study is designed to understand the Performance Appraisal System in the ATL and the impact of present system on the employees. According to Kothari, (2002) the research method suitable for a study where the relevant literatures as well as the primary data are used the two research methods are generally used such as the exploratory methods and the constructive methods. The constructive methods are used when the subject matter of the research needs some frame of reference to handle the entire research results. For example, in international marketing research, sometimes, the cultural traits of customers have to be taken the basis or frame of reference of the study because this trait will affect all the research questions under study. 2.2.1 Exploratory research methods Exploratory research methods are wildly used in the secondary data accumulation. In this present study the literature review will be used to understand and to formulate the theoretical frame work of the entire study. The history of the appraisal system, the relevance of the appraisal system, the motivational as well as the de-motivational aspects of the PA system, the social and cultural factors as well as the political and economic factors will be extensively studied through relevant literature. The relevant sources will be explored to understand the subject matter of the study deeply thus exploratory research methods. (Kothari, 2002) 2.2.2 Constructive Research Methods Constructive research methods are used when the research result cannot be generalised due the influence of dominant factors in the study. (Kothari, 2002) In the present study the performance appraisal system is analysed based on the social and cultural aspect of the employees. The political and economical aspects are also considered for the study because all these factors have a dominant effect on the study. In other words, without taking these factors under consideration the research will be completed. The geographical location of the unit under study is in the Kerala state, India, which is an economically backward place and the political philosophies, such communism and socialism have formidable impact on the people living there. The social and cultural factors are different from the western world and the social bonds and family cohesions are very important aspects this culture. The social interaction and etiquettes are different from that of the western world so the theories applicable in the western world no longer stand good in these situations. So it is mandatory for this study to form a frame work on these factors to analyse th e subject matter of the research. 2.2.3 Questionnaire and interview method Interview and questionnaire methods are generally used to collect the data first hand (Kothari, 2002). In this study these methods are preferred to get the information on the appraisal system of ATL and the impact of such system on the employees. The questionnaires will be used to get the opinions of the employees on the performance appraisal system as well as the appraisal rewards and the methods of the PA system. According to Saunders et al., 2003 the open end interviews are useful to gather data in a larger perspective. The open end interview questions and the answers to it will give the interviewer the opportunity to ask other relevant questions to the interviewee based on the previous answer and can get more details from the interviewer. The interview questions are open end in nature and the questions will be asked to the officials of ATL. According to the answers of these officials other related questions will be asked to get more comprehensive view on the subject. This method is used to interview the officials only because there are very few in number. The questionnaire will be distributed to the employees and the responses will be collected back within one month of distribution. This method is adopted because in this unit there are 2100 employees and interviewing all them will not be possible due to time constrain. 2.3 Method of Study The proposed study requires both primary data as well as the secondary data to meet the objectives of the study. The method of study thus designed to collect the primary as well as the secondary data. The primary data will be collected from the management staffs and from the employees. The secondary data will be collected by referring books, Articles, the e-journals and paper journals, web sitesà ¢Ã¢â€š ¬Ã‚ ¦etc. 2.4 Primary data collections methods Primary data will be collected from the employees and the managers of the ATL directly. The employees will be distributed the self-structured close end questionnaire to be answered and 2 weeks time will be given to them to fill it and return. Managerial staff will be interview with open end interview questions. According to Saunders et al., 2003, the open end questions are very apt for interviewing a small sample in a study it also very effective because the open end questions will provide enough opportunity to ask more questions based on the answer for the previous questions and clarify the doubts on the statements if any. 2.5 Secondary Data collection methods The secondary data collection is highly recommended information gathering process in any research work. The researcher should be diligent enough to select apt resources and updated information. In management subjects the data collection should be done through updated resources and latest editions books, articles and journals because new concept and