Steps in the Fracking Process Essay Example for Free

Steps in the Fracking Process Essay Step 6: Once the drilling gets about 500 feet above the shale formation, a downhole drilling motor with sophisticated measuring instruments begins the angle drilling creating a new horizontal path into the shale formation. Step 6: Once the drilling gets about 500 feet above the shale formation, a downhole drilling motor with sophisticated measuring instruments begins the angle drilling creating a new horizontal path into the shale formation. Step 4: The cement and casing are then pressure tested to ensure hydrocarbons and other fluids don’t seep out. Step 4: The cement and casing are then pressure tested to ensure hydrocarbons and other fluids don’t seep out. Step 3: Cement is then poured into this tubing throughout, displacing any remaining fluids and securing the casing in place. Step 3: Cement is then poured into this tubing throughout, displacing any remaining fluids and securing the casing in place. Step 2: The drill pipe and bit are removed and a steel â€Å"surface casing† tube is inserted into the well which stabilizes the well sides, creating a barrier. Step 2: The drill pipe and bit are removed and a steel â€Å"surface casing† tube is inserted into the well which stabilizes the well sides, creating a barrier. Step 1: Vertical well begins to be drilled with a drill pipe and drill bit past the ground water level a few thousand feet down. Step 1: Vertical well begins to be drilled with a drill pipe and drill bit past the ground water level a few thousand feet down. Steps In The Fracking Process Step 5: Both the drill pipe and drill bit are put back into the well and the drilling continues. Another layer of casing and cement is added for a second permanent behavior. The whole vertical drilling process costs about $663,000 Step 5: Both the drill pipe and drill bit are put back into the well and the drilling continues. Another layer of casing and cement is added for a second permanent behavior. The whole vertical drilling process costs about $663,000 Step 10: bridge plugs are inserted behind the fractures and the perforating tool continues to move backwards in the well whiles plugs are inserted behind each puncture in the shale. The entire fracturing process takes about $2.5 million. Step 10: bridge plugs are inserted behind the fractures and the perforating tool continues to move backwards in the well whiles plugs are inserted behind each puncture in the shale. The entire fracturing process takes about $2.5 million. Step 11: Plugs are then removed once all of the horizontal well has been punctured and the gas flows to the top of the well. Step 11: Plugs are then removed once all of the horizontal well has been punctured and the gas flows to the top of the well. Although we weren’t able to find exact figures for each of the steps, we did find that the entire process from beginning to end costs about $7 million dollars. Although we weren’t able to find exact figures for each of the steps, we did find that the entire process from beginning to end costs about $7 million dollars. Step 7: Once the desired horizontal path is at the desired length, the drill pipe and bit are removed and the casing and cement layers continue to the end of the well. The whole horizontal drilling process costs about $1.2 million. Step 7: Once the desired horizontal path is at the desired length, the drill pipe and bit are removed and the casing and cement layers continue to the end of the well. The whole horizontal drilling process costs about $1.2 million. Step 9: The tool is removed and fracturing fluid enters the well. The sand creates fractures in the shale and the fluid leaves with the sand remains in the fractures allowing the gas to flow into the well. Step 9: The tool is removed and fracturing fluid enters the well. The sand creates fractures in the shale and the fluid leaves with the sand remains in the fractures allowing the gas to flow into the well. Step 8: A perforating tool is inserted creating holes in the shale layer allowing hydrocarbons to the well stream. Step 8: A perforating tool is inserted creating holes in the shale layer allowing hydrocarbons to the well stream.

