Salvador Dalis Surrealist Concept of Paranoia Essay

Salvador Dalis Surrealist Concept of Paranoia - Essay Example The paper Salvador Dali’s Surrealist Concept of Paranoia concerns the idea of suspicion by Salvador Dali. J.H. Matthews contends that oddity â€Å"is a higher feeling of reality†. It is hard to perceive who are the surrealist and the exact meaning of the development oddity. Generally, in writing the depiction is every so often appropriated by pundits to ‘card-carrying’ subsidiaries of the development and once in a while to writers who pass on themselves in a way typically perceived to be strange, for example, the utilization of programmed composing, top to bottom submersion to the oblivious, to Freud, to outrageous concurrences; in show-stoppers, various craftsmen, paying little heed to their styles and procedures or scholarly participations, can't be ascribed as whatever thing however surrealist. Just a researcher would repel that Dali was a surrealist since he was ousted from the development. To be sure, Dali took an interest in the surrealists program in the mid thirties and, in his own outlook, was agent of the movement’s dominant part, which he respected to be hindering of matured qualities, progressive and corrupt; he has asserted Andre Breton as the person who really double-crossed the development with his communist bearing and magical information. in all regards Dali thought that it was a methodology in entirety unreasonably accommodating for his target. He at that point transformed into on what he alluded to as the method of basic distrustfulness, and there is a statement of his unusual affirmation of blame, entitled ‘The Secret Life of Salvador Dali’.

6 Things Recruiters Wish Job Seekers Knew

6 Things Recruiters Wish Job Seekers Knew Working with selection representatives can be a very valuable approach to locate another jobâ€they frequently have associations and access to circumstances not accessible to the overall population. In light of their associations with employing supervisors, recruitersâ can additionally get your foot in the entryway for positions otherwiseâ difficult to break into all alone. They’re aware of everything and have seen it allâ€consider them work looking for specialists. The group at ResumeSpice, a resume composing and profession training administration created by enrollment specialists, has assembled a rundown of six things scouts wish work searchers knew. Spare yourself a great deal of time and dismissal by taking this master exhortation to heart.Be explicit about what you want.Recruiters are proficient go betweens. They take your measures for in a position and match you with the position that best meets your requirements. For instance, while saying you need to discover a task the executives job is a decent beginning stage, saying you need a venture the board job for an oil and gas organization, that you’re inspired by worldwide undertakings, and that you would consider ostracize work is a superior method to go.It might be illogical, yet an endeavor to show up â€Å"flexible† could be deciphered as unfocused. Spotters will have a superior feeling of where to begin if they’re not left speculating for details.You don’t need to email them each day.Recruiters love making a matches among managers and applicants. It’s the premise of their whole employment, so a decent enrollment specialist will keep you on top of it on where you stand and will give refreshes as they emerge. It’s a bit much for contender to call or email each day. Most spotters will suggest a week by week or fortnightly email for brief assignments and each 2-3 weeks for direct recruit positions.Don’t take dismissal personally.You win a few, y ou lose a few. Move with the punches. Tomorrow’s one more day. While we’re all acquainted with those sayings, being dismissed is still never simple. A selection representative can do all that they can to attempt to persuade a recruiting director that you’re the ideal for a roleâ€but by the day's end, the business settles on the choice and once in a while they don’t explain to the scout why. It’s best to proceed onward and center your exertion around the following role.Have a refreshed and prepared to-submit resume.The death of the resume has been seriously exaggerated. Continuously have one good to go. Spotters will ordinarily offer understanding on how you can fix your resume, yet really reformatting and modifying your resume is up to you. In the event that you need assistance reinforcing your resume, an expert resume composing administration might be the best course to take.Be on your best behavior.Companies pay enlisting and staffing organiza tions to locate their most gifted ability, so consistently treat selection representatives as you would any business. They comprehend that you might be baffled as you search for a vocation and most are glad to loan counsel during a troublesome quest for new employment, yet it’s never a smart thought to vent your disappointments at a selection representative. Treat them ineffectively and they’re improbable to introduce you to their clients.There’s on schedule and there’s way too early.Because you need to intrigue a spotter, it’s characteristic to need to show up instantly for your planned gathering. Nonetheless, there’s a barely recognizable difference between showing up before the expected time and showing up on schedule. A decent standard to follow is to not to check in over 10 minutes before your planned time. Without a doubt, show up sooner than expected so that you’re not surged and froze when you stroll in the entryway, however r egard that most spotters won't have the option to see you thirty minutes before your booked meeting.This is positively not a far reaching rundown of everything selection representatives wish you knew, yet it should help guarantee you’re on the best possible way to progress with regards to keeping an incredible connection with your recruiter.Savannah Ober is a resume author and vocation specialist at ResumeSpice. Notwithstanding being a resume master, Savannah is likewise an accomplished corporate interchanges proficient, working with one of the world’s biggest worldwide organizations. Savannah has composed enrolling commercials for exchange distributions, made advertising guarantee, composed official statements and writes, and created internet based life content. Savannah holds a BA in English, experimental writing.

Alcohol Impairs More Than Motor Skills

Alcohol Impairs More Than Motor Skills More in Addiction Alcohol Use Binge Drinking Withdrawal and Relapse Children of Alcoholics Drunk Driving Addictive Behaviors Drug Use Nicotine Use Coping and Recovery Drinking alcohol can impair both motor skills and cognitive functioning, but as you sober up you regain motor skills at a faster rate that you do cognitive function, which could give you a false sense of security. As you begin to recover from a bout of heavy drinking, and your blood-alcohol content begins to decrease, you regain some of your motor skillsâ€"such as those needed to operate a vehicle - faster than you regain the ability to identify and respond to information. Therefore, you may be able to make a physical reactionâ€"for example, to another vehicle suddenly stopping in front of youâ€"as quickly as you could while not drinking, but you may make the incorrect responseâ€"such as pressing the accelerator  rather than the break. Processing Information There are three stages to processing information: Stimulus identification/perceptionResponse selection/cognitionResponse execution/motor processes When you are impaired by alcohol your ability to process information slows down. Researchers have found that even as you are sobering up some of your ability to process that information is still slowed. Slowing of Information Processing Given that most tasks require some information processing and that alcohol is one of the most commonly used recreational drugs, we felt that a more thorough examination of how alcohol disrupts the stream of information processing was warranted, said Tom A. Schweizer, of Rotman Research Institute in Toronto and first author of the study. What is not clear from earlier studies is whether this disruption is attributable to a specific slowing of one stage â€" that is, perceptual, cognitive or motorâ€"or a slowing of all stages within the information-processing stream. Also, few studies have looked specifically at the differential effects of alcohol on cognitive functioning during rising and declining blood alcohol concentrations (BACs), he said. One of the goals of this research was to address whether or not cognitive functioning behaves like motor functioning during rising and declining BACs. Delays in Responding Schweizer and his colleagues examined 34 healthy, male social drinkers using the psychological refractory period (PRP) paradigm. The PRP paradigm tests the limits of a persons ability to process information when two tasks are completed in rapid succession, said Schweizer. PRP refers to the delay in processing the information from a second task stimulus when it closely follows the first task stimulus. Specifically, if alcohol disrupts the cognitive stage of information processing, a greater delay in respondingâ€"meaning an increase in reaction timeâ€"to the second task should be observed. Schweizers study examined two groups of 17 participants, one of which was given enough alcohol to peak their blood-alcohol content at 0.10. Their reaction times were recorded at baseline and while their BACs were rising and declining. Significantly More Mistakes The experiments findings included: The alcohol group made significantly more errors during the ascending phase of the BAC curveErrors continued during the descending phase of the BAC curveThe alcohol group demonstrated longer reaction times during rising BACsResponse times returned to baseline levels when BACs were declining Cognitive Skills Recover More Slowly Our findings indicate that the motor component of information processing recovers during declining BACs, but it appears that the cognitive effects of the drug linger well after motor performance is back to drug-free levels, said Schweizer. The reduction in motor impairment as BACs decrease could create the illusion of complete sobriety and prompt the undertaking of activities requiring cognitive processes that are still greatly impaired. One could envision a scenario in which the brake lights on the car ahead suddenly come on, he said. To avoid a collision, a driver must swiftly remove his or her foot from the gas and depress the brake. A driver whose BACs are decreasing may react as swiftly as normal but may respond incorrectly by slamming on the accelerator rather than the brake. The speed of response is the same, but the driver has just made a costly error. Speed and Accuracy Should Be Tested Schweizer said this research highlights the importance of measuring both speed and accuracy of cognitive performance when investigating the effects of alcohol intoxication. The results also highlight the importance of testing the effects of alcohol at various points on the blood alcohol curve, he said. Depending on where you test on the BAC curve you could get vastly different results. This is especially true for tasks that tap into cognitive functioning. Increased Risks for Accidents The researchers suggested that drinkers take extra caution when attempting to gauge their own recovery from the effects of acute alcohol intoxication. The mismatch between motor and cognitive recovery … creates special hazards that may have implications for accident risks. A drinker who is about to drive a vehicle immediately after recovering from a drinking episode may be more dangerous than while actively drinking because they mistakenly assume theyre okay.

