Performance Management Initiative

Performance Management Initiative Significance of Performance Management Initiatives It is known that the performance management is having importance for the both, the employers and the employees. In relevance, employers having the implementation of the performance management system results in having the adequate understanding regarding the effectiveness of the employees contribution to the achievement of the organizational objectives. Kuvaas, Dysvik, Buch (2014), stated that the presence of the effective performance management system enables the HR managers to evaluate the levels of the employee contribution, based on which the changes are considered, either through training and learning development, or analyzing the gaps, in the performances, which can be filled with motivational practices. The integration of the performance management initiatives is perceived as the influential practice. It is mainly because the presence of either of the initiatives reflects the presence of the transparency in the working environment for the employees and the organization contrib ution for their betterment and increasing their value, serves as the motivational attributes Belogolovsky Bamberger (2014). Therefore, through employee performance management, the organizations not only sustain the employees productivity but also structure the directional paths for their future growth. Performance Management System and the Initiatives In concerned with the MiningCo, isolated location and circumstances of working, also involving the frequent traveling, will consecutively result in the de-motivation of the employees or might result in growing number of the employee quitting, overall resulting in the decrease of the organizational productivity. Thus, it is perceived that MiningCo is having the critical need for implementing the performance management and initiative program. According to He, Zhu, Zheng (2014), in order to achieve the superior organizational performance, the major role is played by the employee engagement and devotion, towards the task performance. Therefore, the presence of the performance management system will support in improving the employee productivity, which is reflected in the outcome generated. Also, the improvement of the employee morale, which is built through time to time performance feedback and appraisals, or the rewards employees received based on their contributions. It is also percei ved that the consideration of the performance initiatives, also effectively contributes to the retention of the loyal and skillful employees, efficient for the mining operations, resulting in the increased profitability. Further, the performance management in the isolated mining location can also be sustained through the effective communication. Pulakos, et al (2015), explained that the performance management is a significant communication, which occurs between the managers and the employees, arriving together at the objective point, through engaging the participative behavior. It is perceived that in order to sustain the morale of the employees participative leadership will be required, which indulges motivational gains, through welcoming the inputs of the employees in the decision-making levels. Further, in accordance with the Maslows Hierarchy of Needs theory and pyramid, the presence of the participative communication among the managers, achieves the belongingness and the love s tage (Jerome 2013). However, perceiving the criticality and distinctiveness of the human behaviors, the major issue is that all the employees are not having the similar intrinsic or extrinsic motivational grounds (Ajmal et al. 2015). The level of the physiological needs, such as the water, food, shelter, etc are often covered through the income distribution, but in the case of retention and achieving the strengths for the future growth additional initiatives are significant, while taking into account the employee behavior identification and understanding is mandatory. Hence, it is perceived that apart from the positive feedback, effective communication, and participative leadership, employees working at the isolated mining location, also requires the achievement of the safety and security, the self-esteem development, and the self-actualization levels. Iverson Zatzick (2011), asserted the frequent feedback from the manager within teamwork, delivers the perception to the employees of being valued, consi dered as the morale-raising investment. Moreover, either the intangible or the tangible, such as the appreciations through certificates, medals, or the financial rewards, also develops the valuable perspective for the employees, motivating them to invest more of their hidden and polished skills. However, considering the critical work description in the mining field, the employees might prefer the financial incentive, as the major motivational initiative. Belogolovsky Bamberger (2014), based on the financial incentives, suggested the use of the direct cash bonuses, medical insurances, or the initiation of the retirement plan, or the profit sharing plans, which provides the employees with the future stability. However, it is critiqued that the financial initiatives only work, when combined with the verbal appreciation and the recognition value. Recommendations Under the developed perspectives, generated through the theoretical implications and based on the practical environment analysis of the working at the isolated mining location, it is recommended that the location requires the integration of the motivational performance management system. It is because of the frequent traveling and the criticality of working in the mining fields results in the stressful conditions, which might decrease the intrinsic motivational circumstances of the employees, resulting in increased efforts to be invested in the employee retentions. Further, in regards to the performance initiatives, it significant to sustain the employee interest, based on which the financial initiatives, such as the quarterly or the annual bonuses, the medical insurance, profit sharing or the retirement plan is highly required. The major rationale behind the integration of these initiatives is to enhance the employee morale, through maintaining their intrinsic and extrinsic motivati onal factors, which is supportive for the organization productivity. It is mainly beneficial for the organizational performance, while on the other hand, it will not only enhance the employees skills and their future career growth but will also support in positive decision making for moving forward. Case Two: Staff Rotation Retention Issues Criticality in Single Entity Operations Leisenring et al (2012), defined single entity business operations, as the separate out departments, subsidiaries, or any of the business unit, for which the financial