James Carville: Guard Dog of the White House :: Essays Papers

James Carville: Guard Dog of the White House James Carville has been one of President Clinton’s most adamant supporters throughout the impeachment crisis. Carville is a veteran campaign strategist who headed Clinton’s campaign in 1992 and has advised him since the campaign. His harsh and sometimes wild criticisms of Clinton’s opponents have made Carville the rhetorical attack dog of the Democratic Party. The purpose of Carville’s attacks was to rally support for Clinton. Fighting for Clinton was both helpful to Carville’s career and financially beneficial for him. Carville used a few concise points that he presented in his aggressive partisan style to argue against Clinton’s critics. The media frequently covered Carville’s attacks because of their brevity and excessiveness. Carville skillfully used the media to his advantage. He plays an active role in personalizing political issues by attacking the character of his opponents. These personal assaults divert attention away from th e issues themselves. However, questioning the character of those who are often running smear campaigns of their own can bring to light some the faults of Carville’s political adversaries. Kenneth Burke suggested rhetoric could be analyzed using five elements, act, scene, agent, agency, and purpose. Two of these five elements stand out from the rest as most crucial to the speaker’s rhetoric during the impeachment crisis (Nichols 1963). Agency and purpose were the most important facets of James Carville’s rhetoric. Carville’s purpose was to rally support for President Clinton while advancing his carrier and benefiting financially. The agencies he used to accomplish his purpose were several concise complaints against Independent Councilor, Kennith Starr, his aggressive rhetorical assault against Starr, Carville’s image, and the media which Carville used to bring his message to the American public. James Carville’s chief priority has been to defend Bill Clinton since Carville became the chief campaign strategist for Clinton’s 1992 presidential campaign. In an interview with Katie Couric on Today, Carville asserts his motives: †¦that man [Clinton] had been good to me, he’s good to my family, he’s good to my country. He’s a friend of mine. He got himself in a jam. I was proud that he called on me to help him, and I’m glad that I was able to–to–help in some small way (Carville 2/12/99). Carville was entirely dedicated to his cause of defending Clinton. In this interview, he asserted his loyalty and willingness to help the President. Carville emphasized how "proud" he was to be working for his "friend" (Carville 2/12/99, Carville 1/6/99).

Early Education and Maria Montessori Essay

In 1870, Maria Mostessori was born in Chiaravalle, Ancona province in Italy. In 1896 she became the first female physician in her country after graduation at the University of Rome. She represented her country in two women’s conferences, in Berlin (1896) and London (1900). Her clinical observations during her medical practice served as bases for her analyses of children’s behaviour. This has persuaded her to return to the university and pursue psychology and philosophy. In 1904, she became a professor of anthropology at the University of Rome. Thus, she made a paradigm shift from physiological aspect of man to mind (â€Å"Maria Montessori: A brief Biography,† n. d. ). In 1906, she relinquished her medical and teaching professions to establish Casa dei Bambini, or â€Å"Children’s House† wherein she nurtured the 60 children of working parents in San Lorenzo, Rome. In her institution, she made scientific observations on the children’s spontaneous learning process and eventually developed her methods of educating young minds. Her findings moulded her to be an advocate of educational reform in teaching principles and methodologies, and teacher training programs (â€Å"Maria Montessori: A brief Biography,† n. d. ). Alexander Graham Bell and his wife, together with other colleagues such as Thomas Edison and Helen Keller, founded the Montessori Educational Association at Washington DC in 1913 in the same year when Maria Montessori visited the United Sates. During the Panama-Pacific International Exhibition in San Francisco in 1915, Maria Montessori amused the world with her â€Å"glass house† school room. She also trained teachers and graced the gatherings of both the National Education Association and the International Kindergarten Union during this second U. S. visit. In addition, in 1917, the Spanish government invited her to grace the opening of a research institute and started her series of teacher training programs in London in 1919 (â€Å"Maria Montessori: A brief Biography,† n. d. ). Maria Montessori became a government inspector in Italy in 1922, however, forced to leave her country in 1934 because of her opposition to Mussolini’s fascism. During the Spanish Civil War in 1936, she was rescued by a British cruiser in Barcelona, Spain. She also graced the opening of the Montessori Training Centre in Laren, Netherlands in 1938 and started a series of teacher training programs in India in 1939. Together with her son Mario, she continuously trained educators in India amidst the World War II in 1940. Then, she founded the Montessori Centre in London in 1947. In her pursuit of educational reform, she was nominated for Nobel Peace Prize for three consecutive years (1949-1951). In 1952, Maria Montessori passed away in Noordwijk, Holland but through her Association Montessori