Filmmaking Process

The filmmaking procedure is a critical, long, and convoluted procedure. It for the most part takes between a while and quite a long while. A film consistently begins with a unique story thought, at that point a screenplay gets composed, and afterward they shoot it. After that they alter the movie and direct it. At that point they circulate the film to its target group. There are likewise numerous individuals engaged with the filmmaking procedure, from the chiefs to the cast, to the stage group. The initial step is concocting the idea of the film, which is the ticket. It could be a unique story, or a redo. It could be a piece of an arrangement. It could likewise originate from a book or a play. At that point they need to make a framework which depicts the emotional structure in every scene, called a stage layout. This tells who will be the place, what’s going to be stated, and practically everything that occurs in the film. They additionally set up all the scenes in the right request. At that point they make a twenty five to thirty five page paper portraying the characters of the story and the disposition. This is known as a treatment. It contains stage heading and a little discourse. It additionally has pictures so they have something to take a gander at indicating what the films will do. This is the initial step of the filmmaking procedure and truly helps when it comes time to build up the screenplay. After this they start the screenplay. Composing the screenplay can take a while. They for the most part need to revise to improve things the exchange, performance, characthers, structure, style, and to make it all the more clear. They create screenplays in which the investers and other invested individuals survey a procedure called content inclusion. They have a film wholesaler gander at it, and relying upon how encouraging it looks, they think about how much budgetary assistance the film needs and the amount it will get. At that point they make sense of the class of the movie, the intended interest group, accomplishment of movies that were comparative, and the achievement of the on-screen characters, entertainers, and chiefs in past movies. These components show how much the film will speak to the intended interest group. At that point they meet up and structure a film pitch. On the off chance that the film pitch experiences and is fruitful, at that point they have monetary support to make the film. At that point they make up contracts for everybody included. Right now, just the subsequent advance, they’ve effectively built up their promoting system, which is the manner by which they publicize the film. They likewise have their intended interest group. Next is pre-creation. During this stage all aspects of the filmmaking procedure is structured and arranged out. The creation is additionally storyboarded, in which the visual helps the idea craftsman and the artists. At that point they need to make up a creation spending plan. This is the amount they plan on spending, and it remembers protection for case there is a mishap. At that point they begin recruiting their group. The measure of individuals shifts. In the event that it is a significant film, similar to a Harry Potter film, it would have more than one hundred individuals. On the off chance that it was a littler film it could incorporate only eight or nine individuals. The primary individual from the group is the chief. The chief is answerable for all the innovative choices and narrating, just as the acting. The chief shouts out activity and cut. After the chief there is an associate executive, who deals with the coordinations of the film, including the shooting plan. There is additionally a throwing executive who tryouts entertainers for the characters, choosing who typifies which character best. The photography chief regulates the photography during the film. The audiography chief ensures all the sound in the film is right. The area administrator deals with where the film is found. Albeit most parts are shot in a studio, there are a few things that should be shot off area. There is additionally an author who chooses when music should play, how noisily, and what to play. The creation originator deals with the visual origination of the movie while the craftsmanship executive deals with the structure of the set and props. The ensemble architect makes the attire for the entertainers and on-screen characters, and for the most part winds up working intimately with them. There is additionally a hair and cosmetics architect, who styles every one of the entertainers, ensuring they look the equivalent each time. There is likewise a choreagorapher. As is normal for a choreagorapher they make moves and battle scenes, just as ordinary developments. After these individuals are recruited they are prepared for creation. The following part is creation. Creation is the most overwhelming piece of filmmaking. The cast and group can oftentimes burn through at least 12 hours on the set, recording just three or four pages of content, regularly in truly awkward ocations. This continues for quite a long time, weeks, months with a similar timetable for a long time, audit dailies (the recording shot yesterday), shoot today’s film, get ready for tomorrow’s shooting. For some individuals however, this is the most invigorating piece of creation and this is without a doubt where â€Å"the enchantment occurs. † Yet to certain individuals it some of the time appears to be abnormal that a film that will in the end just involve two hours onscreen could take a very long time to film. Be that as it may, it does, and here’s only a couple of the motivation behind why. The principal reason is lighting. One of the absolute most significant components to a film’s visual appearance is lighting. Anyway immaculate lighting doesn't exist and sets aside some effort to make. Lighting must be made steady (or conflicting depending) and disposition upgrading, yet stay subtle. It takes a lot of arranging and afterward worker hours by circuit repairmen and their aides to make a light set-up for even a little set. The following explanation is area. Now and then it is conceivable to film a whole film on a sound stage, in any case, more than likely it requires some voyaging. Since science still can't seem to make a teleportation gadget and all the entertainers who realize how to do it won’t uncover their insider facts except if broadcast on communicate TV, it can take colossal measures of effort to ship the cast and group to even one area for each day. There are likely near 100 individuals engaged with a significant film, barring swarm scene additional items, etc, just as actually huge amounts of hardware to oblige them. Another explanation is climate. Natural force doesn’t truly care about Hollywood and can every now and again hamper creation. Typically it is close to a downpour storm that stops creation for a day or two, or a warmth wave that causes shorter work days. In any case, some of the time climate can be very exorbitant. Such was the situation of Kevin Costner’s Waterworld that saw whole sets demolished and sunk via ocean storms that genuinely postponed the creation, yet in addition pushed the spending high as can be. Already I referenced that lighting is one of the most significant components in a film. Notwithstanding lighting, and obviously the entertainers, cinemotography is the key component in a film’s visual appearance. In spite of the fact that it takes long stretches of either tutoring or professional training to genuinely figure out how to film well, there are a couple of fundamental pointers that anybody with a camera and eye towards improving