Major Events in the Trojan War

The ancient Greeks traced their history to mythological events and their genealogy to the gods and goddesses. Perhaps the most pivotal event in the early history of ancient Greece was the Trojan War. This is that most famous of ancient wars that the Greeks ended with an insidious gift. We call it the Trojan Horse. We know about the Trojan War primarily from the works of the poet Homer (the Iliad and the Odyssey), as well as stories told in other ancient literature, known as the Epic Cycle. ​Goddesses Set the Trojan War in Motion According to ancient, non-eye-witness reports, a conflict among the goddesses started the Trojan War. This conflict led to the famous story of Paris (known as The Judgment of Paris) awarding a golden apple to the goddess, Aphrodite. In return for Paris judgment, Aphrodite promised Paris the most beautiful woman in the world, Helen. This world-class Greek beauty is known as Helen of Troy and called the face that launched a thousand ships. Perhaps it didnt matter to the gods--especially the goddess of love--whether Helen was already taken, but for mere mortals it did. Unfortunately, Helen was already married. She was the wife of King Menelaus of Sparta. Paris Abducts Helen Discussed in more detail in connection with Odysseus--who was one of the leaders of the Greek (Achaean) side of the Trojan War--is the importance of hospitality in the ancient world. While Odysseus was away, suitors abused the hospitality of Odysseus wife and household. Odysseus, however, relied on the hospitality of strangers to survive his 10-year odyssey home. Without certain standards of expected behavior on the part of host and visitor, anything could happen, as, indeed, it did when the Trojan prince Paris, a guest of Menelaus, stole from his host. Now, Menelaus had been aware of the possibility that his wife, Helen, would be snatched from him. Helen had been snatched before their marriage, by Theseus, and she had been courted by almost all the Achaean leaders. When Menelaus finally won the hand of Helen, he (and Helens father) extracted a promise from all the other suitors that they would come to his aid should Helen be taken away again. It was on the basis of this promise that Agamemnon--acting on brother Menelaus behalf--was able to coerce the Achaeans to join forces with him and his brother and sail against the Asian city-state of Troy to win back Helen. Trojan War Draft Dodgers Agamemnon had trouble rounding up the men. Odysseus feigned madness. Achilles tried to pretend he was a woman. But Agamemnon saw through Odysseus ruse and Odysseus tricked Achilles into revealing himself, and so, all the leaders who had promised to join did so. Each leader brought his own troops, weapons, and ships and stood, poised to sail, at Aulis. Agamemnon and His Family Agamemnon was from the  House of Atreus, that cursed family that stemmed from Tantalus, a son of Zeus. Tantalus had spitefully served the gods a feast with an awful main course, the cooked body of his own son Pelops. Demeter was upset at the time because her daughter, Persephone, had disappeared. This left her distracted, so unlike all the other gods and goddesses, she failed to recognize the meat dish as human flesh. As a result, Demeter ate some of the stew.  Afterward, the gods put Pelops back together again, but there was, of course, a missing part. Demeter had eaten one of Pelops shoulders, so she replaced it with a piece of ivory. Tantalus did not get off unscathed. His well-suited punishment helped inform the Christian vision of Hell. Tantalus  familys behavior remained unimproved through the generations. Agamemnon and his brother Menelaus (Helens husband) were among his descendants. Raising the ire of the gods seems to have come very naturally to all the descendants of Tantalus. The Greek troops heading for Troy, under the lead of Agamemnon, waited at Aulis for  a wind  that just wouldnt come.  Eventually, a seer named Calchas deduced the problem: The virgin huntress and goddess, Artemis, had been offended by a boast Agamemnon had made about his own hunting skills. To appease Artemis, Agamemnon had to sacrifice his own daughter Iphigenia. Only then would the winds come to fill their sails and let them set off from Aulis to Troy. To put his daughter Iphigenia to the sacrificial knife was hard for Agamemnon the father, but not for Agamemnon the military leader. He sent word to his wife that Iphigenia was to marry Achilles at Aulis (Achilles was left out of the loop). Clytemnestra and their daughter  Iphigenia  went happily to Aulis for a wedding to the great Greek warrior. But there, instead of a marriage, Agamemnon performed the deadly ritual. Clytemnestra would never forgive her husband. The goddess Artemis  appeased, favorable winds filled the sails of Achaean ships so they could sail to Troy. The Action of the Iliad Begins in the Tenth Year Well-matched forces dragged the Trojan War on and on. It was in its tenth year when the climactic and most dramatic events finally took place. First, a sacrilegious Agamemnon, leader of all the Achaeans (Greeks), captured a priestess of Apollo. When the Greek