Internationale (AMI) she founded in Amsterdam, Netherlands in 1929, the fruits of her works have been treasured in the field of education (â€Å"Maria Montessori: A brief Biography,† n. d. ). The Montessori Method Maria Montessori began practice her professional work in the field of psychiatry by visiting children who were believed to be mentally deficient in asylums. She observed how children in the asylums crawl on the floor, grab for crumbs of bread, chase and fight with each other. She reasoned out that children acted in this way because this is their only means to relieve their boredom for being locked up in a naive room. This mental deficiency according to her was pedagogical in nature. She also affirmed that these â€Å"feeble-minded† tagged children only lack experience but are capable of learning just like other normal children. Then, she avowed her educational theory in 1907 by combining the methods of sages in medicine, education, and anthropology. Her new method, both experimental and miraculous in nature, enhanced the scientific qualities of education and created teachers as social engineers. Her Casa dei Bambini in Rome has served as laboratory in asserting her theories. She led in teaching children in a worst environment and trained her teachers in moulding young minds. The Casa dei Bambini has trained children to learn on their own by doing learning exercise without adults’ assistance. As a result, her pedagogical theories and methods have transformed the unruly children into refined individuals. Children learned not only writing and reading but also self respect (Flaherty, n. d. ). Didactic Materials In the Casa dei Bambini, Maria Montessori observed the children’s lack of interest in toys and drawing materials but on didactic materials. She thought that those children were already disgusted of toys with a single function, thus, they have much interest in materials which can be manipulated. She interpreted this as the children’s willingness to solve problems by trial and error gaining joy at they successfully finish the task (Flaherty, n. d. ). Learning by Doing Maria Montessori believed that the school is a place for learning cognitive skills and self-reliance. She focused on learning skills that can be practically applied. These skills should be learned by the through self-exploration. To facilitate the learning process, she designed the classrooms conducive for learning. Each room has a set of learning materials designed for the children’s age level such as small tables and chairs, low washstands, and nook for other materials including pets (Flaherty, n. d. ). Stages of Learning Maria Montessori established the notion that the combination of sensory observation, repetition, and teacher guidance should direct learning in order to for the child to understand completely the sequence of the learning activity (Flaherty, n. d. ). Hence, for her education of the senses is important before the education of the intellect. For instance, if children have runny nose they could not appreciate different smells and if their hands are filthy they will fail to identify different textures. Thus, achievement and maintenance of cleanliness promote not only motor activity but also learning cognitive skills. In addition, she emphasized that children are intrinsically motivated by the learning activity and not by any external reward (â€Å"Maria Montessori: The Woman and the Method,† n. d. ). Thus, the selection and design of any learning activity is crucial in propelling children for further learning. The Teachers According to Maria Montessori, teachers should treat children with the highest regard. They must understand children through observation and analysis (â€Å"Maria Montessori: The Woman and the Method,† n. d. ). By this means, teachers can cater to the needs of every child. She suggested that some teachers should live within the school to effectively manage the activities of the institution. They should be open-minded, ready to participate to all undertakings of the school, and must willing to adopt special methods. Moreover, there should be technical and visiting teachers who will give lesson based on their field of proficiency or craftsmanship. This will help children to learn things that are practically useful in everyday living, thus, training them for independence (Flaherty, n. d. ). Montessori’s Contributions Maria Montessori pioneered in the psychology of early childhood education. The materials and design of her Casa dei Bambini such as small and child-sized tables, chairs and washstands, and her didactic materials became a model of the present childhood education in a lot of countries. Her pedagogical principle, education of the senses before the education of the intellect, has gained a wide acceptance because this paved not only for the sensori-motor skills development but also for the development of the cognitive skills (â€Å"Maria Montessori: The Woman and the Method,† n. d. ). Hein (2008) discussed the tenets of Montessori’s concept of early education that became the backbone of the present early childhood education. Maria Montessori believed that education should cater to the needs of every child. Since children are fascinated by the beauty of nature, they should not be virtual prisoners in a classroom. Instead, nature must be used as their learning environment where real objects are used in every learning activity. In the Montessori system, children should actively engage in every learning activity at their own pace. The teacher should not be autocratic