something than a jerky home film should know (in light of the fact that truly, those â€Å"How to Film† recordings they hand out now when you purchase a camcorder are extremely only a twenty minutes meeting in which they attempt to sell all of you the embellishments). After creation there is after creation, which is essentially altering. After Production includes each progression after essential shooting, altering and adjustments, and reshoots. The way toward reshooting is straightforward enough in idea (however maybe not in genuine procedure) that we can skirt that one which leaves altering and remedies. Altering fills two needs. To begin with, the coordinations of creation frequently make it difficult to film in grouping. What's more, even in the very uncommon situation where a story is recorded all together, there are as yet various takes and pointless film between the great shots. Along these lines, altering serves to take out this undesirable film and to put the occasions in an intelligible request. Second, even basic activities take up a lot of time on film. For instance envision an arrangement of an individual getting dressed. All things considered, this procedure takes around five minutes. Five minutes over the span of the human life is immaterial, yet five minutes throughout a two hour film is an awful measure of time to spend on good for nothing activity. In the event that that equivalent individual hauled garments out of a storage room and in the following shot strolled into the kitchen, the undeniable end the crowd will make is said individual got dressed. In this way altering can serve to dispense with repetitive and pointless film so the crowd may concentrate on the story. Altering can likewise serve to make. The natural eye, when seeing a scene doesn't stay fixed. Watch two individuals talking, your eye will hop from individual to individual to watch discourse or measure response. You’ll discover it amazingly hard to watch both simultaneously and you could wind up cross-looked at. Altering additionally serves to imitate this activity of specific review. At the point when a discussion between two individuals is put in video form, it is shot (for the most part) by exchanging to and fro between the characters to once more, watch discourse or check response. The common exchanging to and fro is subtle on the grounds that actually, you do it constantly. In this way altering serves to put shots into a reasonable storyline, take out pointless film, and make better stream. Different instances of procedures in which the altering fills additionally fascinating needs are equal altering and montage. Equal altering is a procedure where two separate scenes are appeared to happen simultaneously. To do this, the editorial manager cuts the two scenes together changing from one to the next. This is regularly utilized in scenes where the character is attempting to beat the clock, for example, the bomb’s clock considering down the character attempts to escape the structure. A montage arrangement is another method where very short shots are altered together in fast succes

Sexual Harassment For Sex or Money Essay Example For Students

Lewd behavior: For Sex or Money? Exposition Lewd behavior: For Sex or Money? Exposition Jon Flerchinger Period 4 C.C.E. Paper #5 Unfortunately such a nation exists in todays world. The residents live in steady dread. The youngsters are forcibly fed the New Philosophy. The grown-ups have a perpetual dread that they will be the close to be charged on exaggerated accusations. Incredibly the reason for all the fear isn't the administration, in any case, private people trying to exploit a powerless government. What nation is this? The Middle East? Maybe war torn Eastern-Europe? No, it is the United States that encourages such rebellion, as inappropriate behavior suits. Individuals from both genders get themselves altering their discussions. They are attempting to take out whatever may be misread as an insinuation. It is getting so crazy that a straightforward date is transforming into a very much archived legitimate issue. Lewd behavior isn't typical human conduct, however express sexual impact from a prevalent. Take the instance of the six-year-old kid from Wisconsin. He kissed another six-year-old on the cheek. She requested that he do it, and the demonstration was completely blameless. The principal grader was suspended for a day for inappropriate behavior. I am extremely happy that I didn't go to that school when I was six. I would have been ousted. To tell a young man that it is flippant to kiss anybody on the cheek is wrong. To rebuff him for it shows a circumstance that has gone totally out of control. The kid didn't have a clue what sex was, substantially less how to pester somebody with it! On the off chance that it takes these extraordinary apportions to keep badgering of the work environment then perhaps we ought to annul the work environment as well. A case that plainly shows lewd behavior is Bob Packwood. Packwood utilized his position and capacity to take sexual favors from ladies. He constrained his consideration on ladies in his staff who had no real option except to acknowledge him or then again quit their occupations. Packwoods activities show that he couldn't care less much about others feelings, in particular womens. Packwood has petty and unreasonable thoughts regarding society and he throws a dim shadow on all guys. Cases like Packwoods are to be limited, however not at the expense of everybody elses rights. A case that doesn't approach Packwoods in importance or point of reference, yet that equals it in shock, is the narrative of a twelve-year-old kid in Oregon. This kid stood out his tongue at another young lady his age. He was suspended for three days for inappropriate behavior. The managers said he was copying oral sex. The young lady was stunned. She had no clue the kid would be in such heated water. The guardians were shocked that their kid was blamed for copying something that he was unable to try and characterize. At twelve I thought oral sex was telephone sex! The kid simply should have been censured not kicked out of school for three days. In the event that we are so severe when we are watching our children they will do their investigating totally outside of out management. A solid case of what lewd behavior is, is the Ed Fadely case coming up. Ed is a lot of like Packwood in that he utilized his situation to drive sexual favors out of his staff. The manner by which Ed contrasts is that he is a judge. He should decipher the law. Rather Ed broke it, and he misconstrued it for others coming all through the court. Ed not just hurt himself and the ladies he mishandled. He additionally hurt each citizen getting through his entryways looking for compensation and equity. Ed needs to go down no doubt, however not in the event that it implies bolting up six-year-old cheek-kissers. At the University of Oregon now, understudies must get express consent to embrace, to kiss, to .. The Overcoat Essay. You get the thought. In the event that the people born after WW2 were required to pay some dues none of us would have been conceived. The fact of the matter is that you can't manage habits. Indeed, even the casualties concur that these sort of procedures won't work. Inappropriate behavior issues are power issues, not way issues. In the event that the executives need to check issues, at that point they should set up harsher punishments, not harsher preventive measures. Sexual badgering isn't a pickup line. Inappropriate behavior isn't your supervisor attempting to get a date with you. Its your supervisor instructing you to pick between a date .

