DB 7 Research Paper Example | Topics and Well Written Essays - 1000 words

DB 7 - Research Paper Example The cash inflow is good news to creditors whose interest is in availability of cash from which the organization can fulfill its debts. The cash inflow from operating activities, especially net profit, is also good news to the company’s stockholders who are interested in the interest that they can earn from their shares because such rates depend of profitability (Porter and Norton, 2012). The management, as the organization’s custodian, also delights in the positive cash flow as an indicator of their effectiveness and efficiency. The positive cash flow does not identify negative effects on the stakeholders (Harrison, Horngren, 2008; Porter and Norton, 2010). RadioShack’s main use of cash and implication on stakeholders The company’s main cash application is in financing activities through purchase of treasury stocks. This means that the corporation repurchased its stock and this has significant impacts on the management and stockholders. It offers benefits to stockholders because of the interest earned in selling their shares to the company. It however has the disadvantage of lost stake and shareholders’ reduced decision-making authority as the entity gains more decision-making authority. The purchase however increases the management’s autonomy and other benefits to the organization such as ensuring a favorable market value for its stock, expanding its returns on investment, and protecting the organization from potential takeover. The management also gains the power to purchase other companies (Needles and Powers, 2012). Question 2: Most significant differences between net cash provided by operations and net income The most significant differences between net cash from cash flow statement and net income from the income statement are identified in adjustments for reconciling net income to the net cash. The most significant difference is with respect to accounts payable, accrued expenses, income taxes payable and other pay ables, whose total value amount to $ 85 million. Another significant difference is realized through depreciation and amortization that account for a $ 84.2 million variation. Inventories and accounts and notes receivables are the other significant differences between the two cash values. Inventories accounted for a cash outflow of $ 60.4 million while accounts and notes receivables accounted for a reduction in net cash flow by $ 39.9 million (Stittle and Wearing, 2008). Question 3: Comparison of RadioShack’s sales and purchase of fixed assets in 2010 relative to previous years The net addition of fixed assets in the year 2010 is less that the net additions in the previous years. This means that the difference between purchase and sales during the accounting period was less than the difference in preceding periods. While there was a net increase in value of property, plant, and equipment by $ 80.1 million, the year ended 2009 realized a higher value increment of $ 80.8 million . The year ended 2008 realized higher net increment of $ 85.6 million, 5.5 million more than net fixed asset purchase for the year ended 2010. It is however important to note that the changes are not representative of pure purchase of sales of the fixed assets but a sum interaction of the two (Stittle and Wear

Human relations Essay Example | Topics and Well Written Essays - 4750 words

Human relations - Essay Example When one enjoys healthy relationships with others, it affects one’s disposition, attitude and performance. Personal relationships have much power over an individual that when there are strained relationships outside of work, it usually affects how one performs at work. When a worker is emotionally weak and tend to dwell on the effects of a strained personal relationship outside work, he may not be able to concentrate well on his tasks, leading to lowered quality of performance and less productivity. On the other hand, if he enjoys fulfilling relationships both outside and at work, then, he becomes more stable in his performance, allowing him to focus well on his tasks and becomes driven to succeed. The same goes for conflicts with co-workers affecting one’s personal health and even the way he may release the job stress towards his family and friends. Being able to manage oneself and control impulses and emotional meltdown during challenging situations is a mark of a str ong person. If this is not mastered, then one will not be able to cope with the demands of the workplace where multiple conflicts and challenges abound. Chapter 2: Self-esteem and Self-Confidence Dubrin describes self-esteem as a sense of feeling worthwhile and the pride that comes from a sense of self-worth. When one has a healthy self-esteem, he feels good about himself and maintains a positive outlook on life. He develops favourable work attitudes and performs his task at a high level. This is because he believes that he is capable of being a competent worker that is why he is able to challenge himself more and more to validate his beliefs that he possesses the necessary skills for the job. However, if one suffers poor self-esteem, it gravely affects his disposition and work performance. There is a prevalent feeling of low self-worth that feeds on negativity. The individual cannot grasp the concept that he is an able human being and that he has unlimited potentials if only he bel ieves in himself and that he has innate gifts that can be developed. Enhancing self-esteem involves looking into one’s strengths and being proud of them. It is a good exercise to always find something positive about oneself when evaluating performance no matter how small it may be. For instance, when reflecting on a written work that may be filled with spelling mistakes, one can also point out that there were no grammatical errors. Somehow, this saves one from dwelling in the negative. Avoiding situations that threaten one’s self-esteem such as not participating in dance contests when one is admittedly awkward in dance movements is a wise move to preserve one’s self-esteem. Lastly, being with positive people who are able to boost the self-esteem of others is another thing that can be done to enhance one’s self-esteem. Having a healthy self-esteem leads to self-confidence, which is an important quality needed in both personal and professional growth. Self- confident people are more likely to be more effective in leadership and sales positions, as they set higher goals for themselves and strive to achieve those goals. Usually, such confidence comes from having several abilities that these individuals develop further and the positive feedback they receive from people even from the time when they were younger. One’s self-confidence is likely to be strengthened if he persists in doing better in the tasks assigned to him and he feels the