and must not force learners for a non-interesting lesson. Limitations of the Montessori Method Modern educators through the contemporary researches in educational psychology have seen some limitations of the pedagogical practices of Maria Montessori. First, her method does not really give opportunity for â€Å"learning to learn† (â€Å"Maria Montessori: The Woman and the Method,† n. d. ). Modern educators describe Montessori’s learning tasks as rigid, compartmentalized, and an end-state reached once it is done. This means that when the child has correctly done the activity, learning stops. In the real world, children need capabilities to create and adapt to their changing environment. Thus, they should not only train with compartmentalized activities. Second, her method is a method of perfection (â€Å"Maria Montessori: The Woman and the Method,† n. d. ). One the child has correctly reached the end of the task, learning has already done. This will not develop creativity and innovation in the child for the didactic materials’ design limit the creative freedom (â€Å"Maria Montessori: The Woman and the Method,† n. d. ). Hence, the method will not pave for the development of multiple intelligences. Moreover, her method is limited in scope and flexibility (â€Å"Maria Montessori: The Woman and the Method,† n. d. ). There is a single way to correctly accomplish the task on didactic materials, thus, limited the child’s initiative to use the materials in his own way. If a child has manipulated the materials of his own way, the teacher encourages him to continue working until such time that he completed it based on pre-determined parameters. This impedes the development of genuine inner initiative, creativity, and individuality (â€Å"Maria Montessori: The Woman and the Method,† n. d. ). Recent findings have proven that Montessori’s Method is merely just a cost-effective and highly efficient way in the preparation of children for formal learning (â€Å"Maria Montessori: The Woman and the Method,† n. d. ). No matter what the recent researches in the field of educational psychology revealed against Montessori’s Method, it is still a fact that Maria Montessori made a great educational reform in the early childhood education. She pioneered in the advocacy of child-centred learning process, development of the sensori-motor and cognitive skills through her â€Å"education of the senses before education of the intellect† dogma, and training children for self-reliance by giving learning experiences with practical applications and using the nature as learning environment. Nonetheless, she proposed the roles of teachers in the educative process as non-autocratic. The educator should observe and analyze the nature of the learners, create learning environment and learning materials that support and encourage further learning, and must cater to the needs, interest, and ability of every child. Some of the Montessori’s principles that are still ubiquitous in the contemporary teaching methods are: nature, science, observation based; respect for individual differences; community of learners; care of self and environment; time and space to practice and perfect; the three-period lessons (introduction/demonstration, practice/assimilation, independent expression); control of error; peer learning and teaching; and isolation of learning objective (â€Å"Maria Montessori: The Woman and the Method,† n. d. ). References Flaherty, T. (n. d. ). Maria Montessori. Retrieved October 24, 2008, from http://www. webster. edu/~woolflm/montessori. html Hein, S. (2008). Notes From the Work of Maria Montessori. Retrieved October 24, 2008, from http://eqi. org/maria. htm#Introduction%20and%20Summary Maria Montessori: A Brief Biography. (n. d. ). North American Montessori Teachers’ Association. Retrieved October 24, 2008, from http://www. montessori-namta. org/NAMTA/geninfo/mmbio. html Maria Montessori: The Woman and The Method. (n. d. ) The Swaraj Foundation. Retrieved October 24, 2008, from http://www. swaraj. org/shikshantar/montessori. html

Juvenile Corrections Essay - 1667 Words

| Juvenile Corrections | The History, Recidivism Rates, and What Works | | Gina Pardue | Corrections - SPEA J331Dr. Robert Ramsey | 12/12/2012 | | Definition of Juvenile Corrections Juvenile corrections encompasses the portions of the criminal justice system that deal with juvenile offenders. Many of these facilities and programs seem to mirror jails and prisons, but juvenile corrections are not meant for long term sentences. Sometimes sentences for juveniles are only several weeks long. Juvenile corrections also have a strong focus on rehabilitation because studies have shown that juvenile offenders are more prone to rehabilitation than adult offenders. These programs and services were aimed to help to teach†¦show more content†¦These rates guide spending and funding decisions aimed to effectively combat crime. While there is no standard rate that is aimed for, the idea is to try to reduce the recidivism rate or even keep it the same opposed to raising it. When the recidivism rates are not progressing in the manner expected, these agencies must try to find other avenues and strategies that will make a positive i mpact on the recidivism rates, and in the long run, these juvenile’s lives. (CJCA, 2011) â€Å"The Indiana Department of Correction (IDOC) defines recidivism as a return to incarceration within three years of the offender’s date of release from a state correctional institution.