The Tragedy of Hamlet by William Shakesperare - 977 Words

â€Å"The Tragedy of Hamlet, Prince of Denmark†, shortened to â€Å"Hamlet†, written by William Shakespeare dramatizes the revenge Prince Hamlet is instructed by his father, King Hamlet, to execute on his uncle Claudius, who murdered the king. Not only did he kill Hamlet’s father but then succeeded to the throne and took the murdered king’s wife, Gertrude, to be his own. Shakespeare uses Hamlet’s major soliloquies to depict a close to clear picture of Hamlet’s true character. He gives us many soliloquies, generally centered around the emptiness of his existence, suicide, death, suffering, and fear of what is beyond the human race after dying. The journey of reading one soliloquy after another guided the audience to not only sympathize with Hamlet, but also reveal his one tragic flaw and his struggle to overcome it. Hamlet’s struggle throughout the play to bring everyone to justice and avenge his father only occurs because of his inconc lusiveness. Because of the major soliloquies in Shakespeare’s â€Å"Hamlet†, the reader is able to sympathize with this dramatic character throughout his heart- rending development and understand his character from a different perspective keeping in mind his good attributes and tragic flaw. In his first soliloquy, it is apparent that Hamlet is very distressed about a few things. Hamlet begins his first soliloquy in a very depressed manor by saying,† O, that this too too sullied flesh would melt†¦But break, my heart; for I must hold my tongue.† (Shakespeare,

Customer Support Of Live Chat Software - 1726 Words

Satisfying your customers is the number one goal. That’s why, a wave of businesses are investing in live chat software as a customer support option. Research tells us that â€Å"live chat has the highest satisfaction levels for any customer service channel, with 73%, compared with 61% for email and 44% for phone.† But live chat is more than just a customer support tool. One-on-one communication with customers opens the doors to learning more about consumer behavior. Live engagement can uncover product mishaps and branding opportunities. Gain more from your live chat software. Here are six ways to move your team beyond customer support: 1. Increase Sales On average, 67% of shoppers abandon their online shopping carts. And most leave due to checkout process confusion, lack of product information, or unanswered questions about payment options and shipping costs. Live chat changes this paradigm by offering immediate assistance to â€Å"save† lost sales. Marketing professional Lior Levin agrees that chat agents make an impact when they walk shoppers through the sales process. Levin says, â€Å"This helps eliminate bounces away from retail websites and ensure that full shopping carts make it through check out.† Moreover, savvy live chat reps can answer the customer’s initial inquiry and spot opportunities to help the individual with product offerings. Shoppers are more likely to buy when informed. In the example below, agent Adam responds to Jaye’s product question. Then, Adam offersShow MoreRelatedReasons Why You Should Opt Norton Chat Support : Quick Support872 Words   |  4 PagesReasons Why You Should Opt Norton Chat Support| Quick Support on 1-800-445-2810 Toll Free Viruses are the threats, which are downloaded because of extreme utilization of internet. These are consequently downloaded with different files. 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Evolution of the Genus Homo Free Essays

Evolution of the genus Homo. Charles Darwin was the first to formulate a scientific argument for the theory of evolution by Natural Selection. The idea of natural selection is basically â€Å"the survival of the fittest. We will write a custom essay sample on Evolution of the Genus Homo or any similar topic only for you Order Now † Evolution is any change in characteristics in biological populations. It gives diversity to life on all known biological organizations such as molecules, organs, organisms, etc. Life is said to be originated from a universal common ancestor, which tells us that all life is related to each other. Life started from simple celled organisms known as prokaryotes, which evolved into eukaryotes after photosynthesizing bacteria evolved forcing oxygen concentration to rise in the atmospheric. This event known as the Great Oxidation Event acted as poison on many bacteria that use carbon dioxide as an energy source. After the evolution of eukaryotes, sexual reproduction appeared and increased the evolution rate tremendously. Complex multi-cellular organisms started to appear soon after, first in oceans and then on land. Over time, life diversified into millions of organisms. The genus Homo first evolved around 2. 5 Ma from Australopithecine genus (now extinct). The first homo species believed to evolve were called Homo Habilis. They lived side by side with another homo species called Homo erectus until at least 1. 44 Ma. H. Habilis were also the first species to make tools out of stone. H. Erectus resembled modern humans and colonized in Africa. They had a brain size 74% that of modern humans and had ways of making better tools and also hunted bigger animals. Another species, Homo Antecessors were common ancestors of humans and H. Neanderthals. Modern humans shared 99% of their DNA with Neanderthals and Neanderthals also had a similar gene linked to speech. Another species, Homo Heidelbergensis may be an ancestor of Neanderthals and modern humans. Finally, modern humans or Homo Sapiens are said to first appeared around 200 Ka around Oma river, Ethiopia. There are two famous models that explain where the modern day humans originated from. Both models are supported by evidence and therefore are accept by different scientists. The Replacement model says that modern humans originated in Africa and replaced all other archaic humans beginning 60,000 years ago. The regional continuity model argues that all modern human evolved more or less simultaneously in all major parts of old world from local archaic humans. It is believed that environmental variables, along with natural adaption, such as pathogens, diet, survival needs, climate, etc. caused the different phenotypic diversity among human populations thus complicating the puzzle of modern human evolution. How to cite Evolution of the Genus Homo, Essay examples

