Dna Replication And The Cell Cycle - 1226 Words

Have you ever fell while riding a bicycle? Bobby was riding on his bike down a slope hill when he suddenly loses control of the bike and runs into a tree. Ow! Bobby falls down his bike and onto the ground, scraping his knee. About a week later, Bobby’s skin is pretty much healed up. How? How did Bobby’s wound heal? When you get a cut in your skin, your skin cells divide to replace the ones that died from the injury. An important part of the division of cells is DNA replication. Without DNA replication, the new cells wouldn’t have DNA. So why is DNA so important? DNA is the basic blueprint of life, and it serves to tell the cells what to do, and what proteins to code for. Let’s take a deeper look into Bobby’s cell to see what fascinating events happens during DNA replication. DNA Replication The Cell Cycle Before Bobby’s cells enter the the stage of mitosis to divide, it goes through DNA replication. This process occurs in the nucleus of the cell during the â€Å"S† phase of the interphase of the cell cycle. The process of DNA replication is important in that it is the instruction manual found in every cell that serves to regulate your body and its functions. For example, if tells your cells which proteins to code for. DNA is replicated so that it can be passed into the daughter cells at the end of mitosis. Replication Forks and Bubbles First, let’s understand where DNA replication is happening along the DNA. The whole region of unwound DNA is called theShow MoreRelatedThe Cell Cycle And Dna Replication1690 Words   |  7 Pagesprocesses, with which a cell passes this DNA sequence onto other cells, are DNA replication and mitosis. The cell cycle is inclusive of mitosis and DNA replication, the latter of which occurs in the S phase (synthesis) of the cycle. The goal of the S phase is to create two identical semi-conservative chromosomes. The enzyme helicase unwinds the parental DNA double helix strand and uses it as a template so the enzyme DNA polymerase can attach free-floating nucleotides to the separate DNA ‘daughter’ strandsRead MoreDna And Sequence Of Dna Essay1609 Words   |  7 Pages DNA (deoxyribonucleic acid) is a self-replicating nucleic acid that carries the genetic information in cells in a double helix structure. The 2 stranded helix is composed of 4 nucleotides, Adenine (A), Thymine (T), Guanine (G), and Cytosine (C). The base pairs only form between A and T connected by 2 Hydrogen bonds and G and C connected by 3 hydrogen bonds. Foremost DNA wrapping comes about as DNA wraps around protein called histones. These combined loops of DNA and protein are called nucleosomesRead MoreThe Phases of the Cell Cycle Essay examples569 Words   |  3 PagesThere are four stages when it comes to the stages if the cell cycle. These sections are: G1 which stands for GAP 1 taking approximately 5-6 hours , S phase for synthesis taking approximately 10-12 hours, roughly half the cell cycle time, G2 meaning GAP 2 taking approximately 4-6 hours , and M for mitosis which can take a hour or less. Mitosis is broken down even further into four more phases in itself. These phases of mitosis in order create the acronym PMAT. The four phases of mitosis are: the prophaseRead MoreBiology: Cell Division Cycle Essay1583 Words   |  7 Pagesbiology and in particular cell-division cycle. All organisms are constantly dividing and growing throughout their life time. The cell-division cycle in eukaryotes is a complex process that involves cyclins, cdks and multiple checkpoints that eventually lead to cell division. There are two different types of cell division which are Meiosis and Mitosis. Meiosis is the type of cell division which involves gametes or sex cells that are involved in sexual reproduction. This type cell division produces 4 differentRead More Review of Research Paper on the Interphase of Mitosis1279 Words   |  6 PagesIntroduction The eukaryotic cell cycle, mitosis, is a succession of events that occur for the reproduction and growth of these multi-cellular organisms. Characteristic events in mitosis can divide the cell cycle into different stages, or phases. This paper focuses on the interphase of cell cycle, which is when DNA replication occurs, and the cell is engaged in metabolic activities to prepare itself for cell division. The idea that these two processes are related arises much controversy in whatRead MoreEssay about The Question of Biology is Why?1518 Words   |  7 Pageswill be analyzing two very different processes: DNA Replication and the Polymerase Chain Reaction (PCR). It is that each of these individual processes carries much importance. DNA replication is important in the life of a cell, more so the division, because when a cell divides both of the daughter cells need identical DNA to function properly. PCR is important in that it allows amplification of DNA and isolation of DNA. PCR is als o used to analyze DNA samples (used widely in crime scene investigationRead MoreThe Molecular Carrier Of Genetic Information1213 Words   |  5 PagesMaia Regman Ms. Sherwood AP Biology 29 January 2015 Question One Because on the work of all of the scientists cited below, DNA can be identified as the molecular carrier of genetic information. By knowing DNA carries genetic information, and not proteins, by knowing DNA’s structure, and knowing DNA is the transforming principle, DNA has become the basis of