Indonesiaâ€History and Geography

Indonesia has begun to emerge as an economic power in Southeast Asia, as well as a newly democratic nation. Its long history as the source of spices coveted around the world shaped Indonesia into the multi-ethnic and religiously diverse nation that we see today. Although this diversity causes friction at times, Indonesia has the potential to become a major world power. Capital and Major Cities Capital Jakarta, pop. 9,608,000 Major Cities Surabaya, pop. 3,000,000 Medan, pop. 2,500,000 Bandung, pop. 2,500,000 Serang, pop. 1,786,000 Yogyakarta, pop. 512,000 Government The Republic of Indonesia is centralized (non-federal) and features a strong President who is both Head of State and Head of Government. The first direct presidential election took place only in 2004; the president can serve up to two 5-year terms. The tricameral legislature consists of the Peoples Consultative Assembly, which inaugurates and impeaches the president and amends the constitution but does not consider legislation; the 560-member House of Representatives, which creates legislation; and the 132-member House of Regional Representatives who provide input on legislation that affects their regions. The judiciary includes not only a Supreme Court and Constitutional Court but also a designated Anti-Corruption Court. Population Indonesia is home to over 258 million people. It is the fourth most populous nation on Earth (after China, India and the US). Indonesians belong to more than 300 ethnolinguistic groups, most of which are Austronesian in origin. The largest ethnic group is the Javanese, at almost 42% of the population, followed by the Sundanese with just over 15%. Others with more than 2 million members each include: Chinese (3.7%), Malay (3.4%), Madurese (3.3%), Batak (3.0%), Minangkabau (2.7%), Betawi (2.5%), Buginese (2.5%), Bantenese (2.1%), Banjarese (1.7%), Balinese (1.5%) and Sasak (1.3%). Languages of Indonesia Across Indonesia, people speak the official national language of Indonesian, which was created after independence as a lingua franca from Malay roots. However, there are more than 700 other languages in active use throughout the archipelago, and few Indonesians speak the national language as their mother tongue. Javanese is the most popular first language, boasting 84 million speakers. It is followed by Sundanese and Madurese, with 34 and 14 million speakers, respectively. The written forms of Indonesias multitude of languages may be rendered in modified Sanskrit, Arabic or Latin writing systems. Religion Indonesia is the worlds largest Muslim country, with 86% of the population professing Islam. In addition, almost 9% of the population is Christian, 2% are Hindu, and 3% are Buddhist or animist. Nearly all of the Hindu Indonesians live on the island of Bali; most of the Buddhists are ethnic Chinese. The Constitution of Indonesia guarantees freedom of worship, but the state ideology specifies a belief in only one God. Long a commercial hub, Indonesia acquired these faiths from traders and colonizers. Buddhism and Hinduism came from Indian merchants; Islam arrived via Arab and Gujarati traders. Later, the Portuguese introduced Catholicism and the Dutch Protestantism. Geography With more than 17,500 islands, of which more than 150 are active volcanoes, Indonesia is one of the most geographically and geologically interesting countries on Earth. It was the site of two famous nineteenth-century eruptions, those of Tambora and Krakatau, as well as being the epicenter of the 2004 Southeast Asian tsunami. Indonesia covers about 1,919,000 square kilometers (741,000 square miles). It shares land borders with Malaysia, Papua New Guinea, and East Timor. The highest point in Indonesia is Puncak Jaya, at 5,030 meters (16,502 feet); the lowest point is sea level. Climate Indonesias climate is tropical and