leader refused to return the priestess to her father,  a plague  struck the Achaeans. This plague may have been  bubonic since it was connected with the  mouse-aspect  of Apollo. Calchas, the seer, summoned once again, augured that health would be restored only when the priestess was returned. Agamemnon agreed, but only if he could have a substitute war prize: Briseis, Achilles concubine. When Agamemnon took Briseis from Achilles, the hero was outraged and refused to fight. Thetis, Achilles immortal mother, prevailed upon Zeus to punish Agamemnon by making the Trojans stymy the Achaeans--at least for a while. Patroclus Fights as Achilles Achilles had a dear friend and companion at Troy named Patroclus. In the movie  Troy, he is Achilles cousin. While thats a possibility, many consider the two not so much cousins, in the sense of son of ones uncle, as lovers. Patroclus tried to persuade Achilles to fight because Achilles was so capable a warrior that he could turn the tide of battle. Nothing had changed for Achilles, so he refused. Patroclus presented an alternative. He asked Achilles to let him lead Achilles troops, the Myrmidons. Achilles  agreed and even  lent  Patroclus his armor. Dressed like Achilles and accompanied by the Myrmidons, Patroclus went into battle. He acquitted himself well, killing a number of Trojans. But then the greatest of the Trojan heroes, Hector, mistaking  Patroclus  for Achilles, killed him. Now the situation was different for Achilles. Agamemnon was an annoyance, but the Trojans were, once again, the enemy. Achilles was so grieved by the death of his dear Patroclus that he reconciled with Agamemnon (who returned Briseis), and entered the battle. A Madman Kills and Disgraces Hector Achilles met Hector in single combat and killed him. Then, in his madness and grief over Patroclus, Achilles dishonored the Trojan heros body by dragging it  around  the ground tied to his chariot by a belt. This belt had been given Hector by the Achaean hero Ajax in exchange for a sword. Days later, Priam, Hectors aged father and  the king of Troy, persuaded Achilles to stop abusing the body and return it for proper burial. The Achilles Heel Soon after, Achilles was killed, wounded in the one spot  where  legend tells us he was not immortal--his heel. When Achilles was born, his mother, the nymph Thetis, had dipped him into the river Styx to confer immortality, but the spot where she held him, his heel, remained dry.  Paris  is said to have hit that one spot with his arrow, but Paris wasnt that good a marksman. He could only have hit it with divine guidance--in this case, with the help of Apollo. The Next Greatest Hero The Achaeans and Trojans valued the armor of fallen soldiers. They triumphed in capturing the helmets, weapons, and armor of the enemy, but also prized that of their own dead. The Achaeans wanted to award the armor of Achilles to the Achaean hero they thought came next in stature to Achilles. Odysseus won. Ajax, who thought the armor should have been his, went mad with rage, tried to kill his fellow countrymen, and killed himself with the sword which he had received from his belt-exchange with Hector. Aphrodite Continues to Help Paris What had Paris been up to all this time? Besides his dalliance with Helen of Troy and slaying of Achilles, Paris had shot and killed a number of Achaeans. He had even fought one-on-one with Menelaus. When Paris was in danger of being killed, his divine protector, Aphrodite, broke the strap of the helmet, which Menelaus was clutching. Aphrodite then shrouded Paris in a mist so that he could escape back to  Helen of Troy. The Arrows of Hercules After the death of Achilles, Calchas uttered yet another prophecy. He told the Achaeans they needed the bow and arrows of Hercules (Herakles) to defeat the Trojans and end the war. Philoctetes, who had been left wounded on  the island of Lemnos, had said bow and poisoned arrows. So an embassy was sent to bring Philoctetes to the battlefront. Before he joined the Greek battle line, one of the sons of Asclepius healed him. Philoctetes then shot one of  Hercules  arrows  at  Paris. There was barely a scratch. But ironically, like the  wound  Paris had inflicted on Achilles one weak spot, that scratch was enough to kill the Trojan prince. The Return of Odysseus Odysseus  soon devised a way to end the Trojan War--the erection of a giant wooden horse filled with Achaean (Greek) men to be left at the gates of Troy. The Trojans had noticed Achaean ships sailing away earlier that day and thought the giant horse was a peace (or sacrificial) offering from the Achaeans. Rejoicing, they opened the gates and led the horse into their city. Then, after 10 years of privations for the sake of the war, the Trojans brought out their equivalent of champagne. They feasted, drank hard, and fell asleep. During the night, the Achaeans stationed inside the horse opened the trap door, crept down, opened the gates, and let in their countrymen who had only pretended to slip away. The Achaeans then torched Troy, killing the men and taking the women prisoner. Helen, now  middle-aged but still a  beauty,  was reunited with her husband Menelaus. So ended the Trojan War and so began the Achaean leaders torturous and mostly deadly trips home, some of which are told in the sequel to The Iliad, The Odyssey, which is also attributed to Homer. Agamemnon  got his comeuppance at the hand of his wife Clytemnestra and her lover, Agamemnons cousin Aegisthus. Patroclus, Hector, Achilles, Ajax, Paris, and countless others were dead, but the Trojan War dragged on.

