Methods of Employee Performance Appraisals by Outlining their Benefits and Limitations - Free Essay Example

Sample details Pages: 8 Words: 2261 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Review Did you like this example? Introduction Organisations and managers are now using a number of appraisal methods in order to assess employee performance, and these methods both have benefits and negatives. An employee performance appraisal is a critique and a review of an employees performance during the year, or another specified time period (Woods, 2003). Performance appraisals are one of the most important processes for successful businesses, and are one of the key metrics a human resource department within an organisation will be judged on (Kressler, 2003). Don’t waste time! Our writers will create an original "Methods of Employee Performance Appraisals by Outlining their Benefits and Limitations" essay for you Create order Performance evaluations and appraisals have been conducted since the times of Aristotle, and the measurement of an employees performance can allow a company to take rational decisions on an individual employee level, when reflecting on their performance (Virginia Tech, 2010). Employee performance appraisals provide a structure for managers and employees to meet and discuss performance with each other (Lotich, 2014). Jafari et al., (2009) assert that performance appraisal is one of the most important processes that the human resource department has to implement. Indeed, there is little disagreement that if well done, performance measurements and feedback can play a valuable role in effecting the grand compromise between the needs of the individual and the needs of the organisation (Virginia tech, 2010). Companies need to understand the purpose of appraising performance. This is to motivate an employee to increase their performance levels by attempting to help the employee understan d why they are not performing effectively. It is also to identify how they can perform better (Kokemuller, 2012). This essay will look at a range of different employee performance appraisal methods, ranging from rating scales to team and self-evaluations. Both the benefits and the limitations of these will be looked at, in order to assess how effective they are as performance appraisal methods. Finally, the conclusion will discuss if there is one effective method that organisations should use, or if this is not the case. Rating Scales One method of appraisal is rating scales, and this is one of the more common forms of performance appraisal found within organisations (Jafari et al., 2009). Two of these which are commonly used are the graphic rating scale as well as the behavioural rating scale. Using the graphical rating scale, the employees are assigned a score based upon different criteria which are important to job success (Kokemuller, 2012). The behavioural scale focuses on the actual behaviours an employee displays. The benefits of rating scales is the fact that they are easy to use and to understand. Many managers and employees are also familiar with this technique, and they offer a simple way to communicate areas of strengths and weaknesses to the employee (Kokemuller, 2012). The graphical rating scale is not very time consuming at all, and they are easy to develop and administer as well as allowing for a range of quantitative analysis. Negatives of rating scales is the assumption that they are tied to a raise or a bonus for the employee, and this can contribute towards score inflation. Managers can also have a negative bias towards employees when utilising this method too (Kokemuller, 2012). Narrative Techniques Another technique is the narrative technique, which is similar to the critical independent method. When compared to the rating scales technique, these offer a more detailed analysis of job performance (Kokemuller, 2012). In these, an essay assessment is written of the performance for the narrative technique, with a log kept for the critical independent method. This log is based on the critical incidents which occur over the year, or the period of time the performance appraisal focuses on, and looks to the actual performance as opposed to behaviours like the essay technique (Jafari et al., 2009). A benefit of these techniques is the amount of detail, and how thorough they can be in analysing the behaviour of employees (Kokemuller, 2012). Maintaining a detailed set of notes throughout the year enables a manager to give a well-rounded and an accurate account of employee performance (Root, 2011). As well as this, there can be a focus on praising positive behaviours, as well as addressi ng areas where correction is needed. However, this thoroughness and scope for wide ranging discussion does leave the analysis up for open interpretation without a scoring and rating system, and therefore the employee may interpret the evaluation in a too positive or too negative light (Kokemuller, 2012). This method can be used in conjunction with other methods, such as the graphical scale, to enable something more quantitative with a qualitative rating too (Jafari et al., 2009). Comparison Methods Comparison methods is a multi-person method, which is a common appraisal technique. This approach, and the forced distribution method, compare the employees performance to the fellow workers within the organisation (Kokemuller, 2012). This allows the manager to communicate to an employee where they are performing well, and where they are not performing well in comparison to the other employees. The benefits of this are that this can motivate performance in competitive workplaces and among employees who have a competitive nature (Kokemuller, 2012). However this comparative methods could cause infighting, lack of teamwork and a lack of harmony among employees within the business, and this could lead to a deterioration in performance (Kokemuller, 2012). This method could be used in conjunction with the graphical scale, as the graphical scale would allow easy comparison between employees (Root, 2010). 