Performance Appraisal Essay Example for Free

Performance Appraisal Essay Performance appraisals are designed to give an objective on the evaluation of an employee’s performance and also outline the measures or development for improvement that would be essential to the organization to move ahead (Chandra Frank, 2004). In the healthcare system, there is an unsatisfied measure that the outside companies are used to perform these appraisals. The staff would like to do the evaluations themselves so that there is a relationship built between the employer-employee. I will look to determine what an employee appraisal consists of, how healthcare tracks the quality of work that is done by an employee. A mock performance appraisal will be evaluated based upon the scores that the employee received and from those scores will look to develop an action plan for recommendation to improve the employee’s quality of work. There will be an establishment of the current trends of recruiting, selection, and development as well as the future trends as to where employee appraisals will be in the future based on the effectiveness of new technology and theories. Performance Appraisal Performance appraisals are important to the organizational productivity and the career development of an employee (epa. ov). A current performance appraisal was conducted on an Environmentalist Senior Government employee. This review was completed based upon the duties and responsibilities of this employee in an in depth performance evaluation. Inside of the evaluation included a breakdown of the performance of the goal and objectives that was to be performance by the employee. By analyzing the goals and objectives a semi-annual inspection was performed, a semiannual monitoring was performed, an in-service training evaluation, and a 26-30 day are center inspection took place. This appraisal will affect the overall job performance of this individual and will depend upon the future contributions that this employee will have within the organization. Tracking Quality of Work The best practice is to have a standardized, quantified, and automated employee review process that is essential to track employee progress and maximize productivity in the workplace (employeeperformance. com). The practice of emPerform would be the best practice to use for employers to track performance. EmPerform is an easy-to-use web-based employee performance management solution that automates vital employee performance management processes. These would include online appraisals, goal management, 360 degree multi-rated reviews, online surveys, succession planning, compensation management, development plans, and reporting and analytics (emperform. com). In order track the review process documentation should be provided to the employee to keep towards providing a record of all the efforts they have attempted by employee to avoid any dismissal of employment or any other discrepancies. Mock Performance Appraisal Based upon the performance appraisal of the employee there are areas that she achieves in based upon the categories of leadership, customer focus, job knowledge, as well as organization and productivity. On the other hand, there are areas that need improvement and does not exceed or achieve the job description in detail that should be put into place on a daily basis. The score of 44 was calculated and per each category the employee received 36 points of achievable expectations and 8 points that stood out for requirement improvement. Once the scores were added up to (44/20) and tallied there was a score of 2. 2 of the employee performance. Because of the areas that need improvement, there should a laid out action plan between the employee and employer as to how these goals can be achieved for success for future performance appraisals. The best practices that would provide a fair and accurate performance appraisal would be to support an employee with favorable feedback. In order to achieve the improvement within the areas, there should be a clear erformance of communication of the expectations. Development of educational skills should be provided in a learning capacity so the employee will know what to do and what not to do. In addition, Greguras et al. (2003) research has shown that the purpose of the rating (decision-making versus development) affects the ratings that are observed. Action Plan Recommendation Based on scores of the employee the best feedback for an action plan recommendation would be a 360-feedba ck. Within the 360 feedback it would be a tool of support between the employee-employer conversations. It can be a powerful element of objectivity that will make an employee better understand their strengths and blind spots of their job performance. The best practices to implement the 360 feedback would be to ensure that the organization is ready for this evaluation process, make sure that the purpose is clear for using this tool, start at the top to select the right tool, and eliminate any destructive feedback towards an employee (Horowitz, 2008). The purpose of this action plan towards a 360 feedback give an employee a chance to resolve a performance that would need improvement and also give the supervisor a guidance tool and regular on monitoring towards measuring the progress of the employees future appraisals. Current Trends In today’s society of completing performance appraisals for the employees, human resources are starting to come under fire as to how successful performance appraisals really are. With the emphasis on teamwork, shared leadership, and an ongoing struggle to find and retain qualified employees, it’s a model that is falling increasing out of favor (Fandray, 2011). The most important objective towards successful appraisals within