genetic research and its study has advanced biological and medical science. Alfred Hershey and Martha Chase used experiments involving a T2 bacteriophageRead MoreDNA Complications In Biology916 Words   |  4 PagesOther proteins unwind the template DNA and stabilize single-stranded regions: Helicases unwind the two strands of parental DNA ahead of the replication fork. Single-stranded DNA-binding proteins then stabilize the unwound template DNA, keeping it in an extended single-stranded state so that it serve as templates for new DNA synthesis. Single-stranded DNA-binding proteins (SSB) have high affinity to single-stranded (ss) DNA and participate in DNA replication, recombination, and repair as accessoryRead MoreViruses Are Parasites Using Its Host s Cells1726 Words   |  7 Pagess cells to replicate its own genome (Freeman, 2011). Viruses have either a deoxyribonucleic acid (DNA) or ribonucleic acid (RNA) genome that affects its specific named genome. Types of RNA viruses include positive strand, negative strand, double strand and RNA transcriptase. RNA viruses have evolved into effective pathogens that mutate at high rates. This allows them an advantage over their host to effectively evade the immune system through several mechanisms, such as mimicry, avoiding cell lysisRead MoreA Change Of A Chromosome Number1582 Words   |  7 Pagesalters chromosome number but not the DNA sequence. Between 75 and 90% of human tumors are aneuploid showing that this condition leads to cancer (Holland and Cleveland, 2009; Schvartzman et al, 2010). In humans it leads to miscarriage and congenital birth defects. A correlation has been found recently between alterations in genetic material and gene transcription. â€Å"Comprehensive whole-genome gene expression and the entire complements of proteins that’s expressed by a cell, tissue or an organism revealed

Essay on Traumatic Brain Injury - 1393 Words

Traumatic Brain Injury Your kitten is on the kitchen counter. She is about to step onto a hot stove. You have only seconds to act. Accessing the signals coming from your eyes, your brain quickly calculates when, where, and at what speed you will need to dive to intercept her. Then it orders your muscles to do so. Your timing is perfect and shes safe. No computer can come close to your brains awesome ability to download, process, and react to the flood of information coming from your eyes, ears, and other sensory organs (â€Å"Your Amazing Brain†). The human brain is the most vital organ in a human body and allows you to do everything that you do. Damaging of the brain can cause permanent effects to you including paralyzation of the human†¦show more content†¦One effective test they use is called the Glasgow Coma Scale test. During this 15 point test the doctor checks the patient’s ability to follow directions and move their eyes and body parts. This test is bas ed and scored on a numerical scale; the higher the score the patient was able to obtain because of their ability to follow the directions means the more mild their injury is. Computerized Tomography (CT) scans and Magnetic Resonance Imaging (MRI)s are also other tests used to help determine the damage done to the brain. A CT scan uses series of x-rays that will depict a detailed view of the brain easily showing any fractures, hemorrhage, contusions and any brain swelling. A MRI scan sends magnetic radio waves throughout your body to give doctors a look at the organs inside. The doctors of Medline Plus describe how MRI’s work stating that, â€Å"Magnetic resonance imaging (MRI) uses a large magnet and radio waves to look at organs and structures inside your body. Health care professionals use MRI scans to diagnose a variety of conditions, from torn ligaments to tumors. MRIs are very useful for examining the brain and spinal cord. During the scan, you lie on a table that slide s inside a tunnel-shaped machine. Doing the scan can take a long time, and you must stay still. The scan is painless.† (â€Å"MRI Scans†). A variety of different treatments can be used on the brain merely dependent on how mild or severe the injuryShow MoreRelatedA Traumatic Brain Injury 1708 Words   |  7 PagesA traumatic brain injury (â€Å"TBI†) occurs when the brain is somehow injured, rattled, or wounded from an external source of force. The means of acquisition and the severity of TBIs are unique to each patient; therefore, symptoms and rehabilitation can vary greatly depending on the patient’s condition following the incident and how they sustained the injury. The severity of a TBI is generally classified into one of three categories: mild, moderate, or severe, and this type of diagnostic criteria influencesRead MoreTraumatic Brain Injuries772 Words   |  4 PagesEffects may be long term or short term, depending on the gravity of the incident. T raumatic Brain Injury (TBI) is a serious public health problem in the United States. Based on recent studies, on average, 1.7 million people endure a traumatic brain injury each year. The leading causes of Traumatic Brain Injuries are falls, motor vehicle accidents, struck by or against objects, and assaults. The initial blow causes the brain to bounce around and twist hitting the bony interior wall of the skull or anRead MoreTraumatic Brain Injury1030 Words   |  5 Pagesto provide therapeutic and counseling services that assist persons suffering with traumatic brain injury (TBI) or acquired brain