information is reported to the parent company and to the operational legal agencies. However, in the current era, in which the businesses are widely expanded, the single entity exposed to the major issues of external threats, and requires, adequate environmental management. The similar are the circumstances, reflected by the provided case. Iossa Martimort (2012), explained the rationale behind corporate perceiving the use of single entity operations, stating that through the single entity business structure, the risk allocations are effective, the operation costs remain low, and also include certain legal benefits. Nevertheless, in relevance to the Economic Theory, it is also reflected that the engaging of the single entity, in the present initiates the controlling and decision-making issues, for the managers; while o n the other hand, it makes the responsibilities of the managers, difficult for protecting the business assets (Foss, Foss, Nell 2012); (Ellis 2016). Therefore, it is perceived that although having certain benefits, the single entity business operations are comparatively having the critical issues, such as the protection of the operations and the business assets, the control management, the less staff rotation, and the criticality of decision making. Under similar consequences, the single entity operations at the isolated locations are also having the external threats, which are pressurizing the internal management of the skilled workers. The major issue at the MiningCo. single entity regions is the presence of the limited number of employees, which is mostly managed through the number of fly-in and fly-out, however, overall increasing the complexity in the staff rotations. Further, another complication is the growing exposure to the terrorist threats, such as the presence of the ISIS in the Middle East regions. In addition, the economic crisis of Greece, are further acting as the major de-motivational consequences, which are potentially provoking the senior executives to quit from the company. Altogether, for the MiningCo, it will create the drastic impact, as the continuous threatening will result in the inefficient decision making, loss of the control, and the emergence of the retention complexities. Nevertheless, under such c ritical circumstances, the corporate is not having the significant control on the external threat reductions, however, the motivational rationales and the employee retentions can be considered at the prior level. The Motivational Attributes Retention Policies Van De Voorde, Paauwe Van Veldhoven (2012), stated that the considering the significant concept of motivation is associated with the number of factors, which the companies considers and integrates, in order to either obtain the satisfactory levels of the organizational performances or in order to manage the critical issue occurred. It is evaluated that for integration of the motivational options, the development of the motivational strategies and its planning is critical, as the human behavior and understanding of the motivational aspects are distinctive. Further, if the company is previously having financial incentives, as the major motivational factor, the major issue will be satisfying the employees on the new motivational grounds (Kehoe Wright 2013). In the light of the Maslows Hierarchy of needs, the major issue at the MiningCo is related to the ineffective management at the isolated location, that is reflecting the absence of the physiological and the safety motivational fact ors, which are having the potential impact of the external threats and the absence of fundamental employee retention policies. Under such circumstances, the corporate can consider the initiation and distribution of the potential security plans, not only provide the monetary safety for the employees, such as the profitability share or the retirement plan but the environmental security, which can develop the perspective of working in the secure environment. In accordance to the Hawthorne Effect, the change in the physical working environment, such as through lightening effects, the safety and security systems, or the comfortable working and break hours, results in increased employee productivity (Miller Cockrell 2015). In addition, Twemlow (2012), revealed that generally in the economic crisis the leaders or the managers, get engaged with the one-sided focus, taking organizational pressures. However, it is more effective to actively engage with the employees, involving the support and feedback mechanism, which results in the positive impact on the employees, signifying the attribute of value, and hence, resulting in increased productivity. Similarly, perceiving the financial motivation critical during economic crisis, employees motivation and their retention can be practiced by rewarding the individual contributions, increasing the attribute of recognition in the working environment. Recommendations For the MiningCo, the two of the major issues, faced by the entity, mainly include the isolated workplace environment and the outside security threats. In order to overcome this, the recommended option is given in the light of the Maslows hierarchy of needs, whereby, the entity needs to focus on the physiological needs of employees. It is the second most important need of employees, that they want security at their workplace, and in their job, from the inside, as well as, the outside threats. Otherwise, such the security threats disrupt employees, in fulfilling their duties, and put unnecessary pressure on them, leads decline in the level of productivity. The second recommendation is provided to MiningCo, in the light of the Hawthorne Effect, that suggests that employees want the attractive working environment, group involvement, appreciation and attention of the management. Such the factors have importance, more than the financial incentives, provided to the workers, mainly in the times of economic crisis. However, while making isolated sites of the company, it causes separate the workers, through the other sites, as well as, the head office. Hence, it needs to develop the innovative working environment, through installing hi-tech lightening and the safety and security systems. Further, the communication and coordination, and the feedback, among the different sites, are required, which will not only result in the requirement of the staff rotation but will develop the integration of the activities of the members of different sites, generating efficient productivity. Last, in regards of considering the economic crisis in Greece, it is recommended that the MiningCo, isolated fields, should implement the individual reward perspective, along with the above-articulated recommendations. In case, the workers can be provided with the monetary rewards, such as discount vouchers, a gift or the complementary box, etc. However, the