performance management should provide strength of guidance to their employee on the best strategy in the direction of improvement. A strong succession plan aims to present a foot print to probabilities to get to the next level of the job. Although there are organizations that are finding the downfalls of performance appraisals, it is an ongoing process to fine tune what could make future appraisals a trend to build strength between employee and employer. Future Trends Performance appraisal can be the future to enhance communication and productivity with employees. Executives have stated that they have observed a trend towards more frequent reviews aimed at boosting future achievement rather than grading past activity (Fleming, 2003). Hiller, a vice president of administration for Stanford Federal Credit Union, in California, uses an employee performance plan based on accountabilities determined by the job, employee, and the manager. The plan lists goals or behaviors associated with each accountability, which are reviewed on a quarterly basis(Fleming, 2003). I have to say that accountability should be the one of the main reviews towards performance appraisals amongst employees. In the healthcare the future trends of employee appraisals will be the eAppraisal Healthcare. Halogen eAppraisal healthcare will offers organizations an affordable and convenient way to automate time consuming paper-based appraisal processes. It will better enable an organization to perform clinical competency checklists and even orientation checklists (aha-solutions. org). With this appraisals systems health care will be more than in the 21 century it will give providers a more professional quality of giving appraisals that will empower human resources strategy and they will always be ready for the surveyors from the Joint Commission, OSHA, ACHA, or any other regulatory agency. The future trends will hope bright towards computers and making paper-based appraisals nonexistent. Conclusion A good performance appraisal can either break or make an organization as well as an employee’s job status. It can bring a development of organizational skills for the staff member to give a bigger picture as to what is expected of them, and provides information for the employer as to whether or not that employee should receive a raises, promotion, or dismissal from the job altogether. An effective system should be used to break the barriers of the downfalls within the organizations to help develop employees mentally and physical stability that companies look for from their staff. Appraisals can be helpful in many ways to build confidence, but on the other hand when they are delivered the atmosphere and the communication are key components to the outlook of what will come in the future. Appraisals often go into a halo effect, this takes place when the supervisor outlook of the staff member is based on a specific characteristic, in regards to appearance as well as intelligence (Tvedt, 1986). Employee Appraisals will always be a tool that will have constant positives and negatives, but it is up to how it is delivered and pursued to bring a successful outcome.

Essay --

This paper discusses Adam Smith's and David Ricardo's view on the labor theory of value. It includes a discussion of the validity of the arguments they present in relation to social and Economic contexts. To the pursuance of this objective, the paper has explored five published articles available both in the internet and as hand copies. The labor theory of trade supposes that the value of commodity comprises of the labor used in its production. Goods that consume equal amount of time should have the same cost. Adam smith stipulates that the amount of labor used in production of a commodity determines its exchange value in primitive society; however, this change in an advanced society since the exchange value includes the profit for the owner of capital. Ricardo argued that the value of a commodity is proportional to the amount of manual and mechanized labor used to produce it. Labor theory of value stipulates that the amount of labor needed and used in production of such commodity determines the value of a commodity. Other factors of production do not determine the value of a commodity except those factors that have labor elements. Adam Smith and David Ricardo are associated with the labor theory of trade. The Value in this regards refers to the amount of labor required in production of commodities. The Adam Smith theory of value asserts that a commodity worth is equal to the amount of labor it commands in others. This includes value in trade and value in use. Value in use refers to the utility of a commodity while the value in trade refers to the price in exchange of another commodity. Smith established that labor is the real measure of the price of all commodities. Some opponents of the labor theory of ... ...th little fixed capital, short life capital or with raw materials that have high turnover. Adam smith argues that the amount of labor used in production of a commodity determines its exchange value in a primitive society; however, this changes in an advanced society where the exchange value now includes the profit for the owner of capital. Ricardo’s theory is different from Smith's theory by excluding rent from the costs of production. Ricardo argues against Smith's theory because it only applies when wage is proportional to the amount of production equivalent to the amount of labor commanded and embodied. However, prices of commodities changes over time due to application of new production techniques; this leads to the increase of commodity prices over time. Ricardo points out that the value of a commodity is only equal to its cost of production in the long run.