monsoonal, although the high mountain peaks can be quite cool. The year is divided into two seasons, the wet and the dry. Because Indonesia sits astride the equator, temperatures do not vary much from month to month. For the most part, coastal areas see temperatures in the mid to upper 20s Celsius (the low to mid-80s Fahrenheit) throughout the year. Economy Indonesia is the economic powerhouse of Southeast Asia, a member of the G20 group of economies. Although it is a market economy, the government owns significant amounts of the industrial base following the 1997 Asian financial crisis. During the 2008-2009 global financial crisis, Indonesia was one of the few nations to continue its economic growth. Indonesia exports petroleum products, appliances, textiles, and rubber. It imports chemicals, machinery, and food. The per capita GDP is about $10,700 US (2015). Unemployment is only 5.9% as of 2014; 43% of Indonesians work in industry, 43% in services, and 14% in agriculture. Nonetheless, 11% live below the poverty line. History of Indonesia Human history in Indonesia goes back at least 1.5-1.8 million years, as shown by the fossil Java Man - a Homo erectus individual discovered in 1891. Archaeological evidence suggests that Homo sapiens had walked across Pleistocene land bridges from the mainland by 45,000 years ago. They may have encountered another human species, the hobbits of the island of Flores; the exact taxonomic placement of the diminutive Homo floresiensis is still up for debate. Flores Man seems to have become extinct by 10,000 years ago. The ancestors of most modern Indonesians reached the archipelago around 4,000 years ago, arriving from Taiwan, according to DNA studies. Melanesian peoples already inhabited Indonesia, but they were displaced by the arriving Austronesians across much of the archipelago. Early Indonesia Hindu kingdoms sprang up on Java and Sumatra as early as 300 BCE, under the influence of traders from India. By the early centuries CE, Buddhist rulers controlled areas of those same islands, as well. Not much is known about these early kingdoms, due to the difficulty of access for international archaeological teams. In the 7th century, the powerful Buddhist kingdom of Srivijaya arose on Sumatra. It controlled much of Indonesia until 1290 when it was conquered by the Hindu Majapahit Empire from Java. Majapahit (1290-1527) united most of modern-day Indonesia and Malaysia. Although large in size, Majapahit was more interested in controlling trade routes than in territorial gains. Meanwhile, Islamic traders introduced their faith to Indonesians in the trade ports around the 11th century. Islam slowly spread throughout Java and Sumatra, although Bali remained majority Hindu. In Malacca, a Muslim sultanate ruled from 1414 until it was conquered by the Portuguese in 1511. Colonial Indonesia The Portuguese took control of parts of Indonesia in the sixteenth century but did not have enough power to hang on to their colonies there when the much wealthier Dutch decided to muscle in on the spice trade beginning in 1602. Portugal was confined to East Timor. Nationalism and Independence Throughout the early 20th century, nationalism grew in the Dutch East Indies. In March of 1942, the Japanese occupied Indonesia, expelling the Dutch. Initially welcomed as liberators, the Japanese were brutal and oppressive, catalyzing nationalist sentiment in Indonesia. After Japans defeat in 1945, the Dutch tried to return to their most valuable colony. The people of Indonesia launched a four-year independence war, gaining full freedom in 1949 with U.N. help. The first two presidents of Indonesia, Sukarno (r. 1945-1967) and Suharto (r. 1967-1998) were autocrats who relied upon the military to stay in power. Since 2000, however, Indonesias president s  have been selected through reasonably free and fair elections.