theories and its applications are emerging day by day and it is the responsibility of the researcher to find out the up dated information for his research work. (Kumar, 2005) The secondary data collection method includes access to the relevant and updated books, journals and articles. The website will be extensively used if the authenticities of the sites are known. The university library and online facility will be extensively used for this research. The data regarding the company profile will be gathered though company website and referring the ISO manual of ATL and the annual report which is available in the web site of ATL. 2.6 Method of Data analysis In the proposed study the primary data as well as the secondary data will be used to reach a conclusion and the recommendations. The primary data will be analysed with various statistical tools such as chi square test, ANOVA à ¢Ã¢â€š ¬Ã‚ ¦etc and the variance analysis will be done to understand the impact of the statement with the literature review. Both the primary and secondary data will be simultaneously used to interpret the results of the research. 2.7 Scope, Ethics and Limitation of the Study Scope The proposed study is on the performance appraisal system and the impact of it on the employees. The scope of the research includes the analysis of the various factors such as the social-cultural aspects and the political-economic factors of the environment in which the Apollo Tyres Limited is operating. The social and cultural aspect of the employees will be analysed and the suitable strategy for the appraisal system will be studied. The political and economic situation of the employees will be analysed and the performance appraisal approach of the management will be studied based on these factors. The scope of the research will be on the formulation appraisal strategy which will be suitable under the various research variables. The motivational and the de-motivational impact of the appraisal system will be analysed based on the four above mentioned aspects of the employees. Ethics According to Kothari (2002), a research study will provide accurate results and will provide a valid conclusion if it has followed a research ethics. In this proposed study the permission to do the research is obtained from the management of Apollo Tyres Limited, Kalamassery Unit, Kerala state, India. The survey among the employees of the ATL will be conducted confidentially. The questionnaire will not contain any whereabouts of the employees only the service, age, gender and positions. It will not ask for any personal details such as the address, name or any name of unique post. The research will seek the written permission from the management for the interview of the Management staffs so the evidence of opinion can be adduced in the Dissertation. Relevant literature will be collected and analysed to gather the knowledge base on the subject matter so that the research should have a through theoretical support. Limitations Short span of time is problem in the research as the time period is limited to three months. The data collection and the analysis of the primary data will be done with maximum speed and there is a chance the responses of the employees is not 100% true to the fact. The literature available on the performance appraisal is numerous and reading the relevant one requires great time. The limited time may limit the number of literature that can be analysed by the researcher. The data will be gathered through research aid wing of Indian Management Association (IMA). The representative of IMA will be hired for the purpose of the data collection; the knowledge limit of the person on the research objective may prove to be a problem in translating the questionnaire to the employees. The cooperation from the part of the employees and other management staff is essential for the success of the research. The research will suffer if there is limited cooperation from the staffs of the Apollo Tyres Limited. 2..8 Conclusion and Recommendations Conclusion The trade unionism and the political inclination of these unions are other factors which will affect the appraisal system adversely. The behavioural pattern of the employees have to be analysed before the formulating the appraisal strategy. The political philosophy of the political parties in Kerala varies from leftist ideology to the rightist capitalism. The political parties strongly support one or the other political ideologies; communism and socialism are the major philosophies which are being followed in the state for more than a century. The trade unions of the state are affiliated to anyone of the political parties and the trade unions enjoys the protection of labour laws of the land. Situation in the ATL is not different from the political situation of the state. The political parties have a great influence on the trade unions and the lives of the employees. Every employee in the ATL is affiliated to any one of the political parties. This is basically a survival strategy for the employees as well as the trade unions. The collective bargaining of the trade unions and the threat of strikes hampered the growth of many industries in the state. The current situation in the firm is also same and the management have to discuss and

General Haig