† (Schelle, 2012) The 2011 recidivism rate for all juvenile offenders was 36.7%. The recidivism rate for African American juvenile offenders was 43.8%. Eighty-two percent of the juveniles who recidivated did so with a new crime, and the other 18% returned because of technical violations. â€Å"Of all juveniles released in 2008, 40.9% of males returned to IDOC, while only 15.8% of females returned,† (Schelle, 2012). Surprisingly, juvenile sex offenders had the lowest recidivism rate at 13.6%. (Schelle, 2012) Risk-Focused Juvenile Crime Prevention Risk factors for juvenile delinquency have been identified from multiple studies. These risk factors are different for older and younger juveniles. When focusing on the individual juvenile between the ages ofShow MoreRelatedThe Juvenile System And Juvenile Corrections System1740 Words   |  7 PagesThe juvenile corrections system dates back to the Greek and Roman times where children were treated as adults when they committed offenses. In fact, children in trouble had no rights would receive very harsh sentences. Moving forward, Europe also treated children as adult when it came to criminal offenses. It wasn’t until the 19th century that reforms began to be considered and used on the behalf of children. In the US, just before this time in Boston, individuals began advocate for children whoRead MoreJuvenile Justice Systems Courts and Corrections2319 Words   |  9 Pages Across the United States, the juvenile justice system’s c ourts and corrections are scattered with ineffective strategies that are formed which instead increases crime, the nation’s youth are endangered and the future of this country are damaged, billions of taxpayer dollars are put down the drain, and most importantly our mission for equal justice under the law is compromised. Over the past couple of decades, our understanding of how to take on delinquency has expanded in many different forms suchRead MoreThe Role of Police, Courts and Department of Corrections in Juvenile Justice System765 Words   |  4 PagesDepartment of Corrections in the Juvenile Justice System James Francis Juvenile Delinquency American Military University Professor Robert Arruda The Role of Police, Courts and Department of Corrections in the Juvenile Justice System The juvenile justice system brings the juvenile delinquent in contact with the local police, the court system and if found guilty, the Department of Corrections. This paper will discuss the role of the police, the courts and the Department of Corrections in the juvenileRead MoreJuvenile Corrections Essay1373 Words   |  6 Pages1. What are five goals of juvenile corrections? How effectively are these goals achieved? The goals of juvenile corrections are too deter, rehabilitate and reintegrate, prevent, punish and reattribute, as well as isolate and control youth offenders and offenses. Each different goal comes with its own challenges. The goal of deterrence has its limits; because rules and former sanctions, as well anti-criminal modeling and reinforcement are met with young rebellious minds. Traditional counseling andRead MoreThe Juvenile Community Corrections Population Is Experienced A Tremendous Growth Over The Past Two Decades1771 Words   |  8 PagesThe juvenile community corrections population has experienced a tremendous growth over the past two decades. In cities like Miami FL, in places like Liberty city â€Å"pork and Beans† the volume of adjudicated youths ordered to formal probation increased by 67% (Puzzanchera, Adams, Sickmund, 2011). Juvenile crime has been rising, according to Miami, Florida police, they state that young people are becoming the targets more than befor e. 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They do contribute to the atmosphere, however, changing other aspects such as the rules or the actual buildingRead MoreAmerica s High Prison Population1511 Words   |  7 PagesWhile prison overcrowding increases the economic burdens on local and state governments, common factors leading to the high prison population is linked to the need for improved juvenile programs that deter criminal behavior and fund for rehabilitation for reentry into mainstream society. With effective programs to deter juvenile crime and to aid in offender reentry coupled with sentencing reforms, overcrowding in the nation’s prisons would decline. Among nearly 100,000 youth under age 18 released fromRead MoreDesign a Juvenile Correctional Facility Essay748 Words   |  3 PagesDesign a Juvenile Correctional Facility Building a juvenile facility is not an easy job. Juvenile facility is a place for youth criminals who have committed some type of crime to do correction. If I can get a chance to design how a juvenile correctional facility looks like and how it operates. I would like to create a juvenile facility for female. There are few factor we need to consider in making the decision to build a new jail. First, we should advocate human sympathy, a juvenile facility

Nike Analysis Essay - 1774 Words