The Interview Paper - 890 Words

The Interview Paper Description of Stoneman Stoneman is ninetieth-years-old. He is a 5 feet 8 inch Chinese boy. He has a big nose but small eyes with glasses. By looking at his mouth, you will think that he is a talkative boy because of his big mouth, but not. He is a passive person. If you don’t talk to him, he never opens his big mouth because he knows his mouth stinks. Although you maybe hate stink, you will like to talk with him because he is really very kind and he can give you a good reaction and a helpful suggestion when you have any problem you can’t solve by yourself. He is a smart boy and also a fat boy. His abdomen’s length is 37 inch. He can eat 4 Big-Macs in the lunch, therefore he got 185 pound. He don’t like sport, so†¦show more content†¦A: You can say that, but actually, my family immigrated in this country. Q: Which college are you studying now? A: Queensborough Community College but I will transfer to the St. John University next years because my college is a 2-year college, so I have to go to another college. Q: What is your major? A: My majors are Economic and Marketing. The minor is Accounting. Q: You have a lot of classes, do you think you can handle them? A: Yes, of course. The America’s education is not similar to Hong Kong. I feel no pressure in studying here. It is so comfortable to study in this country. Q: What do you think about the differences of education or college between Hong Kong and the United States? A: I don’t know how to say but I can remember that when I was studying in Hong Kong, I felt extremely terrible pressure everyday. You know there are only 7 universities in Hong Kong and more than ninety thousand students want to get to the universities every year. It is not enough seat to supply all the students. You have to contend with another students. You must fight for the certification to go to the university. That pressure drove me crazy. It was an indelible memory and I cannot forget it because it already branded in my mind. But in this country, you can find college or university everywhere. You don’t need to worry that you cannot go to the college. You can also apply the finical aid. The only think youShow MoreRelatedInterview Paper : Comparative Interview Essay1699 Words   |  7 PagesComparative Interview Paper Gladwell Kamaru MidAmerica Nazarene University Comparative Interview Paper I got the opportunity to interview two distinct professional counselors. I will be discussing their similarities and differences in their professional careers; Based on their professional identity, approach to therapy orientation, work setting as well as discussing unique experiences they have encountered. The interview experience was very insightful in understanding the work environment forRead MoreInterview : Comparative Interview Paper Essay1700 Words   |  7 PagesComparative Interview Paper Introduction Gladwell Kamaru MidAmerica Nazarene University Comparative Interview Paper Introduction I got the opportunity to interview two distinct professional counselors. I will be discussing their similarities and differences in their professional careers; Based on their professional identity, approach to therapy orientation, work setting as well as discussing unique experiences they have encountered. The interview experience was very insightful in understandingRead MoreInterview Paper1104 Words   |  5 Pagesshe is involved in to be important. She dislikes people who put other people down. Overall CW values her family and hard work ethic. Assessments Performed: On February 20th, 2017, the following tools were used to complete an initial evaluation: interview, informal structured observation, and the Texas Functional Living Scale [TFLS]. The TFLS is a standardized assessment tool that is used for individuals who are 16-90 years old (Munro Cullum, Weiner, Saine, 2009). This is also an assessment thatRead MoreInterview With My Interview Paper929 Words   |  4 PagesFor my interview paper, I decided to talk to my neighbor Rebecca Schwartz, who I have known for 14 years. I decided to interview her because she was an early education teacher for infants and toddlers and has experience working with an entire classroom of students with disabilities as well as experience working with a classroom with only one student with a disability. I wanted to gain insight on her experiences teaching a classroom with only one student with a disability, while the remaining classroomRead MoreInterview Paper1441 Words   |  6 Pagesspeaks Russian fluently. J is beginning is second year of teaching 7th grade language arts at Anson Middle School. Setting, Dates, and Lengths of Interviews Both interviewees graciously agreed to meet with me in the media center at Anson Middle School and each interview lasted approximately 1 hour. The interview date for J was Tuesday, July 18th; S’s interview was held on Thursday, July 20th. Questions The following questions were posed to each person: Are truly democratic classrooms possible? Do publicRead MoreInterview Reflection Paper846 Words   |  4 PagesFor my interview reflection paper, I decided to listen to the NPR’s interview with Oliver Sacks, â€Å"A Neurologist at the ‘Intersection of Fact and Fable.