major criticality, which is to be considered, is the behavioral perceptions of the senior executives, analyzing the factors of their motivation, and hence, designs the motivational and the retention packages. Case Three: Crisis Management Team According to Vaiman Collings (2013), the Crisis Management Team is structured, in order to provide the support to the organizational management through reducing the level of the issues, which may reflect during the crisis time frames. Hence, below is the description for the need of structuring the CMT at the MiningCo, covering the increasing risk of talent management, knowledge transfer, and the employee retention. The Substantial Talent Gap Under my evaluation, the MiningCo, individual site, has impacted by the major talent gap, prevailing in the industry. It is identified that the employee retention is becoming difficult, while on the other hand, the workers talent pool, is shrinking in number and the productive skills, as the older generation, is either retiring or leaving the organization, taking the profound pool of knowledge and experience. Hence, it is perceived that within no time, the transfer of the adequate knowledge and the learning of skills will become non-existent. In addition, forming the collaboration, with the external learning and training schools of the mining industry, will require the additional investment and the long time durations, hence, making the worker shifts adjustments difficult. Therefore, in concerned with the substantially growing talent gap, I consider the development of the Crisis Management Team is the appropriate option, as for certain time, it will control the employee retention and the sustains the motivational grounds, based on which the talent gap generated will be recovered. Team Structure and Function The team structure of the Crisis Management Team (CMT), will be similar to the organizational structure of the MiningCo, under such circumstances, the employees will be having the adequate understating of the knowledge inflow and transfer and communication, exhibiting effective familiarity. Moreover, the structured team will act as, or resembles the structure and the functionality of the Regional Emergency Management Team. The selected members of the team will act as the knowledge and the support provider at the emergency sites, sharing their experience and the skills with the less experienced or the newly employed workers. The team will also be responsible for managing the specific region issues and the overall impacts, through effective communication with the workers, analyzing and discussing their concerns. It will also function, as the training personnel for the specific site region, developing the training agenda, the scheduling of the groups, and analyzing the aftereffects of t he training sessions, while also providing the active and spontaneous participative feedbacks. In addition, the leader of the team will be elected through the mutual consent of the potential stakeholders, generated through voting practice, and the leader, referred as the Regional Crisis Manager, is entitled to integrate the transformational and the participative behavior. Selection Criteria Referring to the selection criteria for the CMT, the most appropriate and the skilled members will be considered, comparatively having the valid and the significant experience. The skilled criteria will be developed, including the qualification bar, the presence of all the skills required, and the years of experience, additionally taking into account the past evaluations of the members of the crisis management. Further, the current employees, having the critical thinking ability, for analyzing the coming challenge and the ability of spontaneous decision making will be selected. However, it is considered that most of the senior executives will be positioned in the CMT, as it will act as the value for them, proving them with the substantial responsibility, while also covering the effectiveness of retention. Further, the member will be appointed through different regions, in order to perform the effective mechanism of the staff rotation, providing the opportunity to the members for revi talizing their skills and the motivational level. Team Format The positions within the CMT includes, the CMT (Regional Crisis) Manager, the Human Resource Advisor, and the two of the immediate HR training, retention, and strategic reporting officers, the Environmental Evaluator and the Advisor, responsible for analyzing the chances for the emerging crisis, through evaluating the internal and external environment. The position will also contribute to planning and decision making, coordinating the planned implementations, training needs, and scheduling, and updating the incident plans, in order to mitigate the threat of the uncertain or certain challenges. The Crisis Management Advisor will support the functions, through approving the decisions and the changes required, by taking into consideration, the legal, financial, and employee productivity and concerns. The CM Advisor will also be responsible for assigning the tasks or the changes in the regional operations. In addition, the Subject Matter Experts will be selected, for assisting the CMT Ma nager, the CM Advisor, and the HR training personnel, as needed. Reward Strategies The crisis management is the crucial responsibility for the employees, as it requires highly attentive behavior and the adequate and spontaneous decision making, which also results in the increase of the workload and the stress. However, under such circumstances, I perceived that major role will be played by the CMT leadership, that is the CMT Manager, high responsible for initiating and encouraging the effective communication. Hence, the employees will understand the value of their presence, resulting in holding of the motivational impact. Further, the feedback generation on the certain intervals will also exhibit the sense of recognition and responsibilities. In addition, as discussed earlier, small monetary rewards shall be provided to all the team members, such as participating bonuses, additional paid leaves, or either the certification for CMT skills, etc. In regards of overcoming the crisis of the continuous decline in the presence and the transfer of the adequate knowledge an d the learning of skills, the HR managers can be provided with the technological systems, for managing their responsibilities, resulting in decreased workload, through presence of hi-tech systems, under the influences of the innovative technology strategies. Further, the senior executives, considering leaving the organization should be hired in the CMT, exhibiting the staff rotation, and assigning them the role of the training leader, will provide them with the additional recognitions, as their service and experience will be transferred and recognized.