Why I want to study business Essay Example

Why I want to study business Paper T: â€Å"Why I want to study business† essay on paperap.com D: The â€Å"Why I want to study business† essay topic belongs to the list of the most popular themes related to business. Exist several nuances, which a writer should know to write a winning essay. In case, you face a scarcity of time or experience; you can order your paper on paperap.com! H1: â€Å"Why I want to study business† essay A business essay is a type of written assignments, which encompasses a variety of essay centered around the topic of business. As is often the case, the authors of these assignments have to reflect on the issue of entrepreneurs activity. Exist various formulations of the topics related to the concept of business. One of the most widespread variants is â€Å"Why I want to study business† essay. It belongs to the type of academic papers which demands from a writer an extensive piece of info illustrating his point of view. We will write a custom essay sample on Why I want to study business specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Why I want to study business specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Why I want to study business specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Students of colleges and universities studying subjects related to entrepreneur activity receive these tasks regularly. They have to prepare an essay and express their vision of business issues and this direction of activity in general. The main task of the author working on this assignment is to express one’s thoughts and explain why a person wants to study business. This type of academic assignment belongs to the descriptive type. A writer should enhance it with the variety of real-life examples and personal experiences. â€Å"Why I want to study business† essay topic belong to the category of complicated topics. People working on this assignment have to possess critical thinking and analytical skills. Apart from that, the person has to be familiar with the basics of leading and launching a business. Apart from that, students preparing an essay on this theme should be able to provide strong arguments explaining why he wants to study business. One needs well-polished writing skills as well to be able to create a grammatically perfect assignment. Moreover, exists many nuances, which writer should bear in mind. It is necessary to treat this task seriously is a person wants to create a winning Why I want to study business† essay. H2: How to write â€Å"Why I want to study business essay? The â€Å"Why I want to study business† essay belongs to the category of written assignments, which pose to a writer a clear task. The task is encoded in the very theme. A student has to provide a clear and distinct answer to the question of why he wants to study business. It may seem simple. However, the task is complex and requires the availability of profound writing experience and critical thinking skills. The work should be well structured, insightful and compelling.   To create a well-written composition, one has to be aware f several nuances helping a writer to succeed. Primarily, one has to analyze the title of the essay and decide on the issues he is going to focus. Take into consideration the target audience and the expectations of the scholarly supervisor. A task for students is to understand what he has to do and after that decide on the means and effective strategies that will help to reach the aim. It may also happen, that scholarly supervisors allow focussing on a specific aspect of â€Å"Why I want to study business† essay topic. In this case, a student has to decide on the specific issues that he will discuss throughout the whole essay. After that, one has to do research and gather enough material. It will serve as a solid ground for one’s paper. You can either use the web sources or consult the library. The primary task of this stage is to collect enough info for the future writing. It is also necessary to create a business plan outline for one’s writing to have a guide. It will allow you to organize all the ideas and order the arguments correctly. The last stage presupposes polishing the essay and eliminating all the mistakes. H3: The structure of â€Å"Why I want to study business† essay Each academic assignment has its formatting and structural specificities. â€Å"Why I want to study business† essay is similar to the essay on any other topic and has the standard structure. This assignment has an introduction, main body, and conclusion. Each of these section has to encompass the necessary structural elements. The intro presents the first portion of information, which sees the target reader. That is why a writer has to make it catchy and informative so that the reader will be eager to continue reading. In the lead-in, an author has to provide background info and familiarize the reader with the topic allowing to get involved in reading. The last sentence of the intro is a thesis. It is the spine of the whole essay. That is why it should be disputable and thought-provoking. The following part is the main body. In this part, the task of the author is to include many strong arguments supporting the thesis. In â€Å"Why I want to study business† essay, one can provide persuasive reasons. Apart from that, you have to enhance each main body paragraph with real-life examples, which will serve as a support to your argument. You can tell about your experience in this field, about the prospects for the development and advantages, which you will receive after finishing the business school. The last structural part is the conclusion. In this block, one has to sum up all the ideas discussed. Moreover, the writer has to refer to the thesis or paraphrase it. It will allow to make the whole text cohesive and demonstrate the connection between all structural parts of the essay. H4: Order Why I want to study business† essay on paperap.com The preparation of the â€Å"Why I want to study business† essay is a serious task. To compile a proper paper, a student to be knowledgeable in this field. What is more, one has to be experienced in writing and be able to think critically. For inexperienced students, this task may pose a real challenge. paperap.com is the business plan writing service offering help with the delivery of all types of written papers! We are the modern writing service offering assistance to all customer! The business plan service works 24/7, and you can turn at any time to get qualified help immediately! paperap.com is a credible website. We have earned the trust and respect of many users. People choose us, as we are credible and offer a considerable number of advantages. Primarily, the website hires the crew of advanced writers, who can quickly and effectively help writing the business plan and essay. They are familiar with all of the writing standards. You can control the whole writing process and make remarks. You may also apply for the unlimited number of revisions. It is possible to count on a refund in case if the final quality of the paper is not suitable for you. If you have questions or remarks, you can always turn to our support center. You will get an immediate response in a live chat regime. paperap.com is the best choice for you! Here you can get qualified assistance within the shortest terms. 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Why a list of bullets is not a report (and military writing could make you enemies)