Essay on Walt Disney Company Analysis - 1652 Words

Walt Disney is extremely known for being a film producer and popular showman. He was very recognizing for being an innovator in animation and theme park design. Disney was a visionary in terms of cartoons. Disney views and visions came from his persistence for the future. Walt Disney strives upon building Disney’s to have core strengths in three areas of entertainment and recreation, motion pictures and videos. Walt created his first animated character, Mickey Mouse. Mickey made his first debut on November 18, 1928, in a black and white cartoon called the â€Å"Steamboat Willie†. What distinguishes Mickey from the rest of the cartoons was the modern day appearance with his white gloves on his hands. With Walt as the voice of Mickey, it†¦show more content†¦The success of movies and television programs were due to diversity and distribution. It does its own distribution and targets several markets from children to adults. Finally, the Disney character consu mer product sector, which includes clothing, home goods, and toys, has been an extremely important asset to the company. For example, by establishing deals such as an agreement with Mattel, Disney was able to manufacture more than 14,000 Disney licensed products. Furthermore, Disney expanded it’s retailing by opening up Disney stores. Under Eisner leadership, Disney became owners of many television cable shows. Eisner also established the company’s own cable network, the Disney Channel which earned a huge following among kids of all ages. Eisner made a comeback in the film department by creating movies for adults as well as scoring new hits with their traditional animation for the children. His huge success came from the animated classics theatrical versions of Beauty and the Beast and The Lion King. Regardless of Disney’s stock price, it is clearly a profitable empire with a strong reputation. Consumers are loyal to the brand and it’s myriad of offerings. It is a company that will be successful forever because of its history and expanded market including entertainment, recreation, and consumer products. The decreasing share price of Disney happened suddenly, because of its poor performing assets. The $19Show MoreRelatedAnalysis of the Walt Disney Company5222 Words   |  21 PagesAnalysis of the Walt Disney Company Tarleton State University – Central Texas October 17, 2005 A Research Report Submitted in Partial Fulfillment of the Requirements for MGMT 5073.301 Responsibilities and Ethics of Leadership Executive Summary Analysis of the Walt Disney Company – Case Outline Situation Analysis Introduction: The Walt Disney Company is on the threshold of a new era. Michael Eisner has stepped down from his position as CEO and turned over the reigns to Robert Iger. 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Business Ethics for Oxymoron or Good Business

Question: Discuss about the Business Ethics for Oxymoron or Good Business. Answer: Introduction: I am Anith Goud Abbagoni. I did my bachelors in Electronics and Communication Engineering. I have also done my masters in Control Systems (Electric and Electronics Engineering) and at present I am pursuing Masters of Business and Project Management. I was always into all these electric and electronics thing from my childhood which gave me the zeal to opt for these subject in my higher studies. Five years from now I would like to see myself working in a Multinational company in a comparative high post with great responsibilities of the company on me. I am doing all these hardships in my life not just to increase the number of degrees that I have but because I value the importance of education in life. I believe that education has no end. We are all learning in every aspect of life. I have this zeal of learning new things from every part of my life. This is what the most positive point in me is. I am a very optimist kind of a person. I always find reasons to motivate me and others in life. Woking in a Multinational Company does not require degrees and certificates. It also requires some experiences also. Yes, I do have fewer experiences regarding the role that I am opting for in the upcoming companies but everybody has got the first day in their life. I might also have to go through that phase of so call first day in my life. And the company that I join shall achieve more an d more prosperity in its future by hiring me as one of their employees. Mega trends and challenges I am the marketing executive in my company. In my industry, there are many aspects that are going around all the time. We have many employees who work in a coordinated manner. I have many challenged to face in my company which includes both internal