† Terry Gross had the opportunity to interview him in regard to his book, â€Å"Hallucinations,† which elaborates on patients who had hallucinations as a result of numerous different causes, including medications and injuries. Gross also asked him personal questions that pertained to his own experiences with recreational drugs and being a neurologist. ThereforeRead MoreLeadership Interview Paper721 Words   |  3 PagesLeadership Interview and Reflection Paper Grand Canyon University LDR-600 Leadership Styles and Development Tiffany Helton April 24, 2013 When interviewing a leader in an organization in order to discover their leadership style one must ask critical questions. I had the opportunity to interview Casey Aguirre who is a Team Manager at the Salem Call Center for T-Mobile. Casey has been with T-Mobile for over 11 years. In this interview we discussed her leadership style, the steps she took toRead MoreInterview Paper With A Counselor Essay800 Words   |  4 PagesAuthor Interview paper with a Counselor (Rebecca Alexander), and a Social Worker (Mina McVeigh). This interview is for Mrs. Scott’s online class. â€Æ' Throughout history in the United States, we have multiplied the amount of individuals who are considering or participating in the fields: social work and/or counselor. These career fields are not always positive because individuals see situations that makes them cringe. However, there is a lot of rewarding aspects of these specific fields, each individualsRead MoreCounseling Interview Paper1017 Words   |  5 Pages Counselor Interview Paper Jessica Peacock I plan on going into the School Counseling field, so for my interview I went to a long time family friend Kay Weems. Kay is a school counselor currently at Madison Station Elementary, but she has 19 years of experience at different levels of education in counseling and in different environments as well. She also was an elementary teacher for 10 years prior to becoming a school counselor. Kay went to school at Mississippi State and received a bachelor’sRead MoreInterview with the Vampire Paper3909 Words   |  16 PagesProfessor Radek FLM 2009-100 2 December 2011 Summary Applications Paper: Interview with the Vampire: The Vampire Chronicles I have enjoyed many vampire movies over the years, long before they became the popular pop-culture genre they have become due to the success of The Twilight Saga films. One movie I have enjoyed viewing many times since its debut in 1994 is Interview with the Vampire. This film is an adaptation of the book Interview with the Vampire written by Anne Rice in 1973 and published in

A Little Bit of Truth Essay Free Essays

For a week, six days in a row I went snowboarding. It was then that I thought where did the snow come from. At first I thought of â€Å"god† but of course there were no gods there are only spirits! So later on that day I thought of a weird and crazy Native American story. We will write a custom essay sample on A Little Bit of Truth Essay or any similar topic only for you Order Now It had a little bit of truth with some personifications and a weird and crazy reason for why things were. So this is it. When the world was created the sheep said to their mother cow, â€Å"Why is there always rain we want something warmer†? The big, fat, and ugly mother cow snorted with her big partly abomination snout. Then she spoke with her vampire teeth that scared everyone including her (when she looked in the mirror). â€Å"You want something other than my humble and awesome rain†? she paused for a second thinking about her next statement, and then she finally said â€Å"OK I’ll give you snow† and now this is why sheep love snow. But this isn’t the end, yet there is more to come. Instead of being really mean the mother cow didn’t just punish her kid sheep, she created a short summer and fall and spring this was only because inside she had a pigs heart including the cows heart and that is why the snow melts and arrives. My theory is very reasonable and that is why you should believe in this also the wind god told me this while I was on the mountain. In conclusion my theory has truth and the wind got told me I wasn’t crazy, so you have to believe. How to cite A Little Bit of Truth Essay, Essays

Emerging Trends and Applications in Information Communication Technolo