injury (ABI) in coping and recovering from the mental illnesses that often accompany such tragedies. TBI/ABI has shown a proven link with â€Å"anxiety, depression, personality changes, aggression (National Alliance on Mental Illness Veterans Resource Center May 8, 2009 Traumatic Brain Injury)†, as well as many other issues. As the caregiver for a survivor of a rare and deadlyRead MoreSymptoms And Injuries Of A Traumatic Brain Injury841 Words   |  4 Pages Nearly two million people experience a traumatic brain injury (TBI) every year. The degree of severit y from the incident may range from no underlying brain injury to severe compression of brain tissue. Irregular interior surface of skull can damage fragile tissues of brain during acceleration, deceleration, or shearing forces. Direct mechanical trauma can injure cortical tissue. Traumatic hematomas can damage subcortical structures and lead to vasospasm and ischemia. Sudden movement of skull onRead MoreTraumatic Brain Injury Essay1243 Words   |  5 PagesTraumatic Brain Injury Traumatic brain injury, also called acquired brain injury or simply head injury, is a result of a sudden blow to the head when an external force is applied causing a disruption of the physiological stability of the brain locally. It can also occur when an object pierces the skull and enters the brain tissue and when elevation in the intracranial pressure occurs and potentially dramatic changes in the blood flow within and to the brain. These changes may produce a diminishedRead MoreTraumatic Brain Injury Essay1046 Words   |  5 PagesInjury Stats Roughly 1.4 million people sustain a traumatic brain injury every year in the United States.1 Of these 1.4 million, 235,000 injuries are severe enough to require hospitalization—and 50,000 result in death. More than half (over 700,000) of all of these yearly brain injuries are from sports-related activities, falls, and physical assaults. In the year 2000, traumatic brain injury cost an estimated $60 billion in the United States, totaled in both direct medical fees and indirect costsRead MoreIntroduction Of Traumatic Brain Injury897 Words   |  4 PagesOutline I. The Brain II. Introduction of Traumatic Brain Injury (TBI) a. TBI sustained in combat zones i. Degrees of TBI ii. Causes of TBI while deployed 1. Concussion management iii. Why it is a problem III. Who Should Be Screened And How a. Suspected patients b. Methods of screening i. Rapid field screening ii. Further evaluation IV. Interventions and Treatment a. Deployed interventions i. Medications b. Nursing Interventions i. Manage symptoms ii. Family education. The human brain is a scientificRead MoreBrain Studies on Traumatic Brain Injuries1953 Words   |  8 Pagesfrom a traumatic brain injury. While working at a railroad site, an iron tamping rod (43 inches long, 1.25 diameter) went through his left cheek, through his brain, and out the skull. He surprisingly ended up surviving this traumatic injury. After a month in the hospital, he was back out on the street. Once a nice, caring person, Phineas turned into an aggressive man who could not even keep a job. Just like Phineas Gage, a TBI can potentially change everything. Brain studies on traumatic brain injuriesRead MoreTraumatic Effects Of Traumatic Brain Injury1278 Words   |  6 PagesTraumatic Brain Injury Traumatic Brain Injury (TBI) is one of the most common causes of death and long-term disability in children (Kraus, 1995). It is an acquired brain injury that occurs when a sudden trauma causes damage to the brain (NIH,2016). The symptoms for Traumatic Brain Injury include frequent headaches, lightheadedness and dizziness. An individual may experience having blurred vision tired eyes, and fatigue. Even stressors prior to having an injury can contribute to the result of postRead MoreImaging Of Traumatic Brain Injuries Essay1585 Words   |  7 PagesImaging of Traumatic Brain Injuries: An Investigative Report INTRODUCTION Traumatic brain injuries (TBI) consist of pathological intracranial characteristics of altered brain function cause by an outside force. TBI’s have plagued emergency rooms in recent years. TBI’s are the number one cause for death and disability in American youth and young adults. The drastic increase in TBI prognosis has been credited for reasons such as; increased competitiveness in sports, increased speeds of automobiles

Labor movement Free Essays

Labor movements is a term that refers to a group of working people who have come together so as to fight for better working terms from their employers. Labor movements started as early as the 18th century and they were faced with a lot of resistance from both the government and other institutions who were opposed to the idea. Some people share experiences and share the same interests and as a result they tend to come against other s whose interests are different from theirs. We will write a custom essay sample on Labor movement or any similar topic only for you Order Now This leads to people with the same ideas coming and together and fighting for their own welfare hence leading to the creation of labor movements. Formation of labor movements even in the early days was faced with several challenges. The major hindrance to these movements is their lack of power to negotiate properly for the workers. Once a workers union has been formed its main duty is to negotiate for better terms for its members but this