Since being founded in 1962, Nike has grown from a small fledgling shoe retailer into a world-wide corporate giant. During its first year, sales for Nike were $8000, but as of November 30th, annual sales for Nike were over 12 billion dollars. (hoover) Although Nike already dominates the sporting world, there are many opportunities for growth. According to our research, key strategic challenges facing Nike are increased competition from Adidas with their technological shoe, the Adidas One, and a potentially fatal inability to enter a new growth market such as the extreme sports market. Our recommendations to help Nike confront these challenges consist of developing a product to remain competitive with Adidas, and also an aggressive move†¦show more content†¦The Nike shoe will include a processor chip that is sold separately. By using existing research and development personnel, Nike will not only show its loyalty to employees, but its superior technological capabilities. Inst ead of purchasing a new shoe at 250 dollars, customers can purchase a replacement pair for 75 dollars and move the chip to the new pair of shoes. Although the initial cost to the consumer will be slightly higher, we see the long run cost benefit to consumers being high enough to draw away a majority of the competition ¡Ã‚ ¯s market share. In order to create this shoe, Nike must implement the following actions. To begin with, funding to research and development must be increased to ensure that the technology employed in the chips and shoes will exceed that of Adidas. Next, Nike will need to allocate a certain amount of space in each of its main production plants in order to gear up for a mass rollout of the new product. Also, the product must be tested to ensure quality and safety. Another beneficial step is to offer a limited introduction of the product to a small test market to gauge customer satisfaction. The next step is to use Nike ¡Ã‚ ¯s strength in promotion to attract a t op track star to endorse the new running shoe. Nike must use their celebrity endorsement along with an aggressive advertising campaign comprised of television, radio,Show MoreRelatedBrand Analysis : Nike And Nike1300 Words   |  6 PagesBrand Analysis: a case study of NIKE Background of Nike: Nike Inc. is an American corporation that was founded in 1971 and extended its market to the globe. It is known as one of the largest supplier for sports-related products in worldwide. The company mainly focus on selling athletic shoes, sportswear and other sports-related products. In year 2014 its brand value was valued at 19 billion, making it the most valuable brand among all sports-related business. 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The intensity of competition from its competitors is high for each firm competes in various key areas of business. For example, Adidas has loyal customers whoRead MoreNike s Financial Analysis : Nike2236 Words   |  9 Pages Nike’s Financial Analysis Katelynn Hill Cornerstone University â€Æ' Nike Financial Analysis On January 25th, 1964 a hand shake changed the world. It was on this day that a track athlete, Phil Knight, and his previous coach, Bill Bowerman, from the University of Oregon founded Blue Ribbon Sports. Blue Ribbon Sports operated under this name for roughly eight years, and then became known as the globally infamous, Nike. In 1972 the first line of Nike footwear debuted. 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In 1966 the handshake betweenRead MoreSwot Analysis Of Nike1118 Words   |  5 PagesNike has under its portfolio, Nike Brand, Jordan Brand, Hurley and Converse. Nike allows customers to purchase its products and offerings from retail accounts throughout the world, retail stores, internet stores, through a mix of independent distributors and licensees across the world. NIKETOWNs are the largest stores among Nike. NIKETOWNs are premium stores that provide the consumer with the best brand experience. Each NIKETOWN storefront features at least six to seven Nike brand categories. This

Effects Of Alcohol On The Body - 1910 Words

Alcohol can damage the body physically, mentally, and emotionally. Many people do not realize the impact that consuming alcohol has on their body system. Drinking alcohol affects the brain, heart, liver, pancreas, and the immune system. The fastest impact of being intoxicated is on the central nervous system. The central nervous system is made up of two main parts: the brain and the spinal cord. The brain is the most important part of the body, and is essential for everyday use. When under the influence, the body experiences symptoms such as slurred speech, blurred vision, slow reaction times, impaired memory, and dizziness (â€Å"Alcohol’s Effects on the Body†). Your body can only handle so much alcohol before blacking out. The number of drinks that can be consumed before blacking out can vary depending on weight, metabolism, and overall wellness. The more alcohol you drink, the higher the alcohol level in the bloodstream is. 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Performance Appraisal Is Quite Important In Any Organization

Question: Why Performance Appraisal Is Quite Important In Any Organization? Answer: Introduction Employees performance appraisal is quite important in any organization. An appropriately carried out appraisal can be beneficial to both employees and their organization. For an individual employee, it can provide information on the areas of improvement and identify specific training needs while for an organization, appraisals can lead to its overall productivity (Lo?pez, 2008). Performance review is a method used in measuring employees effectiveness and efficiency at the workplace. This report will focus on the possible advantages and disadvantages that are likely to come from the abandonment of Formal reviews by Accenture. Literature Review Much literature has been written about performance reviews. (Cunneen, 2006)argues that performance reviews is the most feared process in the organizational calendar .He also states that many managers detest carrying out performance appraisal in their organization as it leads to shallow discussions that may not improve employee performance .