Why a list of bullets is not a report (and military writing could make you enemies) Why a list of bullets is not a report (and military writing could make you enemies) A few years ago, I was working with a consultant. We used to meet every week, over breakfast. And, as my daughter was going through a phase of waking up every night, I was invariably tired. I remember one session, during which I had been particularly sluggish. Even a second double espresso could not push many coherent thoughts around my sleep-deprived brain. So I asked him to write me a short report, in the hope that I could consider his advice properly once my mental fog had cleared. ‘Sure,’ he said. ‘I’ll send it over later today.’ The document duly arrived in my inbox just after lunchtime, but I decided to save it till the morning, once I’d caught up on my sleep. The next day, refreshed, I opened the document with keen anticipation. It took up about two pages and covered everything we’d agreed. Yet I found the document pretty well impenetrable and I gave up after a couple of attempts at reading it. Shorter ≠  better It wasn’t that its sentences were too long or too dense. Most sentences ran to fewer than 20 words and each was reasonably digestible. Its language, too, was for the most part commendably clear. (I forgave the odd lapse into consultant speak, as I knew his advice and thinking were consistently sound.) No. The reason I struggled was that, while he’d certainly created a document, he hadn’t actually written me a report at all. He’d simply produced a list of bullets –  a very long list of bullets. There’s a common assumption that the best type of report is one that delivers the most facts in the fewest words. The internet is full of articles advising just that approach and such articles are extremely popular. Most of us are both busy and overloaded with information. So this is understandable. We’re often so distracted and desperate for relief from the information deluge that we’re primed to fall gratefully on any piece of advice that promotes the brief-equals-good approach and share it widely. In such a crowded world, efficiency is what we need – whether we’re talking about our schedules or our communications. And what could be more efficient than a list of bullets? Giving the brain room to work The trouble is that this vastly oversimplifies how our brains work. It’s based only on the way most of us think  they do. And while we may want  reports like that, it’s not what we actually need. (In fact, I suspect that such reports are often the ones that don’t get read.) It’s not just in reading and writing documents or email that we fall into this trap. The same is true of how we plan our lives. A productive day is not necessarily one that crams in the most activities in ever-decreasing time-slots – not least because each one will provide more information and you may need to update the best course of action as you go. In other words, you need to allow the brain to do its work. (Despite this, countless time-management gurus make a good living encouraging us to stuff more and more into schedules that are already overloaded.) Similarly, a bald summary consisting of a series of short points, stuffed together and devoid of context, will rarely work in the way we think it will or want it to. In simple terms, such documents are not ‘brain friendly’, even though it seems that they should be. Military backing The short=good advice was taken to a whole new level in a post on the Harvard Business Review  blog a year ago, entitled ‘How to write email with military precision’. The post went viral (I suspect for the reasons I’ve already stated). Some of its advice made sense, such as including keywords like ‘ACTION’ in the subject line to show something needs to be done. ‘INFO’ was another suggested heading, which also seemed logical, even if I can see emails with that title heading straight for the bin. (Tech-savvy staff might even set up an automated rule ensuring such messages bypass their inboxes altogether.) Next up on the list of recommended headings was ‘DECISION’. That was sort of OK, though I was starting to feel uneasy at that point. They were beginning to sound a bit too much like barked orders. (Suggesting I type them in caps didn’t help.) Then it all got a bit surreal. It’s not just that it recommended ‘COORD’ for something that needs co-ordination with a colleague. It’s the way it reduced what could be quite nuanced (ie human) exchanges to the barest of bones. Indeed, the article  took this idea so far that any email that followed the author’s advice would almost certainly backfire (no pun intended) in the modern workplace. Here’s an example from the post: You are not a robot (and neither is your reader) Most cognitive psychologists no longer think the brain is just like a computer, ever ready and waiting to be programmed with instructions. How we think and make decisions is way more complex and subtle than that. Yet that seems to be precisely the brain model that the author of this article was using. The structure appears to me to be based largely on how we wish people processed information. This almost brutally brief message may  be suited to the command-and-control environment of the battlefield. But this sort of military writing has absolutely no place in the modern work environment. It will make more enemies than friends and create more problems than it solves. Can you imagine how you’d feel if you got one of those things? Rolling out that style across an organisation could cause enough damage to relationships to send productivity through the floor. In doing so, it would have precisely the opposite effect to the one intended. The dangers of bullets And – despite leaving the battlefield behind – that brings me back to bullets (sorry). They have their place, but that place is within  a document or message. With very few exceptions (a shopping list springs to mind), they should not be the document itself. Bullets simply do not engage people and get them to focus. They’re like somebody else’s revision notes. They trigger recall of much more detail in the person who wrote them but are largely meaningless to everybody else. Besides, the short=good school of business writing assumes we’re all too busy to focus on anything outside of what’s on our to-do lists already and that we always concentrate on our priorities. If this were really true, distractions like news websites would be out of business, as would Facebook, Twitter, Instagram and LinkedIn. For that matter, so would eBay or even the doughnut shop down the road that you pop out to when you’re avoiding writing your monthly management report. There are so many of these distractions that it’s amazing that we ever get anything done. Logic would seem to suggest that we should only be able to concentrate for a few seconds on any one thing. From flow to focus And yet, somehow, we do manage to focus, at least for some of the time. Sometimes, that focus is the result of a conscious effort to shut out the noise and knuckle down to work. But, more often, our focus is a passive process, driven not by ourselves but by whatever it is we happen to be focusing on. Some writing draws our attention and holds it for minutes or even hours, no matter how long our to-do lists. Such writing almost seems to compress time, and it does so in spite of  how busy we are. If you’ve ever read a web page or email that you didn’t intend to – anything that wasn’t the reason you opened your laptop – then you’ll know what I mean. Such things engage you right from the start and they keep you engaged. Reading them is effortless. Ideas seem to magically glide from the screen to your brain by the shortest possible route. Somehow, they draw you in then just seem to flow. Flow is the right word in this case. It’s a psychological state  in which concentration is total, to the exclusion of everything else. And it’s a state that, despite how busy we are, we find ourselves in surprisingly often (when our heads are in our phones, for example). Exactly how you induce this state in those who read what you write is a big subject and one for another post. Suffice to say for now that it involves writing captivating introductions and using a structure that anticipates how the reader is likely to think. Often, it involves storytelling, which has been shown to be one of the most effective communication techniques, as it reproduces the writer’s thought patterns in those who read or listen to the story. (Even academic papers that follow a narrative structure get cited in journals more often than those that don’t, as this study  of more than 700 papers shows.) Crucially, it involves putting the reader right at the heart  of the document or message. What it’s not is a state that’s likely to be achieved by writing like the military. At least, not like the military portrayed in the HBR article. (My experience of the defence sector suggests that portrayal is not necessarily typical anyway.) And it’s not a state that you will ever achieve by page after page of bullets. If you want to keep up to date with Robs research into the science of communication, keep an eye on his blog at robashton.com. Image credit: Amy Walters / Shutterstock

Six Practical Tips to Find Clients

Six Practical Tips to Find Clients In June 2015 I swallowed my fear and pride and made the decision to call myself a writer. Since establishing my own writing business I have found success in two niches: writing articles for popular websites and writing blogs for corporate clients. Its no secret that the corporate clients I have are my real money-makers, and my source of steady income. Where are all these businesses that are willing to pay good money for a blog post? Follow these six tips and you will find more clients for your writing business too. 1. Â   Â   Â  E-mail potential clients. Sit down and write a list of 25 people you know who own a business and would benefit from a blog. Look through your Facebook and Twitter page. Ask your Mom if she knows of anyone. Then, write an email introducing yourself, the benefits of blogging, and exactly why you think this opportunity would benefit the individual business specifically. This email needs to be clear and concise and not feel like you sent it to 25 people. 2. Â   Â   Â  Offer incentives to current clients. If you are looking to build your client base it is a good idea to ask your current clients for some help. Once you feel youve established a good relationship with your client, approach them with an offer that they cant resist. For example, let your client know you are hoping to build your business and appreciate their trust and positive feedback. Then, offer them one free blog post per client referral. 3. Â   Â   Â  Use networking sites to build relationships. Use websites like LinkedIn and Facebook to network with potential clients. Share compelling information about the importance of online marketing and blogging to pique their interest. But make sure to take things one step further and reach out to those you are networking with. Introduce yourself and let them know you are available to talk more about your work and the value of your writing services. 4. Â   Â   Â  Introduce yourself to other popular writers Sometimes the way to break into the business is 5. Â   Â   Â  Put an ad in the paper. This may seem like an outdated idea, but the truth is many potential clients simply arent online. Consider putting an ad in your local paper letting people know you are a freelance writer specializing in corporate blogging. Make sure your advertisement is clear and professional, and consider hiring someone to make it for you. 6. Â   Â   Shout it from the rooftops. The best way to find potential clients is to look at every single person you come into contact with as a potential client. Keep a few business cards with you at all times. Let people know on all your social media platforms what you do. Chat with people at your local Starbucks and in the checkout line at the grocery store. Introduce yourself to your neighbors. Make sure everybody knows who you are and what you do, and watch your business grow. Now go out and use these tips to grow your client base. Come back here and let us know when you do!