ISM Code, Costa Concordia capsize Essay Example | Topics and Well Written Essays - 3000 words

ISM Code, Costa Concordia capsize - Essay Example The ISM code principles are as follows: All these ISM code principles can be implemented if only proper training facility to the officials. These training facilities are been given with the help of HRM principles which increases the human resource by proper training and implementation. The development of human recourses management has facilitated in increasing number of skilled officials. The officials in shipping industry like captain, major, emergency unit etc are appointed from the HRM having full knowledge of HRM principles. The safety management in shipping industry under IMO (International Maritime Organization) has implemented ISM facilities to the industry. The ISM code under the IMO has several guidelines like operation of the ships with the framework for proper development. Pollution prevention strategies are a good practice of the industry under the principles of ISM code. The ISM code is made compulsory since 1998. This code enables Safety Management System (SMS) to establish by every company of shipping industry. These SMS are defines by the person like managers or bareboat character who is assumed to be the person who regulates the ship operations regularly. This facility of SMS in ISM code is useful in the emergency times of accidents like the case of drowning of ship in Costa Concordia in Italy in July 2012. Due to the deficiency in the emergency signal, the accident took place, as per the evidences (IMO, 2014). The ISM code has been set up in the industry to ensure the safety and pollution prevention of environment. Thus for the betterment of the shipping industry and the development of safety in the industry, it needs proper managerial efficiencies in work-force which is given by the implementation of HRM strategies. Human Resource Management is a strategic management of the workforce for dealing and upgrading organisations in various industrial fields. The main principles of

Psychological theories Essay Example | Topics and Well Written Essays - 1000 words

Psychological theories - Essay Example The probability of an individual being born with certain personality features is very thin in the context of self theories. This implies that the diverse individual experiences that people in a society opens up a probability of having several personality types. Every individual has a specific and unique chance of building a different personality, based on their own experiences and interpretation of the experiences. This paper will analyze the applicability of the Person centered theory to African American women given that they are faced with several problems including racial and gender segregation. A classical self theory is as outlined in Carl Rogers’ theory; person centered theory, variously referred to as person centered theory. In his theory, Carl defines a person as the product of experiences and perceptions. If life is full of experiences, then it can comfortably be predicted to be learning and a growing encounter (integration of experiences into one’s life using perceptions). It is therefore easy to predict that the nature of experiences in different people’s lives could result in markedly similar or characteristic growth. In his theory, Carl makes assumptions to the effect that human beings can be trustworthy and have potential to resolve their problems when they understand themselves without interventions, which makes therapeutic intervention a highly influential part of molding clients. In order for the intervention therapy to take course and effect, there must be a positive attitude from the client’s part, as well as a good relationship between the therapist and the client. Proficiency in theory and counseling techniques was not important according to Carl, as it is for the therapist to understand the potential possessed by clients in their recovery. Apparently, it is the most powerful tool that a therapist can use, as opposed to the views of Bohart and Tallman (1999), (as cited in Corey, 2009,

ISM Code, Costa Concordia capsize Essay Example | Topics and Well Written Essays - 3000 words

ISM Code, Costa Concordia capsize - Essay Example The ISM code principles are as follows: All these ISM code principles can be implemented if only proper training facility to the officials. These training facilities are been given with the help of HRM principles which increases the human resource by proper training and implementation. The development of human recourses management has facilitated in increasing number of skilled officials. The officials in shipping industry like captain, major, emergency unit etc are appointed from the HRM having full knowledge of HRM principles. The safety management in shipping industry under IMO (International Maritime Organization) has implemented ISM facilities to the industry. The ISM code under the IMO has several guidelines like operation of the ships with the framework for proper development. Pollution prevention strategies are a good practice of the industry under the principles of ISM code. The ISM code is made compulsory since 1998. This code enables Safety Management System (SMS) to establish by every company of shipping industry. These SMS are defines by the person like managers or bareboat character who is assumed to be the person who regulates the ship operations regularly. This facility of SMS in ISM code is useful in the emergency times of accidents like the case of drowning of ship in Costa Concordia in Italy in July 2012. Due to the deficiency in the emergency signal, the accident took place, as per the evidences (IMO, 2014). The ISM code has been set up in the industry to ensure the safety and pollution prevention of environment. Thus for the betterment of the shipping industry and the development of safety in the industry, it needs proper managerial efficiencies in work-force which is given by the implementation of HRM strategies. Human Resource Management is a strategic management of the workforce for dealing and upgrading organisations in various industrial fields. The main principles of