and external factors. Internal factor includes the working environment within the industry and external include the society and other outside factors (Farris, 2006). MACRO - ELEMENT Reference Political This involves all the legal matters and scenarios that a company has to go through during its reign in the market. All laws are not always written, some are acknowledged during working environment (Fukuyama, 2016). Economic It includes all the factors that influence the buying patterns of the customers. Social This includes the society which is directly or indirectly involved with the company. Technology This enhances and ensures that the company is never technologically lame. It should also upgrade with the growth of its efficiency. Demographic This is the personal one. But then the personal factor also affect the market overall (Billari, 2004). Natural It includes the naturals criterion that might affect the company in any way. Goals My professional goals shall be very simple and especially positive for the company. The first goal shall be to bring about technological up gradation in the company, the second goal shall be to maintain and preserve new and old customers, third shall be to provide a comfort zone for the employees, so that they can approach me whenever they are in need, the fourth shall be to provide quality product to the customers and other clients in general and the fifth shall be to see that my company does not cause any harm to the natural environment. Ethics and professional values I do have some ethics in my life that I like to maintain irrespective of the situation. My main ethic is that I like to provide quality service to the company. And I also prefer maintaining loyalty with my company when I am in or out of the company. My father is a businessman. And I have seen him face many issues like this in his life. So it can be told that these ethics came to me from my father only as he has shared many of his business related problems with me (Naagarazan, 2006). Ethics are some personal way of looking at matters. It can be business ethics and personal ethics also. Business ethics include many points related to both the company and the customers. In the case of the company, we have to look at not only the outcome of the company but also the people who are behind these outcomes. They are the employees. If the employees are comfortable in the company then the working environment becomes very simple and also easier even for the head of the institution to take proper decisions (Beghtol, 2008). But if the employees are not happy then the company shall move down. The owner has to look after the basic needs of the employees including their health issues, their security, their pension plans and others. All these give a positive sight to the employee towards the company. Moreover, the facilities of the customer shall also not be neglected. The employees should be trained in such a way that they should always be able to solve the problems of the custom ers with a smile on their faces. The customers should never be disregarded or mistreated in any condition (Duska, 2000). We have to remember that all the customers are very important whether he or she is a big or a small customer. Customers are customers whether they give bring any business to the company or not. But in this also some customers have to be neglected if they are found to be spreading negative vibes for the company ("Executive summary of "Customers helping customers: payoffs for linking customers"", 2014). Competency assessment SKILLS RANK 1 Analytical skills 1 2 3 4 5 6 7 2 Creative thinking skills 1 2 3 4 5 6 7 3 Critical thinking skills 1 2 3 4 5 6 7 4 Decision making skills 1 2 3 4 5 6 7 5 Interpersonal skills(talking, listening, networking etc) 1 2 3 4 5 6 7 6 Organising skills 1 2 3 4 5 6 7 7 Planning skills 1 2 3 4 5 6 7 8 Problem Solving skills 1 2 3 4 5 6 7 9 Self-confidence 1 2 3 4 5 6 7 10 Teamwork 1 2 3 4 5 6 7 11 Technology (IT - computers) 1 2 3 4 5 6 7 12 Time Management skills 1 2 3 4 5 6 7 13 Verbal communication skills 1 2 3 4 5 6 7 14 Written communication skills 1 2 3 4 5 6 7 References Beghtol, C. (2008). Professional Values and Ethics in Knowledge Organization and Cataloging.Journal Of Information Ethics,17(1), 12-19. https://dx.doi.org/10.3172/jie.17.1.12 Billari, F. (2004). Becoming an Adult in Europe: A Macro(/Micro)-Demographic Perspective.Demographic Research,Special 3, 15-44. https://dx.doi.org/10.4054/demres.2004.s3.2 Duska, R. (2000). Business Ethics: Oxymoron or Good Business?.Business Ethics Quarterly,10(1), 111. https://dx.doi.org/10.2307/3857699 Executive summary of "Customers helping customers: payoffs for linking customers". (2014).Journal Of Services Marketing,28(5). https://dx.doi.org/10.1108/jsm-06-2014-0220 Farris, P. (2006).Marketing metrics. Upper Saddle River, N.J.: Wharton School Pub. Fukuyama, F. (2016). Macro Theory and the Study of Political Development.Scandinavian Political Studies,39(3), 207-225. https://dx.doi.org/10.1111/1467-9477.12064 Naagarazan, R. (2006).Textbook on professional ethics and human values. New Delhi: New Age International (P) Ltd., Publishers.

