Dear Mrs. Ghosson Essay Example | Topics and Well Written Essays - 1000 words

Dear Mrs. Ghosson - Essay Example Our main concern is the registration of Xella at the Kuwait Stock Exchange. The registration process has not been completed since November although all documents have been provided by us in time. We are very concerned as to when the registration will be completed. You will kindly recall that the registration was a precondition for further dealings between us. Our experience in the past on similar projects has been that the 'as-built' situation sometimes differs from the drawings. This happens due to constraints on the site which were not foreseen while preparing the drawings and the drawings were not updated. These differences can lead to major complications during erection. Therefore, two of our engineers will visit the site in Taiwan next week to check the actual as-built situation against the drawings supplied by them. We had some misunderstanding with our contractual partner in Taiwan and had to postpone this site visit several times. Despite confirming to us that all required drawings have been sent it is only now that the drawings are adequate for preparation of final drawings. The general layout, equipment arrangement drawings and floor plans are 90% ready. If our engineers find the as-built situation to be very close to the drawings, and no major alterations are required we shall be able to send the drawings by the 9th December, 2005. If changes are required we shall send the drawings a couple of days later. During their visit to Taiwan our engineers will also discuss, in detail, the dismantling of the equipment and its transport to Kuwait. Thereafter the dismantling program will be executed jointly with our contractual partner on site. The goal, of course, is to adhere to the scheduled key dates for delivery. We are very sorry for the situation which has arisen due to factors totally beyond our control and assure you that we will make all efforts to ensure that the project schedule remains unchanged. Best regards Olaf Michelswirth Deputy General Manager *************************************************************** Intercem Engineering GmbH Simmeriss 59302 Oelde Germany Tel. 0049 2522 920 58 14 Fax. 0049 2522 920 58 20 Mobile 0049 170 73 41 275 Email O.Michelswirth@intercem.de *****************

Appraising The Performance Of An Organizations Employees Essay

Appraising The Performance Of An Organizations Employees - Essay Example Indeed, making a business successful in a particular setting demands crucial and detailed studies and examination of the factors that will generate the best results that will serve the aims and objectives of the company. In this light, owners of big business organizations operating in a competitive business environment should be in constant look out with its competitors and the overall status and events in the industry. Taking advantage of the opportunities and intensifying the strengths while minimizing the risks and weaknesses of a business firm greatly helps in predicting the success in business enterprise. Graphic rating scale can be used in appraising the performance of an organization's employees. Ranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked. Another method is the Alternation ranking method - An appraisal method that aims at combining the benefits of narrative and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance. (bars) . Paired comparison method - Keeping a record of uncommonly good or undesirable examples of an employees work-related behavior and reviewing it with the employee at predetermined times. (critical incident). While in forced distribution method, uses a scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her performance for each trait. Similar to grading on a curve; predetermined percentages of rates are placed in various performance categories. (forced distribution) Management by objectives (MBO) - Involves setting specific measurable objectives with each employee and then periodically reviewing the progress made. Management By Objectives (MBO), is a traditional management approach to directing the efforts of managers and the organizational units for which they are responsible. It is intended to motivate stronger performance on the part of managers and employees through goal setting, participative decision-making, and objective feedback (Rodgers and Hunter, 1992). In its broadest construction, it is seen as a planning and control system which is designed to encourage self-control over an individual's work while assuring that managers' efforts are aligned with the organization's overall goals and priorities. According to Swiss (1991), the heart of a full-fledged MBO process is the negotiation between a higher level manager and a subordinate manager of a performance contract that has the components such as major objectives to be accomplished by the subordinate manager within specified completion dates, resource commitments to support these objectives, action plans and milestones for accomplishin g these objectives, periodic meetings of the manager and subordinate to review progress and make midcourse corrections if necessary, and an assessment at the end of the MBO cycle of the subordinate's performance, which should feed into both personnel appraisal processes and MBO planning for the next cycle. Swiss (1991) characterizes MBO as being particularly useful for providing direction and control over project oriented agencies where workloads shift and priorities tend to change frequently, as opposed to another major management approach, performance monitoring, which may be more appropriate for managing the continuing operations of organizations whose outputs are relatively stable. LearnInMotion.com: The Performance Appraisal Jennifer and Mel disagree over the importance of having performance appraisals. Mel says it's quite clear whether