360 Feedback The development of an employee is dependent on the progress made within the specific department that they work in, as well as how effective they are when working with the rest of the company (Root, 2010). 360 degree feedback is a popular performance appraisal technique in modern organisations. In this method, the employee is evaluated by a wide range of people. This can range from co-workers, to supervisors as well as customers and those working under them (Kokemuller, 2012). One advantage of this is that the employee can see how a wide range of stakeholders view their performance in the key relationships that are critical to the employees job role. Different perspectives are also a positive in the appraisal process, and this is much more comprehensive than having just one person assessing the employees performance (Kokemuller, 2012). Hakala (2012) notes that 360 degree feedback is the most comprehensive, but also the most expensive performance appraisal measure and is normally onl y reserved for key employees within the organisation. Indeed, 360 degree feedback can be seen to be very good for gaining a broader perspective, having multi source feedback and for greater self-development. It is able to measure a range of different objectives effectively that other aspects may not, such as interpersonal skills and customer satisfaction (HRwale, 2015). There is also the 720 degree method, which Shaout and Yousif (2014) cite that it is 360 degree but practiced twice. It includes getting feedback from further external sources such as suppliers, family and communities of which the organisation is intertwined with. 360 degree feedback is expensive and time consuming for organisations to implement, as it is much more comprehensive, and requires much more time invested in it to implement as opposed to the other methods previously discussed. Self Evaluation and Team Evaluations Another form of effective performance appraisal has been seen to be self-evaluation and team evaluation. The benefits of these are that they are easy to administer, involving forms that can be filled in and used to rate yourself or those in your team based on a number of different criteria (Root, 2011). These forms can also be used in conjunction with other methods in an attempt to see if their colleagues and self-performance evaluations are of a similar view to the managers. Indeed, Root (2010) mentions that this is particularly useful when teamed with a performance review. Fellow workers may possibly have a better perspective of the jobs that are performed by their peers, and also have a better insight into what working them is liked (Root, 2012). However, there is obviously the possibility that a bias may exist when self-evaluation, or evaluating colleagues who may be friends, or who may be disliked despite having stellar performance in their job roles. This evaluation by peers or by the team can help to open up conversation between the manager, the employee, and the team which can be extremely beneficial to the overall development for the employee (Root, 2010). This is because there can often be discrepancies between what the management, and what the employee consider to be important performance factors (Hakala, 2008). Management By Objectives The final technique of performance appraisal is management by objectives. Here, employees are assessed on how they can accomplish a specific set of objectives that the company have asserted are critical for the successful completion of the organisations corporate objectives (Jafari et al., 2009). Their performance can be graded against the objectives which are specified by the management (Shaout and Yousif, M, 2014). This is a process which converts objectives or organisations to objectives for the individual employees. This requires: setting goals, periodic reviews, plans of action as well as self-control (Jafari et al., 2009). So, the process would begin with statements of action such as reduce defected parts in the manufacturing process to 5%, throughout the process there would be a close monitoring and reviewing of the objectives previously identified to keep the employee focused on their goals (Hakala, 2008). Therefore at the end of year performance appraisal, the progress the employee has made towards their goals is assessed, with new goals set for the next year. This process can be seen to be more useful for managerial positions, as their key goals may be more closely aligned with corporate strategy, and thus easier to identify. Likewise, the negatives may not be applicable to all jobs. Another