The 360

Introduction Performance management (PM) is a way of evaluating the level of an employee’s performance in workplace. Precisely, PM is â€Å"an ongoing communication process, undertaken in partnership between an employee and his/her immediate supervisor that involves establishing clear expectations and understanding several issues† (Bacal, 1999, p. 3).Advertising We will write a custom research paper sample on The 360-degree Feedback System: Advantages and Disadvantages specifically for you for only $16.05 $11/page Learn More The commonly used performance management tool is the 360-degree feedback system, also commonly known as multi-rater feedback or multisource assessment because in some cases it involves external organizations to carry out some analysis stages of the assessment. Duraisingam and Skinner (2005) posit, â€Å"Any appraisal system should be relevant and applicable to everyday work, acceptable and fair, and a mutual collaborat ion between workers and employers† (p. 2) and 360-degree feedback complies with this observation. Just as the name suggests, 360 degrees is a circle with each arc of the circle representing an element of the employee under evaluation who sits at the centre of the circle. How 360 – Degree Feedback Works This model operates in a rather simple manner. The evaluating company puts individuals in groups within different departments after which they are required to fill questionnaires or forms answering specific questions as indicated in figure 1 below. The exercise takes less than twenty minutes; however, it is important to note that the figures used vary depending on the element and content of evaluation; it may be larger or smaller. The participating people maybe one’s peers, managers, or external individuals like suppliers, customers, or stakeholders among others. Results from the participants are sent to another company, which analyses the information presented in the results to draw conclusions. After this analysis, the analyzed results are sent back to the evaluating company for discussion to chart the way forward and implement the appropriate measures. Nevertheless, this evaluation tool is not perfect thus; it has both merits and demerits. Example of a 360-Degree Feedback Form Insert your own Feedback Form headings and instructions: appraisee name, date, feedback respondent name, position (if applicable) plus local instructions and guidelines for completion, etc. key skill/capability area skill/capability element question number feedback question feedback score 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Optional section: additional feedback about the appraisee – please be constructive Figure 1: 360 – Degree Feedback. (Chapman, 2005).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Advantages and Disadvantages of this Tool The advantages of this tool outweigh the disadvantages. The crucial advantage of this tool is, â€Å"it provides a wider view of worker’s performance as compared to the other appraisal tools (Atkins Wood, 2002, p. 875). Given the nature of many evaluators involved in this exercise coupled with openness created by privacy of information, this method gives all-rounded information about a particular employee. Seifert, Yulk, and McDonald (2003) note, â€Å"the 360-degree feedback is more comprehensive than other appraisal methods since they may only need the manager to do the evaluation† (p. 565). Moreover, this performance management method makes employees believe in the results. The element of believability is tied closely to the fact that many people are involved in the exercise thus eliminating the probability of bias or framing of results. In the light of this revelation, managers make mature and honest decisions and issues like promotions occur on merit not on basis of ‘who knows who’ in an organization. This tool involves one’s peers thus the individual being evaluated feels confident about any results achieved. This confidence enables one to embark on development strategies to improve on areas where he/she scores poorly. Employees spend more time together compared to the time they spend with managers; therefore, peers are more likely to know an employee better than managers are, and this enables one to honestly appreciate his/her strong and weak points. Finally, â€Å"through 360-degree feedback, employees get the chance to air their views and complain without following the normal bureaucratic complaint chain (Seifert, Yukl, McDonald, 2003, p. 565). Employees can easily indicate their problems on the form/questionnaire thus communicating directly to the management without necessarily following the normal procedures of communication and thi s improves organizational communication. On the other side, the 360-degree feedback has shortcomings just like any other system. Firstly, this system is time consuming. Given the nature of this system to include many people in evaluation, more time is needed to complete the process. Moreover, the result analysis stage is outsourced to another company and this implies more time too. Smither, London, and Reilly (2005), posit, â€Å"This system may yield cynicism and suspicion in workplace† (p. 39). In a case where management fails to implement the proposed recommendations, workers may become cynical and start questioning the same. In other cases, workers may lose motivation if they receive negative comments from their peers or managers.Advertising We will write a custom research paper sample on The 360-degree Feedback System: Advantages and Disadvantages specifically for you for only $16.05 $11/page Learn More This calls for absolute honesty, somet hing that may be lacking in many organizations. More importantly, companies â€Å"risk revealing confidential information to other companies† (Pfau Kay, 2002, p. 56). This occurs at the outsourcing stage of evaluation where results are taken to other companies for evaluation. Effects on Employees In most cases, this performance management system generates mixed reactions from workers; nevertheless, it all depends on one’s perception. In a situation where an employee accepts the results and views them positively, they act as a motivator, which enables him/her to improve on the weak areas thus improving productivity and personal development. The 360-degree feedback if implemented well serves as a clear indication of one’s performance status in the indicated areas. As aforementioned, if an employee views the results of this system positively, he/she can improve significantly within a very short period. Unfortunately, some employees react to the results negatively and resort to finger pointing and this is detrimental to any progress efforts. Consequently, one’s performance may dip radically coupled with low self-esteem and loss of insight. Therefore, the 360-degree feedback system effects on employees depend largely on how one views the results. Despite the mixed employee reactions on this system, it enables employees to know some crucial issues in workplace. Bacal (1999) notes employees get to know their performance level in workplace, realize the level of authority they posses, feel appreciated when commended for good work done, seize opportunities to develop new skills, and realize resources they have at their disposal in workplace (p. 8). This form of performance management creates a micromanagement environment, which is healthy in duty delegation and organizational growth. Effects on Departmental Performance Effects of performance management on departmental performance are closely linked to that of employee performance. Essentiall y, departments are made up of individuals and the outcome of the entire department depends largely on the outcome of an individual’s performance.