The Five Factor Model free essay sample

Finally, economic forces relate to conditions in the local labor market including the degree of labor mobility and the competitive economic pressures the organization may face (Baron Kreps, 1999). These forces influence CI endeavor to collectively address the concern of corporate ethics and the maintenance of ethical standards. Social Forces Employees misunderstanding can lead an effect on the organization, it is important that companies establish internal codes of conduct and outline ethical obligations. Unethical business practices can create undesired results in their employees such as confusion, misaligned judgment, and dissatisfaction. These employees may eventually leave the company or produce sub-optimal work. In both scenarios, the company will have wasted valuable resources. Political and Legal Forces CI is governed by such legislation as the Economic Espionage Act (EEA), which prohibits illegal activities such as computer hacking, wiretapping, the use of bribery to obtain information, and the misrepresentation of identity (Pagell, 1998). It is difficult, however, for legislation to include all aspects of CI. We will write a custom essay sample on The Five Factor Model or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This leaves room for a â€Å"gray area† of conduct, which often leads to unethical practices. An organization may choose to either enforce the use of unethical methodology or to provide guidance that supports ethical conduct (Trevino Weaver, 1997). Whichever stance the corporation chooses will eventually have a direct impact on how the CI team member may perform. Where unethical practices are adopted, CI members often feel pressured to appease for fear of punishment, even when their own ethical standards are compromised (Trevino Weaver, 1997). A rift between job obligation and loyalty to the company may soon induce the employee to depart on negative terms. Those employees in companies that address ethical issues, however, have been shown to take more pride in their work and provide more optimum results (Trevino Weaver, 1997). Economic Forces A competitive industry environment encourages the formation of an effective and well-maintained CI department. A well aware firm will often make the additional investment of providing sufficient training to its employees. Nonetheless, job mobility and turnover tend to be high in the CI industry. Many CI professionals quickly develop a certain degree of expertise in their field (Trevino Weaver, 1997). It is not surprising, therefore, that competing companies may be quick to lure employees away to their own CI departments (Trevino Weaver, 1997). This would obviously have a number of negative consequences on the original firm. The organization would have to reinvest resources to replace and train new staff and, more importantly, intelligence gathered by their former employees may fall into competitors’ hands. CI employees may also simply leave an organization because their assignment has come to an end. Most CI assignments last less than three years (Barndt, 1999) and CI positions are not always considered by the firm to be an ongoing obligation. This could also work to the firm’s disadvantage, since gathered intelligence should never be considered static. New developments are always transpiring that render recently collected intelligence obsolete and invalid. The firm that fails to recognize this will have surely wasted its CI efforts. Workforce The workforce element of the Five-Factor model concerns demographic factors such as social (or workforce) homogeneity (i. e. , workforce uniformity with respect to education, work experience, etc. ). Workforce consistency also includes the skill set incorporated into the team. Demographic factors can also seriously impede or enhance CI and strategy (Baron Kreps, 1999). The skill-set that the CI team leader possesses is vital to team success. Managers need to be able to understand the degree of management their particular team requires. Due to the creative and sometimes ambiguous nature of CI, team leaders must know when to step in and give direction or when to let the CI team members find their own resolution. Micro-management from the team leader will likely undermine team effectiveness and inhibit team performance as members become dependent upon guidance or possibly resentful of interference (Simon, 2000). Too little direction from the team leader may lead to confusion with regards to the composition of team deliverables. The team does, however, need a certain level of direction as a lack of team and project structure can decrease CI effectiveness (Simon, 2000). Effective planning can enhance team performance, as it allows the team to gain greater understanding of the thought processes and concerns of their colleagues. Proper planning can also ensure project alignment with the clients’ demands, and thus create a strategy that will fulfil the project’s overall purpose (Simon, 2000). It is important that CI managers also possess heightened communication and organizational skills, as it is their role to coordinate the CI function with that of the organization. More importantly, the CI manager must build effective networks with the organization’s decision-makers in order to clearly and effectively relay project requirements to the team as well as communicate output from the team. All team members need to possess certain skills to be effective CI professionals. They must be creative and resourceful, have a passion for delving deeply into issues, and be able to deliver finished intelligence roducts in a form that executives can utilize (Simon, 2000). The skill set of the CI team should invariably incorporate a broad array of expertise. By including members with only one type of educational or work background, the CI manager may inadvertently create a team that lacks vital skills. For instance a team in which members consist only of scientists â€Å"may produc e a report that lacks a business or social perspective,† whereas a disproportionately â€Å"tactical team may lack strategy evaluation or strategic insights† (Simon, 2000). OrganizationAL Culture and Structure The organization’s culture refers to the norms of conduct, work attitudes, and the values or assumptions that direct behavior in the organization (Baron Kreps, 1999). It is the structural and cultural aspects of the organization upon which the application of CI is based (Simon, 1998). However, although the organization may have decreed that CI be an integral part of its structure, CI acceptance and proper utilization may not necessarily ensue. Other organizational departments may fail to understand the role and correct function of the CI department. All too often, these departments inundate the CI division with unreasonable requests for information (Mysore Turan, 1999). Such requests occupy valuable time and waste the organization’s resources. Much of the information requested is either a redundant duplication of a previously-completed project requested by an unrelated department, or these requests are simplistic (but time consuming) data-finding missions that the requesting department should have researched for itself (Mysore Turan, 1999). The CI department’s function should not be thought of as a â€Å"trivia-on-demand service† (Kalb, 1999). The function of the CI professional is not to simply provide raw data but to recover, analyze, and present findings in a format that can be used to influence organizational strategy. The CI department also faces other threats if the rest of the organization does not recognize its proper function. If the CI department is considered less essential than other departments, it will receive inadequate resources. Insufficient numbers of staff are often overworked, and under-trained, and are sometimes also responsible for additional duties not related to CI (Sawka, 1998). In ddition, CI departments are often deprived of the funds, equipment, and materials that are essential for CI specialists to perform their jobs adequately (Calof, 1999). Too often, requesting departments do not communicate their needs to the CI department clearly (Sawka, 1998). This can result in uncertainty over project requirements. For the CI department to succeed, it must build extensive information networks within the organization (Sawka, 1998). These information networks must not only provide what is asked of them, but should also utilize data or intelligence collected by other divisions. Unfortunately, it may often be the case that many of the other divisions develop a sense of ownership for self-generated reports and also distrust the CI department, resulting in an unwillingness to share information (Calof, 1999). With all of these restrictions in place, the CI department may be able to deliver little more than data summaries to its customers† (Sawka, 1998). In an attempt to overcome these cultural obstacles, CI practitioners must strive to exhibit or achieve the following (Bernhardt, 1999): †¢ Strong leadership, team, and communicative abilities Credibility in the eyes of management †¢ Respect as objective and trusted professionals throughout the organization †¢ The ability to produce an actionable product Organizational Strategy Before adopting a CI initiative, the organization’s distinct competencies and long-term objectives should to be considered. The question that needs to be asked in this regard is â€Å"Do these factors support C I? † The CI function should be a recognized part of the organization’s core strategy and considered an essential part of the decision-making process (Bernhardt, 1999). Intelligence must be â€Å"close enough to policy, plans, and operations to have the greatest amount of objectivity, integrity, and judgement† (Bernhardt, 1999). However, for a CI effort to succeed, the most important condition to satisfy is acceptance by the organization’s corporate decision-makers. When used as intended, CI intelligence can be a significant tool for strategic decision-making. Often, managers â€Å"get stuck on internal issues and forget about what’s going on outside† (Kalb, 1999). CI provides a means to efficiently identify outside concerns. Unfortunately, CI is often ignored or placed secondary to other concerns (Bernhardt, 1999). Ideally, the head of the CI department should be an invited member at board meetings. Unfortunately, this practice is generally not exercised, as the CI function is seldom considered by management to be â€Å"sufficiently credible† (Bernhardt, 1999). Thus, it may be the corporate decision-makers themselves who fail to recognize the importance of CI. In a survey conducted on the opinions of chief executive officers (CEOs) and chief information officers (CIOs), the majority of respondents believed that the CI function had both offensive and defensive uses and that it was at least somewhat important (Vedder, Vanecek, Guynes Cappel, 1999). Most believed that spending time and resources on CI activities was appropriate and that their firm’s IT function, in particular, could benefit from using CI. The majority of CEOs believed that their organization’s CI efforts would expand within the next two to three years. Although results from this survey seem somewhat promising, the overall lack of managerial support within a number of organizations seems to be the greatest setback for successful CI implementation and, consequently, the biggest reason for its failure to be effective. Lack of managerial support may be attributed to several factors. First, managers often do not know what intelligence to ask for, or alternatively, do not know how to interpret or utilize the intelligence they receive. Second, managers often do not know how to use intelligence or CI departments efficiently. Finally, preconceived notions may obstruct managers’ views. It can be inferred that until these obstacles are overcome and managers change the value they place on the incorporation of intelligence into their daily operations, CI will remain of marginal significance (Gilad Smith, 1998). Each of these obstacles is discussed in more detail below. Technology of Production and Organization of Work The final element of the Five-Factor model encompasses a broader spectrum of ideas. It is not so much concerned with the available technology per se, but more with the way in which labor inputs are converted to outputs. That is, this element is mostly concerned with how tasks are organized and coordinated, not just by what machines, if any, are utilized. This element contemplates the required skills of the employees, the monitoring of employees, and task ambiguity and creativity (Baron Kreps, 1999). Culture Structure Competitive Intelligence Success Strategy Workforce Production Organization External Environment