Did General Haig Deserve To Be The Butcher of the Somme In June 1914 a Serb assassinated Franz Ferdinand, the heir to the throne of the Austrian Empire. Austria decided to take revenge against Serbia and invaded. However, Serbia had an alliance with Russia, and Russia with France. Germany came to the aid of Austria. One by one, the powers of Europe were pulled into war by their alliances. This source is taken from a book called â€Å"Investing History a World Study By 1916†. The French were fighting at Verdun for 2 years in trench warfare and no one was winning.The French were on the brink of defeat so they asked the British could they attack on the Somme Valley to give the French some breathing space. The British bombarded the German trenches for 7 days non-stop. Over 3 million shells hit the German trenches. However the Germans built underground bunkers made out of concrete. On July 1st 1916 the first waves of the British soldiers went over the top and were ordered to walk t o the German trenches at walking pace thinking that all of the Germans were dead when the bombardment stoped however then the Germans came out of the bunkers and shot the British down with machine guns.On the first day of the battle 20,000 British soldiers were killed and 30,000 soldiers were injured or wounded. Sir General Haig was in charge of the British at the time. People think that Haig should be remembered as the â€Å"butcher of the Somme† because he sent thousands of British soldiers to their deaths. Some people thought that Haig was a donkey leading lions. Over 1 million men volunteered to fight in 1914 thinking it would be over by Christmas but the battle of the Somme kept going until November 1916 the battle lasted five months. By the time the battle ended 420,000 British soldiers were dead.It was the biggest British military disaster in British history, based on British and German first hand accounts on the battle. The other interpretation of Haig is that he was just doing his job because he was just sending men as he was ordered to do. Source 1A is a valid source to find out the truth about General Haig because a private Fred Pearson on the Western Front, was commented On Haig in a local newspaper in 1966 and he said â€Å"The biggest murderer in the Somme of the lot was Haig I’m very bitter; always have been and always will be and everybody else that knew him.He lived 50 kilometres behind the line and that’s about as near as he got. I don’t think he knew what a trench life was like and they made him an earl and gave him ? 100,000. I know what I’d given him. I think this is reliable because the person who wrote this source is that he was there on the western front and he experienced what the war was like and what Haig was doing. Source 1B and source 2 is good to find out the fact that General Haig was a butcher of the Somme. P. Smith, a private in the 1st border regiment fighting on the Somme, writing in his di ary July 1916.Said, â€Å"It was pure bloody murder. Douglas Haig should have been hung drawn and quartered for what he did on the Somme. What this means is that Haig sent Millions of the young generation to their deaths and no one had really to replace them in their villages or towns. The cream of British manhood was shattered in less than six hours. This is reliable and useful because Private P. Smith was actually there at the battle of the Somme and he saw thousands of friends, family, killed and he foresaw Haig’s doing. Haig was a second-rate commander in a unparalleled and unforeseen circumstances. He was not endowed with any of the elements of imagination and vision and he certainly had none of that personal magnetism which has enabled great leaders of men to inspire multitudes with courage, faith and a spirit of sacrifice he was incapable of planning vast campaigns on the scale demanded on so immense a battle†. This was written by David Lloyd George, British Pri me Minster during the First World War, writing in his War Memoirs (1935). This is reliable becauseSource 6 is valid information about finding the truth about Haig because it’s a cartoon and in it the major general is addressing the men before an attack behind the lines. â€Å" I want you to understand that there is a difference between a rehearsal and the real thing. There are three essential differences: first, the absence of the enemy. Now turning to the Regimental Sergeant- Major what is the second difference? † Sergeant Major. † The absence of the General, Sir. † This source was written in a cartoon to make fun out of the generals as seen in the cartoon. It was written in (February 1917) a cartoon from the British satirical magazine punch.Source 7 is a good evidence to find out the truth about Haig because in this source Blackadder is trying to change General Haig’s mind about going over the top but Haig doesn’t change his mind. [This is t aken from the BBC TV comedy series, Blackadder, which continually portrayed Haig and the generals as fools and murders. In this scene Blackadder is trying to persuade Haig to get him sent home while Haig plays games with toy British soldiers. The series was broadcast in the 1990s. ] I’ am now going to look at source 8 in this source John Laffin writing in his history book

Freud, Adler and Jung: Founders of Psychoanalytic Research Essay