Questions: Demonstrate the ability to evaluate management practice using Organisational Behaviour theories and research and make practical recommendations (Evidence Based Management). Demonstrate the ability to conduct literature search and review. Demonstrate the ability to write in an academic style? Answers: Introduction The economic conditions of the present day market scenario are tough to deal with for any organization, along with the tough economic conditions; the competition in any market scenario on a global basis has increased exponentially in the past few years. It has been noted by top officials in the field of management that there is a need for the employees of various organizations to understand the goals of the organization. The individuals are working in the organization first needs to achieve the goals that have been set for them individually or on a group basis to achieve the higher order goals of an organization (Abston and Kupritz, 2011). This method increases the chances of achieving the organizational goals and in the process also increases the working efficiencies of the individuals, who are a part of the organization. This method of goal setting has been considered by many as a method of motivation for the employees of an organization. This essay sheds lights on the various proc esses of goal settings and the different types of goals that can be assigned to an individual or a group of individuals in the organization (Knies and Leisink, 2013). The goals shall also be determined based on the type of work that the individuals are involved in within the organization. The essay shall also highlight the various levels of goals that a person can achieve. The goals can be considered to be just basic goals or can also be some challenging goals, which acts as a source of motivation for the individuals in the organization. The essay shall also discuss the effects of feedbacks and how they are to impact the individuals in the organization. It should be noted that the feedback system is only for persons who are involved in the managerial processes of the organization (Schultz, 2006). Goal Setting Process The theory that is related to the process of Goal Setting is a well-known and established theory of motivation. This fact is evident from the various researches and application of the principles related to the process of goal setting in various organizations. The main point of interest of the theory is that it encourages individuals in pursuing a specific goal that shall be challenging and helps the individuals in performing better in their field of interest. It is as opposed to the idea of setting an easy goal for an individual and just asking them to do the best possible on their part. There have been various researches on the process of goal setting and their effects on the individuals (Krishnan, 2009). It has given rise to the various mechanisms that are involved in the process and the conditions that act as the boundary conditions for the goal setting process. It has been seen from previous researches that a concrete and challenging goals enhance the performance of an individual , as it focuses their attention on a fixed result of their persistence and effort. Their focus on a single objective enables then to develop themselves and their usage of the various strategies that are required for the completion of their goals (MA, 2015). It has been noted from previous researches that goal setting depends on the complexity of the task, the commitment towards the goal and the feedback that the individual receives for their work (Li and Wang, 2015). The researches that have been conducted on the process of goal setting also states that the process has not yet been made to be aligned with the policies and the practices of the organization. It is because, in an organization, the work that an individual is frequently responsible for is now being shared by a group (Kleingeld, van Mierlo and Arends, 2011). This development in an organization has led to further research on the process of setting goals. Till date, the only published report is a meta-analysis that had been conducted by Frink, OLeary-Kelly and Martocchio in the year of 1994. Their research stated that there is a positive effect of the setting of group goals on the performance of the group (Shahin and Mahbod, 2007). This result was concluded after they compared the impact on the group performance due to the setting of low goals or no goals at all. Thus from the various researches and previous works that have been done in the field of goal setting, it is being advised that the individuals and the groups that are working in the organization be assigned with specific and challenging goals (Chowdhry, 2012). It shall help the organization in improving its quality of service because the performance of the individuals and the groups that are working within the organization shall improve due to the process of goal setting (Matsui, Kakuyama and Onglatco, 1987). It is being advised that the goals that shall be set for the various individuals or group working within the organization be set depending on the plans which the company makes for the upcoming annual year. Types of Goals It is being proposed based on the theories of goal setting that the goals that are set for the individuals who are working at the managerial posts, be individualistic in nature, whereas, the goals that are being set for the non-managerial individuals in the organization be group goals (Tosti, 