is not usually an easy task. In America, there’s a process through which a workers union can negotiate with employers for better terms and it’s known as ‘collective bargaining’. For a union to be recognized by the employer it must be an elected one or the employer may recognize it voluntarily. This act requires the employer to bargain in what is known as ‘good faith ‘and this clearly proves to be unfair and not friendly to the labor unions since the employer is not under any pressure to agree to the workers demands but the agreement reached must also be favorable to him.The terms of this process are not also friendly to workers as it provides that all workers including even those who are not members of the union must bargain through this union and at no time can the employer negotiate with individual employees. Whenever negotiations are taking place and the two parties need to come to an agreement, it’s usually a nightmare for the employees’ representatives. This is the case mostly when there needs to be a written agreement between the employees and the employers because the employers bargain without any commitment or willingness to reach an agreement . The employers engage in a hide and seek game with the labor unions .In most cases they cancel meetings with the employees unions and in some cases, they may agree to minor proposals or proposals that are of little importance to the employees while giving considerations to others that are of little importance to the union members . Another hindrance to the labor movement is the refusal by employers to offer counterproposals to the proposals of the unions and they sometimes come up with new ones just when it appears like the two parties are reaching an agreement also in some cases they take back on some agendas that had already been agreed upon. These types of delays are only intended to frustrate the efforts of the unions and eventually force them to give up on their demands. The labor laws in many countries do not provide adequate restrictions or measures to stop these actions by the employers which can be said to be unethical and in bad faith. The labor unions some times become demoralized due to pressure they get from the employees who are always looking upon it to negotiate with the employers on their behalf. A good example is a case where the union goes to court only for the ruling to take too long to pass the judgment and the employers takes advantage of this by putting the blame on the unwillingness or the lack of commitment from the union. During these delays and other hindrances to the employee’s justice, some of the union members may quit, get sick, or even die and this only serves to weaken the union. The law is mainly to blame for all the woes and problems facing workers unions in many parts of the world. This weakness can be seen in cases where the court rules in favor of the employees because the employer is not ordered top pay any monetary fines but is just to go back to the negotiating table with the employees. Mostly, majority of the cases that are forwarded by employees to the courts are ruled in favor of the employers and this discourages new members from the joining the union and all that the union gets from such cases is just recognition. The growth of labor unions during the 19th century The growth of unions during this time took a different direction from what was previously known. Before this time, only skilled laborers or workers were allowed to join unions hence locking their counterparts who were not skilled out of any workers union that could voice their grievances. Before this time too, most of the labor unions were made up specific ethnic groups and they also allowed female employees to join the union unlike in the past where females were locked out of any unions. The old tactics of applying militant like tactics so as to voice grievances were done away with and the new generation of labor unions embraced the new approach of using negotiations as a tool in fighting for their rights. This didn’t work for long since soon afterwards, there rose the IWW (Industrial Workers of the World) which didn’t like the approach used previously and it advocated actions like mass actions and strikes to forward the workers grievances. This new union didn’t discriminate anyone and it was made up of workers (skilled and non skilled) and it also didn’t discriminate members on either race or gender. This new union fought for the freedom of speech for workers which were not allowed there before. Later afterwards, there rose NLRA which came into an agreement with the government. The agreement saw both parties agree that, employees were to forward their complains through unions instead of taking direct actions. In 1950s labor unions became more powerful and were able to negotiate with large companies through a small number of union officials and the members were notified later after the final details of the agreement had been reached. The workers desisted from mass actions and embraced this new idea. Anyway, the union could call strikes anytime the employers showed unwillingness to listen to them. Since this union brought together almost all workers, the employers had little or no workers to replace those who were on strike and so they couldn’t break it. Currently, things have changed in favor of the employers. This change can be attributed to slack labor markets and unfair