(Colville and miller,2011) argue that implementation of performance reviews is a change process which necessitates an understanding the current and desired state of an organization. Evaluation of the decision Performance appraisals are carried with an intention of meeting certain targets, particularly improving individual and organizational performance. Depending on how effectively they are carried out performance reviews can be successful or unsuccessful. Based on the reason given, there is a clear picture of the fact that performance reviews had failed to achieve their initial targets of improving employees performance. I believe that abandoning formal reviews was actually good for the organization (Mosley,2013). My main argument for this first is that they had failed to achieve their initial target of promoting better staff performance. Additionally, the cost of performance can be quite expensive if the process is valued in terms of the time spent. Approximately it takes 3 hours to prepare and meet a single employee for the purpose of performance review (Tapamoy,2008). Assuming that each employee at the organization earns a total of 30$ every hour and a manager earns 50$ per hour. If we multiply this by the number of hours spent in performance reviews and multiply by the actual number of 330 000 employees the total cost for the whole process would be approximately $79.2 Million. This figure represents the total amount of money paid to employees and managers for hours not spent in productive work. During this time managers and direct their efforts away from their work and focus on sorting employees files in order to make the process more effective. On the part of employees, there is so much a nxiety brought about by the process, they tend to spend so much time focusing on how the process will be, what they will hear during the review process (Hayashi, 2012). The anxiety may also extend to groups within an organization and they may spend much time discussing what they expect from the process and their concerns instead of engaging in productive work. Based on the costs that are likely to be saved by eliminating performance reviews the decisions can be said to be appropriate. Impact of Removing formal Performance Reviews Despite the fact that eliminating performance reviews in an organization can be actually good because of its immediate financial benefits to an organization, it can also cost an organization significantly. Among the shortcomings eliminating conduct performance reviews is the fact that employees are denied an opportunity to be provided with feedback about their performance (Winter, 2009). Employees also miss a chance to get information on the areas that they need to improve in order to better their performance. Removal of Employee performance reviews also deny employees an opportunity to get perks for good performance (Aly El-Shanawany,2016).Providing employees with regular feedback as well as information on areas of improvement perks for good performance have been viewed as some of the factors that motivate employees to perform better and be more productive (Osabiya,2015). Apart from monetary remuneration and other incentives, encouraging words from their managers can also help in i mproving their overall performance. However, with the elimination of performance reviews, all these benefits are withdrawn. This can have a negative direct impact on employee motivation which can affect their productivity and the overall productivity of the organization which may lead to the collapse of an organization in the long run (Girdhar,2008). The process also presents an opportunity for managers to identify lazy and dishonest employees within the organization (Cintrn Flaniken,2011). Such employees can cause a lot of trouble including slowing down the overall progress of the organization. Among the strategies that can be used on these employees would be to either remove them or request them to follow guidelines. With the withdrawal of performance appraisal, it might not be entirely possible to identify and deal with some of the issues raised by lazy and dishonest employees which can lead to poor productivity of an organization as well as disable it from being competitive (Smither London,2009). The above outcomes could therefore end up costing the organization more than the organization saves by eliminating formal performance reviews. Recommendations With the elimination of performance reviews the organization will still have a responsibility of monitoring, accessing and improving the performance of their employees. They can achieve this through a number of strategies. Gaining staff commitments on meeting objectives can be one of the strategies that can be used to manage employees performance in the absence of performance of performance reviews. The organization can mutually agree with their employees on what is expected of them and have them commit themselves to the achievement of the established objectives. This will require the organization to effectively communicate their objectives to the employees as well as working with them to write down objectives. This will facilitate total trust and commitments towards the established objectives (Arthur American Management Association, 2008). Employee training and development can also be an effective strategy of monitoring employee performance. By adoption of training and development programs at the organization, the organization can ensure that their