HG Wells †The War Of The Worlds Essay -- English Literature

HG Wells †The War Of The Worlds HG Wells utilizes proficiency methods in The War Of The Worlds to include strain and make a superior additionally startling environment. He utilizes four principle sorts of proficiency procedures that are:  · Juxtaposition  · Pathetic false notion  · Omniscient perspective  · And cliffhangers The importance of these are as followed:  · Juxtaposition †this is the place two totally various realities are put close to one another to make an examination that stands apart obviously and totally changes the air.  · Pathetic false notion †this is the place the climate coordinates the state of mind of somebody.  · Omniscient perspective †the writer and the peruser realizes what is going to occur yet the character doesn't.  · Cliffhanger †this implies principle things 1. A sensational sequential in which every scene finishes in anticipation. 2. An intense circumstance happening toward the finish of a section, scene, or scene. 3. A challenge so firmly coordinated that the result is questionable until the end. Instances of these four methods are found in the HG Wells The War Of The Worlds. The models I chose particularly for this work are the ones I feel are generally significant and best show what these methods. These were chosen from the book. Juxtaposition: â€Å"And this was the little world wherein I had been living in safely for a considerable length of time, this red hot chaos!† â€Å"About six at night, as I sat at tea with my better half in the vacation home speaking energetically about the fight that was bringing down upon us, I heard a stifled explosion from the normal, and right away after a whirlwind. â€Å"The overwhelming terminating that had broken out while we were driving down Maybury Hill stopped as suddenly as it started, leaving the night very serene and ... ...t destroy, quickly implies speedy, spry and deft and destroy importance striking and incredible, which is built to make the Martians look solid and ground-breaking. Wells likewise utilizes a differentiating pair to make a feeling of idealism where he says This was imprinted in colossal kind on paper so new that it was still wet, which shows confidence in the way that a declaration had been made to guarantee the wellbeing in the individuals of London. A quick pace is made in this scene by having the city riotous at once, however at that point a confirmation is made that the individuals will be sheltered, however some may not accept that they are sheltered, which causes extraordinary strain in this scene, and for the following section of the book. This entry depicts why the Martian attack fizzled, and how the Martians were crushed. The environment made in this scene is one of rising positive thinking and reflection.

Causes Of The American Civil W Essay -- essays research papers

Sectional pressure expanded during the mid nineteenth century bringing America into a common war. There were a couple of significant components that assisted with expanding strains in both the North and the South. A portion of these components were the Anti-Slavery development, Kansas-Nebraska Act, the Fugitive Slave Law, John Brown’s attack at Harpers Ferry, Uncle Tom’s Cabin, and the appointment of Abraham Lincoln into Presidency.      There were many occasions that caused strains in the North. The abolitionist subjection development extraordinarily affected the north’s sentiments toward servitude. Scholars like William Lloyd Garrison, Frederick Douglass, and Harriet Beecher Stowe composed on the subject of bondage and helped lead the development against it. In his paper, The Liberator, William Lloyd Garrison shared his desire for complete and quick nullification: "tell a mother to bit by bit remove her darling from the fire into which it has fallen - however ask me not to utilize control in a reason like the present."      The Kansas-Nebraska Act of 1854 maddened the North since it voided the Missouri Compromise that they consented to 34 years earlier. The Free States felt they were subverted. The Fugitive Slave Law energized the abolitionist subjection emotions in the North. It was presumably one of the most significant causes that purchased on war. The law said that if slaves escape from the North, northerners are liable for aiding his catch and return. This carried numerous inquiries to peop...

Professors Are Human Too (Really!)