legal setups. Many modern companies do not encourage labor unions and do not fear actions like strikes since they see them as opportunities to hire replacements. The advancement in technology has also played a role in collapsing of labor unions since machines have taken jobs that were previously done by people. The most effective tool that the labor unions have been left with is negotiations. For good results to be realized, the union needs to establish unity among its members and prepare a document that outlines its goals, and a timetable for the actions it plans to take. These are essential incase the union is engaged by a potential employer over an employment contract. Modern labor laws, unlike the ancient ones, differentiate between mandatory and permissive subjects of bargaining. Lastly, when the terms of the contract between the labor union and the employer have been   Ã‚  finalized, the two parties signs a collective bargaining agreement which serves as the law throughout the duration of the contract. References 1. David Green Lawrence Cromwell (1984) Mutual Aid or Welfare State. Australia’s Friendly Societies. 2. Beverly Silver: (2003) Forces of Labor. Worker’s Movements and Globalization since 1870, Cambridge University Press. 3. St. James Press (2003) .Encyclopedia of Labor History Worldwide. St. James Press 4.   Ã‚  John Hinshaw and Paul LeBlanc (2003) U.S. labor in the twentieth century: studies in Working-class struggles and insurgency. Amherst, NY Humanity Books How to cite Labor movement, Essay examples

Reward Management for Cavendish Hall Hotel - myassignmenthelp

Question: Discuss about theReward Management for Cavendish Hall Hotel. Answer: Introduction Rewards are given to the employees of any organization based upon the performances. These rewards should be aligned with the organizational goals. When an organization achieves its goal with contribution of an employee, the reward is given for achieving the goal of an organization (Shields et al., 2015). In the report a particular case study is given, in which the Cavendish Hall Hotel introduced an individual performance related pay scheme. The newly appointed personnel manager Daphne Jones will investigate and review the effectiveness of the scheme. The main purpose of the report is to evaluate critically the general understanding of the reward management principles, practices, policies and decision making in an organization in the context of the Cavendish Hall Hotel case study. The manager Daphne Jones will prepare this management report. The report will investigate on Individual Performance Related Pay (IPRP) scheme and the reason for its failure in the organization. The report will also analyze the advantages and disadvantages and the barriers of implementing the IPRP system. It will be concluded with summarizing all the relevant points. The report will recommend about an alternative forms of reward policy that can be implemented in the hotel. Performance Management System Individual Performance Related Pay (IPRP) The individual performance related pay is a standard-based system by which an employee is evaluated in an organization by his or her performance in that organization. It is related with increased payment to the employees or teams in organizations who are performed better in the organizational system. An employee is evaluated based on his work and that is applicable for setting the salaries of the employees. This is the part of reward strategic system management in business operation. Those employees who have helped in contributing the organizational success are considered in the individual performance related payment system. Therefore, it can be said that individual performance related pay is a process of managing and controlling the payment of an employee by relating his or her salary progression to the individual performance assessment, which are measured by pre-agreed goals or objectives of the organization (Shields et al., 2015). There are different schemes in performance related pay; however, its effectiveness in the organizational workflow remains a question. IPRP in Organizational Performance The individual performance related payment system could be helpful in improving the overall performance in an organization. As PRP is related with financial payment, it could be helpful in cultural change and workflow in the organization. It could bring changes in the work culture and encourage the individual and thus organizational performances. It was started from United Kingdom and now it is accepted by many organizations all over the globe as a part of organizational reward strategies (Gerhart and Fang, 2014). It can be applied as motivational strategies to encourage the workers in an organization. In this strategy, money is used as a potentially powerful system of incentives that would influence the effort that an employee put in the organizational workflow. It can be helpful in creating appropriate behavior as money works itself as a goal as believed by some theorists. It is valuable to the employees, which works as an external status symbol and internal recognition for them. H owever, some critics believe that the system of individual performance related pay create discrimination among employees and act as anti motivational tool as few employees are high performers in comparison to total number of employees. This system even undermines the equity in an