Mountain Man Brewing Company Case Essay -- Business Strategy managemen

Mountain Man Brewing Company Case The purpose of this case study is to explore the implications for expanding the products offered by Mountain Man Brewing Company (MMBC) from one product, Mountain Man Lager, to adding a Light version of the beer. This paper will evaluate the following: 1. The positioning statement of MMBC; including what has made MMBC successful and how MMBC distinguishes itself from competitors. I will argue that quality and authentic West Virginia family recipe created a brand that differentiates the lager from competitors. 2. How these factors enabled MMBC to create such a strong brand; and why, despite its strong brand, MMBC was experiencing a decline in 2005. I will show that the decline is due to changes in beer drinking patterns, markets, and demographics in the region as well as the U.S. in general. 3. An evaluation of whether or not to launch Mountain Man Light. I will explore the pros and cons of creating a light version of the brew and other strategic options for growth if this brand extension is not launched or if the launch is unsuccessful. I will demonstrate that launching a light beer product shows promise for improved profit through 2010, but that another strategy should be under development during that time frame if MMBC wants to remain competitive for the long term. Mountain Man Brewing Company’s Positioning in the East Central Market According to Alvin J. Silk, a positioning statement is designed to define who are a company’s customers, what set of needs does the product fulfill, and why is the product the best one to fill those needs (2006, p. 90). I found this question challenging because a positioning statement should define â€Å"the place the firm wishes to occupy in its’ targe... ... I believe these types of products would tap into the quality that Mountain Man Lager is known for and seem like a better fit with the Brand Mountain Man is famous for. This would also open up opportunities to extend the brand into brew pub restaurants, which have become very popular in recent years. I think that Mountain Man’s unique distinctive history and brand recognition could be used to create a memorable restaurant experience. The main point of this argument is that MMBC should continue to explore opportunities to improve profit. In a mature market, I believe the worst thing MMBC could do is to settle for the â€Å"status quo†. References Abelli, H. (2007). Mountain Man Brewing Company: Bringing the brand to light. (2069) Boston, MA: Harvard Business School Publishing. Silk, A. J. (2006). What is Marketing? Boston, MA: Harvard Business School Publishing.