Professors Are Human Too (Really!) I am delighted to join the impressive cadre of admissions office bloggers a source of insight into MIT that I hope is of value as you consider applying to or attending the Institute. Since this is my initial post, Id like to briefly introduce myself, and then talk about how to succeed at MIT. My name is Eric Grimson, and I am a professor at MIT. I have the honor of holding the Bernard Gordon Chair of Medical Engineering in the Electrical Engineering and Computer Science Department (known as EECS pronounced eeks or Course VI to everyone at MIT). I also have the privilege of serving as the Department Head for EECS. EECS is the largest department at MIT, with roughly 130 faculty members, 900 graduate students (over 100 of whom work with the faculty as teaching assistants each term), and 700 undergraduate majors. Dont let the size scare you! you deal with the faculty and fellow students a few at a time, in your classes and in research groups you may end up working with. We are a very friendly department (like most of MIT), and our size lets us provide an amazing range of opportunities for our students. The mantra of the department is EECS is everywhere, because for almost every area of modern life and technical area of research, electrical engineering or computer science p lays a key role a topic for a subsequent posting. I arrived at MIT more than 30 years ago (I know that probably makes me older than your parents!) as a graduate student. I came from a small city in Saskatchewan (that may be redundant, since every city in Saskatchewan by definition is small), having graduated from a completely unknown university. I spent the first few months at MIT convinced that admissions had made a mistake, that my folder accidentally got put into the admit pile. I was terrified about saying anything for fear I would expose the fact that everyone else was smarter, better educated, more experienced than me. You may have the same worries when you get here. Relax! Yes, everyone around you may be incredibly smart and full of great ideas, but so are you. The key is to be willing to participate; if you engage yourself in the vibrant exchange of ideas that takes place in the labs, the classrooms, the dining halls, and the student lounges, you will find the experience exhilarating. MIT people are quick to offer critiques , but they are equally quick to applaud great ideas and to facilitate or support individual initiatives and efforts the point is that you have to be willing to engage. I have taught more than 8,000 students at MIT over the past 25 years, more than half of them freshmen. A recurring observation is that many students somewhere during a term will face a stage of self-doubt: they dont understand some concept, they are struggling to keep up with the workload, they didnt do as well as they wanted on a quiz, they are dealing with personal issues that are chewing up time and mental energy. Too often, students assume that faculty wont understand, so they dont seek out help or advice. Contrary to expectations, faculty (well, most of them) are human too. They too have self-doubts. They have seen many students work through these challenges. So dont give up at the first bump in the road speak up, connect, ask for help, and youll find your path through MIT is much smoother!

Walmart Analysis Essay - 825 Words

Walmart Analysis (Essay Sample) Content: WalmartNameInstitutionDateWalmartStarted in the 1950s and incorporated in the early 60s, Walmart has become one of the largest retailers in the world. Millions of people not only in the United States but also in other parts of the world shop at Walmart. Since opening the first store, its founder, Sam Walton, recognized that treating a customer like a boss is a very important way to spur business growth. As such, Walton offered reduced prices to increase the sales and thus earn high profits than selling a few items at higher prices. This paper analyzes the strategies that the Walmart brand used and uses to become popular and persuade customers to buy more.Walmartà ¢Ã¢â€š ¬s PopularityAmong the millions of customers, Walmart features as the best for several reasons. These include discounted prices, the availability of a broad range of products, and personalized customer service. Walmart stores are also located close to many customers.PricesNumber one on top of the fact ors that make Walmart popular is the price. Walmart offers incredible prices for almost all the products. Waltonà ¢Ã¢â€š ¬s idea of low prices to increase sales is still implemented up to date. For goods whose prices cannot go below a certain level, Walmart store matches the prices with other stores and gives customers competitor coupons which offer customers the best prices as compared to competitors. Low prices enable customers to save more and thus buy more.[William A. McEachern, Macroeconomics: A Contemporary Introduction (Cengage Learning, 2011), 72.] SelectionWalmart stocks a broad range of products that offer a wide variety to the customers. Customers can compare sizes, colors, and/or flavor. As such, it provides satisfaction for customers who have varied preferences and tastes. Stocks and inventories are also updated throughout to check for the availability of products and their varieties on shelves. For this reason, customers are assured of the availability of the product of their choice at any time. Also, the wide variety of goods do not come at the expense of quality and price.[Don Soderquist, The Wal-Mart Way: The Inside Story of the Success of the Worldà ¢Ã¢â€š ¬s Largest Company (Thomas Nelson Inc, 2005), 137.] Quality and FreshCustomers also cite the high quality of the products especially groceries that the Walmart sells. The freshness of the groceries serves as an important factor in maintaining the loyalty of the customers who in turn spread the good quality by word of mouth to other customers and thus increase the customer base. This increases sales while at the same ensuring customers remain loyal.[Rebekah Peeples Massengill, Wal-Mart Wars: Moral Populism in the Twenty-First Century (NYU Press, 2013), 121.] LocationIn his strategy to sell to a large number of customers at lower prices, Walton opened stores in places that were near and easily accessible by many shoppers. Recent studies indicate that at least 90% of all Americans reside wit hin fifteen miles of a Walmart store. This offers a lot of conveniences and saves time for shoppers.[Patrick Dunne, Robert Lusch, and James Carver, Retailing (Cengage Learning, 2013), 59.] Maintaining Customer Loyalty and Increasing PurchasesCustomer is the BossIn addition to the great prices, wide selection, and the convenient location, the retail chain offers exclusive services that make customers purchase more and remain loyal. All Walmart stores operate on the basis that the "customer is the bossà ¢Ã¢â€š ¬Ã‚ . Store attendants (associates) ensure that the customer experience at Walmart store is friendly and pleasant. All the employees work on the premise that they are actually employed by the customer and as such, they have to make sure the customer is satisfied. Customer expectations are also exceeded to ensure customers purchase more and come back next time.[Michael Bergdahl, The 10 Rules of Sam Walton: Success Secrets for Remarkable Results (John Wiley Sons, 2010).] Servic e to Our CustomersWalmart another principle of operation is "service to the customers". Walmart continues to attract new customers and maintain the loyalty of the existing ones. When a customer approaches the entrance of a Walmart store, he or she is greeted warmly by an associate and offered help that he or she may require. This strateg...