organization. Theory and Research The theories and research works are based on the relationship between behavior and pay and the measure of satisfaction in the organization and employees. The most common theory related to individual performance related pay is Expectancy Theory. The recent literature has termed this type of framework as the Performance Management (PM), which is also discussed. Expectancy Theory Expectancy Theory is primarily explained by Vroom in 1964. The theory is based on the presumption that workers would be motivated in work when they would expect that they would achieve the organizations requirements and this effort would be rewarded in form of money or incentives (Parijat and Bagga, 2014). However, the presumption is based on hypothesis that the workers are the rational being and they know what they have to perform to achieve the rewards. In expectancy theory, the motivational force depends upon three variables, which are expectancy, which is the expectation that an employees effort would result in his or her performances, instrumentality, which based on the reward instrument in accordance with ones performance and valance, which is the perceived value to the recipient regarding the rewards. Performance Management The performance management is related to improve and promote effective of thee employees. It is collaborative and continuous process from part of the employees and managers to plan control and view an employees objectives of the work and his or her overall contribution to fulfill those objectives. However, most of the current literatures put a caution to implement IPRP system in isolation. it needs to apply with supporting infrastructure. It should be treated as an integral part of the wider management strategy that encompasses objectives of the organization and individual contribution within the workflow of the organization. As stated in recent literature, the IPRP should be considered in broader structure of Performance Management system (Buckingham and Goodall, 2015). Suitability of IPRP to Hotel Business The suitability of IPRP to hotel business would be described based on the case study. In Cavendish Hall Hotel, the IPRP system is active. It has been started three years ago. The new manager Daphne Jones reviewed opinions of the staffs. It is noticed that the staffs are happy with the reward system and 38% of the total staffs agreed with fair reward system compare to other people in similar job structure. However, the sense of personal accomplishment from the work is below 35%. It could be said from this data that the employees do not work for personal accomplishment, thus, the sense of satisfaction from the work only is less. However, as the people in the hotel are happy with the new scheme, it is suitable from their perspective, though the hotel is suffering from poor level of customer service. Thus, it could be said that the overall implementation of the IPRP scheme I not successful as it could not improve the business service of the hotel. Advantages of IPRP System The advantages of the IPRP are based on theory of motivation. It could be beneficial as it has capacity to influence the individuals performances. However, this advantages are discussed by the motivational theorists. For example, the goal-setting and expectancy theorists give importance to cognition thought procedure, which is the decision people would take based on how far they want to participate in the workforce (Lichtenberg, Lachmann and Fosshage, 2016). The goal theorists stated that the anticipated outcomes or goals could be used as influential and motivation tool. However, these theories imply that there is no need to perform a financial reward system; rather, the management needs to set a goal, which would work as motivational tool for the employees. However, the IPRP system could be helpful for implementing the individual performances in a way that some objectives should set for obtaining an increment. Money has its own power to motivate people as workers work for gaining money. Thus, in this system of monitory reward, goals need to be set (Bach, 2012). Disadvantages of IPRP System There are many disadvantages of the IPRP system within an organization. The implementation of the IPRP system itself could be a disadvantage as the process is depended on the quality of the judgment considered by the managers of the organization. It minimizes the pay equity and this could itself be posing as challenges to implement the IPRP system (Kim and Hong, 2013). It could affect the organization as the focus shifts from developmental need to the financial reward as happened in the Cavendish Hall Hotel case. The employees could be de-motivated if the goals are so hard that they cannot achieve. The company should be prepared beforehand in investing lot of money and time to implement the IPRP; otherwise, it could become a disadvantage. From employees point of view, the achievement of IPRP needs to be laborious, as it requires wider knowledge internal and external knowledge about the companys environment (Frey, Homberg and Osterloh, 2013). The other disadvantages include clear and understandable reward system for all the employees and the effective objective criteria. Barriers to the Effect of IPRP System The main barriers to the implementation of the IPRP system could be related with two main criteria. One is lack of employees support and