negative would be the fact that focusing on specific objectives in the performance review may lead the employee to neglect any objectives which are not so heavily scrutinised, or not tied to the allocation of merit pay (HRwale, 2010). Conclusion Is there one best method of performance appraisals? As has been seen in this essay, and as academics assert, there is no one size fits all approach to employee performance appraisal (Scott and Einstein, 2001). It can be seen that a range of different performance appraisal processes are effective when implemented (Root, 2010). As well as this, more and more companies are beginning to recognise that effective performance appraisal is key to successfully achieving corporate objectives (Grote, 2000). Human resource management and performance appraisals are aimed to improve corporate performance, while targeting individuals on the individual level as opposed to the business level. It is important to develop realistic and clear performance standards while reducing communication problems between the managers and their employees. Companies need to select the correct method for them based on a range of different factors, such as the need to compare employees, the cost of the method, the scope for error as well as the training needs evaluatio n for their specific company (Jafari et al., 2009). If performance appraisals are not done correctly, a mixed message can be left which leaves employees feeling disappointed and confused, whereas the purpose of performance appraisals are to reinforce the good work the best performers do, and to try and improve what poor performers do (Knight, 2011). In order for the performance appraisal process to be successful, it needs to have the same quality of businesses who thrive. It needs passion, agility, speed and alignment (Bersin, 2013). Organisations need to be flexible in their processes, and arrange them to meet the targets for their specific company. Organisations also need to be aware of overcoming the negatives of performance evaluation such as having a one sided conversation, or an evaluator bias (Johnson, 2011). If these are present, they can have a negative effect upon employees, which is not intended. Therefore it is impossible to recommend one process over all of the other s. As has been seen, all the processes have negatives and positives and are more applicable in different situations. 360 degree feedback is the most comprehensive of all the methods, but this is expensive and time consuming and can still fall foul of the negative aspects of performance appraisal. Companies thus need to ensure efficient performance appraisal, and align the process with their corporate objectives. Bibliography Bersin, J. (2013) [Online] Time to Scrap Performance Appraisals. Forbes. Available from: https://www.forbes.com/sites/joshbersin/2013/05/06/time-to-scrap-performance-appraisals/ Grote, D. (2000) [Online] Performance Appraisal Reappraised. Harvard Business Review. Available from: https://hbr.org/2000/01/performance-appraisal-reappraised Hakala, D. (2008) [Online] 16 Ways to Measure Employee Performance. HR World. Available from: https://www.hrworld.com/features/16-ways-measure-performance-021908/ HRwale (2015) [Online] Performance Appraisal Methods. Available from: https://www.hrwale.com/performance-management/performance-appraisal-methods/ Jafari, M. Bourouni, A. Amiri, R. (2009) A New Framework for Selection of the Best Performance Appraisal Method. European Journal of Social Sciences. 7(3). 92-100. Johnson, R. (2011) [Online] Advantages Disadvantages of Performance Evaluation. Available from: https://smallbusiness.chron.com/advantages-disadvantages-performance-e valuation-21143.html Knight, R. (2011) [Online] Delivering an effective performance review. Harvard Business Review. Available from: https://hbr.org/2011/11/delivering-an-effective-perfor Kokemuller, N. (2012) [Online] The Pros Cons of Performance Appraisal Methods. Available from: https://smallbusiness.chron.com/pros-cons-performance-appraisal-methods-39497.html Kressler, H. (2003) Motivate and Reward. Basingstoke: Palgrave Macmillan. Lotich, P. (2014) [Online] Advantages and Disadvantages of Performance Appraisals. Available from: https://thethrivingsmallbusiness.com/advantages-and-disadvantages-of-performance-appraisals/ Root, G. (2011) [Online] Basic Performance Appraisal Techniques. Available from: https://smallbusiness.chron.com/basic-performance-appraisal-techniques-1261.html Root, G. (2010) [Online] Methods of Performance Evaluation. Available from: https://smallbusiness.chron.com/methods-performance-evaluation-1869.html Scott, S. Einstein, W. (200 1) Strategic performance appraisal in team-based organisations: One size does not fit all. Academy of Management Executive. 15(2) 108-116. Shaout, A. Yousif, M. (2014) Performance Evaluation Methods and Techniques Survey. International Journal of Computer and Information Technology. 3(5). 966-979. Virginia tech (2010) [Online] Performance Appraisals 101. Available from: https://www.staffingpractices.soe.vt.edu/performanceappraisal101/literature.htm Woods, C. (2003) [Online] Employee Performance Appraisal. Available from: https://study.com/academy/lesson/employee-performance-appraisal-methods-process-examples.html

Racial And Historical Context Of A Worn Path And A Rose...