Culture and development Essay Example | Topics and Well Written Essays - 250 words - 1

Culture and development - Essay Example The convention for the protection and promotion of cultural expression diversity established one of the best foundations that acknowledge the importance of cultural expressions. It sought to promote cultural expressions diversity and provide distinctive nature of cultural activities.2 I find this essential in promoting principles of equitable access, sustainable development, and balance. I also think that the convention established the grounds for harmonious coexistence of all people regardless of color or race since it respects the existence of differences in cultural activities. The article on Millennium Development Goals, MDG, is correct, with regard to my assessment, on most of the arguments put forward. For instance, mental health has been ignored when setting up health related goals.3 According to my view, the claim that mental health controls the overall person’s performance is correct since the brain controls a person’s activities. For the millennium goals to be achieved, mental health must be in the agenda although it is challenging due to the ambitiousness of the MDGs. On a personal view, the MDG might take very long to accomplish or fail entirely due to the failure of similar previous attempts. The UN declaration of indigenous people’s rights, in my viewpoint, is out of order in some clauses. This implies that some of its clauses are too assumptive. For instance, the idea that respecting the culture and knowledge of indigenous people leads to sustainable development is a weak assumption.4 This is because when individuals mix, they pass information and ideas that are used in innovating and developing the society. Although, the indigenous ideas could be effective in this quest, new ideas are better. Additionally, the declaration over-emphasizes on the rights of indigenous people implying that the non-indigenous people may not be respected. However, other areas are correct such as the idea that all

Strategic Business Analysis - Case Study about Netflix Essay

Strategic Business Analysis - Case Study about Netflix - Essay Example This essay focuses on the business analysis of the Netflix company. The researcher aims to describe the strategic business analysis of Netflix, that is the wÐ ¾rld's lÐ °rgest Ð ¾nline DVD mÐ ¾vie rentÐ °l service, Ð ¾ffering mÐ ¾re thÐ °n three milliÐ ¾n members Ð °ccess tÐ ¾ 50,000 titles. It is stated by the researcher of the essay that the Ð °ppeÐ °l Ð °nd success Ð ¾f the cÐ ¾mpÐ °ny Ð °re built Ð ¾n prÐ ¾viding the mÐ ¾st expÐ °nsive selectiÐ ¾n Ð ¾f DVDs; Ð °nd fÐ °st, free delivery. The Netflix business mÐ ¾del is Ð °n Ð ¾rgÐ °nized rent Ð ¾f DVD Ð °dvertised thrÐ ¾ugh Internet Ð °nd delivered thrÐ ¾ugh the pÐ ¾stÐ °l mÐ °il. Te key drivers Ð °re the number Ð ¾f custÐ ¾mers, custÐ ¾mer quÐ °lity, prÐ ¾duct cÐ ¾sts Ð °nd fulfilment cÐ ¾sts. In the first pÐ °rt Ð ¾f the essay the researcher Ð °ssess the cÐ ¾mpetitiÐ ¾n in DVD industry. Using PÐ ¾rter’s Five FÐ ¾rces MÐ ¾del Ð ¾f CÐ ¾mpetitiÐ ¾n the researcher defi nes the kinds Ð ¾f cÐ ¾mpetitive fÐ ¾rces thÐ °t currently fÐ °ce Netflix. In pÐ °rticulÐ °r, the researcher also provides Ð °n Ð °nÐ °lysis Ð ¾f relÐ °tiÐ ¾nships between Netflix, BlÐ ¾ckbuster Ð °nd WÐ °l-MÐ °rt. SecÐ ¾nd pÐ °rt Ð ¾f reseÐ °rch is referred tÐ ¾ current pÐ ¾sitiÐ ¾n Ð ¾f Netflix in DVD industry. Using the grÐ ¾up mÐ °pping strÐ °tegy, key cÐ ¾mpetitÐ ¾rs Ð °re described Ð °nd cÐ ¾nclusiÐ ¾n Ð ¾f rivÐ °lry in the industry is mÐ °de. Further the study prÐ ¾vides mÐ ¾re discussiÐ ¾n Ð °nd less Ð °nÐ °lysis Ð °s the subject Ð ¾f DVD Ð ¾nline rentÐ °l industry Ð °nd its lÐ ¾w bÐ °rriers tÐ ¾ entry Ð °nd high bÐ °rriers tÐ ¾ prÐ ¾fitÐ °bility Ð °re mentiÐ ¾ned. In the cÐ ¾ncluding pÐ °rt the recÐ ¾mmendÐ °tiÐ ¾ns Ð °s fÐ ¾r the strÐ °tegies thÐ °t might bring grÐ ¾wth Ð °nd sustÐ °inÐ °bility tÐ ¾ Netflix Ð ¾ver the next five yeÐ °rs Ð °re presented.