Literature Review of Research related to Performance Appraisal - Free Essay Example

Sample details Pages: 14 Words: 4210 Downloads: 2 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? This chapter served as the foundation for the development of this study. An overview of the extensive historical research related to performance appraisal,as well as the theories of motivation related to performance appraisals is presented. 2.1 Performance Appraisal System 2.1.1 Meaning of performance: There are different views on what performance means. According to Brumbrach (1988, cited in Armstrong, 2000): Performance can be actions as well as their consequences. Behaviours originate from a performer and convert performance from a concept to an act. Not just the instruments for results, behaviours are also outcomes in their own right the product of mental and physical effort applied to tasks and can be judged apart from results. The above definition considers performance to be involving both the actions, in other word behaviours, taken during the process in attempting to achieve goals and outputs obtained as a result from the effort. Following this, Armstrong (2000) emphasizes the need for managers to deal with the potential of employees and accomplishments while managing performance. To determine if performance has been achieved, measures have to be developed to appraise the accomplishments and establish the rate at which it has been accomplished. Above all, performance should be about the decision and action taken with available information at any existing situation. Don’t waste time! Our writers will create an original "Literature Review of Research related to Performance Appraisal" essay for you Create order 2.1.2 Performance Management System (PMS) Noe et al (2006) define performance management as the process through which managers ensure that employees activities and outputs are congruent with the organisations goals.The concept of performance management has contributed a lot in the development Human Resource Management in recent years. The concept was first coined by Beer and Ruh in 1976. However, it is barely in the mid 1980s that it had been accepted as a distinctive approach. Performance Management is widely being used in organizations so as to obtain the best results by trying to improve performance of the workforce. Goals and standards are being planned well beforehand in order to get satisfied outcomes. 2.1.3 Performance Appraisal System (PAS) Performance appraisal also known as performance review, formally documents the achievements of an individual with regards to set targets. It is a component of PMS. The system has become an essential management tool in todays organizations. Managing employees performance can be said to be as important as any other work that all managers execute during the year. Grote (2002) describes performance appraisal as a formal management tool that helps evaluate the performance quality of an employee. Schneier and Beatty as cited in Patterson (1987) define it as a process which apart from evaluating also identifies and develops human performance. According to Karol (1996) performance appraisal includes a communication event planned between a manager and an employee specifically for the purpose of assessing that employees past job performance and discussing areas for future improvement. 2.1.4 History of PAS The history of performance appraisal is fairly concise. Appraisal really began with the Second World War. It was used to assess results. Dulewicz (1989) says that there is an indispensable human inclination to judge the work of other people as well as ones own work.It can thus be said that appraisal is both unavoidable and universal. Even without the existence of a planned appraisal system, one can have a tendency and find it natural to evaluate the job performance of another easily and subjectively. Performance appraisal was seen in the industry in early 1800. Randell (1994) identified its use in Robert Owens use of silent monitors in the cotton mills of Scotland. The Silent monitors were in terms of blocks of wood with different colours painted on each visible side and it was hung above each employees work station. At the end of the day, the block was turned so that a particular colour, representing a grade of the employees performance, could be seen by everyone. (Weise and Buckley, 1998) Subjective evidence indicates that this practice had a facilitating influence on subsequent behavior. Spriegel(1962) and Weise and Buckley(1998) affirm that by the early 1950s, 61 per cent of organizations regularly used performance appraisals, compared with only 15 per cent immediately after World War II. DeVries et al. (1981) pointed out the primary tool to be the trait-rating system, which focused on past actions, using a standard, numerical scoring system to appraise people on the basis of a previously established set of dimensions. The main tool, used under here was trait rating system. The concept of Management by Objective (MBO) was first proposed by Peter Drucker in 1954. Mcgreror then used it in the appraisal process in the year 1957. He suggested that, employees should be appraised on the basis of short-term goals, rather than traits, which are jointly set by the employee and the manager. Weise and Buckley (1998) affirm that this method was very advantageous as it lead to a transformation of a managers role from being a judge to a helper. It also showed that employees productivity ultimately leads to performance. However, when employees performance was measured on the basis of units, then MBO was ineffective. This lead to new development in the appraisal process and the employees were evaluated on the basis of behaviour based rating. Smith and Kendall (1963) designed the first tool to focus on behaviors and it was the Behaviorally Anchored Rating Scales (BARS). 2.1.5 Modern Appraisal Todays performance appraisal process has evolved into a more planned and formal process. It is used as a means which helps identify and compare employees performances. The appraisals data are frequently being used to review several Human Resources decision. It can determine any need for career developments and trainings. For issues such as raise in salaries, rewards and promotions, employers are more and more making use of the appraisals results. Appraisals have now developed into a regular and intervallic system in organizations, normally carried out at least once a year. When talking about the modern approach to appraisal, the term feedback cannot be ignored. The one-to-one discussion between supervisors and subordinates gives rise to feedback and is referred to as the feedback process. This process can improve communication all through the organization but also it can reinforce employees relationships with their superiors. This is so as the workers have the feeling that they do matter to the organization and that their needs are being taken into consideration. The performance appraisal system has most likely become a future-oriented approach as it aims to improve future performances by considering present problems. 