Electrical computer Engineering Essay Example | Topics and Well Written Essays - 1250 words

Electrical computer Engineering - Essay Example article and give my opinion on possible impact of software technology in smuggling of message in the society today. Moreover, I will research for two other articles that relates to the same technology and provide supplementary information that the article highlights for the same technology. Mazurczyk et al. introduces the article using one of the crimes committed by Russian spies in the United States using computer’s software. However, United States people assumed the Russians to be ordinary US residents but turned out to be spies of Russian Foreign Intelligence Service. Mazurczyk indicated that the spies’ mission was to gather information about the United States policies and programs (2013). Thus, for many years, the spies prevented discovery by hiding secret communication on apparently acquitted pictures posted on public websites. Thus, the spies encoded and decoded the information gathered using personalized software. However, the United States Department of Justice detected the spies’ schemes, helping the United States build a case against Russian spies. Thus, in June 2010, the federal government in United States arrested ten suspected spies who owned up to the act of smuggling information. Therefore, steganography is the technique that openly conceals data by use of invisible ink, shrunken text, and tactically placed tattoos. The method used by Russian spies, termed as picture steganography, was old-fashioned method that was easy to detected and used as evidence. However, the modern method of steganography used of networks, which hides information communicated in seemingly internet traffic. Since network steganography uses short delivery channels like Voice over Internet Protocol, the communications in the program is hard to detect. Mazurczyk indicated that most hackers, journalist, and even government use network steganography to communicate secret information. Although, network steganography is hard to detect, Network Security Group at Warsaw University of Technology focuses to help security experts in devising designs for better guard of steganography. Therefore, as communication technology advances in the world, other steganography experts must develop advanced steganography techniques to curb against information smuggling. Mazurczyk posits that most sophisticated methods today target internet services such as search tools, social network, and file transfer systems (2013). Therefore, quick advancement in technology in today’s society perpetrated increasing smuggling of messages especially through networks. Therefore, smuggling of messages is something that happens daily over computer technological devices especially the internet. Remarkably, network steganography allows information communicated read only by the sender and intended message recipient. Smuggling of messages through internet is on the rise in the society. Terrorists, criminals, hackers, and child pornographers could use steganography to sm uggle information. Thus, this poses a threat to the society. Smuggling of messages through steganography, leads to attacks of a country’s internal security without notice. Generally, steganography has become a threat to a county’s internal security. For instance, the Russian spies who were on a mission in dispatching United States policies and program used to hide information