2006). From researches that have been conducted in the past by Matsui in the year of 1987, it has been observed that more than individual goals, people in the Japanese culture set more importance to the achievement of the group goals (Locke et al., 1989). It led to the conclusion of the fact that the productivity that an organization got when they set group goals was much more in comparison to the productivity that an organization go by setting individual goals only. Further research conducted by Kleingeld in the year of 2011 supported the fact that was put forth by Matsui (Kleingeld, van Mierlo and Arends, 2011). The term egocentric was introduced by Kleingeld to describe individual goals and stated that the performance level based on individualistic goals was less compared to the performance due to group-centric goals (Zetik and Stuhlmacher, 2002). The research indicated that there is a need for a both individual as well as group goals to maximise the level of performance in an individual . The conclusion of the study that was conducted by Kleingeld stated that the groups goals had a more positive effect on the performance of an organization rather than individual goals (Nguyen, Hoang and Jedrzejowicz, 2012). It also states that the effectiveness of the various individual goals can be increased and improved if they are to be made more group-centric instead of making them egocentric in nature. Thus based on the various studies and researches in the past, it is being advised to maximise the performance level of the various individuals (Johnson, Dickinson and Huitema, 2008). The individuals who are working in the organization, group-centric and individual goals should be set for the managerial staffs for achieving a higher performance level and the same should be applicable even for the individuals who are working in the non-managerial posts within the organization (Van Soelen, 2013). Level of Goals There have been a number studies and researches in the past that states that higher level and specific goals evoke the maximum level of effort from an individual working in the organization. The performance level of an individual improves and increases while trying to achieve a higher level and specific goals (Nicklin and Williams, 2011). Whereas, studies indicate that the effectiveness of achieving a goal that is vague or lower in nature i.e. not challenging for the individual does not improve the performance of an individual. Researches that has been conducted in the past by Mento, Steel and Karren in the year of 1987 or Tubbs in the year of 1986 all support the above-stated fact. There has been confusion regarding the terms goal level and goal difficulty. Goal difficulty is stating the probability in achieving a particular goal. A goal that only 10% of the organizational workforce can achieve is considered to be a more difficult goal than a goal that the rest 90% of the organizati onal workforce can achieve. Whereas, goal level is often correlated with the term goal difficulty but is considered to be the performance level that needs to be achieved while achieving a particular goal (Pidd, 2012). The study that has been conducted by Locke in the year of 1967 and 1982 simply states that the level of performance is directly related to the level of the goal that needs to be achieved. The study indicates that higher the level of the goal the higher the level of the performance, but the condition remains that the ability of the individual or the group who is trying to achieve the said goal is adequate to achieve the set goal (Cureu, Janssen and Meeus, 2013). Thus, from the studies that have been done in the past, it is being advised that there should be a mix of higher level and basic level goals for the individuals in the organization (Palomares, 2009). The higher level goals shall act as a motivating factor for the individuals and shall encourage them to improve their level of performance and, as a result, improve the performance and level of quality of the organization (Gmez-Izquierdo et al., 2015). The basic goals can be considered to confidence booster and shall also be used for improving the performance of the individuals who are not adept at achieving higher level goals. Interim Review and Feedback Review and Feedback is an important part of the process of goal setting. It is considered to be a major aspect of improving the performance of an individual or a group. The concept of Review and Feedback is based on the process of investigation of the actions of the individuals or groups in the task of achieving a set goal and providing them with the information based on their performance (Shahin and Mahbod, 2007). There are two types of feedback that one can receive. It can be individual feedback or it can also be a group feedback. But studies indicate that while working in a group a mixture of individual and group feedback is the best method of feedback. Studies conducted by Zander and Wolfe in 1964 and Zanjoc in the year of 1962 states that the