Introduction: There are three well-known influential thinkers who are considered to be pioneers in the field of psychology. It could be argued that without †¦. , the emergence of psychology as we know it might not have ever happened, at least in its present form. Freud is considered by his modern-day counterparts to be the founding father of analytic psychology, as he is the first to have come up with an albeit rudimentary, but nevertheless valuable model of the human psyche. Prior to his groundbreaking work, the nature of human consciousness was largely debated and theorized by medical doctors and theologians. Then there is Adler, (who was the first to have suggested the societal impact on emotions and thought processes and vice-versa, arguing that consciousness and culture have what could be termed as a symbiotic relationship. He emphasized, too, the importance of self-esteem and was the first to say that without a healthy self-esteem, an individual would develop an inferiority/superiority complex which would in turn affect many aspects of life. Last but not least, Carl Jung, who was a respected colleague of Freud in his earlier years, focused on the spiritual aspects of consciousness and saw the value it played on thoughts and emotions. We will explore in this paper the commonalities between these founding fathers of psychology as well as their differences, and explore the strengths in their theories as well as the weaknesses. By understanding the founders of this very subjective field of scientific thought, we can gain a better picture of how psychology has evolved over the years and apply it to our own research and studies. Sigmund Freud: According to Freudian theory, the consciousness is composed of three opposing forces: the id, the ego, and the superego. The id (Freud used the German term Das es) which consists of our instinct-driven behavior. Governed by what he termed the â€Å"Pleasure Principle†, It is largely pleasure-seeking: when we are hungry, we seek to obtain relief from these feelings by eating. Because the id is a self-gratifying drive, it can, according to Freud, cause problems if left unchecked, since the person would have absolutely no self-control and wouldn’t be able to exercise the self-discipline necessary to function in society. In accordance with what Freud calls â€Å"The Reality Principle†, The ego (das ich) copes with the limitations of reality by putting into place coping mechanisms when one’s basest needs cannot be fulfilled. For instance, it is the ego which represses the needs of the id by waking up early for work when the id tells us to sleep in late. The Superego (uber ich) tries to rule over the ego and id with moral principles which are both conscious and unconscious. It can be described as one’s religious convictions and moral principles. The Superego can override the ego and id when something must be done â€Å"for the greater good†, i.e. for moral reasons. Another Fundamental element of Freudian theory is his stages of psychosexual development, which categorizes each stage as follows: The oral stage where a child seeks comfort from suckling, the anal stage where the child is toilet-trained, the phallic stage where a child’s awareness of a penis (or lack thereof) plays a crucial role in early development, the latent period, and finally the genital stage. In each of these stages (aside from the latent stage where it is believed no crucial psychosexual development takes place) if there is a disturbance in normal development, a â€Å"fixation† can occur. For instance, if a child is weaned from breastfeeding too early, he or she can have an â€Å"oral fixation† which would manifest itself as nail-biting or smoking later in life. Last but not least, Freud was the first to propose that when we face situations we cannot emotionally handle, we have certain defense mechanisms such as repression, suppression, denial, displacement, sublimation, intellectualization, and rationalization, regression, and reaction formation. These mechanisms can be considered normal, especially during grieving periods. Much later, Dr. Elisabeth Kubler-Ross made shock and denial one of the first stages of the grieving process, and it has been well-documented that denial can be very common if not normal as long as it doesn’t become permanent. Defense mechanisms can become very unhealthy if they don’t eventually give way to directly coping with the emotions which are being denied or repressed. These defense mechanisms, in their most extreme forms can be very difficult to understand for those who haven’t shared the same experience. For example, it is very possible for a woman to be so deep in denial of a pregnancy that she will continue to menstruate up until the time of delivery. She could also attribute the normal symptoms of pregnancy with other possible explanations, i. e. morning sickness being stomach flu and the baby’s kicks being gas. A typical example of displacement can be seen with people who abuse animals or children. If a person feels they cannot express anger or aggression to a parent or significant other for fear of repercussions, they will channel the anger and direct it to the family pet or their child, who cannot fight back. Regression can be another common defense mechanism, and it usually happens when an individual is overwhelmed with anxiety and feels they cannot directly face the source of their emotions. A very common scenario is for an adult to remain in bed all day and sleep to avoid painful feelings shortly after a loved-one dies. Another example is when a child is afraid to attend school because of a bully, and becomes extremely clingy with the parent when he or she was very independent prior to the problem. Carl Jung. Jung and Freud became friends in 1906, after Freud had read some of Jung’s writings and invited him for a meeting in Zurich. Their first conversation was said to have