Mr Rana

SUPPLEMENTARY INFORMATION FORM SEPTEMBER 2013 ENTRY This is not an application for admission. To obtain admission application information, please visit http://futurestudents. yorku. ca. Current York students applying for Delayed Entry (Year 2) should complete a BBA Delayed Entry Application form and attach it to this Supplementary Information Form. Information packages for Delayed Entry are available at W262P, Seymour Schulich Building. All candidates must submit a completed Supplementary Information Form to the Schulich School of Business by the applicable deadline date indicated on this form. York Reference Number: Program Choice: 13127592 (9 digit code sent by York Admissions) ? Bachelor of Business Administration (BBA) ? International Bachelor of Business Administration (iBBA) Which category are you applying for? (Check only ONE): ? 1st-year Entry applicants. Submit this Supplementary Form by February 6, 2013. ? 2nd year (Delayed Entry) applicants. Submit this Supplementary Form by March 14, 2013. Personal Details Rana Zeeshan 01 09 95 Surname First Name Date of Birth (dd/mm/yy) Address / / ? Male ? Female 388 E2- Wapda Town Punjab 54810 Country Province/State Pakistan Postal Code/Zip Code Current or most recent Educational InstitutionLahore Grammar School City and Province/State of Institution Lahore, Punjab Protection of Privacy: Personal information in connection with this form is collected under the authority of The York University Act, 1965. The information will be used to process your application and upon registration and enrolment, will form part of your student record at the Schulich School of Business. If you have any questions about the collection of this information by York University, please contact: Manager Information Service, 99 Ian MacDonald Blvd. , York University, 4700 Keele Street, Toronto, Ontario – Canada, M3J 1P3, 416. 36. 5000 York Reference Number: 213127592 Initials: Z. Rana Schulich Supplementary Information Form for Septemb er 2013 ______________________________________________________________________ INFORMATION AND INSTRUCTIONS FOR COMPLETING THIS FORM The purpose of the Supplementary Information Form is to help us determine the candidate’s leadership potential, communication skills and well-rounded approach to education. †¢ Leadership Profile and answers to essay questions must be typed in the space provided. Include your York reference number and initials at the top of each page.Do not send originals of certificates, ribbons, projects, etc. The Schulich School of Business cannot return any submitted materials. Do not send photographs, videos or audiotapes. Waiver Please read carefully, sign and date. WAIVER – A clear sense of academic honesty and responsibility is fundamental to good scholarship. Conduct that violates the ethical or legal standards of the University community will result in automatic disqualification. I hereby certify that the information provided in this applica tion and in any material filed with this application is, to the best of my knowledge, true and correct.The Leadership Profile and Essay responses are completed by me. I understand that the misrepresentation of this information is grounds for the Schulich School of Business to cancel my admission to, or registration at the University. I have read all the text carefully and am making this my one and final submission. Signature Date Submission of your Supplementary Information Form Incomplete forms will not be processed. Please review the â€Å"Checklist for Submission† below. Once completed, print all pages of the Supplementary Information Form and submit it to the address below by the applicable deadline date indicated on page one.It is recommended that your Supplementary Information Form be submitted prior to the deadline date. Limited space is available in our programs. Please send your completed supplementary information form (in person or by mail) to: Undergraduate Program s Unit Division of Student Services and International Relations Schulich School of Business, Room W262 York University 4700 Keele Street Toronto, Ontario M3J 1P3 CANADA CHECKLIST for Submission ? Personal Information ? Leadership Profile ? Three Essay Questions ? Signed Waiver ? I have a copy (for my own record) of my completed Supplementary Information Form ?Explanation for why you have repeated a course(s) (if applicable) 2 York Reference Number: 213127592 Initials: Z. Rana Submission of your Academic Documentation All other information, including academic transcripts, language proficiency test scores, address changes, etc. , must be sent to the York University Admissions and not to the Schulich School of Business. The Schulich School of Business cannot be held responsible for forwarding your documents to York Admissions. Please mail any academic documentation directly to: York University Office of Admissions Bennett Centre for Student Services 99 Ian MacDonald Blvd Toronto, ON M3 J 1P3 CANADAConfirmation of Receipt Confirmation of receipt of your Supplementary Information Form can be checked on â€Å"MyFile† at http://www. yorku. ca/myfile. Due to high volume, it may take approximately 14 business days from receipt (by the Schulich School of Business) of a Supplementary Information Form, for â€Å"MyFile† to be updated. We appreciate your understanding that we are dealing with a sustained high