Racial/ Historical context of a worn path and a rose for Emily In a Rose for Emily William Faulkner portrays the discrimination against African American’s. His use of literary characteristics and instrumental in the success of his primary expressive purpose in the story. In the novel the author highlights the racism. He portrays the slaves as a worker in the South. The racism that happens in the story denotes that the number of race-based prejudice, violent, discrimination, or oppression. In addition, the number of his primary determinant of traits and capacities and those racial differences produce an superiority of a particular race. The use of the term â€Å"negro† clearly shows the author’s intentions. Faulkner truly conveys the experience of the African American in this time period that this story was written because he is able to show how people are stripped of their identities. By using the terms â€Å"negro† or â€Å"nigger† to describe African Americans. This was so severe that in some cases African A mericans became â€Å"property† to some, which Faulkner was able to convey. Faulkner’s use of these derogatory terms also helps to explain the prejudices suffered by blacks in the South. Miss Emily is a testament to the Civil War, having been born before or during the War. She bridges the years before the war and the turn of the century, symbolizing the values of the Old South and its resistance to change during the decades following the war. The Griersons had been an important familyShow MoreRelatedEudora Welty a Worn Path12166 Words   |  49 PagesA Worn Path by Eudora Welty Copyright Notice  ©1998−2002;  ©2002 by Gale. Gale is an imprint of The Gale Group, Inc., a division of Thomson Learning, Inc. Gale and Design ® and Thomson Learning are trademarks used herein under license.  ©2007 eNotes.com LLC ALL RIGHTS RESERVED. No part of this work covered by the copyright hereon may be reproduced or used in any form or by any means graphic, electronic, or mechanical, including photocopying, recording, taping, Web distribution or information storageRead MoreEudora Welty a Worn Path12173 Words   |  49 PagesA Worn Path by Eudora Welty Copyright Notice  ©1998−2002;  ©2002 by Gale. Gale is an imprint of The Gale Group, Inc., a division of Thomson Learning, Inc. Gale and Design ® and Thomson Learning are trademarks used herein under license.  ©2007 eNotes.com LLC ALL RIGHTS RESERVED. No part of this work covered by the copyright hereon may be reproduced or used in any form or by any means graphic, electronic, or mechanical, including photocopying, recording, taping, Web distribution or information storageRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesThe Making and Meaning of the New York City Landscape Gerda Lerner, Fireweed: A Political Autobiography Allida M. Black, ed., Modern American Queer History Eric Sandweiss, St. Louis: The Evolution of an American Urban Landscape Sam Wineburg, Historical Thinking and Other Unnatural Acts: Charting the Future of Teaching the Past Sharon Hartman Strom, Political Woman: Florence Luscomb and the Legacy of Radical Reform Michael Adas, ed., Agricultural and Pastoral Societies in Ancient and Classical

Capital Punishment5 Essay Example For Students

Capital Punishment5 Essay How do you feel about the saying, an eye for an eye? Do you feel that it is a good saying to run a nation by? Or do you agree with Gandhi who added to that statement, and everyone is blind? There have been many controversies in the history of the United States, ranging from abortion to gun control; however, capital punishment has been one of the most hotly contested issues in recent decades. Capital Punishment is the execution of a criminal pursuant to a sentence of death imposed by a competent court. It is not intended to inflict any physical pain or any torture; it is only another form of punishment. This form of punishment is irrevocable because it removes those punished from society permanently, instead of temporarily imprisoning them, this is the best and most effective way to deal with criminals. The usual alternative to the death penalty is life-long imprisonment. Capital punishment is a method of retributive punishment as old as civilization itself. The death penalty has been imposed throughout history for many crimes, ranging from blasphemy and treason to petty theft and murder. Many ancient societies accepted the idea that certain crimes deserved capital punishment. Ancient Roman and Mosaic Law endorsed the notion of retaliation; they believed in the rule of an eye for an eye. Similarly, the ancient Egyptians, Assyrians, and Greeks all