CERA - Performance Measurement Case Study Free Sample

Question: Discuss about the Performance Measurement in CERA. Answer: Introduction: This assignment is intended to demonstrate the individual performance measurement scheme of the CERA, which is one of the consulting companies that provide their consultation regarding the civil construction. As stated by Sanchez et al. (2015), performance management mainly includes different types of activities that ensure that the organizational goals can be consistently addressed in most efficient and appropriate manner. It is seen that CERA has achieved the competitive advantage for their qualified as well as skilled consultants who are useful in their field. Some of the senior level managers of the company are well convinced regarding their effective HR practices, but some of the managers still think that their organization do not have the effective HR practices to measure the individual performances of their employee. Therefore along with showing the limitation in the individual performance at the CERA, this assignment also provides a recommendation regarding the performance me asurement approaches by applying which the company can get an extensive and more efficient human resource. Limitation in the individual performance measurement of the CERA: To manage performance most effectively in CERA, it is imperative to measure the employee performance with more effectiveness by facilitating the close monitoring. As per the viewpoint of Ferreira Otley (2013), performance measurement can be defined as the process of the collection, analysis and report the evidence related to the fulfilment of the group, individual, system or the organization. Mainly an effective performance management system has five different parts such as defining the expectation regarding the performances, facilitating the performances, encouraging the employees to achieve the optimum level of performances, performance measurements and proving feedback to the employees regarding their performance. However, it is that CERA set some objective for their employees and asks them to achieve this. Therefore, they measure the employee performance by reviewing how many objectives they are achieving with quality. For example, to assess the performance level of the junior c onsultants they facilitate the performance appraisal by following the management by objective strategy. As per the viewpoint of Tseng (2014), management by objective is one of the model regarding management that mainly improves the performance of any organization by defining several objectives, which are agreed by both the employees as well as management. Moreover, to achieve those objectives they treat their employees like a school student because here the involvement of the senior level management is very high. They provide a brief and sufficient knowledge to their employee regarding how they can achieve those objectives, but by following this strategy, they do not get any sufficient knowledge regarding individual employee performance (Mayer Davis, 2012). However, this strategy of them makes their organization to achieve more and effective output, but this strategy is not sufficient to produce highly effective and experienced employee. Along with that, this strategy suppressed the innovation capability and individual performances of the employee. CERA facilitates the performance management in their company to encourage the employees. The senior level managers have observed that the CERA is effective to achieve a good level of productivity, but they do not have any effective motivation technique by which they can retain their experie nced employees. Therefore, there are high levels of possibility that after sometimes depression can be generated among employees. To reduce the chances of that, they need to involve an effective level of performance management system. Moreover, after measuring the performance, they apply a wrong strategy to provide employees with a reward (Boland Fowler, 2011). They provide more facilities or more financial reward to their senior level employees rather than their junior level employees. Therefore, this creates tremendous dissatisfaction among the employees. Therefore, it can be said that there is a misalignment among their organizational objective and their actual performances. CERA advertise their organization as one of the specialist's companies who has excellence compensation strategy for their employees. However, it has been observed in the present situation; CERA do not have any excellence in the compensation strategy, and they do not provide compensation based on the performan ces of the employees. This is because; they think that they can get more effective output from their senior level employees. Their ineffectiveness to provide preferences to their lower level employee may create a sense of de-motivation among the employee so that there is a high level of possibility that affords of the employee can be decreased gradually (Brignall Modell, 2010). Additionally, it is also observed that CERA does not have any active feedback strategy that any company provides to their employee so that their employees can correct their performance and assists their company to achieve their pre-determined level of returns. In the case of CERA, it has been observed that they do not have any active feedback strategy. As stated by Kaplan Norton (2013), feedback can be provided in oral or written mode and offers different advantages to both the employees as well as the company. The main benefits of effective feedback are it helps both the company and employee to improve the performances. Along with that it boosts the employee retentions and decreases employee turnover. Therefore, employee loyalty can be increased by following a feedback strategy (Folger, Konovsky Cropanzano, 2011). Moreover, effective feedback reduces the cost due to fewer requirements of the training and development and increases the sales of a company. From the case of CERA, it is seen that they have very few employees; therefore, if they do not follow an effective strategy to handle their performances then they may face huge problems regarding employee turnover in their near future. One of the effective rationales regarding the re-boot ing of the performance management scheme of the CERA is identification and elimination of weaknesses in the traditional approaches that they mainly follow. Their performance management system must be effective to provide a timely as well as meaningful feedback to their staffs (Yahya Goh, 2012). Another limitation in the CERA is the higher level management does not take feedback from the lower level employees because they do not have any believe that the lower level employee can provide an effective feedback that can support their company to achieve a better level of output. However, taking feedback from different sources such as customers, subordinates, and peers can develop the innovativeness of any company. Recommendation regarding measurement approaches and different indicative methods: It is seen that CERA only follow the management by the objective approach. Therefore, it is highly imperative for them to follow more efficient performance appraisal process by which they can judge the employee performance with more effectiveness and can provide them with the effective feedback by which they can lower their weaknesses. As the senior level management are very much effective to monitor their employees closely so that they can implement the 360-degree performance appraisal process. As stated by Levy Williams (2014), 360-degree performance appraisal feedback is one of the processes that is utilized by any company to collect information regarding their employees from different sources to assess the work related behaviour of the employee. I order to facilitate the 360-degree feedback in the business; CERA can take the feedback from the immediate boss, supervisor and the peers. CERA can also solicit the feedback from different external sources that regularly interact with their employees. After the implementation of the 360-degree feedback in the company, CERA can assess the actual behaviour of their employees. After that, it is highly important to provide feedback to the employee regarding their performance so that their strength can boost and weaknesses can decrease. As opined by Alimo?Metcalfe (2012), the 360-degree appraisal can help the CERA to measure several things such as it helps to measure the competencies as well as the behaviour of employees. Moreover, it focuses on several areas such as character, leadership and teamwork. Along with that, it helps the upper-level management to conduct the planning and set their business related goals. As per the viewpoint of Bohl (2013), 360-degree performance appraisal also helps the employees as well as management to identify the business related objectives by improving the communication among the employee and employer. Additionally, 360-degree performance appraisal helps the organisation to focuses on their core competencies. However, there are several issues involved in 360-degree feedback that is this tool is not customised according to the requirement of the company. It is imperative to take information from different stakeholders of the enterprise because it enriches any business with the different innovative idea that helps them to facilitate more growth. However, there is one of the disadvantages of the multisource information because it may generate the conflict in the company (Carless, Mann Wearing, 2015). Therefore, before taking the multi-source feedback, CERA must be careful regarding that. Therefore, to make this tool more useful, it is important for CERA to customize the tool according to the need of the company. Moreover, manipulation of the employee to provide a rating to the employee may lead some biases because this process can be partial in some cases. There are enormous possibilities here that higher level manager can provide more efficient feedback regarding those employees with whom they have the practical relationship (Brutus, Fleenor London, 2016). Along with the 360-degree performance appraisal method, it is also important for CERA to follow the behaviourally anchored rating scale. As per the viewpoint of Murphy Constans (2014), behaviourally anchored rating scales rate the performance of any employees based on some specific criteria. This performance appraisal process is mainly presented in the vertical mode by involving the point in the scales up to 9 from 5.As opined by Saal, Downey Lahey (2012), this performance appraisal procedure merges the benefits of critical incidents, narratives as well as the quantified rating in the company to assess the employee performance against different criteria such as