The Value of Hrm to Business Organisations Essay Example for Free

The Value of Hrm to Business Organisations Essay The value of HRM to business organisations Section 1: Literature Review The approach to the employment of people experienced a major shift from traditional personnel management towards human resource management (HRM) in 1980s, when the deflation and recession crashed into the infrastructure of employment. After that shift, the employees were more likely assumed as valuable assets and a key source of competitive advantage (Marchington and Wilkinson, 2002), and the effective management of ‘resourceful humans’ tended to be seen as a crucial approach to improve organizational performance through ‘the strategic deployment of a highly committed and capable workforce using an array of cultural, structural and personnel techniques’ (Storey, 2007, p. 7). As an integral and prominent part of HRM, the pay and reward management also has undergone many considerable changes over the past two decades driven by the shift of organizational management as mentioned above. More recently, the notion that equilibrium pay level results from Adam Smith’s â€Å"invisible hand† – market forces – can hardly explain the pay and reward system of HRM, which involves far-researching aims (Gilman, 2009). Lawler’s ‘new pay’ began to attach much importance to the understanding of the organization’s goals, values and culture and the challenges of a global economy when formulating pay strategy (Armstrong, 2002). And its model suggested that the reward strategy should consist of three key elements: the organization’s core value, structural issues and process, whose consistency would be the key factor of effectiveness of the reward system (Lawler, 1995). More frequently, the reward system is now linked to business strategy through motiving people to behave in expected ways. As Gomez-Mejia (1993, cited in Kessler, 2007) stated that the new approach to pay is more about achieving business objectives, rather than the issues of internal equity and external equity. However, the reward system as a strategic tool in practice is quite doubtful. Many studies showed the indeterminate results from such system like PRP in  terms of performance (Gilman, 2009). And Lewis (2006) also pointed out the limitations of assumptions in Lawler’s model. What’s more, the pay design is fraught with difficulties in changing people’s behavior for organizational goals. For example, the business objectives may contradict on each other in pay policy (Marchington and Wilkinson, 1998). Additionally, it was argued that the business strategy should not be primacy over internal and external equity. As Kessler (2007) suggested that the employees are more likely to feel good and act in ways to progress business objectives if they are paid fairly. And he also pointed out that business strategy and equity may be well related, rather than being alternatives. In the light of these statements, various types of payment scheme are developed such as Payment by Results, Performance Related Pay, Total Reward and Skills-based Pay. And each of them involves a range of principles like internal and external equity, working time, outcome, skills and competencies, effectiveness, experience. The combinations of different principles vary from organizational objectives, cultures and features. Thus there is unlikely to be an all-fit system for every organization. This paper will then focus on the Performance Related Pay (PRP) and the organizations with PRP system. Performance-related Pay (PRP) appears in organizations during 1980s as a result of motivating people to improve their work performance and developing a culture which performance plays a determinant role. First-generation system implemented in the 1980s did not acquire desirable results. Some organizations are carrying out second-generation system to avoid previous mistakes. Others are trying the pay relevant to competence or contribution (Armstrong, 2002). Nowadays, PRP is introduced continuously in two-thirds of organizations (Marchington and Wilkinson, 2002). ‘Performance-related Pay (PRP) provides individuals with financial rewards in the form of increases to basic pay or cash bonuses which are linked to an assessment of performance, usually in relation to agreed objectives’ (Armstrong, 2002, p. 286). According to Armstrong (2002), Performance-related Pay provides the following  potential advantages: Firstly, it incents individuals and thereby enhances personal and organizational performance. Secondly, it can be used as a lever for change. Thirdly, it conveys an idea that performance plays a significant role in general or specific fields. Also, it connects incentive programmes with the fulfillment of certain results which contribute to realize organizational goals. Additionally, it is beneficial for organization to recruit and retain people with monetary incentives. Finally, it satisfies a fundamental human need to acquire rewards for fulfillment. However, there are some problems about PRP. If employees agree about the principle and practice of PRP, then they will do better jobs and organization will acquire beneficial outcomes. Inversely, if they do not agree about either the principle or practice of PRP, they will not be motivated effectively for better work performance and organization will get bad outcomes (Lewis, 1998, cited in Marchington and Wilkinson, 2002). According to a research made by Marsden and Richardson (1994, cited in Marchington and Wilkinson, 2002), PRP may cause jealousy among employees. Unfairness exists in distribution of performance payments which is the major reason for the non-efficiency of motivation. The amount of money is also a significant element for successful introducing PRP. If it is not large enough, then it is hard to trigger a change in work performance. As Lawler (1990, cited in Marchington and Wilkinson, 2002, p. 501) suggested that variable pay less than 10 per cent of base salary would be not attractive in PRP scheme. An organization introduces and develops a PRP programme generally involving these main stages: setting objectives for rewarding employees according to their performance; analyzing the circumstances of organization, including its culture and the type of employees; determining who should be participated in line managers, team leaders, employees and trade unions; considering methods of performance