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The only difference between departmental performance and employee performance is; in departmental performance the heat and pressure to perform may lie on departmental heads, as opposed to employee performance appraisal where the pressure to perform lies on an individual. In the light of these events, effects of performance management using 360-degree feedback depend on how departmental heads perceive the evaluation results. For instance, if a departmental head receives evaluation results positively, he/she will be motivated to create a good working environment that would improve departmental performance. The opposite is also true; if a departmental head ‘reacts’ to evaluation results negatively, this would create tension in workplace leading to strained relationships between one’s juniors. Therefore, the effects of the 360-degree feedback performance management on departmental performance depend largely on how the departmental heads respond to evaluation results of the same. Elements of 360-Degree Feedback Performance Management It is important to note some of the basic elements of this system to establish what it evaluates and what it does not evaluate. 360-degree feedback system covers only those areas that other people can see in an individual like one’s competencies and behaviors. This system is a measure of how other employees perceive and understand a given employee and this explains the inclusion of work ‘feedback’ in the name of the same. Moreover, this system addresses selected skills like goal setting, planning, and listening. Finally, it addresses subjective areas like leadership effectiveness, one’s character, and teamwork. Taking a closer look into these elements, one realizes that they form the backbone of workplace practices thus qualifying the 360-degree feedback system as one of the good performance management tools in most institutions. On the other hand, this system does not measure some element s as explained next. This system does not determine one’s performance objectives. This lies in the fact that, the employee alone knows some things like performance objectives hence excluding the possibility of evaluation by other employees. Moreover, this system does not ascertain whether one is meeting elemental job requirements or not, because other employees do not know precisely what one is expected to accomplish. Finally, this system does not focus on job-specific skills; similarly, cannot be used to measure objective elements like sales quotas and attendance among others. Nevertheless, the elements lacking in this system occur automatically in workplace and do not need to be evaluated per se. For instance, the issue of attendance is taken care of by departmental heads for anyone absent has to explain the reason behind it to his/her seniors. Improvement Suggestions Considering the demerits of this system, one might consider using technology to overcome the issue of time consumption. Organizations might consider using online questionnaires to reach the entire organization in a very short time. Designers of these online questionnaires might consider creating space for employees to leave anonymous comments concerning their motivation, frustration, and fears about the organization among other issues that would provide rich source of information. People feel secure when they leave anonymous feedbacks and this creates honesty; another shortcoming of this system. Concerning the negative perception of results, organizations might consider holding seminars that would inform employees on how not to personalize performance appraisal results for this system almost exclude the element of bias in evaluation. Conclusion The 360-degree feedback performance management is one of the widely used tools across organizations. It involves presenting employees with questionnaires to fill in specific details concerning other employees under evaluation. An easy and cheap me thod reduces chances of bias in evaluation, this system mostly analyses the crucial areas in organization like leadership skills, teamwork and goal setting among others. Nevertheless, it is a time consuming system even thought this can be overcome by incorporating technology to make it time efficient. Employees might also take evaluation results negatively and this might prove debilitating to one’s performance; nevertheless, it is upon the organization to inform and motivate such employees to focus on the positive side of the results. Generally, this is a good performance management tool and this explains why it has found extensive application across organizations. Reference List Atkins, P., Wood, R. (2002). Self-Versus Others’ Ratings as Predictors Of Assessment Center Ratings: Validation Evidence for 360-Degree Feedback Programs. Personnel Psychology, 55(4); 871–904 Bacal, R. (1999). Performance Management. Madison; McGraw-Hill. Chapman, A. (2005). 360 â€⠀œ Degree Feedback Template. Retrieved from, The free website resource, www.businessballs.com Duraisingam, V. Skinner, N. (2005). Performance Appraisal. In N. Skinner, A.M. Roche, J. O’connor, Y. Pollard, C. Todd (Eds.), Workforce Development Tips  (Theory into Practice Strategies): A Resource Kit for the Alcohol and Other  Drugs Field. National Centre for Education and Training on Addiction (Nceta), Flinders University, Adelaide, Australia Pfau, B. Kay, I. (2002). Does 360-Degree Feedback Negatively Affect Company Performance? Studies Show That 360-Degree Feedback May Do More Harm Than Good. What is The Problem? Hrmagazine. 47 (6); 54–60. Seifert, C., Yukl, G., McDonald, R. (2003). Effects of Multisource Feedback And A Feedback Facilitator on the Influence of Behavior of Managers Toward Subordinates. Journal of Applied Psychology, 88(3); 561–569. Smither, J.W., London, M., Reilly, R. R. (2005). Does Performance Improve Following Multisource Feedback? A Theoretical Model, Meta-Analysis And Review of Empirical Findings. Personnel Psychology, 58; 33–66 This research paper on The 360-degree Feedback System: Advantages and Disadvantages was written and submitted by user Piper V. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. The 360