Giant Water Bugs, Family Belostomatidae

Giant Water Bugs, Family Belostomatidae Theres a reason members of the family Belostomatidae are called giants. The giant water bugs include the biggest insects in their entire order. North American species can reach 2.5 inches long, but the size record for this family belongs to a South American species that measures a full 4 inches in length at maturity. These hulking Hemipterans lurk below the surface of ponds and lakes, where theyre known to nip at the toes of unsuspecting waders. What Do Giant Water Bugs Look Like? Giant water bugs go by a number of different nicknames. Theyre called toe biters for their habit of sampling peoples feet (which, as you might imagine, is a startling and painful experience). Some call them electric light bugs, because as adults these winged behemoths can and do fly, and will show up around porch lights during mating season. Others call them fish killers. In Florida, people sometimes call them alligator ticks. No matter the nickname, theyre big and they bite. Members of the family of giant water bugs shares certain morphological traits. Their bodies are oval and elongate in shape, and appear flattened. They have raptorial front legs, made for grasping prey, with thick femora. Giant water bugs have short heads, and even shorter antennae, which are tucked beneath the eyes. A beak, or rostrum, folds under the head, just as in terrestrial true bugs, like assassin bugs. They breathe by means of two small appendages at the end of the abdomen, which function like siphons. How Are Giant Water Bugs Classified? Kingdom – AnimaliaPhylum – ArthropodaClass – InsectaOrder – HemipteraFamily - Belostomatidae What Do Giant Water Bugs Eat? A giant water bug eats just what you would expect a large, predaceous, aquatic insect to eat: other insects, tadpoles, small fish, and snails. Theyll eat whatever they can catch, and they dont concern themselves with finding small prey.  Giant water bugs can overpower critters several times their size with their strong, grasping forelegs. According to some sources, giant water bugs have even been known to capture and consume small birds. Like all true bugs, giant water bugs have piercing, sucking mouthparts. They pierce their prey, inject them with strong digestive enzymes, and then suck up the pre-digested bits. The Life Cycle of Giant Water Bugs Giant water bugs undergo incomplete metamorphosis, just as all true bugs do. The young eclose (emerge from their eggs) looking much like miniature versions of their parents. The nymphs are entirely aquatic. They  molt and grow several times until they reach adulthood and sexual maturity. Interesting Behaviors of Giant Water Bugs Perhaps the most fascinating thing about giant water bugs is the way they care for their offspring. In some genera (Belostoma and Abedus), the female deposits her eggs on her mates back. The male giant water bug is tasked with caring for the eggs until they hatch in 1-2 weeks. During this time, he protects them from predators, and regularly brings them to the surface for oxygen. He will also move to stir up the water around his body, keeping it oxygenated. In other species (genus Lethocerus), the mated female deposits her eggs on aquatic vegetation, above the water line. But males still play a role in their care. The male will usually stay submerged near the plants stem, and will periodically climb out of the water and wet the eggs with water from his body. Giant water bugs are also known to play dead when threatened, a behavior is known as thanatosis. If you happen to scoop up a giant water bug in a dip net while exploring your local pond, dont be fooled! That dead water bug might just wake up and bite you. Where Do Giant Water Bugs Live? Giant water bugs number about 160 species worldwide, but only 19 species inhabit the U.S. and Canada. Throughout their range, giant water bugs live in ponds, lakes, and even drainage ditches. Sources: Borror and DeLongs Introduction to the Study of Insects, 7th edition, by Charles A. Triplehorn and Norman F. Johnson.Guide to Aquatic Insects and Crustaceans, Izaak Walton League of America.Belostomatidae, University of California-Riverside. Accessed February 21, 2013.Giant Water Bugs, Electric Light Bugs, Lethocerus, Abedus, Belostoma (Insecta: Hemiptera: Belostomatidae), by Paul M. Choate, University of Florida Extension. Accessed online February 21, 2013.Giant Water Bugs, Electric Light Bugs, University of Florida. Accessed February 21, 2013.Family Belostomatidae - Giant Water Bugs, BugGuide.Net. Accessed February 21, 2013.Giant Water Bug Parents, The Dragonfly Woman. Accessed February 21, 2013.

Ports in the Storm Essay Example | Topics and Well Written Essays - 500 words

Ports in the Storm - Essay Example This is a great opportunity that can really open up Portugal and its neighbouring countries. European markets will be the first beneficiaries of an improved Lisbon port. First, this is a great investment where European companies can drive their investments. After certain duration, Lisbon harbour will call companies to tender for services like offloading containers, uploading containers, and ship repairs. This will provide business to big and small companies improving on the European economy. Secondly, besides providing business to companies, employment opportunities will increase, as individuals will operate cranes and other machines. Thirdly, Improvements of Lisbon harbour will allow the bulkiest of the vessels to dock in it. According to Economist magazine, â€Å"The bulkiest vessels can carry 14,000 twenty-foot containers that would require a train 85 km if transported by rail† (The economist Newspaper, 2012). Big vessels enhance economies of scale since there is a considerable fall in the cost per container. Cost of industrial raw materials falls as the cost of transportation falls, this eventually causes low cost of products. Fourthly, big ships do not stop in many destinations of Europe. This means that Lisbon harbour will open up a faster means of transportation of bulk materials fastening up the process of production. In addition, consumers and businesses will receive complete products in good time. This will attract prime shippers looking for value, speed, and reliability. The first beneficiary of an improved Lisbon port is Portugal. This is because as the port expands, Portuguese industries will get cheap raw materials for their productions. Heavy metal industries and those that depend on bulky materials that come from Asia will benefit greatly. In addition, Southern part of Spain will grow because of this port. The growth will come about as goods from Lisbon port are transported via good