Human Beings are More Alike than Different

â€Å"Human beings are more alike than different.† This is a statement that may be argued by many people. Personally I agree with this statement because even thought, all of us are unique individuals, but the purpose of our existence is the same.Humans are greedy, greed is a feeling where we want more than what most people have in the world. People are this way because of society and the world in general. People all want money, we cannot do much unless we have money.People choose to be greedy and keep money because they feel as if they earn it they have to keep it. Some people fake their divorce to get money from the government and even fake their income so they can get free medical care, food stamps.Humans are selfish, if there is one thing that we love the most in this world would be ourselves. We are no different from each other, we become selfish without seeing or knowing it because we always want to believe we're right at all costs. After we are born, we cry for our needs to be known, we cry to have attention.Slowly we learned to live with others and accommodate others but at times of crisis, our instincts tell us to save ourselves first. We judge and gossip others, even whole societies or whole other countries, on too little information or on media reports.Humans all want freedom, we all want freedom because everything we do has to do with freedom. Nothing could be done right without freedom, without freedom, we would be forced do to do things we do not want to do, and no way to change it at all. Consequently it is indeed that â€Å"human beings are more alike than different. †

Free Essays on Controversial Issue

Same-Sex Partner Adoptions Children are precious gifts who deserve to be nurtured and loved. There are thousands of children that are born everyday, and parents and family abandon some of them. However, there are plenty of couples who would love to make these children an addition to their families. Traditionally, a husband and wife adopt children. Today this traditional couple has expanded to include couples of the same sex. Same sex couples are often looked down upon; according to societal views, same sex couples are â€Å"morally wrong.† The issue should be focused on the best adoptive parents for the child. Sexual orientation should not affect whether or not a person should be a parent because homosexual individuals are able to provide everything that heterosexual couples can provide for a child. Studies have suggested that same sex parents are often bad parents. This study refers only to the atmosphere of growing up in a same sex household. What does good parenting really mean? Good parenting is giving the child love: nurturing and providing the child with the necessities that are needed for life such as food, water, clothing, and a safe residence. Good parenting does not include anything about a parent’s sexual preferences. Society and some laws base their decisions on the gender of the adoptive couples. Homosexual individuals are able to adopt, but a same sex couple is unable to adopt a child. This idea is ridiculous because most people would assume that two parents are better than one good parent. I believe children in same sex families have the same opportunity to develop as children with heterosexual parents. The fact that parents happen to be homosexual has no adverse effects on the development of a child. Studies have shown that in some instances same sex adoptions increase a child’s emotional and financial security. According to a few articles, same sex parenting has an affects on the child’s peer relations, s... Free Essays on Controversial Issue Free Essays on Controversial Issue Same-Sex Partner Adoptions Children are precious gifts who deserve to be nurtured and loved. There are thousands of children that are born everyday, and parents and family abandon some of them. However, there are plenty of couples who would love to make these children an addition to their families. Traditionally, a husband and wife adopt children. Today this traditional couple has expanded to include couples of the same sex. Same sex couples are often looked down upon; according to societal views, same sex couples are â€Å"morally wrong.† The issue should be focused on the best adoptive parents for the child. Sexual orientation should not affect whether or not a person should be a parent because homosexual individuals are able to provide everything that heterosexual couples can provide for a child. Studies have suggested that same sex parents are often bad parents. This study refers only to the atmosphere of growing up in a same sex household. What does good parenting really mean? Good parenting is giving the child love: nurturing and providing the child with the necessities that are needed for life such as food, water, clothing, and a safe residence. Good parenting does not include anything about a parent’s sexual preferences. Society and some laws base their decisions on the gender of the adoptive couples. Homosexual individuals are able to adopt, but a same sex couple is unable to adopt a child. This idea is ridiculous because most people would assume that two parents are better than one good parent. I believe children in same sex families have the same opportunity to develop as children with heterosexual parents. The fact that parents happen to be homosexual has no adverse effects on the development of a child. Studies have shown that in some instances same sex adoptions increase a child’s emotional and financial security. According to a few articles, same sex parenting has an affects on the child’s peer relations, s...