Chapter 7 Mini Case #350 Example

Chapter 7 Mini Case #350 Example Chapter 7 Mini Case #350 – Case Study Example Decision on Arbitral Matter The case scenario involves an arbitral matter falling in the domain of labour arbitration. It is in doubt whether an employee who has declined to work for an extra 6 hours has acted within the confines of the contract governing the employment relationship and whether the 6 hours constitutes a change in the work schedule requiring that the employer and the union to mutually consent. In addition, the employee has already been suspended for a single day signifying another punishment. The grievance is the suspension while the company would like to legally hold staff to work for 6 hours whenever necessary. To decide the case, I consider relevant factors to arrive at a fair decision. One such factor is whether the additional 6 hours constituted a change in the work schedule. This can easily be proved or disproved using past practice or custom as well the construction of the employment contract. If it is confirmed, the employee would have breached the agreement a nd be liable. By receiving a one day suspension, it is clear that the employer had already punished by the employer without first establishing if the employee had violated terms of the agreement between the union and the company. On this ground, I would rule in favor of the employee because the employer made a unilateral decision without following the correct procedure. From the onset, 6 additional hours of work is substantial enough to constitute work schedule change and the employee was right to decline the requirement. The mentioned reasons dictate that the employer’s violated the right of the employee and therefore on the wrong.ReferencesReed, L. (2012). Arbitral Decision-making: Art, Science or Sport? The kaplan Lecture 2012. new York: Kaplan University.