volume of applications from December through February, and may not be able to provide receipt confirmation via telephone or e-mail. For tracking purposes, applicants may send their Supplementary Information Form via courier rather than general mail.Leadership Profile Instructions & Example Complete Leadership Profile using the space provided below on Page 4 and Page 5 (please type). List any extracurricular activities and/or community involvement that you participated in during the last two calendar years. (i. e. 2011 and 2012). Examples include student c lubs, events, organizations, band, sports, competitions, conferences, volunteer work, community service, paid employment, etc. Include activities where you made an impact. Include contact details for a referee, as we will contact them as deem necessary.Referees will be able to confirm the information that you have indicated on the form and holds a position that oversees or is responsible for the activity. EXAMPLE: Activity (include your role/position) Referee Contact Info (name, role, email, phone) Mr. John Doe Teacher [email  protected] com 123-456-7890 Description of activity (125 word limit) Chosen by my school to be a delegate at the Canadian High Schools Model United Nations. At the conference, I debated global issues. I represented Sweden and learned about the challenges in the European economy. I met and worked with students from across Canada and it helped me improve my communication skills.Participant, Model United Nations 3 York Reference Number: 213127592 Initials: Z. R ana Leadership Profile Activity (include your role/position) Referee Contact Info (name, role, email, phone) Description of responsibilities (125 word limit) NASA Space School : July 2011 Muhammad Ali Lecturer (Chemistry) +92 321 8859967 ali. mughal. [email  protected] ail. com I attended the NASA Space School in Houston, Texas during my summer holidays. I was elected by the school administration as the team leader of my school’s team. The program was based on engineering tasks focusing on NASA’s Mars exploration program.One of the most difficult tasks given to us was to build a rover. As team leader, I strategically spent our entire budget to buy all the available wheels but my strategy paid dividends as later on; we were able to sell them to other teams at a profit. This allowed us to buy more resources which led us to our victory. We were successful and were awarded medals of excellence. Activity (include your role/position) Referee Contact Info (name, role, email , phone) Description of responsibilities (125 word limit) Saved Life; Personal leadership Mrs Humera Saved person email: none +923227454321Hundreds of homes were destroyed in the floods that hit Pakistan in 2011. I still can't forget the traumatizing sights of my village where i saw a distressed woman with her new born child crying in her arms with two little children by her side. She had nowhere to go since the roof of her hut had collapsed. I took her to the camp that was created to provide aid and facilities to the affected. This time was very significant for me as I learnt how unpredictable life is. So many people wouldn’t have predicted becoming homeless and helpless with the entire course of their lives changed.I discovered the pleasure of contributing back to the society and those in need which made me realize the significance of volunteer work Activity (include your role/position) Referee Contact Info (name, role, email, phone) Description of responsibilities (125 wor d limit) Fund Raising; Head of Department of Social Events. & Editor-In-Chief of Eye on Lahore Zair Zahir Manger at Next Generation Pakistan [email  protected] com +923234950392 When Punjab suffered from flooding, I organised a convincing campaign under Next Generation Pakistan to facilitate the flood victims.I was heading the department of Social Events which was responsible for arranging various events in the form of fundraisers. This was a great responsibility. I allowed creativity within my team where everyone had the autonomy to brainstorm and reach their maximum potential. It was a success for we collected Rs. 6. 2 million. Soon Eye on lahore, the first ever Pakistani internet youth portal, was launched. Being its Editor-In-Chief, this successful entrepreneurial venture promptedme even more to pursue IBBA and examine the standard framework of how people capitalise on investments. 4York Reference Number: 213127592 Initials: Z. Rana Leadership Profile Activity (include your ro le/position) Referee Contact Info (name, role, email, phone) Description of responsibilities (125 word limit) Youth Advocacy Network (YAN): Volunteer from January 2010 to 2012 Sadia Sarfraz Head of Volunteer Deapartment [email  protected] com +923134904445 In my role as a volunteer for the Youth Advocacy Network (YAN), I was responsible for educating the youth of Lahore about sexually transmitted diseases (STDs) and organize an awareness campaign regarding the issue of drug addiction drug.Our awareness campaign over this issue has been our most successful work. We had made a documentary portraying the after effects of using drugs. My job was to carry out the necessary interviews in the documentary. To take our campaign to the next level, I decided to do something about the growing trend of underage smoking in our community. After discussing it with other club members, I lodged a police complaint against a local shop owner who sold cigarettes to underage smokers. Activity (include your role/position) Referee Contact Info (name, role, email, phone)Description of responsibilities (125 word limit) Lahore Grammar School Mathematics Society President. August 2012 to 2013 Mr Amjad Iqbal Maths Department Head at Lahore Grammar School [email  protected] mail. com +923334200945 This year I was nominated as the Math's Society President of my school. As the President of the Math's society I also had the privilege of organising a large-scale inter school mathemaics contest called â€Å"Parakration†, I was responsible for collecting sponsors, organizing the statistical data of over 700 participants and managing finances. The mammoth budget of Rs 1. 