appraisal; carrying out the plan and assessing its effects. PRP should be schemed and conducted with great care and organizations have to be flexible to adjust the plan timely for constantly changing environment and the feedback from staff (Armstrong,  2002). The following part will describe two organizations conducting PRP scheme. Section 2: Case Study Description In this section, two pieces of empirical researches are introduced for the further analysis in next section. The first case of Finbank is regarded as an unsuccessful case of PRP system. And the second case of NHS has been chosen for two reasons: Firstly, though NHS is not exactly a business organization, the PRP of NHS was set by commercial-oriented objectives (Bach, 1994, cited in Dowling and Richardson). Therefore NHS still bears mush resemblance of business organizations in respect of PRP. Secondly, few empirical researches showed the positive result of PRP in the four journals. Thus the case of PRP in NHS is introduced here for its commercial-oriented objectives and relatively successful results. 2.1 The case of Finbank’s reward strategy for managers  (Summarized from Lewis, P. (2000) Exploring Lawler’s new pay theory through the case of Finbank’s reward strategy for managers. Personnel Review, 29(1), pp. 10-32.) The article explains consequences and effectiveness of introducing PRP in Finbank, by using Lawler’s model, where Lawler argues that three principal elements of reward system – core vale, process and structure – need to be consistent for the effectiveness of the system. The interviews of managers and personnel staff were conducted to explore their views on the reasons why the bank adopted PRP, and the extent to which it was successful. Finbank introduced the new reward system with the business objectives of ‘driving up income and driving down costs’, where the incremental system never worked and any increase in salary depended on performance. This shift was expected to create a â€Å"performance culture†, while the process of implementation was more likely to result in a reduction of trust between Finbank and its managers. Consequently, PRP in Finbank was regarded as the main measure of cost control, not incentive mechanism for better performance. The research showed that the low level of communication was the one of main features in Finbank’s PRP and reduced the effectiveness of the whole system. A lack of participation and involvement in objectives setting and performance appraisal resulted in low acceptance of the new system, and low levels of openness in performance feedback and reward criteria also declined the credibility of PRP process. In conclusion, a fundamental inconsistency between the process and the values in Lawler’s model was argued for the deficiencies of PRP system. While, more limitations of a simple top-down process assumption, an assumption of causal link between reward strategy and employees’ behavior, deterministic assumption in Lawler’s model were tested by the Finbank case. 2.2 The case of PRP system for managers in the NHS  (Summarized from Dowling, B. and Richardson, R. (1997) Evaluating performance-related pay for managers in the National Health Service. The International Journal of Human Resource Management, 8(3), pp. 348-366.) This paper assesses the use of PRP (performance-related pay) for NHS (National Health Service) managers and explains the limited success drawbacks in the scheme’s design and administration. In addition, some refinements and implications of the scheme are also concluded. In the first section, the author gives a brief introduction of NHS scheme. The three key elements of the scheme include the setting of objectives, the appraisal of the degree that these objectives being achieved and the increased payment linked to the assessment. As for the evaluation criterion of the scheme, the author took various factors into consideration, such as its impact on manager’s motivation. However, evaluating a single policy innovation can be rather difficult as long as the circumstances maintain uncertain. To make subjective judgments of the extent the scheme succeeds, some explanatory theoretical framework based on scheme’s three key elements is also launched, including structured interviews and questionnaires for gathering data from managers. According to the respondents, the scheme exerts limited positive effects on managers’ motivation and colleagues’ co-operation, and no evident corresponding negative consequences are indicated. The difference in the results may be explained in the following two reasons: the better implement and the mature design. The author tries to figure out why the scheme motivates only a certain group of people by examining the raw data and using formal multivariate analysis on further study of the scheme’s three elements. Considering both the qualitative and quantitative material involved, the initial examination of the raw data suggests that the three elements of the scheme have different degrees of success. Respondents were most satisfied with many of the objective-setting process elements which may result from improved motivation levels; however, respondents expressed more insistent reservations on the of the performance-judging process elements; in terms of the rewarding element, even few respondents believed the scheme’s financial provisions themselves act as an incentive. So this could be another problem of implementation which hinders the success that the scheme supposed to have. Section 3: Analysis and Conclusions 3.1 Analysis of the case of Finbank As mentioned in the section 2, the research of Finbank’s reward strategy followed the analytical structure of Lawer’s model, where the effectiveness of the reward strategy depended on the consistencies between three crucial elements: the organization’s core values, process of implementation and the structure of pay. In this section, the element of process will be focused and used as analytical framework. 