Free Essays on Decision Of A Lifetime

that would make any man shudder, â€Å"I’m late.† David left shortly thereafter saying that he wasn’t mature enough to handle this responsibility at this point in his life, that she should do what she felt was best. That episode occurred 3 weeks ago and today is where Elizabeth would find out the real answer to her question (as if she wasn’t sure of it already). The doctor entered the room and greeted Elizabeth warmly, asking what was the reason for this visit and Elizabeth explained her situation and the doctor’s eyes widened and she said to Elizabeth, â€Å"Well. Then, lets find out what’s going on, shall we.† With that, the examination began, after about 10 minutes, the doctor told Elizabeth to get dressed and to meet her in her office. Elizabeth complied and paused outside the doctor’s office for a moment, taking time to gather her thoughts, all the while thinking â€Å"If it was good news she woul... Free Essays on Decision Of A Lifetime Free Essays on Decision Of A Lifetime Elizabeth sat in the waiting room of the doctor’s office anxiously awaiting her name to be called, when after what seemed like days, her name was finally called followed by, â€Å"the doctor will see you now.† Slowly she rose from her chair and followed the nurse into an examination room. Once in the room, she was told to remove her clothes and to put on the gown that the nurse had handed her. Shortly thereafter, the nurse left and Elizabeth was left alone to think about what had put her into this position â€Å"How could I have been so stupid, I knew better than to believe that he loved me,† she kept repeating to herself. She had let herself fall victim to a man who had just wanted to have sex with her, one who split the day that he found out that she might be pregnant. She had known David for only 10 weeks and quickly fell for his boyish charm and sincerity act. She feared that she may have been pregnant shortly after they had slept together for the first tim e, and quickly broke the news to David by uttering the two words that would make any man shudder, â€Å"I’m late.† David left shortly thereafter saying that he wasn’t mature enough to handle this responsibility at this point in his life, that she should do what she felt was best. That episode occurred 3 weeks ago and today is where Elizabeth would find out the real answer to her question (as if she wasn’t sure of it already). The doctor entered the room and greeted Elizabeth warmly, asking what was the reason for this visit and Elizabeth explained her situation and the doctor’s eyes widened and she said to Elizabeth, â€Å"Well. Then, lets find out what’s going on, shall we.† With that, the examination began, after about 10 minutes, the doctor told Elizabeth to get dressed and to meet her in her office. Elizabeth complied and paused outside the doctor’s office for a moment, taking time to gather her thoughts, all the while thinking â€Å"If it was good news she woul...