Food journal analysis #2 Essay Example | Topics and Well Written Essays - 1250 words

Food journal analysis #2 - Essay Example This paper analyzes, how much, does, a person’s food intake meet the recommended levels of nutrients as prescribed by CNPP. Whether the food intake exceeds the recommended level or falls behind, the repercussions of these variations and what are the things that should be done to reach the accepted levels. The functions of the Center for Nutrition Policy and Promotion (CNPP) include research in nutritional knowledge, attitudes and importantly techniques. Nutrition, the basic and essential thing for human survival is found in all the consumable food in some form or other. From 1909, CNPP is maintaining data on the nutrient content of the U.S. Food Supply. To safeguard the lives of the American citizens and other people, CNPP had formulated guidelines and concepts like Food Guide Pyramid, Dietary Guidelines and Your Diet. They formulated these guidelines and concepts, and are continuing to do it in the future as well, mainly to create awareness on the minds of the people about good eating habits, thereby cautioning them to protect their bodies from diseases and other life threatening eventualities. Among the concepts, MyPyramid Tracker is one of the most useful tools. MyPyramid was released in April 2005 and it replaced the Food Guide Pyramid (1992). It is an online dietary and physical activity assessment tool that provides information on one’s diet, mainly its quantity and quality, the associated nutritional intakes and physical activity status. Using this tool helps one to understand, the balanced energy levels one should maintain, and thereby enhances the link between good nutrition and regular physical activity. MyPyramid Tracker translates the principles of the 2005 Dietary Guidelines for Americans and other nutrition standards developed by the U.S. Departments of Agriculture and Health and Human Services. The MyPyramid Tracker interactive

Teaching and Learning Approaches and Strategies in STEM Education Research Paper

Teaching and Learning Approaches and Strategies in STEM Education - Research Paper Example The author further points out that it separates from other subjects with an objective of increasing the interests of students in one particular field. Over the years, schools in the United States have recorded a minimal number of students enrolled to take courses in STEM education. The educational trend is visible from the lower level education institutions. From high school, the situation becomes worse as students tend to drop their participation in the STEM subjects. In college and universities the number of graduates in science and technical subject has also decreased significantly. From the trend, the state realized there is a gap in the modern educational system. For instance, the job market becomes unbalanced since the number of students with business skills outmatches the numbers of students with science and technical skills. This attributes to issue such as shortage of health care workers. For this reason, the state created a STEM education system that increases the awareness of science and technical awareness among students (Asghar et.al, 2012). However, the educations system could not be of importance if the students’ attitude towards the subject was not altered. Venville, Rennie & Wallace (2004) are of the assumption that the negative perception of the students towards science and technical subjects minimized their participation. For this reason, the STEM education system should develop a way that the students’ perception could be changed. One major requirement was to change the approach used in the curriculum. The curriculum on STEM subjects was not interesting enough to capture the attention of students. Economics and Statistics Administration (2011) points out that the learning approaches used in STEM subjects aim at increasing the interest of students. Tutors were also not provided with the required expertise to explore the fun parts of STEM subjects. Another hindrance to effective learning of