0 million required ample planning with resource allocation. This experience taught me how to handle money effectively and made me realize the importance of time management. Also, I was amongst the top pool of International Mathematics Kangroo Competition, ranking 29th nationwide. Activity (include your role/position) R eferee Contact Info (name, role, email, phone) Description of responsibilities (125 word limit) Play by LGS JT, Marketting Manager Tayyab Shafiq I was a part of a crew for a play. I was working back stage and I realized the importance of letting go of personal interests and give way to theProduction Manager greater solidarity of the group to achieve the set goals. I was responsible for marketing and publicity and it required enough effort to [email  protected] c maintain effective communication between all the group members for om the smooth execution of tasks. Effective communication was pivotal to crisis management and conflict resolving. I contributed in designing +923338440248 publicity tools and advertisements along with reaching out to various schools in Lahore to attend the play. 5 York Reference Number: 213127592 Initials: Z. Rana Essay Questions 250 word limit for each response) A) Tell us why you want to study at the Schulich School of Business. As it is my firm belief t hat businesses can truly flourish if their internal structuring is sound, my hope is to provide in-house, economic and efficient solutions to Pakistani businesses to streamline their day-to-day operations. Therefore, I need a very rigorous specialized, academic and professional undergraduate degree in business studies for the realization of my ambitions. Schulich School of Buisness provides just that perfect blend for honing my personality.It provides an excellent academic curriculum and also plays an extremely pivotal role in nurturing professional skills. The dense network of Schulich graduates in the business world will give me direct access to the top businessmen, entrepreneurs, venture capitalists and economists. Furthermore, the school's exchange program is another reason why i wish to study here. In this extensively interconnected world that we live in, an exchange term would open for me a global range of career opportunities where I will be able to experience the diverse cul ture and business environment of different societies.Moreover, the city of Toronto, as a radiant international social hub also appeals greatly to the passionate learner in me. I truly believe that polishing my skills from a university known for its mastery in buisness would propel me to enormous heights in my career and I am certain that if given the chance, I would give my very best to the program and prove myself a valuable asset to this prestigious institution. B) In an interview by a prestigious journalist, you’ve been asked to share your deepest thoughts on what motivates and shapes your leadership style and deep desire to succeed.How would you respond? I have come to believe that life is leadership. To see it any other way would be a fallacy. Think about it. We live, so we lead our lives. And if we are not doing this, we are drifting into oblivion. To lead ourselves and consequently others, we must also follow – these are two sides of the same coin. We can follow our own ego or what others say, blindly; or we can choose to act wisely by deeply reflecting on what we observe, hear and experience. We need to relate these findings with the immutable laws of nature that govern life, before drawing any firm conclusions.We grow in understanding and vision only when we become acutely conscious and aware of self, of others and of our environment. This ever-expanding awareness is the crucible where the sense of personal leadership begins to take root. You and I represent the zenith of a very long journey of humanity. In this context, I would define success as us being a vital part of this dramatically choreographed continuum in which we learn and share freely, with passion and with responsibility, all along, desiring the best for ourselves and for others, in terms of the abundance life offers.What has shaped my thinking on leadership is the thought that as we grow in awareness and see more clearly, our responsibility increases – responsibility to not only benefit from our rich global heritage, but also to inspire others through our everyday decisions and actions. If continuous learning, living and sharing is not the essence of leadership, I wonder what is! 6 York Reference Number: 213127592 Initials: Z. Rana Please answer either