Training And Development In Infosys Management Essay

Training And Development In Infosys Management Essay This essay aims to provide a critical review of Performance Management and Training and Development of HRM in a typical high-tech company: Infosys. Infosys is a Fortune 500 company which specializes in IT services. The company has clients all cross the world and provide expertise in various industry sectors. Infosys integrates its Performance Management and Training and Development to better facilitate its workforce and to help the firm achieve its strategic goals. 1.2 Aim of this essay This essay aims to provide a critical review of Performance Management and Training and Development in Infosys. It identifies the strengths and weaknesses of the integration of Performance Management and Training and Development in Infosys, and provides proper recommendations for future improvement. 1.3 Structure of this essay Chapter 1 gives a brief background and the aim of the essay. Chapter 2 gives introduction of Infosys. Chapter 3 talks about Performance Management and how this part of HRM functions in Infosys. Chapter 4 deals with Training and Development and its function and role in Infosys. Chapter 5 provides a critical review of the Integration of Performance Management and Training and Development in Infosys. Chapter 6 offers some recommendations for future improvement of Infosys Training and Development as well as Performance Management. Chapter 7 is the conclusion of the whole essay. 2. Brief Introduction of Infosys Infosys was started in 1981 by seven people with US$ 250. Today, they are a global leader in consulting, technology and outsourcing with revenues of US$ 7.075 billion (LTM Q1 FY13). Many of the worlds most successful organizations rely on Infosys to deliver measurable business value. Infosys provides business consulting, technology, engineering and outsourcing services to help clients in over 30 countries build tomorrows enterprise. Infosys has a global footprint with 68 offices and 70 development centers in US, India, China, Australia, Japan, Middle East, UK, Germany, France, Switzerland, Netherlands, Poland, Canada and many other countries. Infosys and its subsidiaries have 151,151 employees as on June 30, 2012. Infosys helps companies derive the measurable business value that they have always been looking for from business and IT investments. The company delivesr measurable business value in 3 ways: 1. Transform Infosys can transform the fundamental shape of your business PL. Regardless of which team our clients engage with; the company has a best-practice process for delivering value. In Infosys it is called IMPACT to ensure a clear line of sight from process change to bottom-line impact, ensuring that you receive the business value you were promised. 2. Optimize Beyond transformation and innovation, it boils down to execution delivering on time, on budget and on value. Infosys can optimize clients core operations to drive best-in-class efficiency and help fund the transformation and innovation. 3. Innovate Infosys can inject a level of product and service innovation into clients business to create new revenue opportunities through collaboration and co-creation. The foundation of its innovation capability is our core lab network Infosys Labs and the new thinking that our team of over 600 researchers brings to the table. The Vision and Mission of Infosys are: Vision We will be a globally respected corporation. Mission Strategic Partnerships for Building Tomorrows Enterprise. 3. Performance Management and its Function in Infosys 3.1 Academic review of Performance Management Levit (2008) suggest that performance is a multi-layer structure, and depending on different measuring factors, the results may be different also. Thus, if we want to measure and manage performance, we must first define it and know exactly what performance management means. Usually performance management can be defined from three perspectives, and with different perspective, the contents, influencing factors and measuring methods that performance management includes differs. From the individual perspective, the definition of performance management has not come to a universal conclusion as various experts on HRM give their own definitions. At the current stage, there are two main views. One view believes that performance is equal to result; while another view suggests that performance equals behavior. Bernadin (1995) suggest that performance should be defined as the outcome of work, because these outcomes of work are closely related to organizational goals, strategies, customer satisfaction and investment. Kane (1996) points out that performance is the things that an individual leaves, and such things relatively independently exist. Hence, it is not difficult to see that the view of performance is equal to result believes that the outcomes that performan ce gets are the records of how well one employees work is. The relative concepts about performance results include: Accountabilities, Key Result Areas, Results, Duties, Tasks and Activities, Objectives, Goals or Targets, Outputs, Critical Success Factors. Nowadays, however, an increasing number people have accepted the concept that performance equals behavior, and they have posted challenges against the view of performance is equal to result. Campbell (1990) suggests that performance is a set of behaviors that are related to the organization that a person works for or the goals that the organization has. His definition of performance in 1993 is that performance is the synonym of behavior, and it is peoples actual behaviors and it can be observed and measured. Performance management is the process through which managers ensure that employees activities and outputs are congruent with the organizations goals. It is used to establish measures of performance to allow clear targets to be set and is a continuous process that enables us to improve delivery of business. Performance management plays a key role in Human Resources Management because an organizations performance goals are designed according to the organizations development plan, strategy and organizational goals. Today there are various tools for how to manage performance such as Balance I believe that in practical performance management, the broader concept of performance should be employed that is, the concept of performance should include both two aspects of behaviors and results. Such a perspective is well reflected in the definition of performance according to Brumbrach (1998): performance means results and behaviors. It tells us that when we conduct performance management, we should take into consideration of both input(behaviors) and output(results). Performance management should include the two aspects of what to do and how to do. 3.2 Performance Management in Infosys Infosys is a Fortune 500 company whose main service is in IT industry. Today it is the leading firm on the market providing various IT solutions to its clients. The business scope of Infosys ranges from Telecommunication, Banking, Financing, Retailing to Manufacturing. Like most international firms, Infosys has a matrix organizational structure. The companys base is in India, but it is not strictly the headquarter of the company. Its various braches across the world work together to reach the organizations strategic goals. The types of employees in Infosys are divided into two catalogues: regular employee and contractor. Thus, performance management in Infosys has two different management methods for regular employees and contractors. Infosys definition for Performance Management is that performance management is a constant, on-going process of communication. During this process, employees and managers reach a consensus on the following questions in forms of collaboration partners: Tasks that employees should complete; How can the work that employees do make contribution to realizing the companys goals; Use detailed content to describe how to do job well; How can employees and managers work together in order to help employees to improve their performance; how to measure performance; The obstacles that hinder the development of performance and how to conquer them. Meanwhile, Infosys believes that performance management is: The core part of the companys overall human resources strategy; One method to measure an individuals performance; Emphasis is put on the process of improving employees integrated skills; A tool to connect individual performance with the companys strategy and goals. There are three aspects in Infosys performance management: Performance Plan. In this part, managers and employees reach a consensus on following questions: What should employees do? How should work be completed? Why this work item should be done? When should this work item be done? Other relevant questions: working environment, capability, career prospects, training etc. During this process, managers and employees constantly communicate about above questions, and eventually sign on the records of their communication, and use it as the performance goals of the employees. These performance goals are the base of the whole performance management and performance measurement; thus they play a pivotal role in performance management. The process of setting performance goals usually takes a quarter of the year. Performance goals usually include two parts: one is Business Goals; the other is Behavior Standard. According to Pinson (2004), a business plan is a formal statement of a set of business goals, the reasons they are believed attainable, and the plan for reaching those goals. It may also contain background information about the organization or team attempting to reach those goals. business plans may also target changes in perception and branding by the customer, client, taxpayer, or larger community. When the existing business is to assume a major change or when planning a new venture, a 3 to 5 year business plan is required, since investors will look for their annual return in that timeframe. Infosys uses business goals as part of employees yearly performance goals, and they help enhance employees performance and help achieve organizational goals. 2. Constant Communication of Performance. Communication should be through the whole process of performance management. Only once or twice communication between employees and managers are far from enough, and it does not obey the principles of performance management. As Montana Charon (2008), a business can flourish when all objectives of the organization are achieved effectively. For efficiency in an organization, all the people of the organization must be able to convey their message properly. 3. Performance Appraisal Meeting. Infosys performance appraisal meeting is highly efficient, and it is normally held within an hour when all managers get together to discuss yearly performance evaluation. It mainly includes four aspects: 1) Employees self-evaluation; 2) Reaching a consensus on employees performance, according to facts instead of impressions; 3) Deciding performance levels; 4) It is not only to evaluate employees; it is also a good opportunity to solve problems. Cederblom (1982) suggests that a performance appraisal is typically conducted annually. The interview could function as providing feedback to employees, counseling and developing employees, and conveying and discussing compensation, job status, or disciplinary decisions. It is often included in performance management systems and performance management systems are employed to manage and align all of an organizations resources in order to achieve highest possible performance. 