executed citizens for a variety of crimes. The most famous people who were executed were Socrates (Saunders 462) and Jesus. Only in England, during the reigns of King Canute (1016-1035; Hoyt 151) and William the Conqueror (1066-1087; Miller 259) was the death penalty not used, although the results of interrogation and torture were often fatal. Later, Britain reinstated the death penalty and brought it to its American colonies. Although the death penalty was widely accepted throughout the early United States, not everyone approved of it. In the late-eighteenth century, opposition to the death penalty gathered enough strength to lead to important restrictions on the use of the death penalty in several northern states, while in the United States, Michigan, Wisconsin, and Rhode Island abandoned the practice altogether. In 1794, Pennsylvania adopted a law to distinguish the degrees of murder and only use the death penalty for premeditated first-degree murder. Another reform took place in 1846 in Louisiana. This state abolished the mandatory death penalty and authorized the option of sentencing a capital offender to life imprisonment rather than to death. After the 1830s, public executions ceased to be demonstrated but did not completely stop until after 1936. Throughout history, governments have been extremely inventive in devising ways to execute people. Executions inflicted in the past are now regarded today as ghastly, barbaric, and unthinkable and are forbidden by law almost everywhere. Common historical methods of execution included: stoning, crucifixion, burning, breaking on the wheel, drawing and quartering, beheading and decapitation, shooting, and hanging. These types of punishments today are banned by the eighth amendment to the constitution (The Constitution, Amendment 8). In the United States, the death penalty is currently implemented in one of five ways: firing squad, hanging, gas chamber, electrocution, and lethal injection. These methods of execution compared to those of the past are not meant for torture, but meant for punishment for the crime. For the past decades, capital punishment has been one of the most hotly contested political issues in America. This debate is a complicated one. Capital punishment is a legal, prac tical, philosophical, social, political, and moral question. The notion of deterrence has been at the very center of the practical debate over the question of capital punishment. Most of us assume that we execute murderers primarily because we believe it will discourage others from becoming murderers. Retentionists have long asserted the deterrent power of capital punishment as an obvious fact. .u1e80cb8877111b9b1dd6f823bf40b87d , .u1e80cb8877111b9b1dd6f823bf40b87d .postImageUrl , .u1e80cb8877111b9b1dd6f823bf40b87d .centered-text-area { min-height: 80px; position: relative; } .u1e80cb8877111b9b1dd6f823bf40b87d , .u1e80cb8877111b9b1dd6f823bf40b87d:hover , .u1e80cb8877111b9b1dd6f823bf40b87d:visited , .u1e80cb8877111b9b1dd6f823bf40b87d:active { border:0!important; } .u1e80cb8877111b9b1dd6f823bf40b87d .clearfix:after { content: ""; display: table; clear: both; } .u1e80cb8877111b9b1dd6f823bf40b87d { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u1e80cb8877111b9b1dd6f823bf40b87d:active , .u1e80cb8877111b9b1dd6f823bf40b87d:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u1e80cb8877111b9b1dd6f823bf40b87d .centered-text-area { width: 100%; position: relative ; } .u1e80cb8877111b9b1dd6f823bf40b87d .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u1e80cb8877111b9b1dd6f823bf40b87d .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u1e80cb8877111b9b1dd6f823bf40b87d .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u1e80cb8877111b9b1dd6f823bf40b87d:hover .ctaButton { background-color: #34495E!important; } .u1e80cb8877111b9b1dd6f823bf40b87d .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u1e80cb8877111b9b1dd6f823bf40b87d .u1e80cb8877111b9b1dd6f823bf40b87d-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u1e80cb8877111b9b1dd6f823bf40b87d:after { content: ""; display: block; clear: both; } READ: As Many Federal Departments And Agencies Lurch Into An Era Of EssayThe fear of death deters people from committing crimes. Still, abolitionists believe that deterrence is little more than an assumption and a naive assumption at that. Abolitionists claim that capital punishment does not deter murderers from killing or killing again. They base most of their argument against deterrence on statistics. States that use capital punishment extensively show a higher murder rate than those that have abolished the death penalty.