2.1.6 Purposes of PAS The most known purpose of performance appraisal is to improve performance of individuals. Cummings and Shwab (1973) held that performance appraisal has basically two important purposes, from an organizational point of view and these are: 1. The maintenance of organizational control 2. The measurement of the efficiency with which the organizations human resources are being utilized. Still, there are also a variety of other declared purposes for appraisal as per Bratton and Gold (2003) and Bowles and Coates (1993) and some are; improving motivation and morale of the employees, clarifying the expectations and reducing the uncertainty about performance, determining rewards, identifying training and development needs, improving communication, selecting people for promotion, discipline, planning corrective actions and setting targets. Furthermore, Bowles and Coates (1993) conducted a postal survey of 250 West Midland companies in June 1992, where organizations were asked ques tions pertaining to the use of Performance management in the organization. These questions included the apparent purpose of PA in the management of work, its strengths and weaknesses. Through their survey they found out that PA was beneficial in the following ways: PA was favorable in developing the communication between employer and employee It was useful in defining performance expectations It helped identified training needs. Performance appraisal can thus be used as an effective tool to improve employees job performance by identifying strengths and weaknesses, meeting of targeted goals and providing training if needed. 2.1.7 Techniques of PAS There are several commonly used techniques of performance appraisal as reviewed by Oberg (1972). They are as follows: Essay Appraisal, Paired Comparison, Graphic Review Scale, Weighted Checklist, Person to Person Rating, Forced Ranking, Critical Incidents. The above techniques were the traditional ones but the methods most widely used today are: Management by Objectives Employees are requested to put up their own performance objectives. They are then judged through these objectives by verifying whether they were satisfied or not. However, in many cases organizations themselves set their standards and goals even after consulting employees. 360 Degree Feedback 360 Degree Feedback is a process in which employees receive private and anonymous feedback from the people who work around them. Kettley (1997) says that when an individual receives feedback from different sources of the organization, including peers, subordinate staff, customers and themselves, the proce ss is called 360 degree feedback or appraisal. The employee is then assessed using those received feedback 2.1.8 Feedback Feedback about the effectiveness of an individuals behavior has long been recognized as essential for learning and for motivation in performance-oriented organizations. Ilgen et al.(1979) stated that feedback is considered as an important tool in performance appraisalprocess. Feedback can be a useful tool for development, especially if it is specific and behaviorally oriented, as well as both problem-oriented and solution-oriented according to Murphy and Cleveland (1995). One of the basic purposes of formal appraisal process is the provision of clear and performance based feedback to employees. Carroll and Scheiner(1982) affirmed that some organisations use feedback as a development tool,while in some organizations it is used for merit evaluation and compensation adjustment. McEvoy and Buller(1987),Wohlers and Gallagher( 1990) contributed that feedback is very essential for the employees because it forms a baseline for the employees which help them to get a review of their past per formance and chance to improve their skills for the future. Ashford (1986) says that when feedback is considered as a valuable resource, then only the individuals feel motivated to seek it, which helps in reducing uncertainty and provides information relevant to self-evaluations. There is also evidence that performance feedback (if given appropriately) can lead to substantial improvements in future performance (Guzzo et al., 1985; Kopelman, 1986; Landy et al., 1982) Fedor et al. (1989); Ilgen et al. (1979) identified that it is commonly accepted that negative feedback is perceived as less accurate and thus less accepted by recipients than positive feedback.Furthermore, Fedoret al. (1989) found that negative performance appraisal feedback was less accepted and perceived as less accurate than positive performance appraisal feedback. 2.1.9Views Organisations Employees have on P.A.S Evans (1986) asserts that many employees believe that their promotion or salary increments depend mostly on their performance. Employees therefore are in a dilemma and consider this situation as survival of the fittest. They know for a fact that, their performance will only be taken into consideration at the end of the day. So, in order to grow in the company they need to be proactive towards their work. The feedback the employee receives from his superior, may simply describe the level of performance achieved. Hence, it becomes important for the managers to conduct the appraisal technique correctly. Employees can only accept criticism if it is useful and important to them. Managers should therefore know how to give information regarding progress made in performance and how to present criticism as well. Meyer et.al (1965) carried out a study in General Electric Company where certain points relating to performance feedback was highlighted. In this study, 92 employees were appr aised by their managers on two occasions over two weeks. The study was carried out using questionnaires, interviews and observation. The first appraisal highlighted performance and salary while the second one underlined performance and improvement. It was observed that lots of criticisms were pointed out by the managers, which lead to defensive behaviour of the employees. The conclusion of the study was that criticism leads a negative impact on the motivation and performance of the employees. Also feedback sessions designed to improve performance should not at the same time consider salary and promotion issues. Ilgenet. al (1979) add that employees who believe that the appraisal system is under any kind of bias, are most likely to be dissatisfied by their work and can also leave their jobs. On the other hand Murphy and Cleveland highlighted one possible reason for the widespread dissatisfaction with performance appraisal in organization as the systems used by these help neithe r them nor their employees in meeting the desired goals. Landy et al. (1978), Klasson et al. (1980), and Tang and Sarsfield-Baldwin (1996) found evidence that the assignment of raters influences perceptions of fairness and accuracy in performance appraisals and hence about the whole process itself. Nevertheless, according to Jacobs, KafryZedeck (1980) employees perceive PA to give them a proper understanding of their duties and responsibilities towards the organization. Likewise, organization