A Study Based On Senge Model

A Study Based On Senge Model The importance of organizational learning in organizations can never be underestimated. In Malaysian manufacturing industries, the applications of organizational learning could be the crucial factors that keep the continuous improvement going. Organizational learning is a popular practice among manufacturing organizations. The organization learns to adapt to culture and environments changes. Organizational learning can be traced back to Cyert and March (1963) who introduced the terms of Organizational Learning. Some have claimed that Argyris and Schà ¶n (1978) were the first one to propose models that facilitate organizational learning. Using Gregory Batesons concepts of first and second order learning, they distinguish the single-loop and double-loop learning. Organizational learning can be defined in various ways and an organization does not only able to learn but it also can unlearn in some way to enhance their continuous improvement. According to Senges The Fifth Principles: The Art and Practice of The Learning Organization book which was released in 1990, there are five disciplines in Organizational Learning. Those five disciplines are: System Thinking Personal Mastery Mental Models Shared Vision Team Learning Each of this discipline can be used individually or in any combination to suit an organization needs. These disciplines have been used widely in public as well as private sector to produce learning organization. This research will be focusing on the learning organization practices in Malaysian manufacturing companies based on the Senges five disciplines models. The manufacturing companies will be selected from three manufacturing industries which is automotive, electronics and ICT. The independent variables in this research would be the Senge Five Disiplines Model and the dependent variables in this research would be Learning Organizational. Research Questions In order to remain competitive, Malaysian manufacturing companies have been actively looking for ways to become learning organization .The only way to stay ahead in this global business environment is the rate of learning of the organization is greater than the rate of change. Mainly, this study tries to investigate the learning organization characteristics based on Peter Senges Model in Malaysian Manufacturing firms. Specifically this study attempt to answer these questions: Is there any evidence of learning organization traits based on Senge Model in the selected manufacturing firms? What is the element in Senge LO Model that is dominant in the selected manufacturing firms? How significance is the difference of LO dimension between the three clusters of manufacturing firms? Objectives To investigate the evidence of learning organization traits based on Senge Model in the selected manufacturing firms. To determine the element in Senge LO Model that is dominant in the selected manufacturing firms To determine whether there is a significance difference in the dimension of LO in three clusters of the manufacturing firms. 1.4 Scope, Limitations and Key Assumption of the project This study is based on Senges model of learning organization. One of the models concerning description of learning organization is Peter Senges model. The essence of this model is the interconnectedness between individual learning and organizational learning. Organization cannot learn until all the members begin to learn. (Senge, 1990). The respondents will be selected from three sectors of manufacturing in Malaysia; automotive, electronics and ICT. There are some limitations in this research. This research will not cover an organization culture and organization points of view in both of these concept since time limitations as well as geographical factors. This research only covers manufacturing companies in Malaysia and will not be able to done research any other area or country. This might lead the results of the research only on that particular area. Some of the respondent (Managers and Supervisors) may refuse to respond since some of the companies stated some rules on regulation about company confidentiality. 1.5 Importance of the Project This study was made to investigate the implementation of organizational learning concept in Malaysian manufacturing concept. This study was also made to determine the dominant element in Senges five disciplines that have been applied in Malaysian manufacturing companies. By achieving both of these objectives, the researcher may able to know the progress and growth of Malaysian manufacturing in the organizational learning. This research also one of the few research that focusing on Senges five disciplines. This research was hoped to give more understanding to managers and supervisors in applying organizational learning as well as building a learning organization. This research may be able to give manager a clearer view on Senges five disciplines and the effects of it on an organization. It may also give the industrial a new view on the difference in the dimension of organizational learning in three clusters of the manufacturing organizations. 1.6 Summary This chapter consists of the directions of this research. The introduction explains briefly the meaning of organizational learning and Senges five disciplines. This chapter also explains the objectives of this research as well as the research questions of this study. The significance of this research is it will explain the nature of a learning organization based on Malaysian manufacturing companies. It will also discover how well Senges model is recognized by the companies. CHAPTER 2 LITERATURE REVIEW 2.1 Introductions This chapter highlights the literature review on organizational learning which consist the definition of the organizational learning as well as the rich history of it. It will explain about Senge Five Disciplines Models. This study used various reference materials as a guide lines such as books, journals, thesis and other published medium. The information from this research can be used to strengthen the understanding and conceptualized research framework. 2.2 Organizational Learning Organizational Learning is considered one of the most powerful tools in an organization continuous improvement. Organizational learning can be defined in many ways since there are no absolute ways to implement organizational learning in an organization but there is only one goal in organizational learning which is people on all levels in an organizational by individually or by group continually and consistently improves their knowledge and ability on performing to work given to them. Organizational learning is really important as its give an organization a clear vision or milestones where and what the organization wants to achieve in few years ahead. It also important to know that your organization grows through the years by learning and that is just what organizational learning can do for an organization. As today electrical and electronic industry become more competitive than ever, it is important and at the same time relieving to know that your organization is learning and got what it takes to compete. 2.2.1 Definition of Organizational Learning Organizational learning has been around for a long period of time and there were more than one definition to define organizational learning. Arygis(1977) defines organizational learning as detection and correction of errors. He sees that an organization learns from the individuals or the workers. He stated that The individuals learning activities, in turn, are facilitated or inhibited by an ecological system of factors that may be called an organizational learning system (Arygris, 1977, p.117) One of the theorists in this field, Huber (1991) viewed organizational learning from behavioral perspective. An entity learns if, through its processing of information, the range of its potential behaviors is changed. (Huber, 1991) From this statement, an individuals effectiveness or potential does not always improve by learning. In addition to that, learning does not need to lead to changes that can be seen in behavior. Knowledge acquisition, information distribution, information interpretation, and organizational memory is a four construct as integrally linked to organizational learning as has been considered by Huber. He explained that learning does not need to be conscious or intentional. Some other notable definitions of organizational learning from well-known theorist in the field are: The ability of an organization to gain insight and understanding from experience through experimentation, observation, analysis, and a willingness to examine both successes and failures (McGill et al, 1992). in which you cannot not learn because learning is so insinuated into the fabric of life. (Senge, 1990) a group of people continually enhancing their capacity to create what they want to create.(Senge, 1990) A Learning Company is an organisation that facilitates the learning of all its members and continuously transforms itself(Mike Pedlar, Tom Boydell, John Burgoyne, 1988) The Learning Organisation can mean two things : it can mean an organisation which learns and / or organisation which encourages learning in its people. It should mean both (Charles Handy, 1989) 2.2.2 History of Organizational Learning As has been mentioned before in chapter 1, organizational learning was first introduced by Cyert and March (1963). The concept of System Thinking was introduced in the 1950s. This concept implying that the organization needs to be aware about the organization as well as the individuals on the organization. Before this concept was introduced, most company only focus on the organization goals without considering the workers needs. This concept was never implemented in any organization at that time. Gould-Kreutzer Associates, Inc. defined System Thinking as: A framework for seeing interrelationships rather than things; to see the forest and the trees. (Gould-Kreutzer Associates, Inc) This statement clearly stated that system thinking is concept that not only focusing on business or an organizational goals but to focus individuals needs and goals. The forest here is a metaphor for organization and the trees is a metaphor for individuals or workers in the organization. This concept is trying to change the managerial views at that time from being business goals-oriented to continuous improvement. From the concept of System Thinking, a new system emerged which was called Decision Support System (DSS). This concept is changing the traditional way of decisions making. This new model help executive to make decisions for the company future. Incidentally, the model benefits management more rather than the systems operation. This is because the model more focuses on what the business really was and providing the alternatives for the future. One of DSS major contribution is that it made implicit knowledge explicit. This has caused the organization have more knowledge to explore and learn better than before since explicit knowledge spread much faster throughout the organization. Because of this, DSS can be seen as additional method of communication. The idea of this concept later was renamed into organizational learning in 1970s. Some have claimed that the term of Organizational Learning was introduced by Cyert and March (1963). One of the earliest theorists in organizational learning was and still is Chris Arygris. He published a book entitled Organizational Learning in 1978 and Organizational Learning II in 1996. At that time, Organizational Learning concept was still not taken seriously by any organizations. Not until Peter Senge published the book The Fifth Principles: The Art and Practice of The Learning Organization in 1990 the organizational learning is taken importantly. This book influence many organizations to start taking Organizational learning into consideration. Since then, organizational learning has evolved until what of we known as today. 2.3 The Fifth Discipline: The Art and Practice of the Learning Organization In 1990, Peter Senge, one of the theorist and gurus in Organizational Learning published a book that changed the managerial views. The book entitled The Fifth Principles: The Art and Practice of The Learning Organization. In the book, Senge list out five discipline that is a must in a learning organizational. The five disciplines are Personal Mastery, System Thinking, Mental Models, Shared Vision and Team Learning. 2.3.1 Personal Mastery Organizations learn only through individuals who learn. Individual learning does not guarantee organizational learning. But without it no organizational learning occurs (Senge, 1990, p.139) Personal mastery is the discipline of continually clarifying and deepening our personal vision, of focusing our energies, of developing patience, and of seeing reality objectively (Senge, 1990, p. 7) It goes beyond competence and skills, although it involves them. It goes beyond spiritual opening, although it involves spiritual growth (Senge, 1990, p. 141) From these citations from Senge, we can conclude that an organization only learns when the individuals or the workers in the organizations start to learn. Personal mastery its a traits that every individuals should have. The higher level of personal mastery an individual has the stronger their will to continue learning and improve themselves. Peter Senge mentioned in his book Personal Mastery as People with a high level of personal mastery live in a continual learning mode. They never arrive. Sometimes, language, such as the term personal mastery creates a misleading sense of definiteness, of black and white. But personal mastery is not something you possess. It is a process. It is a lifelong discipline. People with a high level of personal mastery are acutely aware of their ignorance, their incompetence, their growth areas. And they are deeply self-confident. Paradoxical? Only for those who do not see the journey is the reward. (Senge, 1990, p.142) From what Senge has cited, we know that the goals are not the reward; the journey toward the goals is the reward itself. The lifelong process of learning is what Personal Mastery is all about. The acknowledgement of not knowing and the desire to learn is what drives an individual to learn and to achieve Personal Mastery. In other words, without Personal Mastery disciplines in the individuals, the organizations might never start to learn. Those who have a high level of Personal Mastery might often find asking these kinds of questions to themselves; Why do I have to learn this? Why is it important to learn? To summarize it, personal Mastery helps and guides an individual to realize what they have and what they dont. It also makes an individual aware of their attitude and belief as well as be responsible to their action. 