question (C) or (D) C) Select two leaders – one you admire greatly and one you do not. Briefly outline why you see them as leaders, and why you admire one and not the other.D) Recently, the role of corporations in society has evolved to take a more extended view of corporate citizenship, acknowledging and actively engaging in political roles. What do you think should be the role of multinational corporations in rehabilitating the areas stricken by Hurricane Sandy? Please critically discuss the process and social impacts of these multinational enterprises working as non-government organizations. Indicate essay choice: ?C or ?D Well I would go with more unconventional leader. One that I admi re would be my friend who is the president of a local chapter of an international society called AIESEC.I admire his leadership style because he leads by example. Setting standards for his subordinates and yet being humble at the same time. He provides a role model for his team members and guides them to get the specific goals and tasks that he assigns them. The channel of communication is smooth as he takes time out for every member and makes sure that he knows what’s going on in their personal lives hence establishing a very informal and personal connection. I have rarely focused my attention on those whom I do not admire. I believe that such an endeavor serves no purpose.We can and should keep our eyes open to learning from all those we come across. When we witness evil deeds, we realize the value of good. All human beings have potential for good and evil. Our job as leaders is not to harbor prejudice against any individual or group. Instead, we need to behave in ways that increases the likelihood in others of the good within them to surface and flourish. In my view, the root of all evil is our ignorance. Only the light of knowledge can illuminate our minds and hearts to the right path – a path that inspires all that is good in us.However the leader that I won't like to follow would be my football team captain. He has a more commanding leadership style where he doesn’t like criticism & works as a one man-army which affects the team equillibrium. Please provide an explanation for any repeated course(s) Thank you for your interest in the Schulich School of Business! Please check your MyFile account at http://www. yorku. ca/myfile for the status of your application. Schulich does not offer early admission. The first round of offers will be sent in March. GOOD LUCK! 7

International business management - Free Essay Example

Sample details Pages: 4 Words: 1206 Downloads: 3 Date added: 2017/06/26 Category Statistics Essay Did you like this example? INTRODUCTION: Coming together is a beginning Keeping together is progress working together is success. Henry Ford Don’t waste time! Our writers will create an original "International business management" essay for you Create order This report describes the successful application of reflective learning to promote critical self-awareness and improve both individual and team performance, in a group project work assessment for MSc in International Business Management at LJMU. Boyd and Fales (1983) defined reflection as: The process of internally examining and exploring an issue of concern, triggered by an experience ,which creates and clarifies meaning in terms of self and which results in a changed conceptual perspective. According to the suggestions of Kolb learning cycle, i.e. Reflective observation (watching) Abstract conceptualization (thinking) Active experimentation (doing) Concrete experience (feeling) The team members engaged themselves in reflective practice of Assimilating, Organizing, Implementing and Executing the assessment on Burberry case study. (Jennifer Annoon, 2000) GROUP WORK ANALYSIS: Many professional bodies and educational quality institutions now require that students have proven experience of working in groups or teams (Blease, 2006 in Kelly 2007). Hence forth we formed a group to invigilate the challenges and issues that the Trafford group was confronting. To compliment this, catholic youth council (1980) also stated that when examining the relative success and failure amongst group works, the selection process may be a key variable in establishing criteria for successful group work. 1. GROUP FORMATION: For this particular assessment, the group was christened by choice and acceptance i.e. students were given the liberty to select a peer and later on were clubbed with another team to form a clique. A group becomes a team when each member is sure enough of himself and his contribution to praise the skills of the others. Initially group was formed with low level of conflicts and high level of group cohesion. The presentation was due in 3 weeks; the roles were assigned, norms were laid and work was divided as a part of group contract. Scheduled meetings were altered at regular intervals considering team members availability and preferences. The members in the group had 4 attributes namely activist, reflector, pragmatist and theorist. Honey and Mumford linked Kolbs learning cycle with the personal attributes. 4 Members A(reflector)- reviewing and observation B(theorist)- developed thought process and conclusion C(pragmatist)- applied theory in practice with the existing ideas D(activist)- application through action in a new circumstance with new ideas. 