Choosing an Ivy League Business School

Choosing an Ivy League Business School The Six Ivy League Business Schools Ivy League schools attract intellectuals from around the world and have a legendary reputation for academic excellence. There are eight Ivy League schools, but only six Ivy League business schools. Princeton University and Brown University do not have business schools. The six Ivy League business schools include: Columbia Business School - Columbia UniversitySamuel Curtis Johnson Graduate School of Management - Cornell UniversityHarvard Business School - Harvard UniversityTuck School of Business - Dartmouth CollegeWharton School - University of PennsylvaniaYale School of Management - Yale University Columbia Business School Columbia Business School is known for its diverse entrepreneurial community. The schools location in the business hub of New York City provides unparalleled immersion in the business world. Columbia offers many different graduate programs, including an MBA program, executive MBA programs, doctoral programs, and Master of Science programs in several business disciplines. Students who are seeking an international experience should explore Columbia’s pioneering program with London Business School,  EMBA-Global Americas, and Europe, or the  EMBA-Global Asia, created in partnership with the University of Hong Kong. Samuel Curtis Johnson Graduate School of Management Cornell Universitys Samuel Curtis Johnson Graduate School of Management, more commonly known as Johnson, takes a performance-learning approach to business education. Students learn theoretical frameworks, apply them to real-world situations in actual business settings, and receive continuous feedback from qualified experts. Johnson offers the Cornell MBA five different ways: one-year MBA (Ithaca), two-year MBA (Ithaca), tech-MBA (Cornell Tech), executive MBA (Metro NYC), and Cornell-Queens MBA (Offered in conjunction with Queens University). Additional business education options include executive education and Ph.D. programs. Students seeking a global experience should look to Johnsons newest program, the Cornell-Tsinghua MBA/FMBA, a dual degree program offered by  Johnson at Cornell University  and  PBC School of Finance (PBCSF) at Tsinghua University. Harvard Business School The overall mission of Harvard Business School is to educate leaders who make a difference. The school does this through its educational programs, faculty, and influence around the world. HBS program offerings include a two-year MBA program, executive education, and eight full-time doctoral programs leading to a Ph.D. or DBA. HBS also offers summer programs for ambitious undergraduates. Students who like the idea of studying online should explore the schools HBX online programs, which incorporate active learning and the case method learning model. Tuck School of Business The Tuck School of Business was the very first graduate school of management founded in the United States. It offers only one-degree program: a full-time MBA. Tuck is a small business school, and it works hard to facilitate a collaborative learning environment designed to build lifelong relationships. Students participate in a unique residential experience that promotes teamwork while focusing on a core curriculum of general management skills. Their education is then rounded out with advanced electives and seminars. Wharton School Founded more than a century ago in 1881, Wharton is the oldest Ivy League business school. It employs the most published business school faculty and has a global reputation for excellence in business education. Undergraduate students who attend Wharton School work toward a BS in economics and have an opportunity to choose from more than 20 different business concentrations. Graduate students can enroll in one of several MBA programs. Wharton also offers interdisciplinary programs, executive education, and Ph.D. programs. Minority students who are still in high school should check out Whartons pre-college LEAD program. Yale School of Management Yale School of Management prides itself on educating students for leadership positions in every sector of society: public, private, nonprofit, and entrepreneurial. Programs are integrated, combining fundamental core courses with unlimited elective choices. Graduate students can choose from a range of programs at the graduate level, including executive education, MBA programs, a Master of Advanced Management, Ph.D. programs, and joint degrees in business and law, medicine, engineering, global affairs, and environmental management, among others. Yale School of Management does not award undergraduate degrees, but second-, third-, and fourth-year university students (as well as recent graduates) can participate in Yale SOMs two-week Global Pre-MBA Leadership Program.