2.3.2 System Thinking In his book, Peter Senge also includes a system theory among the five disciplines. Some have claimed that system thinking is the conceptual cornerstone of the Senges five discipline models. This mainly because of peter Senge said it himself; It is the discipline that integrates the others, fusing them into a coherent body of theory and practice (Senge, 1990, p.12) Senge explained more on system thinking in his book. He mentioned system thinking is interconnected with other four disciplines. Systems thinking also needs the disciplines of building shared vision, mental models, team learning, and personal mastery to realize its potential. Building shared vision fosters a commitment to the long term. Mental models focus on the openness needed to unearth shortcomings in our present ways of seeing the world. Team learning develops the skills of groups of people to look for the larger picture beyond individual perspectives. And personal mastery fosters the personal motivation to continually learn how our actions affect our world. (Senge, 1990, p.12) System thinking can be said as a system that should be use on overcoming problems as a whole, not only on that particular problem. Focusing only on specific part or problem may lead to unwanted or unintended consequences. Instead of focusing only on that specific parts or problems System Thinking take larger accounts and investigate the interactions of the parts or problems with every other parts of the system. This characteristic makes it an effective solving method especially when dealing with difficult types of problems. The problems that involving complex issues and needed to be seen by big picture, the problems that recurring or depending on the past, and the problems which the solution are not obvious are the ones that needed the application of System Thinking. As Peter Senge said in his book, We learn best from our experience, but we never directly experience the consequences of many of our most important decisions,(Senge, 1990, p.23) we tend to focus only on the solution that problems cause but only on the short-terms. System Thinking forces an organization not only focusing on the solution for improvement for a shot-term but at the long-term as well. Peter Senge also urged organizations to use System map. System map is a diagram showing the important elements or parts in the organization and how they were connected to each other. Here is the example of System Map. (Source: www.cogneon.de) C:UsersNAIM RAHIMDownloadslearning-organization.png Figure 2.1 System Map Learning Organizations 2.3.3 Mental Models Peter Senge defines Mental Models as deeply ingrained assumptions, generalizations, or even pictures and images that influence how we understand the world and how we take action (Senge, 1990, p.8) Mental models are the vision we have in our mind. How our mind process the things we see and what we expect to happen in the future. For example, when we see a bullet shot to a balloon, our mind would come out with what would happen to the balloon. Most of us would have the vision of the balloon explode. From this example, we can assume that our mind can share the same vision. Applying this to an organization, if the workers or individuals in the organization shared the same vision, they can changed their behavior and shape their strategies and internal ways of working. The discipline of mental models starts with turning the mirror inward; learning to unearth our internal pictures of the world, to bring them to the surface and hold them rigorously to scrutiny. It also includes the ability to carry on learningful conversations that balance inquiry and advocacy, where people expose their own thinking effectively and make that thinking open to the influence of others. (Senge, 1990, p.9) From this citation, Peter Senge said that every thought should be mentioned and exposed so everyone can learn and influence from ones thought. By doing this, an organization can start learning as everyone will start to learn new skills and develop new orientations parallel to the organization goals. Senge also said that Mental Models is Moving the organization in the right direction entails working to transcend the sorts of internal politics and game playing that dominate traditional organizations. In other words it means fostering openness (Senge, 1990, p.273-286). Senge continued by saying It also involves seeking to distribute business responsibly far more widely while retaining coordination and control. Learning organizations are localized organizations (Senge, 1990, p.287-301) Models are not perfect but sometimes it can be useful. In this case, Mental Models are not an exceptional but if the organization using it in the right ways, there are so many things it can learn from it. 2.3.4 Building Shared Vision Shared vision refers to the ability for an organization to share or hold the same goals or future that they want to achieve. According to Senge, building a shared vision is the capacity to hold a share picture of the future we seek to create (Senge, 1990, p.9) Building a shared vision for an organization is very important. All individuals in the organization will work toward one goal, which will make the organization, become more effective. This also can foster a sense of the long term which is fundamentally one of the five disciplines core beliefs. When there is a genuine vision (as opposed to the all-to-familiar vision statement), people excel and learn, not because they are told to, but because they want to. But many leaders have personal visions that never get translated into shared visions that galvanize an organizationà ¢Ã¢â€š ¬Ã‚ ¦ What has been lacking is a discipline for translating vision into shared vision not a cookbook but a set of principles and guiding practices.(Senge, 1990, p.9) The practice of shared vision involves the skills of unearthing shared pictures of the future that foster genuine commitment and enrolment rather than compliance. In mastering this discipline, leaders learn the counter-productiveness of trying to dictate a vision, no matter how heartfelt. (Senge, 1990, p.9) It is very important for any organization leader to realize the importance of shared vision. The leader not only should be able to command the workers to do things but also to create a learning organization which the workers not only learn continuously because they have to, but because they want to. The individuals in the organization also play an important role in shared vision. They must clearly understand the shared vision of the organization and also know where they are at the present and they want to be in the future. 2.3.5 Team Learning According to Senge, team learning is the process of aligning and developing the capacities of a team to create the results its members truly desire(Senge, 1990, p.236) By having Personal Mastery and Shared Vision, an organization may have Team Learning. But most of the times it is not enough. An organization needs to get the workers to act together. By having the workers work together as a team, the shared vision and personal mastery become better and the organizational learning can be achieve. The discipline of team learning starts with dialogue, the capacity of members of a team to suspend assumptions and enter into a genuine thinking together. To the Greeks dia-logos meant a free-flowing if meaning through a group, allowing the group to discover insights not attainable individuallyà ¢Ã¢â€š ¬Ã‚ ¦. [It] also involves learning how to recognize the patterns of interaction in teams that undermine learning. (Senge, 1990, p.10) To start team learning, the individuals of the organization must start to speak their mind up. In my opinion, this is what Senge means by dialogue. When people start to speak up their mind, other people would give their own opinion and start a discussion or a genuine thinking together. It also helps the group to achieve an insight which might not be able to be achieved by thinking individually. By using team learning, the team may identify the kind of interaction that may stop the learning progress in the team. As people talk, the vision grows clearer. As it gets clearer, enthusiasm for its benefits grow' (Senge, 1990, p.227) By constantly sharing insightful information and knowledge, the visions become clearer and the enthusiasm will be spread among the individuals in the organization. 2.4 Relationships between Senge Five Disciplines Model, Organizational Learning and Malaysian manufacturing companies. Manufacturing industry is probably one of the most competitive industries in Malaysia. Thats why it is very important for the manufacturing companies to keep learning. The companies that capable of learning will have a big advantage than those who didnt. In this research, the researcher will try to found out the evidence of Senge Five Disciplines model that forms a learning organization in Malaysian manufacturing companies. In recent years, Malaysian manufacturing companies begin to adapt to the learning organization theories but it was never been proved that Senge Five disciplines models were used in their effort on becoming a learning organization. 2.5 Summary From this chapter, we can conclude that there are the relationship exists between Senge Five Disciplines Model, Organizational Learning and Malaysian manufacturing companies. By understanding the relationship between these three, the question now arise as to which disciplines from the five disciplines are the dominant element in Malaysian manufacturing companies. The theoretical framework for this research as in Table 2.1 Malaysian Manufacturing Companies Learning Organization Team Learning Shared Vision Mental Models System Thinking Personal MasteryIndependent Variables Dependent Variables Table 2.1 Theoretical Framework CHAPTER 3 METHODOLOGY 3.1 Introduction This chapter outlines the research the research design for this study and the manner in which the research was conducted. The research methodology used in this study is described. This chapter consists of research design, method research design, primary and secondary data sources, research strategy, and scientific canons. The instruments used to collect data are also described. 3.2 Research Design Research design can be divided into fixed and flexible research designs (Robson, 1993). As in this research, the quantitative approach was taken. As has been described by Burns and Grove (1993, p.777) quantitative research is a formal, objective, systematic process to describe and test relationship and examine cause and effect interactions among variables. Research design is important because it gives the direction to the study and what to find that may be significant to the study. 3.2.1 Exploratory studies An exploratory study is a type of studies or research conducted when the problems are not clearly defined. Exploratory studies usually depends on secondary research such as reviewing past journals, literature and data, interviewing experts in the industry, conducting in-depth individual interview and sometimes conducting focus group interview. 3.2.2 Descriptive studies Descriptive studies sometimes can be referred as statistical research. The objective of descriptive studies is to gain an accurate profile of events, persons or situations (Saunders, 1997). Descriptive studies usually involved observing and describing the behavior of subject without influencing it in any way. Descriptive studies cannot describe what cause a situation although the data description is factual, accurate and systematic. 3.2.3 Explanatory studies The explanatory studies explained the way of certain event. The outcomes of event could be either positive or negative. So basically, the explanatory research is a research that conducted to find out and to explain any behavior or event. 3.3 Research Design Method The research design for this study is the by using the quantitative method. Surveys and questionnaire may be used for the descriptive, explanatory and exploratory research. The questionnaire in this research is a self-administered questionnaire. The questionnaire was made for data and information collection and it will be distributes personally by the researcher. This research design was chosen to accomplish the objectives of the study and the researcher believes that the quantitative method is the best way to meet those objectives. 3.3.1 Quantitative Method Quantitative research method is a non-numeric data such as words, images, video clips, and other similar material. The aim of quantitative research is to develop statistically reliable information from sample data that can be generalized to a larger population (Dutka, 1995). Quantitative research uses a relatively short structured questionnaire, while the survey sample should be large enough in order to provide a statistically reliable set of responses. The collected information is also analyzed using specific statistical techniques and quantitative tools. In the case of customer satisfaction measurement and developing new product, this type of research is focused on the quantification of satisfaction information. The most frequently used types of quantitative research are mail survey, personal interviews, and telephone surveys (Gerson, 1993). 3.4 Primary and secondary data sources In this research, the data and information collected from two main sources which are the primary resources and the secondary resources. 3.4.1 Primary data The primary data for this research are the book from Peter Senge which was released in 1990, The Fifth Principles: The Art and Practice of The Learning Organization. Another primary data for this research would be the questionnaire that will be distributed to three sectors of manufacturing in Malaysia; automotive, electronics and ICT. From here, the researcher will gather the data in the three sectors managers or supervisors that involved in the surveys whether by face-to-face, emails, telephone calls or any other ways. 3.4.2 Secondary data The secondary data in this study were collected before the researcher proceeds to collect the primary data in the three sectors of manufacturing industry in Malaysia; automotive, electronics and ICT. A bunch of useful information was collected as it is already exist in the form of secondary data. The secondary data that was used in this study are journals, relevant internets site, magazines and articles. 3.5 Location of Research The lacation or this research would be focusing on Malaysian Manufacturing. The group focus would be 3.6 Research Strategy Research strategy can be defined as a plan for a researcher to achieve the objectives of the study as well as how the reascher going to answer the research questions. There are many strategies that can be used in research strategies such as Experimental, survey, archival research and case study. The researchers choose the survey strategy for this study. The reason survey method was chose is because they allow the collect quantitative data and can suggest possible reasons for particular relationship between independent variables and dependent variables. It also gives the researcher more control over the research process as well as lower in cost compared to other methods. The strategies for the survey method are as follows: Preparing the Survey As has been mentioned before, the research will be using quantitative method where a set of survey is used to gather related data and information for this study. The questionnaire or the surveys were constructed based on the research question and research objectives. The respondent for the questionnaire would be the employees from Malaysian manufacturing industries. Survey research design The survey design divided to several ways. There are structured way (the formal list of questions use and all the respondents have to answer the same question) an