sees it as a tool to assess employees on a common ground and one which helps in salary and promotions decisions, training and development programs. In many circumstances appraisal plans are interpreted by managers as a system that helps an organization to change regular priorities and usual ways of working and in so doing to alter its strategic direction. Hence, in circumstances where change cannot be attained by managerial proclamation, appraisal takes on the character of an engine of change. When managers look at appraisal from this angle they hope that it will bring about a change in strategic direction and organizational behaviour. Researchers have suggested that reaction to performance appraisal is critical to the acceptance and use of a performance appraisal system (Bernardin Beatty, 1984; Cardy Dobbins, 1994; Murphy Cleveland, 1995). Reactions may even contribute to the validity of a system (Ostroff, 1993). Cardy and Dobbins (1994) suggest that with dissatisfaction and feelings of unfairness in process and inequity in evaluations, any performance appraisal system will be doomed to failure (p. 54). Murphy and Cleveland (1995) stated that reaction criteria are almost always relevant, and an unfavorable reaction may doom the carefully constructed appraisal system. 2.1.10Benefits of PAS Possibly the most important benefit of appraisal is that, in the rush and pressure of todays working life, it allows the supervisor and subordinate to have time out for a one-on-one discussion of indispensable work problems that might not otherwise be addressed. Likewise, the existence itself of an appraisal system indicates to employees that the organization is genuinely concerned with their individual performances and advancement. This only can have a positive impact on the employees sense of worth, commitment and belonging. Appraisal offers the rare chance to focus on employment activities and objectives, to spot and correct existing problems and to enhance favorable future performance. Thus the performance of the whole organization is improved. Performance appraisal usually provides employees with acknowledgment for their work efforts, if any and as a result it brings them satisfaction. Actually, there are facts supporting that human beings will even prefer negative re cognition in rather than no recognition at all. During performance appraisals, feedbacks are obtained. These provide vital information on whether training and development needs should be considered. The presence or lack of working skills, for example, can become very obvious. The supervisor and subordinate can thus agree upon any demand for training. As far as the organization is concerned, the overall appraisal results can provide a regular and efficient training needs audit for the organization as a whole. The information obtained from appraisals can also give indication on an organizations recruitment and selection practices. This can be done by screening the performance of recently hired workers. The general quality of the workforce can also be monitored by assessing any improvement or decline performances. Changes if needed in the recruitment strategies can then be considered. 2.1.11Criticisms related to P.A.S There are several problems in the actual performance appraisal primarily due to rater bias. Some supervisors are too lenient and thus have a tendency to rate all employees positively rather than really measuring their performance. Another problem is the central tendency where supervisors position the majority of the employees in the center of the performance scale, even though they deserve a better or worse grade. The halo effect is another error usually made during appraisals. This arises when a supervisors general feeling about an employee influences the overall judgment. Performance appraisal systems are at times criticized for weaknesses in the system design itself. Sometimes they assess the wrong behaviours or consequences, or focus on employees personality instead of on their work performances. Very often standards for appraising employees are not related to the work itself. As a consequence employees may not likely be interested in such a system where performance stand ards are unsuccessful in highlighting important aspects of the jobs. Some organizations founds that PAS is a constant cause of tension, since evaluative and developmental concerns come often into disagreement. It is said that the appraisal can serve only one of them at a time. Also they find it dehumanize and demoralize to pass on judgments which then become source of apprehension and stress to employees. Many researchers such as Derven (1990) expressed doubts about the effectiveness and dependability of the appraisal process. Some found the process to be imperfect in nature. Moreover, Gabris Mitchell found a disturbing bias in the appraisal process called the Matthew Effect. It is said to take place in cases where employees keep on receiving the same evaluation each year. This denotes that there is the belief that if an employee has work well, he or she will continue on that pace. The Matthew Effect advocates that even if employees struggle to do well, their past appraisal reports will discriminate their future progress. Accuracy is important in appraisals. However for raters to appraise employees accurately, they should give unbiased results. Unfortunately accurate ratings are quite impossible as researchers affirm that personal liking, look, former impressions, gender and race will certainly manipulate appraisals, that is, there will always be some kind of biasness. 2.1.12Conclusion about PAS There are various schools of beliefs as to the validity and reliability of performance appraisals. While Derven (1990) doubts about its dependability, Lawrie (1990) finds it to be the most important aspect of organizations. A recent survey concluded that more than fifty per cent of the workforce wishes that their supervisors list the performance objectives much more specifically and clearly. The same survey revealed that 42 per cent of the employees were rather disappointed their organisations performance appraisal system. Many supervisors make the wrong use of appraisal. They use it as a punitive tool rather than helping their subordinates to improve their performance and overcome work problems. According to Shelley Riebel, as in the Detroit News (April 11, 1998) often managers are unsuccessful to explain what they really expect from their employees and fail to well describe the criteria used for assessing their performance. The data obtained during the appraisal proce ss should be wisely used and considered. Still, for performance appraisal to be successful, it is important to carry it out on a regular and consistent basis. This will allow supervisors to follow and review employees work. Raters often make the mistake of emphasizing too much on mistakes committed by the employees. Rather, if ever some problem is spotted by the supervisor, the issue should be discussed with the employee concerned and both should try work on a solution. 