Ethics of Product Pricing Essay Example | Topics and Well Written Essays - 500 words

Ethics of Product Pricing - Essay Example Two, more common arguments, put forward by these companies are that they need to cover R & D costs and they have to cover the development costs before the product becomes obsolete. R & D costs are those costs associated with manufacture of the drugs, research done to find the cure of a disease and any other costs that are bore by the drug manufacturing companies in order to bring their product in the final shape, one that is presented to the consumers for sale. These costs are often very high and in order to cover those costs products are marked-up with these costs against the expected sales. Similarly, whenever a company develops a product, it saves its rivals from spending on the research and they use the research done by the original developer and enjoy free-riding at the expenses of the first developer. So, firms are forced to cover those costs before the patent expires and rivals start copying the drug. As a result, they charge high price to cover these costs during the time whe n patent is still active. As a result, this behavior is reflected in high prices for the consumers. John Rawl’s theory of distributive justice was based on equity and liberty. It focuses on equal distribution of assets between different members of the community. Rawls also stressed that everything must be done in an act of achieving fairness. He negated the idea that actions of one person should harm another person. This can be related to the pharmaceutical industry in a way that both rich and poor in the society should receive equal health care regardless of their abilities to pay. This will create an atmosphere in the society that will lubricate the process of societal goods in which all will work towards a common aim of doing something good for society. For example, drug companies might share R & D costs, in order to provide good for the consumers or society by providing them cheaper medicines. Similarly, it can also

A Bright New Boise Essay Example | Topics and Well Written Essays - 750 words

A Bright New Boise - Essay Example The play’s main character is Will, a staunch believer in Christian dogma. He interprets each word in the Christian Bibles as the literal truth and, therefore, believes that there will be â€Å"rapture† and God will come to redeem His people while the non-believers will be left to suffer. The play’s title suggests that, Boise, which is the capital city of Idaho, is bound to be a renewed and better place after the rapture that Will anticipates. This title also draws one’s attention to this fundamentalist belief of a future utopia, where there will no longer be any form of suffering. The dramatist and the director of â€Å"A Bright New Boise† settled for a suitable time to show people’s yearning for a better life and shift toward religious beliefs in the event of problems. This is because; the modern American society is presently characterized by numerous difficulties, especially economically, forcing many to believe the possibility of intervent ion or redemption by a higher deity. Hunter’s play shows how people’s beliefs vary and how we all seek refuge in diverse ideas about life in order to cope with hardships and tedium of life. Discussion During the introduction of the play, one is able to learn that the title’s connection to Idaho is due to Hunter’s background as a resident of the state. This perhaps gives the dramatist adequate knowledge about beliefs of Christian fundamentalists. The play begins just as the main character, Will, is hired in a Hobby Lobby store that deals with crafts and other works of art. Will, a middle-aged man who seems soft-spoken in nature, has left his home following a scandal that implicated his fundamentalist church. He has come to the Hobby Lobby store not only to escape his past, but also to try and regain a connection with his adolescent son Alex. Will apparently gave up baby Alex to adoptive parents and wants to reconnect with him before the rapture takes place . Tom Ross includes other characters like Pauline, the store’s manager; Leroy, a worker and Alex’s brother, as well as, Anna, another worker, to build themes portrayed by the play. The play, which adopts  a comic, yet somewhat dark nature, gives insight into family, religious faith, as well as, the significance of establishing connections with others. The play is set in the break room of a Hobby Lobby store. The room is painted with dull colors, like a dull shade of blue for the door and gray for the floors, lockers and walls. The tables are white with grayish supports, while the chairs are brown with legs similar to the tables. The hard edges of the rectangular door and window further accentuate the stereotype of discomfort and unaccommodating nature of modern corporate workplaces. This stereotype is also fostered by the harsh instructions and commands unleashed by the store’s manager. Ross also manages to incorporate other features of a contemporary workplac e like employees’ lockers and a working coffee maker. Further, the employees wear blue vests and badges on their chests, to signify their affiliation to the store. These elements emphasize the mundane or routinely nature of work, in America’s blue collar job environment. The break room at the Hobby Lobby is also lit by fluorescent lights that produce a harsh and irritating light. The television in the room does not play its purpose of relaxing the employees because of its white light and equally irritating noise. On the other side of the stage is an empty highway with big streetlights. As the play progresses, the audience hears loud traffic noises characteristic of a highway during late hours of the night. These features further emphasize the uncomfortable nature of the work environment and the long hours they have to