Raskolnikovs Dream in Dostoevskys Crime and Punishment Essay

Raskolnikov's Dream in Crime and Punishment In Dostoevsky's Crime and Punishment, Raskolnikov's dream about the mare can be used as a vehicle to probe deeply into his mentality to discover how he really feels inside. The dream suggests that Raskolnikov is a "split" man; after all, his name in Russian means "split". His personality has a cruel and thoughtless side as well as a caring, compassionate side. Through the dream and the symbols therein, a reader can cast Raskolnikov, as well as other characters from Crime And Punishment, into any of the various parts in the dream. Each part that a character plays leads to a different conclusion about that character. Raskolnikov himself "fits" into the positions of Mikolka, the child, and the mare. If Mikolka, the drunken owner of the mare, were to represent Raskolnikov, then the mare would most probably represent Alyona Ivanovna. The senseless beating of the mare by Mikolka is similar to the brutal attack on Alyona by Rodion. (It should be noted that both Alyona and the mare were female.) These heartless attacks foreshadow ...

History and Comparison of Windows, Linux, and Apple Essay

An operating system is a set of programs containing instructions that work together to coordinate all the activities among computer hardware resources. Most operating systems perform similar functions that include starting and shutting down a computer, providing a user interface, managing programs, managing memory, coordinating tasks, configuring devices, establishing an Internet connection, monitoring performance, providing file management and other utilities, and automatically updating itself and certain utility programs (Shelly p. 398). There are three major operating systems that exist today that are going to be compared to decide which operating system could be best for different user purposes. The three operating systems are Windows, Linux, and Apple. Windows operating system is developed and maintained by Microsoft in Seattle, WA. The Microsoft Company was developed by Bill Gates. The first version of the Windows operating system was released in 1985, and has been the leading operating system used by 90% of users (Satyam). It is used by the Server 2008 R2 (Satyam). Windows is a Graphical User Interface (GUI) which allows its users to manage files and run software programs easily on desktop and laptop computers (Satyam). On the desktop, icons are used to represent programs that are easy to find and can be clicked to easily access and run the program of choice. Windows is also very popular because of its user interface programs such as Microsoft Office, which include Microsoft Word, Microsoft Power Point, and Microsoft Office Outlook. Windows also has a great reputation for its high and efficient security. Some popular Windows editions are Win 98, Win 2000, Win Me, Windows NT, Windows CE, Win 2003, Win XP, Win Vista and Windows 7 ( Satyam). Windows 8 is now the new successor of Windows 7 and is now available. Linux (Linus’ Unix) is a leading server operating system, and is used for running the top 10 fastest supercomputers in the world (Satyam). Linus Torwalds created Linux, and is the current owner of the Linux Trademark (Satyam). LIndows, Lycoris, Red Hat, SuSe, Mandrake, Knopping, Slackware are the various companies that distribute the Linux operating system (Satyam). NASlite is a version of the Linux operating system that runs off of a single floppy disk and converts an old computer into a file server (Satyam). Some popular versions of Linux include Debian, Fedora, and Red Hat. This operating system is ranked just below Windows operating system, but is quickly becoming popular and is predicted to give future Windows some tough competition. Since 1984, Mac OS 9 had been Apple’s primary operating system, but has been recently succeeded by Mac OS X. Mac OS X is a sequence of Unix-based operating systems and GUI’s developed, marketed and sold by Apple (Satyam). Mac OS X is user friendly, and is popular for its plug-and-play support, which means the operating system automatically configures new devices as they are installed (Shelly p. 408). As stated in the beginning of this paper, Windows, Linux, and Apple are the three most popular operating systems with Windows as the most popular of the three with 85% to 90% of personal computers using this operating system (Satyam). Compared to Windows, Mac is used by fewer people, but is more reliable and less likely to fail than Windows OS because of Mac regularly monitoring and the software and hardware add-ons. Linux is the least popular of the three and is based on UNIX, which has been used for more than three decades that now powers about 90% of Web sites (Satyam). Compared to both Mac and Windows, Linux is an open source project, meaning anyone can modify the Linux Code (Satyam). Linux offers great security and flexibility compared to Windows and Mac, but it takes a great deal of knowledge to install and operate the Linux operating system. Linux is also very much less expensive or even free compared to Windows operating system. When using a server, Linux is much cheaper compared to Windows because Microsoft only allows only a single copy to be used on one computer. However, once Linux is purchased, it can be used on any number of computers at no additional charge (Satyam). Windows can make it difficult for users to store user information and settings and switch to a new computer, but Linux stores the user’s data in the home directory, making it easier to transfer from an old to a new computer (Satyam). In conclusion, Linux is much more secure, reliable, flexible, and more cost efficient than Windows or Mac, but much more difficult to install, understand and operate, it is ideal for industry sectors. Windows and Mac operating systems are much easier for personal use and require less knowledge than Linux operating system. Windows and Mac, however, are more expensive, but are more widely used than Linux, with Windows leading the three in popularity. References Shelly, G. B., & Vermaat, M. E. (2011). Discovering Computers 2011: Living in a Digital World, Complete (pp. 398-408). Boston, MA: Course Technology, Cengage Learning. Satyam. (2011, June 29). Windows, Linux or Mac OS A Comparison. In HackDigital. Retrieved September 26, 2012, from Google.