poor, good and moderate. Rather than graphically anchored rating scales, behaviourally anchored rating scales are more efficient because it helps the organization to eliminate some of the rater error. There are several advantages for which CERA must follow the behaviourally anchored rating scales which is it reduces the pote ntial for the biased responses in the company. Along with that, this performance appraisal process only measures the observable as well as specific behaviours. Moreover, it is effective to provide the standard as well as specific comments regarding the fulfilment of the job. As a contrast to different traditionally rating scales, this rating scale provides more accurate evaluation regarding the performances as well as the behaviour of the target persons. This effective tool also has some disadvantages that may create some problem for the managers of the CERA.As mentioned by Bernardin Smith (2011), the main drawback is this performance appraisal process requires only effective and skilled staff. Moreover, the performance measurements tool require huge time alongside it is very complicated too. BARS are mainly dependent upon the aptness and the precision of different anchored statements. Moreover, the frequent update is mandatory along with the change of the job requirements. During designing the performance appraisal process, the HR manager of CERA must consider different types of error that are mainly occurred in any company. Rater errors are the error that took place during the performance measurement procedures. As stated by Bernardin Walter (2013), rater error can be described as the credibility as well as the accuracy regarding the measurements of the performances. Rater errors are the human error which is very much common in any performance appraisal process because anyone cannot tell that any performance appraisal will be effective shortly. Different types of rater errors are a halo effect, leniency error, recency error, similar to me error, central tendency error etcetera. After implementing the proposed performance appraisal process, CERA may face problems due to below mentioned the reason. Halo effect error may occur in the CERA if the HR managers rate the dimensions of the performances either based on the positive or the negative rating. This is one of the errors because in this method there are not any rating criteria to judge the performance of employees who have scored the middle-level performances. Due to leniency error, the manager of the CERA may give the low end of the scale if they have achieved the middle position on the range, which called the negative leniency. The manager may also provide high end of the scale to the employees whose performances is in the middle position of the scale that is called the positive leniency. Along with that, recency error in the performance appraisal process of the CERA may occur if the HR manager rates any employee based on the recent incidents regarding any employees. As opined by Borman, Hough Dunnette (2012), central tendency error may be happened in the CERA, if the HR manager may rate the employee with higher performance by the average performance. HR manager may do an entirely wrong judgment to the subordinate employees if they can judge the lower level of employees base d on perspectives of other employees, which is called similar to me an error. Conclusion: The above facts can conclude that for achieving adequate performance, an effective performance management system is necessary. This is because effective performance management system always generates a productive organisation with efficient, skilled and motivated employees. The above fact also concludes that remuneration must be provided based on the performance so that the involvement of effective performance appraisal process in necessary. Performance appraisal process not only helps the organization to understand the capability of their employee but it also helps the employees to eliminate their present weaknesses and develops their strength. It has also becomes clear that as an innovative company, they are suppressing the innovative capability of the lower level staff. Moreover, they do not take feedback from the customers to provide consultation to them, which creates problem to understand the actual needs of the customer. In this context, performance measurement approaches beco mes evitable. The analysis in the report clears the fact that before implementing 360 degree appraisal system in their company, CERA must arrange a meeting with their employee where they should instruct their employees how they should provide feedback to a particular employee. On the other hand, it becomes clear that at present, there is not any rater error that is happening in the CERA because of the absent of their effective performance appraisal method, but it can be generated in the later time if the HR manager takes the performance appraisal process too casually. Further, it is found out that It is seen all of the modern organization provides feedback on the performances by facilitating an efficient performance appraisal method so that their employees can get a chance to understand and correct their weaknesses. Therefore, using error detection strategies might be effective in improving the overall performance of the organisation. Reference list: Alimo?Metcalfe, B. 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