3.1.1 Setting objectives In the major background of recession and deflation of the 1980s, it seems reasonable to set the business objectives as ‘driving up income and driving down costs’ in the condition where PRP was introduced to Finbank with the closure of branches and the consequent loss of jobs. According to author’s research, most managers interviewed regarded cost reduction as a major motive for the introduction of PRP, which led to reduction of trust between  the Finbank and its managers. This negative effect of PRP results from the fact that the business objectives may be contradictive on each other in pay policy (Marchington and Wilkinson, 1998). For ‘driving up income’, the bank want to create the managers behaviors and attitudes meeting with customers’ needs. Whereas for ‘driving down cost’, salary cost the major cost in the financial industry would be cut producing negative attitudes. For sure, the motivational effects of PRP were seriously restricted by the objective of cost reduction. 3.1.2 Measuring performance As Beer and Walton (1984) suggested, the acceptance could be improved by the involvement and participation in decision making and administration of reward system, but such participation was rare for the time-consuming. The research also showed the low acceptance and credibility of performance appraisal with the lack of such participation in Finbank. And the author argued that the criteria of appraisal encouraged managers to focus on â€Å"hard† financial and short-term targets rather than â€Å"soft† and long-term ones like developmental relationships with staff and customers, which managers thought were more important. It sounds reasonable, but more cautious consideration should be taken in this issue. For the â€Å"soft† performance cannot be reliably tested and easier for managers to argue. And such is human nature, that the â€Å"hard† criteria of PRP can hardly meet pleasantness of â€Å"risk-averse† employees, who were used to enjoy the securi ty and predictability of the automatic annual increase in the incremental system. 3.1.3 Performance feedback and translating performance into reward The research showed that there was little feedback on performance received by managers. Furthermore, there were no clear criteria about how to translate a certain performance into reward. These two processes have key functions in changing employees’ behaviors, where Finbank seemed to be a failure. Furthermore, a lack of openness in performance feedback process and reward criteria led to the low trust and credibility in the whole PRP process, which seriously had negative impact on the effectiveness of the system. Personally, the lack of money available to drive the PRP and the cost-control objective appeared to be the main reasons for these results. 3.1.4 Major value of PRP in Finbank PRP was a powerful symbol of â€Å"performance culture† at Finbank, which emphasized individual performance rather than the length of the service. This major shift of culture would definitely change employees’ attitudes and behaviors. Though it seems that the change was not positive and the motivational effects of PRP was a failure in this case, the PRP was still an integral and crucial part of business strategy of Finbank, which drove Finbank from poor commercial performance in 1980s to a recovery in profits in 1900s. On the credit side, PRP of Finbank indeed achieved one of the most importance objectives driving down the cost, which practically is the obvious and vital value of PRP in Finbank, though it is theoretically not the major function of PRP. 3.2 Analysis of the case of NHS The analysis from the research suggests the PRP scheme in NHS is comparatively successful. Although Marsden and Richardson (1994, cited by Dowling and Richardson, 1997) state PRP not only has positive influence, it also has many serious drawbacks; Thompson(1993, cited by Dowling and Richardson, 1997) argues PRP may demotivate employees rather than incenting them; Cannell and Wood(1992, cited by Dowling and Richardson, 1997) question the role of monetary incentives in motivation, because they believe people who work for Health Service are not for money; according to the questionnaire, 29 per cent managers motivated by the scheme and the majority of them thought they work harder than before. From this point, in my opinion, the PRP in NHS is working, but with limited effectiveness. The PRP scheme in NHS has three elements: setting objectives, judging performance and the according rewards. Goal setting plays an essential role in PRP scheme. The best objectives are challenging but reasonable with agreed deadlines, otherwise, it may challenge managers instead of motivating them. Besides, making objectives clearly and acquiring feedback and support from immediate superior also exert an impact on the effectiveness of objectiveness. While the process of goal-setting in NHS is relatively success, because the majority of mangers thought objectives fit above characteristics and enhance their motivation and work behavior. For judging performance, to a certain extent, it reduces the effectiveness of PRP in NHS. As mentioned in the material, 67 per cent managers thought it is subjective to evaluate work performance to determine the awards. It is hard to keep fairness in judgment which is from the ideas of assessors. To conduct PRP scheme, it is necessary to remain objectives in performance appraisal with agreed criteria. As mentioned in section 1, the amount of money is also an important element for successful introducing PRP. If it is not large enough, then it is hard to trigger a change in work performance. NHS managers appear to do not pay attention to this point. From the research, it can be found the monetary incentives were thought to be sardonic which was too little to act as a motivator. Probably, the limited cash environment may be a reason for it. The feeling of not reflecting personal fulfillments and subjective judgments make the rewards highly critical. After analyzing main elements of the scheme, some aspects of it should be improved by policy makers. Firstly, people challenged by their objectives may be motivated to work harder. Therefore, objectives set should make people feel reasonable. This demands managers acquire appropriate feedback and support from their immediate superiors timely. Additionally, the process of performance appraisal should be operated with fairness. Otherwise, it may destroy the sense of challenge and cut down PRP’s effectiveness of motivation. Secondly, the scheme’s financial aspects are the other important part. The scheme should make the clarity to managers of the relation between effort and rewards, which is beneficial for strengthening the reliability and predictability of PRP scheme. Thereby, it heightens the motivational and behavioral effects of PRP scheme. (2922)