Choosing an Ivy League Business School

Choosing an Ivy League Business School The Six Ivy League Business Schools Ivy League schools attract intellectuals from around the world and have a legendary reputation for academic excellence. There are eight Ivy League schools, but only six Ivy League business schools. Princeton University and Brown University do not have business schools. The six Ivy League business schools include: Columbia Business School - Columbia UniversitySamuel Curtis Johnson Graduate School of Management - Cornell UniversityHarvard Business School - Harvard UniversityTuck School of Business - Dartmouth CollegeWharton School - University of PennsylvaniaYale School of Management - Yale University Columbia Business School Columbia Business School is known for its diverse entrepreneurial community. The schools location in the business hub of New York City provides unparalleled immersion in the business world. Columbia offers many different graduate programs, including an MBA program, executive MBA programs, doctoral programs, and Master of Science programs in several business disciplines. Students who are seeking an international experience should explore Columbia’s pioneering program with London Business School,  EMBA-Global Americas, and Europe, or the  EMBA-Global Asia, created in partnership with the University of Hong Kong. Samuel Curtis Johnson Graduate School of Management Cornell Universitys Samuel Curtis Johnson Graduate School of Management, more commonly known as Johnson, takes a performance-learning approach to business education. Students learn theoretical frameworks, apply them to real-world situations in actual business settings, and receive continuous feedback from qualified experts. Johnson offers the Cornell MBA five different ways: one-year MBA (Ithaca), two-year MBA (Ithaca), tech-MBA (Cornell Tech), executive MBA (Metro NYC), and Cornell-Queens MBA (Offered in conjunction with Queens University). Additional business education options include executive education and Ph.D. programs. Students seeking a global experience should look to Johnsons newest program, the Cornell-Tsinghua MBA/FMBA, a dual degree program offered by  Johnson at Cornell University  and  PBC School of Finance (PBCSF) at Tsinghua University. Harvard Business School The overall mission of Harvard Business School is to educate leaders who make a difference. The school does this through its educational programs, faculty, and influence around the world. HBS program offerings include a two-year MBA program, executive education, and eight full-time doctoral programs leading to a Ph.D. or DBA. HBS also offers summer programs for ambitious undergraduates. Students who like the idea of studying online should explore the schools HBX online programs, which incorporate active learning and the case method learning model. Tuck School of Business The Tuck School of Business was the very first graduate school of management founded in the United States. It offers only one-degree program: a full-time MBA. Tuck is a small business school, and it works hard to facilitate a collaborative learning environment designed to build lifelong relationships. Students participate in a unique residential experience that promotes teamwork while focusing on a core curriculum of general management skills. Their education is then rounded out with advanced electives and seminars. Wharton School Founded more than a century ago in 1881, Wharton is the oldest Ivy League business school. It employs the most published business school faculty and has a global reputation for excellence in business education. Undergraduate students who attend Wharton School work toward a BS in economics and have an opportunity to choose from more than 20 different business concentrations. Graduate students can enroll in one of several MBA programs. Wharton also offers interdisciplinary programs, executive education, and Ph.D. programs. Minority students who are still in high school should check out Whartons pre-college LEAD program. Yale School of Management Yale School of Management prides itself on educating students for leadership positions in every sector of society: public, private, nonprofit, and entrepreneurial. Programs are integrated, combining fundamental core courses with unlimited elective choices. Graduate students can choose from a range of programs at the graduate level, including executive education, MBA programs, a Master of Advanced Management, Ph.D. programs, and joint degrees in business and law, medicine, engineering, global affairs, and environmental management, among others. Yale School of Management does not award undergraduate degrees, but second-, third-, and fourth-year university students (as well as recent graduates) can participate in Yale SOMs two-week Global Pre-MBA Leadership Program.

Choosing an Ivy League Business School

Choosing an Ivy League Business School The Six Ivy League Business Schools Ivy League schools attract intellectuals from around the world and have a legendary reputation for academic excellence. There are eight Ivy League schools, but only six Ivy League business schools. Princeton University and Brown University do not have business schools. The six Ivy League business schools include: Columbia Business School - Columbia UniversitySamuel Curtis Johnson Graduate School of Management - Cornell UniversityHarvard Business School - Harvard UniversityTuck School of Business - Dartmouth CollegeWharton School - University of PennsylvaniaYale School of Management - Yale University Columbia Business School Columbia Business School is known for its diverse entrepreneurial community. The schools location in the business hub of New York City provides unparalleled immersion in the business world. Columbia offers many different graduate programs, including an MBA program, executive MBA programs, doctoral programs, and Master of Science programs in several business disciplines. Students who are seeking an international experience should explore Columbia’s pioneering program with London Business School,  EMBA-Global Americas, and Europe, or the  EMBA-Global Asia, created in partnership with the University of Hong Kong. Samuel Curtis Johnson Graduate School of Management Cornell Universitys Samuel Curtis Johnson Graduate School of Management, more commonly known as Johnson, takes a performance-learning approach to business education. Students learn theoretical frameworks, apply them to real-world situations in actual business settings, and receive continuous feedback from qualified experts. Johnson offers the Cornell MBA five different ways: one-year MBA (Ithaca), two-year MBA (Ithaca), tech-MBA (Cornell Tech), executive MBA (Metro NYC), and Cornell-Queens MBA (Offered in conjunction with Queens University). Additional business education options include executive education and Ph.D. programs. Students seeking a global experience should look to Johnsons newest program, the Cornell-Tsinghua MBA/FMBA, a dual degree program offered by  Johnson at Cornell University  and  PBC School of Finance (PBCSF) at Tsinghua University. Harvard Business School The overall mission of Harvard Business School is to educate leaders who make a difference. The school does this through its educational programs, faculty, and influence around the world. HBS program offerings include a two-year MBA program, executive education, and eight full-time doctoral programs leading to a Ph.D. or DBA. HBS also offers summer programs for ambitious undergraduates. Students who like the idea of studying online should explore the schools HBX online programs, which incorporate active learning and the case method learning model. Tuck School of Business The Tuck School of Business was the very first graduate school of management founded in the United States. It offers only one-degree program: a full-time MBA. Tuck is a small business school, and it works hard to facilitate a collaborative learning environment designed to build lifelong relationships. Students participate in a unique residential experience that promotes teamwork while focusing on a core curriculum of general management skills. Their education is then rounded out with advanced electives and seminars. Wharton School Founded more than a century ago in 1881, Wharton is the oldest Ivy League business school. It employs the most published business school faculty and has a global reputation for excellence in business education. Undergraduate students who attend Wharton School work toward a BS in economics and have an opportunity to choose from more than 20 different business concentrations. Graduate students can enroll in one of several MBA programs. Wharton also offers interdisciplinary programs, executive education, and Ph.D. programs. Minority students who are still in high school should check out Whartons pre-college LEAD program. Yale School of Management Yale School of Management prides itself on educating students for leadership positions in every sector of society: public, private, nonprofit, and entrepreneurial. Programs are integrated, combining fundamental core courses with unlimited elective choices. Graduate students can choose from a range of programs at the graduate level, including executive education, MBA programs, a Master of Advanced Management, Ph.D. programs, and joint degrees in business and law, medicine, engineering, global affairs, and environmental management, among others. Yale School of Management does not award undergraduate degrees, but second-, third-, and fourth-year university students (as well as recent graduates) can participate in Yale SOMs two-week Global Pre-MBA Leadership Program.