employees are instilled with the necessary skills needed to effectively undertake their assigned roles and responsibilities. This can be an effective strategy of ensuring that the performance of employees always remains high. The organization can also shift focus on the recruitment and selection process. Recruitment and selection stage plays an important role in determining the nature and attributes of the workforce available in an organization (Adams,2013). The organization can ensure that it uses the best recruitment strategies and select the best candidates among the applicant. This can be an effective strategy of ensuring that the performance of the organization is not affected. Encouraging teamwork and giving autonym to employees can also be an effective strategy for accessing employees performance. This can facilitate elimination of the tensed relationship that exists between managers and their employees which facilitate performance-based discussions between employees and their supervisors (Bacal,2012). Through such discussion, it can be possible to access employees performance and provide the necessary support. Giving the employees autonomy can also be used as an effective tool trough evaluation of the decisions made by employees in the course of their work. It also provides them with a learning opportunity which they can use to make better decisions and improve their performance (Max Bacal,2013). The use of performance support tools can also be an effective strategy to improve employees performance. Through provision of learning aids to provide the necessary on-the-job support which can leading to an improvement in their performance. Apart from that, promoting from within the organization can also be an effective strategy to keep the performance of their workforce high at all times. Employees become more productive if the prevailing Conditions within the organization provide them with an opportunity to. Proving favorable working conditions can also be an effective strategy of improving employees performance. Conclusion Based on the above analysis it is evident that performance reviews have both advantage and disadvantages for an organization like Accenture .Depending on how effectively the process is carried out, it can achieve or fail to achieve its objectives. However, doing away with performance reviews can result to financial benefits for the organization. The organization can use strategies such as training and development, encouraging team work at the workplace and giving employees autonomy in order to improve their performance. References: Aly, N. A. E. F. M., El-Shanawany, S. M. (2016). The Influence Of Performance Appraisal Satisfaction On Nurses' Motivation And Their Work Outcomes In Critical Care And Toxicology Units. European Scientific Journal, 12(20). Cintrn, R., Flaniken, F. (2011). Performance Appraisal: A Supervision or Leadership Tool?. International Journal of Business and Social Science, 2(17). Colville, K., Millner, D. (2011). Embedding performance management: understanding the enablers for change. Strategic HR Review, 10(1), 35-40. Cunneen, P. (2006). How to improve performance management. People Management, 12(1), 12. Guerra-Lo?pez, I. (2008). Performance evaluation: Proven approaches for improving program and organizational performance. San Francisco: Jossey-Bass. Mosley, E. (2013). The crowdsourced performance review: How to use the power of social recognition to transform employee performance. Osabiya, B. J. (2015). The effect of employees motivation on organizational performance. Journal of public administration and policy research, 7(4), 62-75. Tapamoy, D. (2008). Performance appraisal and management: Concepts, antecedents and implications. Hayashi, S. K. (2012). Conversations for creating star performers: Go beyond the performance review to inspire excellence every day. New York: McGraw-Hill. Winter, G. (2009). The man who cured the performance review. Richmond, Vic: Jossey-Bass. Arthur, D., American Management Association. (2008). Performance appraisals: Strategies for success. New York: American Management Association. Adams, S. (2013). Words you don't want to hear during your annual performance review. Kansas City, MO: Andrews McMeel. Girdhar, P. (2008). Performance evaluation of pumps and compressors. Berlin: Deutsche Babcock-Borsig AG Falcone, P., Tan, W. (2013). The performance appraisal tool kit: Redesigning your performance review template to drive individual and organizational change. New York: AMACOM, American Management Association. Max, D., Bacal, R. (2013). Perfect phrases for performance reviews: Hundreds of ready-to-use phrases that describe your employees' performance (from unacceptable to outstanding). New York: McGraw-Hill. Smither, J. W., London, M. (2009). Performance Management: Putting Research into Action. New York, NY: John Wiley Sons. Pulakos, E. D., Wiley InterScience (Online service). (2009). Performance management: A new approach for driving business results. Chichester, West Susssex, U.K: Wiley-Blackwell. Richardson, F. W. (2014). Enhancing strategies to improve workplace performance (Doctoral dissertation, Walden University). Hope, J., Player, S. (2012). Beyond performance management: Why, when, and how to use 40 tools and best practices for superior business performance. Solomon, C., American Society for Training and Development. (2009). Select a performance management system: Performance improvement. Alexandria, VA: American Society for Training Development. Bacal, R. (2012). Manager's guide to Per