4. Training and Development and its Function in Infosys 4.1 Academic review of Training and Development Training and development (TD) is an indispensable part in human resource management, with the purpose of enhancing the performance of individuals and groups in organizations. Training and development has a number of names, such as human resource development, and learning and development. As to its definition, there are several popular explanations. According to Rothwell Kazanas (2004), training and development, part of human resource development, is the process of changing an organization, its employees, its stakeholders, and groups of people within it, using planned and unplanned learning, in order to achieve and maintain a competitive advantage for the organization. The main body of training and development is adults, and the way adults learn and develop is different from the way students do. Adults training has more specific purposes, and is usually more practical, with the aim to solve practical questions. Hence, the organization or department that are responsible for developing training programs need to know about theories of adult learning. In the 1950s, Malcolm Knowles developed a new theory for adult learning, which is called Andragogy. Andragogy is in the context of adult learners which is contrasted with definition of childs learning (called pedagogical learning). Michael (2007) suggests that the central idea in the context of adult learning is that it is only after convincing oneself of the rationale of learning that an adult will decide to (and be able to) learn. Hence, adults cannot be treated like children if one hopes to see learning. Therefore it is assumed that workshops and seminars organized by the students themselves create a better learning environment than those organized externally. This has led to a flurry of recent teaching innovations like student-led tutor groups and supplemental instruction programs led by above average students. Another important theory about training and development is Learning Organization which was created by Peter Senge. Pedler Boydell (1997) defines that a  learning organization  is the term given to a company that facilitates the learning of its members and continuously transforms itself. There is no a single model of learning organization. Learning organization is about an attitude toward or ideology of employee and organization and is a new way of thinking about organization. In leaning organization, everyone needs to identify and solve problems, so that the organization is able to constantly try new things, enhancing and improving its capability. The basic value of learning organization is solving problems, whereas in contrast, the focus of traditional organization is efficiency. In any learning organization, employees need to take part in identifying problems, which means that employees need to understand customers requirement. Employees also need to solve problems, and this m eans they need to think about customers requirement in a unique way. Learning organization enhances organizations value by new ideas and information, instead of material production. 4.2 Training and Development in Infosys Training and development is mainly carried out in Infosys by its HR department. Currently the whole company has more than 20,000 employees, and training and development has always been a key function of all HR department in all branches. The company is willing to provide excellent training opportunities for its employees. Though the leading department of training and development in Infosys is its HR department, other departments also take part in and collaborate with HR department. Training and development is carried out by HR personals according to various requirements of different departments which are located in different geographic locations. There are training and development specialists who are responsible for certain training contents, such as technology, business knowledge, company policies, marketing etc. HR department plans yearly training and development schedule together with experts from other departments, and is responsible for carrying out these training schedules. Training courses in Infosys are presented by subject matter experts(SMEs) in the company or by experts from other organizations and universities. Training specialists need to record teachers performance during the training sessions. After training sessions, feedback from employees are collected and analyzed, in order to better the quality and efficiency of the companys training programs. The company creates its training policies which is part of the companys HR policies. And violation of training policies will be reported to the employees reporting manager. This ensures the quality of training and development in Infosys. Training and development plays an important function in Infosys daily operation and strategy development. The HR department divides training and development mainly into four levels. The first level is for senior management and candidate senior management; the second level is for normal employees and normal managers; the third level is for first-line sales personals; the forth level is for new hires and fresh graduates. According to the needs and requirements of different levels, training sessions are designed by different teams. Garavan, Costine, and Heraty (1995) notes that training and development (TD) encompasses three main activities: training, education, and development and that these ideas are often considered to be synonymous. In Infosys, training and development can also be view from these three parts: 1. Training: This activity is both focused on the job tasks that an employee currently handles. It is usually conducted through the form of classroom training, on-the-job training, and competition in Infosys. 2. Education: This activity focuses upon the jobs that an employee may potentially handle in the future. Infosys provides books and self-pace learning courses for such activity, and employees have more flexibility to study on their own paces and they can choose to learn during work time or at weekends. 3. Development: This activity focuses on the activities that the organization employing the individual. In Infosys, every new employee needs to attend the New Hire Orientation Development Program within the first three month after they are employed by the company. Such activity helps new employees know about the corporate culture, policies, dress code and so on and so forth. At the end of each year, Infosys holds several lectures to summarize the whole training and development programs in the passing year, identifying any problems and figuring out solutions to these problems. This helps HR department better plan next years training programs, thus helping the company achieve its short-term and long-term strategic goals. 5. Integration of Performance Management and Training and Development in Infosys 5.1 How Performance Management and Training and Development work together in Infosys In Infosys, Performance Management and Training and Development are closely linked. The company creates a computer-based system to manage performance and career development of staff. It is easy for managers to see at what level the employee is currently performing and what kind of training the employee needs to take. This system also helps with a staff training and development strategy to enable employees to help them progress to the top level possible in their current job. It can also provide guidance about the possibility of further training and/or mentoring to assist them to develop their career within the organisation. Employees performance is evaluated according to several aspects, and among these aspects, employees training and development is taken into consideration and could affect employees final performance appraisal. Infosys require its regular employees to take at least five training sessions in one years, to make sure every employee is equipped with latest skills and knowledge so that they can better make contribution to the company and help the company achieve its strategy goals. Employees need to complete the Job Skills Workbook which includes the skills that employees must have to complete their job tasks. This workbook is used as the basis for the performance evaluation. Both employees and managers will have to agree on the type of skills that are included in the Job Skills Workbook and which training level the employee needs to take. Besides, a group of employees can work together to identify their individual and collective training and development goals. Then these goals will be disc ussed with training specialists and their managers, and HR department will try to arrange according training programs for these employees. This, without a doubt, strengthens the companys capability and improves productivity. In Infosys, several activities are undertaken each year in order to develop key skill elements identified. These could include new work experiences, responsibilities and challenges, mentoring, coaching or more formal training. Once identified, these elements will also be included in the performance evaluation of employees. So training and development help identify new skills and responsibilities of employees, and performance management functions as a monitor and evaluation mechanism for these new training and development needs. After training sessions, the manager or team leader needs to provide the employee with feedback about their current performance and their goals for the next agreed time period which is usually one year. Finally, at the end of the agreed time period the employee needs to once again talk with his or her manager or team leader and discuss how they have performed and whether there are any changes in their training and development schedule. 5.2 Strength and Weakness of the integration of Performance Management and Training and Development in Infosys Such integration of Performance Management and Training and Development in Infosys has several strengthens: 1. It creates a multi-level mechanism for performance management. By discussing with managers about what kind of skills and performance employees agree to achieve in advance, employees can know clearly what both them and their managers expect from them. Employees can attend various training programs to reach their goals and use what they have learned in their daily jobs, thus improving their productivity and job performance. 2. Employees have more choices about what they want to develop in Infosys and what their career paths are. The value of Infosys is to make every customer satisfied. It is only through excellent work that the company can win high trust from customers. When Performance Management and Training and Development work closely together in Infosys, each employee can have the choice to decide which career path they like to take, such as technical experts, people managers or delivery managers etc. With a clear target and purpose in mind, employees are more motivated to take training and development programs provided by the company and their learning results are later directly reflected in performance evaluation in performance management of the company. On the other hand, however, there are some weakness of the integration of Performance Management and Training and Development in Infosys: 1. It puts too much focus on job skills but ignores management skills. Infosys is a large international company and its services in IT industry are among the best. The company focuses too much on the skills of its first-line employees, and almost 80% of the training and development program are about job skills. The performance evaluation of employees also mainly evaluates what new skills employees have learned through such training programs and how they perform. But in the long run, management skills are also required by employees as some of them are potential managers in the future. 2. The training sessions in Infosys are only for regular employees, not for contractors. So the result is that contractors, that occupy more than 40% of all employees, cannot receive proper training in time. Because contractors are not allowed to participate in the training and development activities, when they discuss with their managers about their performance evaluation, there is no section for training and development. This hinders contractors from developing their skills and could probably hinder the companys strategy development in the long run. 6. Recommendations Based on the strengths and weaknesses of the integration of Performance Management and Training and Development in Infosys, these recommendations could be taken into consideration when the management makes future decisions. 1. Management skills should also be included in Infosys training and development activities, and more first-line employee should have access to it. These employees would become managers in the future, and providing proper training programs on management skills would enhance their productivity and make their work more efficient and effective. 2. Training and development should cover contractors. In Infosys, there are two types of employees: regular employees and contractors. Currently most training and development programs are for regular employees only. By providing contractors the same training and development opportunities, the overall workforce of Infosys can be strengthen, and the companys productivity on the whole can be enhanced. 7. Conclusion This essay reviews both the Performance Management and Training and Development in the company of Infosys. It first provides academic review of the concepts and theories of Performance Management and Training and Development in HRM, then links the concepts and theories with the actual case of Infosys. It provides a critical review of how Performance Management and Training and Development work together in Infosys and analyzes the strengthens and weaknesses of these two HRM functions integrating in Infosys and provides relative recommendations.