Developing Reading Activities Essays

Developing Reading Activities Essays Developing Reading Activities Essay Developing Reading Activities Essay Reading is an activity which is interactive rather than passive. In a classroom set up it is usually directed by the teachers. Scholars such as Walker (2009) contend that of all the components of reading instruction, comprehension is the most difficult to teach. This is why different methods have been implored to make reading much more meaningful. The most common method is the ‘three phase approach’ which includes pre reading, while reading and after reading. The effectiveness of this approach in teaching comprehension to a ZJC class is to be examined in this write up. Most scholars have defined effectiveness as the impact as to which something is successful in producing the desired result. In this case the impact of the three phase approach in teaching comprehension is being examined. Reading has been defined by Goodman (1971) as a psycholinguistic guessing game in which the reader reconstructs, as well as he can, a message which has been encoded by a writer as a graphi c display. Pre reading also known as the ‘before, warm up or into’, reading requires the teacher to provide background to the comprehension understudy in the classroom. Cheng (2000) articulates that previewing a text or comprehension with students arouses their interests. In a mixed ability class it is important for the teacher to give brief background about the author of that passage himself or ask pupils to state their previous knowledge about the author. However there is a danger in eliciting information about the author from the pupils themselves because some of them may not be knowing anything about the author. This is why Hayes and Tierney (1982) support that presenting the background knowledge related to the topic to be learned assists readers or learners in learning and understanding the text better. Therefore it is important for a teacher to give adequate information about the author of the passage so that both the strong and weak pupils can understand

How to Write a Perfect Human Resources Cover Letter (Examples Included)

How to Write a Perfect Human Resources Cover Letter (Examples Included) applying for a human resources position can be kinda like having your parent as your teacher- you know you’re not going to get away with much, because they know your game. these professionals see the best and the worst of application packages, and it can be nerve-wracking to join that fray. but you shouldn’t see it as a daunting, close-your-eyes-and-jump kind of thing. rather, you should look at this as an opportunity to step up your game and impress someone who might very well spend his or her days wading through the good, the bad, and the ugly. first let’s start with the basics of a good cover letter.necessity #1: a personalized introductionhuman resources professionals are used to being the middleman when it comes to job applicants. they’re reading your words, but those words are often intended for someone else’s eyes (the hiring manager, a hiring committee, etc.). but if you’re applying to join an hr department, it’s possible that the person who reads your cover letter first is someone who will have significant input into whether or not you move on to the next level (or, even more importantly, whether you get the all-important offer). either way, don’t treat this person like an anonymous resume-reading robot†¦personalize the intro as much as you can. whether it’s an email (which can feel more informal) or an honest-to-goodness letter (on nice paper and everything), it’s nice to dispense with blah greetings like â€Å"dear sir or madam† whenever possible.if you have a specific name from the job posting, great- use that. if you don’t have a specific name, you can do a little sleuthing to see if there’s a human resources contact listed on the company’s website. or you can even take the old-fashioned route and call the company on the dl to see who would be receiving your application package.it’s also important to use the right tone. definitely donâ€⠄¢t go too casual. the fact that you’re likely submitting these online, or writing an email, can lead to a false sense of shortcut familiarity. so even if you’re submitting your cover letter and resume digitally, treat the email like a regular letter.potential obstacle #1you have a name, but the gender is not clear. this one is sticky- you don’t want to risk alienating someone before you even get to the meat of your cover letter. in this case, better to go a little vaguely formal: dear mr./ms. works. it feels a little clunky, but that’s better than missing the greeting entirely.potential obstacle #2  making social assumptions about the reader. â€Å"mr.† is pretty straightforward, and will likely be so forever. female salutations can be trickier, because you don’t want to make any assumptions about the reader. â€Å"ms.† is your safest option. calling someone â€Å"miss† or â€Å"mrs.† incorrectly isn’t the end of the world, but the most neutral option is the most professional option. elizabeth chung could be married, single, divorced, older, younger, from mars- it doesn’t matter a bit. â€Å"ms. chung† covers all those options neatly.good salutation examples:dear mr. chung,dear mr./ms. chung,greetings mr. chung,bad salutation examples:terry, (too short/informal)greetings mr./ms. terry anderson (too formal)hello: (too impersonal)to whom it may concern: (too formal/too impersonal)you want your cover letter to seem professional, but approachable. the salutation helps set that tone. if you make it seem too much like an impersonal form letter, or the stiff letter of a person who is uncomfortable talking about this job application, you run the risk of not engaging the reader. and i think we all know what happens to application packages that don’t engage the reader. (spoiler alert: they don’t get read.)necessity #2: your elevator pitchbelieve it or not, cover letters have become controversial. personally, i disagree- and it’s a moot debate if a job description specifically asks you for a cover letter anyway. if you’re wavering on whether it’s actually necessary to do one, think of it is an opportunity to give the reader an elevator pitch about yourself. ideally, the reader will also be reviewing your resume, but your cover letter can be the eye contact and handshake that get the conversation started.potential obstacleyou don’t want to give away the farm, so to speak- the person will be reading your resume, so you don’t want to just summarize the same bullet points. instead, use 1-3 sentences as a narrative line for your resume/qualifications. you also don’t want to leave it too brief, conveying little information about you- otherwise, what’s the point? it’s like saying, â€Å"i’m forced to write a cover letter, so here you go.† again, don’t miss an opportunity to talk a bout how you fit well with the company and the job description.good example:as a human resources professional with more than 8 years of experience in benefits management, i was thrilled to hear about your opening for a benefits coordinator. i’ve worked with companies of more than 500 employees (like vandelay industries), and i understand the organizational and communications challenges that can arise along the way. i’ve spent my career working to make those challenges into opportunities for better and more efficient communication throughout the company. i believe my highly developed skills in training and corporate communications would work very in the role of benefits coordinator.bad examples:i am applying for a job at vandelay industries. please see my attached resume, and let me know if you have any questions.basically, make sure that your cover letter has some of your big talking points, but don’t just rehash your resume. take the opportunity to set the narr ative.necessity #3: a strong finishalways have a closing that leaves room for follow-up. yes, the reader knows that they can email you with any questions, but it’s a conversational way to close out the letter and move the reader on to your resume.good closing example:i would love to have the opportunity to join your team, and look forward to hearing more about the benefits coordinator position. please let me know if you have any questions, or if there’s any more information i can provide about my experience coordinating benefits.bad closing example:please let me know more about this job opening. thanks.in these examples, one writer reminds the reader that the writer is focused on this job and his or her qualifications for it. the other writer closes with the most generic close-out possible, and could apply to a job opening for a line cook or a podiatrist. you want to make sure you’re aligning yourself with the job in the reader’s mind, and this is your la st chance to do so before they read your resume.  necessity #4: keep it cleanlike with your resume, you want your cover letter to be clear and easy to read. that means:a standard font. this is not the time to test out â€Å"fun† fonts. pick something clean and basic, like times.no huge blocks of text. in a letter, unbroken paragraphs can look like the ramblings of a manifesto. you want your reader to see a series of separate, elegantly outlined points. short paragraphs, a few at most.short length. a cover letter should never be more than a page, and even a full page is definitely pushing it. brevity is the soul of wit, and the friend of application readers everywhere.good letter body example:as a human resources professional with more than 8 years of experience in benefits management, i was thrilled to hear about your opening for a benefits coordinator. i’ve worked with companies of more than 500 employees (like vandelay industries), and i understand the organization al and communications challenges that can arise along the way. i’ve spent my career working to make those challenges into opportunities for better and more efficient communication throughout the company. i believe my highly developed skills in training and corporate communications would work very in the role of benefits coordinator.i would love to have the opportunity to join your team, and look forward to hearing more about the benefits coordinator position. please let me know if you have any questions, or if there’s any more information i can provide about my experience coordinating benefits.bad letter body example:as a human resources professional with more than 8 years of experience in benefits management, i was very thrilled to hear about your opening for a benefits coordinator. i’ve worked with companies of more than 500 employees (like vandelay industries), and i understand the organizational and communications challenges that can arise along the way. iâ €™ve spent my career working to make those challenges into opportunities for better and more efficient communication throughout the company. i believe my skills in training and corporate communications would work very in the role of benefits coordinator. i would love to have the opportunity to join your team, and look forward to hearing more about the benefits coordinator position. please let me know if you have any questions, or if there’s any more information i can provide about my experience coordinating benefits.  in the bad example, the information is crowded and tough to read. it’s also made even more unreadable by the font. and emojis are great for texting, but they have no place in your application package, sorry. if you want to convey tone, you’ve got to do it the old-fashioned way: through your words.once you’ve got the body of the letter in shape, all that’s left is the closing. like the salutation, you want to err on the side of f ormal, but friendly.good closing examples:best wishes,sincerely,bad examples:thanks. (brusque tone)fondest wishes, (too flowery)[name- no greeting] (too abrupt)call me, (too informal and oddly personal)and after that, you’re done! human resources professionals, maybe even more so than any other professionals, can appreciate a well-constructed cover letter. they also see a lot of them, so it’s important to get in, present your information in a clean, engaging way, and get out. you want them to remember you, not the person who sent the wacky/inappropriate/super-formal cover letter.let’s take a last look at the good example cover letter as a whole:dear mr. chung,as a human resources professional with more than 8 years of experience in benefits management, i was thrilled to hear about your opening for a benefits coordinator. i’ve worked with companies of more than 500 employees (like vandelay industries), and i understand the organizational and communications challenges that can arise along the way. i’ve spent my career working to make those challenges into opportunities for better and more efficient communication throughout the company. i believe my highly developed skills in training and corporate communications would work very in the role of benefits coordinator.i would love to have the opportunity to join your team, and look forward to hearing more about the benefits coordinator position. please let me know if you have any questions, or if there’s any more information i can provide about my experience coordinating benefits.sincerely,barbara franklinthejobnetwork is your best spot to find the exact job hr you seek in your area. take a look at listings for the following jobs, or search for your own specific terms:human resources manager jobshuman resources assistant jobsstaffing specialist jobs

