Exact Plan

Walk through your nearest town or city very early in the dawn and you will see an army of street sweepers on the roads cleaning up the litter left from all the shenanigans of the previous night. It’s a regular early morning time scene, and it frequently hides the litter problem we face. We don’t often give litter a second thought as we feel keeping the roads respectable is not our problem.

However, there is a sometimes imperceptible yet substantial impact litter plays on human psychology. One is more liable to think a neighbourhood is lacking law and order if litter is scattered around, and thus criminals see litter as a likely signal for an opportunity of a mugging or robbery. The same sign instills some fear in other individuals who are concerned they might be strolling through a more unsafe area and are wary of being robbed.

Not only that, but also the influence on the visual appeal of a neighbourhood. Rubbish lying about can give the visual aspect of a location looking run down even though it’s only been “abused” by revellers from the previous night. This can harm the reputation of a neighbourhood if individuals are visiting the location for this particular short period of time and only view it in its untidy state.

Prevention is always better than cure when it comes to litter. There’s no reason to drop litter if there are empty bins in the area. If there is a lack of rubbish bins, or the rubbish bins that are there are brimming, this is a matter to take up with the local council. Littering has a damaging influence on everyone.

Some form of the word ‘love’ exists in scripture 543 times and
is, conceivably, one of the most abused, excused, and misused
words in modern lingo, today.

I love your style. I just loved that show. I love the way you
fix your hair! I love ice cream. Oh, I love what you’ve done
with this room! I love you in that dress. I love it when you
make me laugh.

I LOVE YOU … unless I get hurt … just don’t ask me to help
… only when my needs come first … though not if it means
listening to you … barring when I can take credit … when
it’s convenient … if you love me … as long as you do what I
say … but not your children … unless you get in my way …
until I think of some good jokes at your expense … except you
put on a few pounds … omitting when friends are around …
whenever it benefits me.

Let’s make love. If you love me, you’ll do it. Never mind that
I’m sleeping with someone else, it’s you I love. You’re just
stupid - you know I love you.

I love you, but I won’t forgive you. I’m sorry for hurting you,
again, but you know I love you. I told you once that I love you,
that ought to be enough. What do I have to say to make you
believe me … I (bleep, bleep) love you, all right? If I say I
love you, then I love you. I can see others and still love you.
When you measure up to my expectations, then I’ll love you.

Some speak most eloquent words of love. Fewer show it in their
lives. But, whatever they speak, actions speak even louder.

Surely, God must prefer to disassociate from situations where
people misuse words that describe His character. And, wherever
He isn’t, it isn’t love.

It is impossible to love until we (know God and) begin to love
others as He loves us, because God is love and it’s His Spirit
that loves through us (1 John 4:8, 12b-13). Anything less is
counterfeit.

© by Joyce C. Lock
http://my.homewithgod.com/blessingsandlessons/ This writing may
be used in its entirety, with credits in tact, for non-profit
ministering purposes.

The appraisal should measure performance in accomplishing goals, plans and performance, in regards to corporate performance management. No one wants a person in a managerial role who appears to do everything right as a manager but who cannot turn in a good record of profit making, marketing, controllership or whatever the area of responsibility may be. Nor should anyone be satisfied to have a performer in a managerial position who cannot operate effectively as a manager.

In assessing performance, systems of appraising against verifiable preselected goals have extraordinary value. Given consistent, integrated and understood planning designed to reach specific objectives, probably the best criteria of managerial performance relate to the ability to set goals intelligently and to plan programs that will accomplish those goals and to succeed in achieving them. Those who have operated under some variation of this system often claim that these criteria are inadequate and that elements of luck or other factors beyond the manager’s control are taken into account when arriving at any appraisal. But, in too many cases, managers who achieve results owing to sheer luck are promoted, and others, who do not achieve expected results because of factors beyond their control, are blamed for failures. Thus, appraisal against verifiable objectives is, by itself, insufficient.

The system of measuring performance against pre-established objectives should be supplemented by an appraisal of a manager as a manager. Managers at any level also undertake nonmanagerial duties, and these cannot be overlooked. The primary purpose for which managers are hired and against which they should be measured, however, is their performance as managers- that is, they should be appraised on the basis of how well they understand and undertake the managerial functions of planning, organizing, staffing, leading and controlling.

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