feedback that consists of the group and individual performance reports tends to be more effective over a feedback that contained information regarding the performance of either the group of the individuals only. In the year of 1982 Campbell and Lord devised a method of establishing a relation between goals and feedback and the work that is put in by an individual in achieving the goals (Davis, 2005). This relation was devised from the theory of control theory. Thus, it is evident from the studies that the feedback and review system is necessary to motivate the individuals working to improve on their present state of performance in order to achieve their set goals (Wright, 2012). Conclusion It has been quite evident from all the researches that have been done in the past on the process of goal setting and the related theories. The organization can make use of the various processes that are involved in the goal setting process in so as to enhance the work quality, by improving the performance of the individuals who are working within the organization (Pekrun et al., 2014). The four factors that have been highlighted and mentioned in the paragraphs as mentioned above are of utmost necessity for the organization to achieve a higher order organizational service level and performance. References Abston, K. and Kupritz, V. (2011). Employees as customers: Exploring service climate, employee patronage, and turnover.Performance Improvement Quarterly, 23(4), pp.7-26. Chowdhry, B. (2012).Emerging trends and applications in information communication technologies. Berlin: Springer. Cureu, P., Janssen, S. and Meeus, M. (2013). Shining lights and bad apples: The effect of goal-setting on group performance.Management Learning, 45(3), pp.332-348. Davis, W. (2005). The Interactive Effects of Goal Orientation and Feedback Specificity on Task Performance.Human Performance, 18(4), pp.409-426. Gmez-Izquierdo, J., Feldman, L., Carli, F. and Baldini, G. (2015). Meta-analysis of the effect of goal-directed therapy on bowel function after abdominal surgery.British Journal of Surgery, 102(6), pp.577-589. Johnson, D., Dickinson, A. and Huitema, B. (2008). The effects of objective feedback on performance when individuals receive fixed and individual incentive pay.Performance Improvement Quarterly, 20(3-4), pp.53-74. Kleingeld, A., van Mierlo, H. and Arends, L. (2011). The effect of goal setting on group performance: A meta-analysis.Journal of Applied Psychology, 96(6), pp.1289-1304. Knies, E. and Leisink, P. (2013). Linking people management and extra-role behaviour: results of a longitudinal study.Human Resource Management Journal, 24(1), pp.57-76. Krishnan, R. (2009).Formal models for group-centric secure information sharing. San Antonio, TX: Dept. of Computer Science, University of Texas, San Antonio. Li, P. and Wang, W. (2015). A novel group-centric secure information sharing model with trust level considered.International Journal of Wireless and Mobile Computing, 8(2), p.194. Locke, E., Chah, D., Harrison, S. and Lustgarten, N. (1989). Separating the effects of goal specificity from goal level.Organizational Behavior and Human Decision Processes, 43(2), pp.270-287. MA, L. (2015). PERFORMANCE FEEDBACK, GOVERNMENT GOAL-SETTING AND ASPIRATION LEVEL ADAPTATION: EVIDENCE FROM CHINESE PROVINCES.Public Administration, p.n/a-n/a. Matsui, T., Kakuyama, T. and Onglatco, M. (1987). Effects of goals and feedback on performance in groups.Journal of Applied Psychology, 72(3), pp.407-415. Nguyen, N., Hoang, K. and Jedrzejowicz, P. (2012).Computational collective intelligence. Berlin: Springer. Nicklin, J. and Williams, K. (2011). Self-Regulation of Goals and Performance: Effects of Discrepancy Feedback, Regulatory Focus, and Self-Efficacy.Psychology, 02(03), pp.187-201. Palomares, N. (2009). Did You See It Coming?: Effects of the Specificity and Efficiency of Goal Pursuit on the Accuracy and Onset of Goal Detection in Social Interaction.Communication Research, 36(4), pp.475-509. Pekrun, R., Cusack, A., Murayama, K., Elliot, A. and Thomas, K. (2014). The power of anticipated feedback: Effects on students' achievement goals and achievement emotions.Learning and Instruction, 29, pp.115-124. Pidd, M. (2012).Measuring the Performance of Public Services. Cambridge: Cambridge University Press. Schultz, J. (2006). Measuring service industry performance: Some basic concepts.Performance Improvement, 45(4), pp.13-17. Shahin, A. and Mahbod, M. (2007). Prioritization of key performance indicators.Int J Productivity Perf Mgmt, 56(3), pp.226-240. Tosti, D. (2006). Commentary: What ever happened to feedback technology?.Performance Improvement, 45(2), pp.5-7. Van Soelen, T. (2013). Building a Sustainable Culture of Feedback.Performance Improvement, 52(4), pp.22-29. Wright, S. (2012).Competitive intelligence, analysis and strategy. London: Routledge. Zetik, D. and Stuhlmacher, A. (2002). Goal Setting and Negotiation Performance: A Meta-Analysis.Group Processes Intergroup Relations, 5(1), pp.35-52.