Hamlet Critical Perspectives Essay Example | Topics and Well Written Essays - 1500 words

Hamlet Critical Perspectives - Essay Example This was almost a requirement, because England was under fire from many nations, including Rome and the Catholic church, due to Henry VIII (her father) breaking with the Vatican during his reign. Yet by the start of the seventeenth century, the queen was in her late sixties and to quote the French ambassador De Maisse â€Å"She kept the front of her dress open, and one could see the whole of her bosom†¦and†¦ Her bosom is somewhat wrinkled†. As such Doctor Lavery draws the comparison of her and the elderly Gertrude, with whom Hamlet cannot hide his disgust when she marries Claudius (Lavery). Another contemporary viewpoint that Lavery believes Shakespeare used as a main theme for the play was revenge, especially when it pertained to corruption in government. True Hamlet sought true blood revenge for his father the king was murdered by his own brother in order to seize the throne. But he also grappled with an even bigger problem in that the government should be toppled, with violence if necessary, if it is deemed to be unworkable. Perhaps the founding fathers of the United States learned well from Hamlet and used his ideas when they decided to secede from England well over a century later. Then again it has been said by others that the inspiration for Hamlet was a Latin work from the thirteenth century called Vita Amlethi, well before Elisabeth’s Tudor monarchy had been established. Hamlet uses many mythological references in the work, along with historical figures interspersed to mythological status. For instance, the Roman emperor Julius Caesar (who was a central figure in many of Shakespeare’s works) was mentioned in three times in the play, mostly as part of Hamlet’s play within a play. Speaking of his uncle Claudius, Hamlet refers to him as a satyr, the drunken buffoon in Roman mythology from which we get the word satire. Of course figures from the Judaic Christian belief system is heavily referenced from the obvious refe rences to Cain and Abel (Claudius slew his brother), the beggar Lazarus, Saints Peter, Patrick and James, to Jesus Christ himself. Even the madness of Hercules from Greek mythology is borrowed from, to reference the entire theme of insanity in the play. In his work Teaching Shakespeare’s Hamlet, Douglas Grudzina argues that the father of psychoanalysis, Sigmund Freud and his protege Carl Jung looked heavily at the mythological aspects of Hamlet when Jung said â€Å"some myths are repeated throughout history in cultures and eras that could not possibly have had any contact with one another† as in the Greeks and Chinese having basically the same stories. Jung believed that this concept was especially true in relation to religious beliefs. Every culture basically believes in creation and some sort of life after death. Based upon Shakespeare’s own beliefs, that would therefore explain the ghostly appearance of Hamlet’s father, asking that his son avenge him ( Grudzina). The feminism of Hamlet, or lack of it, has been well documented, especially in the late twentieth century and one of the most famous of those was the tragic Ophelia, whose eventual madness was caused by her maltreatment from most if not all of the males she encountered. For a character so well written about by so many scholars, she appears

The summary of Million Dollar Arm Movie Review Example | Topics and Well Written Essays - 500 words

The summary of Million Dollar Arm - Movie Review Example To finance the trip, training and all the other requirements for the scheme, Bernstein convinces an investor and extremely wealthy business owner, known as Mr. Chang to help them. Bernstein convinces the investor to create and support a show called â€Å"Million Dollar Arm†, which they will use to get the right, skilled players that they are looking for once they go to India. Once the two partners arrive in India, Amit, a local man who likes baseball befriends them and Bernstein hires his as his interpreter. In addition, Bernstein ensures that he goes to India with a major league scout called Ray. Bernstein believes Ray will help him in eliminating through the thousands of candidates who are there to compete. At first, things do not seem to be going as planned. Contrary to his luxurious life that he used to in United States, Bernstein is shocked to see the overcrowded cities in India and traffic that did not seem to end (Million Dollar Arm). The overcrowding and traffic made it harder for the group to move from one city to the next, looking for new players. He also learns that since most of the candidates are cricket players they have different pitching techniques from those of baseball players. In addition getting players who were willing to train and become baseball players within a year was not easy. It was only after a prolonged search he found two young men that were eager to try out the new pitching motions in an entirely new sport. The two new prospects, Dinesh and Rinku are trained by a baseball coach known as Tom House (Million Dollar Arm). Bernstein takes them back home for more training. After training vigorously and participating in different ways when in front of professional scouts and the media from around the world, they fail. The investor almost gives up on Bernstein’s plan, when he learns that the two players cannot