Proseminar On the frontier of Islam.. What role does culture play in Essay

Proseminar On the frontier of Islam.. What role does culture play in the travelers' encounter with a new religion - Essay Example ne that has been adopted in today’s world and the differences in the perception of what the Christian culture ‘thinks’ they have done in the past or they are doing today and the effect of the same on the culture and the relationship between people living as a community. We will also see how the world culture patronizes cultures of varied hues just for the sake of intellect and society. Travel through various countries and lands always invariably bring in the multifarious dimensions of the land traveled on. Cultures vary; practices vary; the way religions are practices also varies. The communication gap between the prophet and the today’s follower has increased to a great extent and on more than one occasion, the teachings of the prophet has been forgotten or not understood or worse still, not read at all. More or less this happens to be the case with the Christian and other Pagan religions as well. In the Medieval Eurasia and Africa, the clash of the religions was substantial high. This was reflected in the words of the Leo the African traveler on more than one occasion. Leo, as a Muslim started his run away from his birthplace, Grenada since he was chased out by the Christian capturers of Grenada. His journey went through Morocco and Egypt which happen to be Muslim and the difficulties he faces are minimal. Though, his adventures do invoke interest in the reader. Until, he falls into the hands of a set of Christian Pirates who take him as a prisoner for and on behalf of the Pope. He was a made a slave of the Pope. Travel in the Medieval world or on the threshold of the Modern world was very precarious particularly traveling into another country which had a different religion as its practice. In the early twentieth century, this clash had reached a crescendo. For instance, the Russians did not have any religion to support as a matter of fact, they were against the practice of any religion and hence there was an immense gap between the people who

Climate Change Effects on Vegetation Distribution Case Study

Climate Change Effects on Vegetation Distribution - Case Study Example The main effect, in this case, is climate change and global warming. This paper explores global warming with the focus on explaining some of the causes of global warming alongside the recent changes in climate recorded on the surface of the earth. Â  The term climate change can sometimes be used to refer to the climatic changes that are brought about due to human activities, rather than those climatic changes that are brought about as part of the natural processes of the earth. These terms have become quite a relevance as far as the environmental policy, and the global warming anthropogenic are concerned. Global warming, in this case, represents the increases in temperature and climate change and deals with global warming, and other aspects including the levels of the greenhouse effect. Â  Arguably, the rate in which energy is received from the sun and the loss rate to space determine a great deal both the climate of the earth and the equilibrium temperature (Bachelet & Lenihan, 2001). As research would have it, the energy is transferred all over the globe by use of ocean current, winds, and other different mechanisms which may affect the climate of other regions. It is worth noting that there are a number of factors that may lead to climate change. Key among them include solar radiation, variation, and orbit of the earth, continental drift, and the greenhouse gas changes concentration. Different climatic alterations in climatic feedbacks can either diminish or amplify the forces that initially. Other parts of the system of climate such as ice caps, an ocean. Within the climate variation context, human factors that are deemed to be affecting the climate are the anthropogenic factors. According to the scientific consensus concerning climate change, the climate is al ways changing and the changes are largely due to human activities.