other one is erosion of fairness and trust. Most of the employees in an organization are average or middle range performer. It could be stated that the 10% employees are top performers and 5% are the poor performers. Thus, the total 85% of the employees are the average performers (Cohen et al., 2013). For the average performer, the IPRP system has no value. Thus, they are less supportive to implement the IPRP system, as it could be disadvantages for them and could generate poor level competitiveness and de-motivation among the employees. As the IPRP system is based on the managers judgmental skills, they need to build trust and fairness in the evaluation process among the employees. Otherwise, the system itself could become a chaos within the structure of the organization and among the employees. The management of the organization should set a parameter to provide the IPRP system and it should be discussed with the employees (Cho and Lee, 2012). The parameter should be followed strictly from both the employees and managers and both of the party should have relied on the parameter. The employees should know on what basis they are getting performance related pay. Barriers to the Implementation of the IPRP System The barriers include attribution errors and lack of training to the managers. The attribution errors are part of the management system that the managers evaluate employees in comparison to other employees performances (Swift et al., 2013). However, the evaluation should base on the standards set by the organization. It diminishes the enthusiasm of the employees to perform better. The managers should be trained effectively to implement the PRP schemes with the workflow of the organization. They need to be trained on how to deal with PRP communication with successful and unsuccessful ones (De Waal, 2013). The managers should communicate the reasons for not paying the PRP. Recommendations It could be recommended that an alternative reward scheme could be employed in the hotel that would be used to complement or replace the IPRP system. The hotel management could employ career planning or succession planning and awards as an alternative reward tools other than the money. These alternative systems would minimize the risks of the monitory payment. It could be effective in a way that it replaces the PRP system with Total Reward commented by Shields et al. (2015). It encompasses everything related to employment and it takes into employees development, flexible benefits, work life balance, flexible working hours, career opportunities and recognition. In this reward strategy, an employee could flourish in well manner. However, the management and the employees should be involved in making the design of this reward strategy ensuring its success as it is the most complex process of strategy (Terera and Ngirande, 2014). Conclusion It can be concluded by stating that the evaluation on the general understanding of the reward management principles, practices, policies and decision making in an organization in the context of the Cavendish Hall Hotel case study is done properly. The challenges and barriers have been discussed also. There is alternative reward system that could be implemented within the workflow of the hotel and it is recommended to the managers to consider this reward strategy. However, if the Performance Related Pay schemes are implemented properly it has capacity to work effectively within the organization. The managers and leaders should be alert about its barriers and challenges and should remove these before implementation. References Bach, S., 2012. Performance management.Managing Human Resources: Human Resource Management in Transition, pp.219-242. Buckingham, M. and Goodall, A., 2015. Reinventing performance management.Harvard Business Review,93(4), pp.40-50. Cho, Y.J. and Lee, J.W., 2012. Performance management and trust in supervisors.Review of Public Personnel Administration,32(3), pp.236-259. Cohen, R.I., Jaffrey, F., Bruno, J. and Baumann, M.H., 2013. Quality improvement and pay for performance: barriers to and strategies for success.CHEST Journal,143(6), pp.1542-1547. De Waal, A., 2013.Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan. Frey, B.S., Homberg, F. and Osterloh, M., 2013. Organizational control systems and pay-for-performance in the public service.Organization Studies,34(7), pp.949-972. Gerhart, B. and Fang, M., 2014. Pay for (individual) performance: Issues, claims, evidence and the role of sorting effects.Human Resource Management Review,24(1), pp.41-52. Kim, P.S. and Hong, K.P., 2013. Major constraints and possible solutions for performance management in Korea.Public Management Review,15(8), pp.1137-1153. Lichtenberg, J.D., Lachmann, F.M. and Fosshage, J.L., 2016.Self and motivational systems: Towards a theory of psychoanalytic technique(Vol. 13). Routledge. Parijat, P. and Bagga, S., 2014. Victor Vrooms expectancy theory of motivationAn evaluation.International Research Journal of Business and Management (IRJBM),7(9), pp.1-8. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Swift, S.A., Moore, D.A., Sharek, Z.S. and Gino, F., 2013. Inflated applicants: Attribution errors in performance evaluation by professionals.PloS one,8(7), p.e69258. Terera, S.R. and Ngirande, H., 2014. The impact of rewards on job satisfaction and employee retention.Mediterranean Journal of Social Sciences,5(1), p.481.