Zodiac signs Essay Example

Zodiac signs Paper 1st period Zodiac signs have been around for a period of time now. The orders of the signs are Aries, Taurus, Gemini, Leo, Virgo, Libra, Scorpio, Sagittarius, Capricorn, Aquarius, and Pisces. These signs are divided into four sections, which are Earth, water, and fire. A lot of people still wonder whether or not what they say about the zodiac signs are true or not, such as horoscopes and compatibility charts. The main concern is the affect your zodiac sign have on your personality and compatibility. Water signs are proven to be very emotional people. Water signs consist of Pisces, Scorpio, and Cancer. Relationships dont come easy to these people. Theyre very sensitive with there feelings all around. With that being said, its easy for them to pick up a vibe from others. These people have really strong intuition. The feelings of other people really interest them. Males of this sign are said to be the most sensitive males on the planet. People like this tend to feel sympathy for others, which means anything that has to do with helping someone, or giving someone attention, would be the perfect Job or task for them. We will write a custom essay sample on Zodiac signs specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Zodiac signs specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Zodiac signs specifically for you FOR ONLY $16.38 $13.9/page Hire Writer However, although the three signs are water signs, they do have their differences. A Pisces are a very changeable person, which means one thing never satisfies them for too long. Attention span for them runs very short. Its hard to get them to stick to something, and stay with it. They thrive off of change. Now, what interest most people if anything else doesnt, is compatibility. The water signs are most compatible with earth signs. These signs would be Virgo, Taurus, and Capricorn. These are the signs that water signs are most likely to get along with, and can benefit from one another. The earth signs are sure to keep you on your feet. Moving along, Earth signs, which in my personal opinion, I think are the most interesting people, in fact are! These are the most intelligent, stable, open-minded, practical, and reasonable people on earth. Unlike Water signs, earth signs dont really like change too much. They like too experience routines for a long period of time. The earth signs as said earlier include, Virgo, Taurus, and Capricorn. These people are really sensual, and base all their thoughts off reality. This somewhat explains why these people tend to be sarcastic. These people like to plan, and make goals for themselves. By conversing with these people they can usually tell you their whole true life. Some of the most successful people in the world, such as Beyond ©, Michael Jackson, and Paul Walker, are Virgo which is an earth sign. Surprisingly, these three earth signs have many differences. A Virgo falls into the sub- category of mutable, which means they can connect with everybody, and they can easily be in charge without creating conflicts. This is because they have many different outlooks, and can easily see things from a different perspective. It is very easy for these people to bring things or people together. If theres ever a problem Virgo are the ones to call. They have such an adaptable and diverse personality. Something out of nothing. The word that is said to describe theses people is preserving. Taurus can come off as basic compared to other signs. Their main concern is achievement. Capricorn on the other hand, are the ones that like to be the center of attention. They love to run things, as long as their doing that then theyre happy. Capricorn are very outgoing people. They are considered far from shy. Of course, earlier it was said that the earth sign is most compatible with the water sign. After all they do say water feels at peace in earth (Bloodspot). You should also know that although someone is the same sign, males and females have different traits. This is common sense. Now, with all of that being said, moving on to air signs. This includes Gemini, Libra, and Aquarius. These people love to talk, (Nuance Belches). This clearly means that communication is one of their best traits. Air signs are very social. Your most likely to catch these people at parties, speaking at conferences, and hosting big public events. These people have some of the most vivid imaginations. This makes them very creative, and has a very artistic sensibility. Therefore, they make great designers. The difference between these signs is that the interesting Gemini ha s two sides. This means that it has the traits of another sign, as well as its own. However, like a Virgo, this sign also falls under the sub-category of being mutable. In this case they can also almost get along with any other sign. A Libra is also known to play the leader role. Labias are also well known for not wanting to be alone. One of their main focuses is actually how well they interact with others. Unlike Libra being so into people, Aquarius people focus way more on the world, and really like to express new des by their daily activities. These air signs are compatible with last but not least fire signs. According to the astrology world air feeds fire, (Bloodspot). The fire signs are Leo, Aries, and Sagittarius. These signs are well known for being independent. Because theyre so focused on them, these people usually become very successful and on top. Due to their abundant focus on independence, they usually have a hard time with the closes people to them, because they lack showing them attention. These people are also very arrogant, so if you ever want to be felt sorry for, or held in arms, stay away from fire sign.