2.2 Motivation Performance Appraisal System 2.2.1 Introduction to Motivation Motivation can be defined as the driving force that moves us to pursue a certain goal, or trigger a particular action. It can be considered as the desire within a person causing him or her to act. People generally act for a motive and that is to achieve a specific objective. Two main types of motivation have been noted, namely intrinsic and extrinsic. Intrinsic motivation comes from the inner self while extrinsic motivation arises when external factors require one to perform something. According to Passer and Smith (2004) the concept motivation refers to a course of action that influences the determination, direction and dynamism of goal-directed behaviour. Similarly, Kreitner and Kinicki (2007) assert that motivation represents psychological practices that stimulate voluntary actions. In the work context, as confirmed by Coetsee (2003), motivation entails the readiness of individuals and groups to put much effort so as to achieve organizational goals. From the above, it can be construed that there exists no single and general definition for motivation. Yet, Boje and Rosile (2004) regard motivation as an authoritarian ideology, a way to manipulate performance and where visions of self-actualisation need gratification. This view might be too negative to consider, but the rise in capitalism has been driven by high concentration motivation programmes which sometimes turn employees into production machines. 2.2.2 Motivation and P.A.S in Organisation Today Motivation can be the key to a successful organization. It is often claimed that the best businesses have the best motivated workers. Well motivated employees are said to be more productive and perform quality work. It remains however one of the most challenged tasks for managers to motivate their staffs as everyone is unique. A supervisor should strive to tie in the companys goals together with the employees individual goals through performance management. Moreover, the whole performance appraisal process and its result can affect an employees motivation. As highlighted by Cummings and Swabs (1973), employees performance is the outcome of the employees motivation to perform. In an organisational context, the performance is appraised by assessing the employees aptitudes and potentials to achieve the set goals. 2.2.3 Theories of Motivation related to P.A.S 2.2.3.1 Edwin Lockes Goal Setting Theory A main element for efficiently coaching employees is by using goal setting. Edwin Locke (1968) introduced the Goal Setting Theory whereby employees get motivated to work for the organisation when they are given specific and pronounced goals to achieve. This theory emphasizes that hard goals produce a higher level of performance than easy goals. Secondly, particular hard goals produce higher level of output and lastly, behavioural intentions lead to choice behaviour. Many, who study the relationship between performance and motivation in organizations, will agree that goal-setting and explanation creates confidence in the workers. By clearly explaining the meaning of the goals, employees will have a clear view on what the organization wants to achieve. Coetsee (2003) affirms that the most performing workers are goal-directed. Set goals allow employees to accomplish organisational vision, aims and strategic objectives. The assumption made here is that when people recognise and unde rstand what is expected from them and how they are to be met, they will be motivated to achieve them within the time-limit. With regard to coaching, goal-setting theory has been used more than any other as a framework to motivate employees to improve their performance. The early work of Maier (1958) and Meyer et al. (1965) emphasized goal setting in the appraisal process. In a study, Latham et al. (1978) found that consistent with the theorys predictions, employee participation in setting the goals resulted in higher performance than assigning them, not because of greater goal commitment, but rather due to high goals being set. According to Dossett et al. (1979), a similar result was observed with Weyerhaeusers word processing employees. Goals and objectives set by the employers and employees should be discussed regularly. Erez (1977) asserted that for difficult goals to result in high performance, sufficient feedback is very important. 2.2.3.2 Behaviour Maintenance Model (BMM) Cummings and Swabs presented the Behaviour Maintenance Model (BMM) to illustrate how people are motivated to perform efficiently in an organisation. This model emphasises on the significance of outcomes in the motivational process. Fig.1: Behavior Maintenance Model This framework shows that goal aspirations results in goal attainment and motivation. When goal attainment is achieved by the employee, it leads to job satisfaction which in turn leads the employee to become motivated. 2.2.3.3 Victor Vrooms Expectancy theory Expectancy theory is an idea that was introduced by Victor Vroom. The theory as explained by KreitnerKinicki (2007) is based on the assumption that people are motivated to act in ways that will be followed by valued and desired outcomes. The theory says that an employee might be motivated when there is a belief that a better performance will result in a good performance appraisal which will help in the realization of personal goals. The theory focuses on motivation as the combination of valence, instrumentality and expectancy. Valence is the value of the alleged result. Instrumentality is the point of view of an individual whether he or she will really obtain what they want. It shows that successful act will eventually lead to the desired result. Expectancy refers to the different level of expectations as well as confidence regarding ones capability. Employees believe that these create a motivational force and this force can be represented by the formula: Motivation = Valence x Exp ectancy The theory focuses on three things: ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Efforts and performance relationship ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Performance and reward relationship ÃÆ' ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€šÃ‚ ¢ Rewards and personal goal relationship 2.2.4 Conclusion: Performance Appraisal as Motivator? From the above reviews, it can be seen that no such research has been done to show if performance appraisal really acts as a motivator to employees. Bratton and Gold (2003) and Bowles and Coates (1993) claimed motivation to be one of the purposes of appraisals. It remains unconditional to know whether performance appraisal has a role to play in employees motivation. The research will therefore try to answer the following research questions: Does the Performance Appraisal System affect employees motivation? Does the system affect more a specific category of employees? How do employees perceive the PAS at the MRA? How do employees perceive feedback? Does the level of importance given to the system directly affect the employees motivation? Does the trust put on the appraiser influences the employees motivation?