lasted for 13 hours, with the two men exchanging ideas and elaborating on their theories. Freud saw Jung as somewhat of a protege, referring to Jung as his â€Å"crown prince and successor†. Their correspondence and friendship lasted six years, but Jung eventually expressed dissent with Freud over the role the unconscious mind played in human behavior. While Freud saw the unconscious as somewhat of a repository of repressed memories which could be manifested unbeknownst to the conscious mind, Jung believed that the ability to tap into the unconscious mind was possible and could contribute to emotional well-being. And while he agreed that it was important to understand past trauma and its influence on present behavior, he also believed that the future didn’t necessarily need to be determined by such things. The role spirituality played in his psychoanalytic theories also made him a pioneer in his own rite, though it was never something he and Freud could agree upon. Alfred Adler. Alfred Adler was also a contemporary of Dr. Freud and even joined his analytic society in 1902. By 1911 however, he too expressed dissent with many of Freud’s opinions and left to form his own society, the ‘Society for Free Psychoanalytic Research’. It can be reiterated that while he agreed with Freud that psycho-social development could be affected by influential factors beginning early in life, he came up with theories of his own which contrasted with those of his colleague. For instance, he believed that a child feels inherently weak around his or her elders, and strives to become superior to them throughout the course of early life. This term, known as â€Å"striving for superiority†, states that if the need for personal accomplishment and success is not met, an inferiority complex can develop, causing many other problems later on. He also proposed the theory that birth order plays a crucial role in emotional development. For example, he stated that an oldest child has it the worst, as he or she starts off having both parents’ unlimited attention and time. Later on after other siblings are born, an oldest child isn’t given the same amount of attention and is left to wonder why. Childhood neglect and abuse also have a profound impact on psychosocial development according to Adler, and numerous case studies continue to arise which prove his theory to be valid even today. Conclusion While many of the theories of Freud, Adler and Jung have been either dispelled or refined by case studies and discoveries in the field of neuroscientific research, there is no doubt they were pioneers in the field of psychology. Freud’s concepts of defense mechanisms have withstood the test of time even though his theories of psychosexual development have been outmoded, and Jungian psychoanalysis is still relevant today. Adler’s views on self-esteem and childhood development have been verified by clinical research, even if some of the finer points of his research had been discarded. While there is continued debate and new findings which will always create dissent and result in new discoveries related to psychology, it is certain that the work of these three early founders will remain significant for decades to come. References: â€Å"Jungian Analysis: Frequently Asked Questions†, New York Association for Analytical Psychology http://www. nyaap. org/about-jungian-analysis#5 Friedman, Howard S. and Schustack, Miriam W. â€Å"Personality: Classic Theories and Modern Research† Fifth Edition retrieved 1/23/2013 Heffner, Christopher â€Å"Psychoanalytic Theory† (http://allpsych. com/personalitysynopsis/index. html) Published August 21, 2012 retrieved 1/23/2013 Adler,A. , & Fleisher, L. , (1988, December) The Child’s Inner Life and a Sense of Community. Individual Psychology: The Journal of Adlerian Theory, Research & Practice Vol. 44(4), p. 417. Goodwin, C. J. (2008). A History of Modern Psychology (3rd ed. ). Hoboken, NJ: Wiley.

Chemical or Molecular Formula for Carbon Dioxide

Carbon dioxide normally occurs as a colorless gas. In solid form, it is called dry ice. The chemical or molecular formula for carbon dioxide is CO2. The central carbon atom is joined to two oxygen atoms by covalent double bonds. The chemical structure is centrosymmetric and linear, so carbon dioxide has no electric dipole. Key Takeaways: Carbon Dioxide Chemical Formula The chemical formula for carbon dioxide is CO2. Each carbon dioxide molecule contains one carbon atom and two oxygen atoms, bound to each other by covalent bonds.At room temperature and pressure, carbon dioxide is a gas.The carbon dioxide molecule is linear. Carbon dioxide is soluble in water, where it acts as a diprotic acid, first dissociating to form the bicarbonate ion and then carbonate. A common misconception is that all dissolved carbon dioxide forms carbonic acid. Most dissolved carbon dioxide remains in molecular form. Why Water Is Bent and Carbon Dioxide Is Linear Both water (H2O) and carbon dioxide (CO2) consists of atoms connected by polar covalent bonds. Yet, water is a polar molecule while carbon dioxide is nonpolar. The polarity of the chemical bonds within a molecule is not sufficient to make the molecule polar. Each water molecule has a bent shape because of the lone electron pair on the oxygen atom. Each CO bond in carbon dioxide is polar, with the oxygen atom pulling the electrons from carbon toward itself. The charges are equal in magnitude, yet opposite in direction, so the net effect is to produce a nonpolar molecule.