2. GROUP DEVELOPMENT Effective teamwork plays a vital role in group development. The key factors which effect the group are conflict management, personality traits, individual performance and time management Shaw and Barrett Power (1998) explained group development and the creation of a productive working /learning with the help of a model showing the effect of diversity and small group processes on performance. The model reflects that a successful group work requires open communication, symbiosis, effective conflict management discussion of strategy and the appropriate weighing of individual inputs into decisions. Bruce Tuckman (1965) developed a four stage model of group development. He labeled the stages forming, storming, norming, performing and ten years later added a fifth stage called adjourning. In the first week, our group was in the forming stage. Initially all members were confused and uncertain in assessing the assigned work. We did the Big Five Locater (Kelly) personality test to assess the personality trait clusters of each individual in the team. This helped each member to analyze each other. Group contract helped us to overcome these barriers by defining the goals, establishing rules and getting acquainted to the task in hand. During the first week of discussion, time consensus was a big issue, as couple of members had their vocations. There was constant atoning of the schedule, which had spilled the beans for a conflict. However according to Maddux R.B., (1998) conflict is healthy when it causes the group to explore new ideas, test their standards and beliefs and stretch their imagination. When conflict is dealt constructively, people can be stimulated to great creativity, which will lead to a wider choice of action and better results. Another important aspect was that the group was more into planning than execution (Schon, 1983). In the later part of the second week the group progressed well by understanding each other and got settled down as an appeased group. A whole brained approach for development and execution is an essential constituent to stimulated long term productivity (Eales-White,2005). This approach was taken by the group members by applying a variety of different learning abilities towards common objectives which was more focused and integrated, which helped in enhancing the Burberry case study. With a combination of formal and informal practices group gained a potential competitive advantage while performing. 3. CRITICAL EVALUATION AND REFLECTIONS: Group conflict is essential for a groups cohesion. It helps groups identify areas of common values; provides group stability through shared beliefs, helps to balance the difference between extreme ideologies and helps to clarify roles and structures frequently. If managed constructively, conflict can be a strong indicator of the groups effectiveness (Mary Holz-Clause, 1996) Issues: Time Consensus: One of the serious hurdle faced by the members during the discussions were meeting the time requirement. Although all had opined to meet on an agreed time. The attendance was really an impeding factor. There was constant atoning of the schedule which resulted in frequent feuds between the members giving rise to clouds of disharmony amid group. Cold war: The transmission of information and exchange of meaning between two or more people is communication and lack of which can lead to ambiguous situations, where people may differ in the reception of intended meanings (Buchanan and Huczynski ). We were initially distracted by the pall of uncertainty that was prevailing due to profuse interpersonal misconceptions. The group was deprived of amiable and cordial environment as none were gelling together. The varied attributes and behavioural differences among the members of the group proved to be significance for the meetings but at the same time, differences in ideologies and perceptions lead to clashes. Personal Commitments: Another persistent worry was the prior commitment of the members. Couple of them were employed and we found it really challenging to have their presence in the meeting during the initial stages of the discussions. They had irregular shifts which aggravated the situation furthermore. Lack of Acceptance: Members were too much into there own findings that they gave less importance to others work. REFLECTIONS: The recurring issues had to be solved and the garbage can model (Cohen, March and Olsen, 1972) was used which suggests a scenario where decisions have a random element to them. For an effective decision to be reached, the problems and solutions had to come together. Bringing them together was a challenge. Developing the ability to identify relevant problems and seeking radical solutions by bringing the right people together at the right time. In order for them to reach the sometimes radical decisions that will be needed in often turbulent environment (Ian Brooks, 1999). Conclusion REFERENCE: BROOKS, Ian and Cohen etal.(1999).Decision making.Organisational behaviour-individuals, groups and the organisation,Pearson Education.edi.5.p.32 BUCHANAN, David and HUCZYNSKI, Andrzej(2004).chapter6Communication.Organisational communication- commitment and propaganda,Pearson Education.p.207 CLAUSE Mary Holz.(1996), https://www.extension.iastate.edu/agdm/wholefarm/html/c6- 55.html, date accessed 23/03/08