Real Estate Reservation System Essay

And helps to easily check the availability status of various properties. The assence of system is really important to be realized by each and every business. Giving importance to it makes a big difference of somehow uplifting of improving the process of the company. Floyd and Allen (2008), In recent years, many economists have recognized that the lack of effective real estate laws can be a significant barrier to investigate in many developing countries. In most societies, rich and poor, a significant fraction of the total wealth is in the form of land and buildings. Real Estate is a piece of land, including the air above, the ground below, and any buildings of structures on it. Real Estate can include business and or residential properties and are generally sold either by a relator or directly by individual who owns property. In the Philippines, one of the growing businesses is Real Estate development. Aside from the development and rising of tall buildings and establishment in the metropolitan area, nearby provinces are now on the stage of land development with its continuous expansion in the provinces such as, Laguna, Cavite, Rizal, Bulacan, Pampanga and Batangas. Some people may benefits from knowing about Real Estate when faced with personal and business decisions relating to housing, investment and other business activities. The researchers chose this topic because it will help the Employed Citizen of †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦City to know the effectiveness of Online Reservation System. Theoretical/Conceptual Framework Roosevelt (2008), Every person who invests in well-selected real estate in a growing section of a prosperous community adopts the surest and safest method of becoming independent, for real estate is the basis of wealth. The researchers chose the paradigm thru Floyd and Allen (2008) words that coordinated with the problems of this study. In order to understand the flow of the study, the researchers prepared a research paradigm. Employed Citizen of †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. City Hall Yr. 2012-2013 Effectiveness Accessibility Availability Uses Investment Housing Business Activities Fig 1. Research Paradigm The purpose of this is to illustrate the effectiveness of Online Reservation System in the Employed Citizen of †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. City Hall. Statement of the Problem This study was aimed to evaluate the effectiveness of Online Reservation System to the Real Estate Company, especially this study is sought to answer the following questions. 1. What are the uses of Real Estate Online Reservation System in terms of: 1. 1 Investment; 1. 2 Housing; 1. 3 Business activities? 2. Does the effectiveness of the study corresponds with the following: 2. 1 Accessibility; 2. 2 Availability? 3. Is there an effectiveness in using Online Reservation system the Employed Citizen of †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. City Hall? Hypothesis

Counter Terrorism Organization The British Special Air Service Free Essay Example, 1500 words

The S. A.S has several squads such as the Special Project. The Special project is composed of 60 members who are placed in four troops each with 16 men. Further, the Special project works similarly with other squadrons at the time of training. However, the situation transforms when a terrorist incident takes place. In such a case, a segment of alert is sent to all members and quickly broken down into sniper unit while the remaining officers form an attack team. It is significant to note that the Special Project unit of S. A.S is interim since all S. A.S teams or organizations are rotated via counterrevolutionary war and Counterterrorism duty (Thompson, 1994). The S. A.S does not function like other counter-terrorism groups instead; it rotates all of its teams via the CRW duty because all S. A.S units or teams are regarded as counterterrorist-certified and qualified. Further, the S. A.S conducts refresher training, which is consistent after a period of 16 months. The Special Project squad is composed of 65 officers with Blue and Red teams each with EOD trained and sniper soldiers. The S. A.S use of sophisticated firearms is high and refined for the proximal quarter fight. We will write a custom essay sample on Counter Terrorism Organization: The British Special Air Service or any topic specifically for you Only $17.96 $11.86/page The rifles are fitted with selector with a wired radio component that sends information to a receiver and displays component monitored at the domestic HQ unit (Ferguson, 2003). The S. A.S is also equipped with breaching gear such as pneumatic tools, explosives, sledgehammers, and battering rams to help them enter into a terrorist hideout.

Largest National Parks in the United States

The United States is one of the worlds largest countries based on the area with a total of 3,794,100 square miles (9,826,675 sq km) spread out over 50 different states. Much of this land is developed into large cities or urban areas like Los Angeles, California, and Chicago, Illinois, but a large portion of it is protected from development via national parks and other federally protected areas that are monitored by the National Park Service that was created in 1916 by the Organic Act. The first national parks to be founded in the U.S. were Yellowstone (1872) followed by Yosemite and Sequoia (1890).In total, the U.S. has almost 400 different nationally protected areas today that range from large national parks to smaller national historic sites, monuments and seashores. The following is a list of the 20 largest national parks out of the 55 in the U.S. For reference their locations and date of founding have also been included. Largest National Parks in the United States 1) Wrangell-St. Elias†¢ Area: 13,005 square miles (33,683 sq km)†¢ Location: Alaska†¢ Year of Formation: 1980 2) Gates of the Arctic†¢ Area: 11,756 square miles (30,448 sq km)†¢ Location: Alaska†¢ Year of Formation: 19803) Denali†¢ Area: 7,408 square miles (19,186 sq km)†¢ Location: Alaska†¢ Year of Formation: 19174) Katmai†¢ Area: 5,741 square miles (14,870 sq km)†¢ Location: Alaska†¢ Year of Formation: 19805) Death Valley†¢ Area: 5,269 square miles (13,647 sq km)†¢ Location: California, Nevada†¢ Year of Formation: 19946) Glacier Bay†¢ Area: 5,038 square miles (13,050 sq km)†¢ Location: Alaska†¢ Year of Formation: 19807) Lake Clark†¢ Area: 4,093 square miles (10,602 sq km)†¢ Location: Alaska†¢ Year of Formation: 19808) Yellowstone†¢ Area: 3,468 square miles (8,983 sq km)†¢ Location: Wyoming, Montana, Idaho†¢ Year of Formation: 18729) Kobuk Valley†¢ Area: 2,735 square miles (7,085 sq km)†¢ Location: Alaska†¢ Year of Formation: 198010) Everglades†¢ Area: 2,357 square mi les (6,105 sq km)†¢ Location: Florida†¢ Year of Formation: 193411) Grand Canyon†¢ Area: 1,902 square miles (4,927 sq km)†¢ Location: Arizona†¢ Year of Formation: 191912) Glacier†¢ Area: 1,584 square miles (4,102 sq km)†¢ Location: Montana†¢ Year of Formation: 191013) Olympic†¢ Area: 1,442 square miles (3,734 sq km)†¢ Location: Washington†¢ Year of Formation: 193814) Big Bend†¢ Area: 1,252 square miles (3,242 sq km)†¢ Location: Texas†¢ Year of Formation: 194415) Joshua Tree†¢ Area: 1,234 square miles (3,196 sq km)†¢ Location: California†¢ Year of Formation 199416) Yosemite†¢ Area: 1,189 square miles (3,080 sq km)†¢ Location: California†¢ Year of Formation: 189017) Kenai Fjords†¢ Area: 1,047 square miles (2,711 sq km)†¢ Location: Alaska†¢ Year of Formation: 198018) Isle Royale†¢ Area: 893 square miles (2,314 sq km)†¢ Location: Michigan†¢ Year of Formation: 193119) The Great Smoky Mountains†¢ Area: 814 square miles (2,110 sq km)†¢ Location: North Carolina, Tennessee†¢ Year of Formation: 193420) North Cascades†¢ Area: 789 square miles (2,043 sq km)†¢ Location: Washington†¢ Year of Formation: 1968To learn more about National Parks in the United States, visit the official website of the National Park Service.br/>ReferencesWikipedia.org. (2 May 2011). List of National Parks of the United States - Wikipedia, the Free Encyclopedia. Retrieved from: https://en.wikipedia.org/wiki/List_of_National_Parks_of_the_United_States