Graduate School Essay free essay sample

Settling on the choice to apply for graduate school has been just one of numerous incredible advances I am certain to bring my excursion throughout everyday life. Picking Wheelock College for my Masters Social Work Degree has been the easier decision in this way. I realize that Wheelock College is most appropriate for myself actually and expertly, and will encourage my development and progress ahead throughout everyday life. I am excitedly anticipating instruction which will help me in contributing further to the lives of youngsters, families, and networks, both as an individual and as an individual and expertly. I at present appreciate working with kids and families, helping them to construct and improve the nature of their lives by endeavoring toward scholastic accomplishment, creating passionate competency, keeping up psychological wellness steadiness, progressing in the direction of autonomy from open frameworks, or social development. This energy for helping individuals started as a little kid through the case of my folks. We will compose a custom article test on Graduate School Essay or on the other hand any comparative point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page I experienced childhood in a mixed family with guardians who never wedded, anyway entered a lifetime association of co-child rearing. Of my three guardians, Mother, Father, and Step-Father, my mom was generally compelling. In spite of the fact that she had nearly nothing, she would loan some assistance to anybody out of luck. Having had just two natural offspring of her own, my mom took in numerous youngsters and families into our home giving a spot to rest, suppers, garments, and on occasion cash in the event that she had it to save. She helped them in making sure about occupations, condos, and in finishing open help applications while keeping up her own activity and thinking about her own family. Mother had no predisposition. The kids and families my mom helped came as relatives, close companions, or even companions of companions. These families originated from each condition throughout everyday life, frequently including the individuals who were medicate dependent, detained, jobless, in aggressive behavior at home connections, needed training, or basically â€Å"down on their luck†. As a little kid I didn’t comprehend the effect my mom made on their lives. As I developed more seasoned I not just came to comprehend the significance of her motions, I developed to profoundly regard, respect, and worth the thoughtful endeavors of my mom. She is my motivation. In my own life venture, I was resolved to be the main individual in my family to go to school, working my way through and finishing a Bachelor of Science Degree. This was really one of my family’s proudest minutes. In the years since graduation, I have increased a lot of certifiable involvement with the human help field. My past business remembers fill in as a caseworker for a female adolescent confinement office for the Key Program in North Grafton Ma, where I served a multicultural and different populace of little youngsters. Perhaps the best duty was building suitable conduct aptitudes through psychological wellness procedures, tutoring, and instructing limits. I worked together with numerous different suppliers and organizations maintaining the attention on the child’s needs and in meeting them â€Å"where they are at† with the objective to restore and reintegrate the youngster into the network holding the chance to be fruitful. Right now, I am utilized as a Crisis Support Worker through Community Healthlink/UMass, in Leominster, MA. The office division is known as Youth Mobile Crisis Intervention, and is a network based, group approach in tending to youngsters/teenagers in emergency. Working intimately with the clinician assessing the kid, my part is in evaluating the guardians/gatekeepers of the youngsters, getting relevant data in regards to the current emergency, accelerating factors, clinical history, injury history, formative and family ancestry, just as the guardians/watchmen wanted result. All parts of the procedure are considered in making the clinical evaluation and in deciding a proper manner for the kid out of luck. What's more, I help with creating wellbeing and conduct plans, showing adapting abilities, and in getting to required administrations for all relatives engaged with the distinguished youngster in emergency. I am mindful of the potential difficulties that lie in front of me while I set out on the excursion of advancing my instruction and expert profession. I am prepared for the order of adjusting being a youthful mother, accomplice, worker and graduate school understudy. I recognize potential difficulties may exist just being who I am; a youthful Black lady in an expert field. I completely expect to substantiate myself past any generalization, predispositions, or question of my capacity basically in view of my sexual orientation or ethnicity, since this, as well, is the kind of person I am. As another mother I need like never before, to assist my training and keep pushing ahead in my life and to have the option to give an awesome life to my little girl. Much the same as my mom, I would like to show others how its done, indicating my girl she excessively is equipped for turning into a solid, taught dark lady and a constructive supporter of our general public and the individuals in it. I feel unequivocally that Wheelock College is the most suitable and the best choice for my instructive aspirations and I am similarly certain that Wheelock will discover that I am an excited and qualified up-and-comer Thank you for thought of my application and please realize that I am anxiously anticipating beginning the following stage in my own and expert excursion at Wheelock!

Mit Case Study

BCG †Join BCG †Interview Prep †Practice Cases †Distribution†¦ http://www. bcg. com/join_bcg/interview_prep/practice_cases/dis†¦ The Boston Consulting Group Home > Join BCG > Interview Prep > Practice Cases > Distribution Strategy Distribution Strategy Crafting a Distribution Strategy for a Sugar Cereal Manufacturer Your customer is the sugar oat division of Foods Inc. , a U. S. - based wholesaler and producer of bundled nourishments. As indicated by the division president, Foods Inc. ‘s conventional quality has been with supermarkets, which despite everything represent most of its $1. billion in sugar oat deals. In any case, Big M Mart, a rebate chain, has been developing at a sound pace of very nearly 15 percent for every year and has now become Food Inc. ‘s biggest client. Your customer isn't sure how to respond, and has approached BCG for help with its appropriation technique. Set up Understanding of the Case First, let me ensu re I comprehend the issue. Our customer represents considerable authority in sugar oats generally circulated through markets. Deals to Big M Mart, a rebate chain, have been developing at 15 percent for every year, and the chain has as of late become the biggest merchant of the customer's item nationwide.We are here to help assess the conveyance methodology considering Big M Mart's development. That is right. Would you be able to disclose to me how markets vary from rebate stores? Sure. Markets by and large represent considerable authority in food, just as selling some family merchandise and over-the-counter pharmaceuticals. Markdown stores, then again, offer food nearby a wide assortment of product, including attire, home hardware, and housewares. Does Big M Mart showcase its food items uniquely in contrast to do markets? Rebate stores promote lower costs for a wide assortment of nourishments, especially staple, durable foods.Could I pause for a minute to compose a couple of notes t o myself? If you don't mind feel free. Set Up the Framework Before making proposals, I figure we would need to assess whether deals development at Big M Mart is fortunate or unfortunate for Foods, Inc. To do that, I would initially take a gander at how its sugar oat execution at Big M Mart contrasts and that in other appropriation channels. Second, I would take a gander at its presentation at Big M Mart according to contenders' exhibition. Next, I would figure out what drives client buys. At last, I would need to comprehend the flexibly chain.That absolutely seems like a sensible methodology. We should continue. Assess the Case Using the Framework 1 of 6 10/2/09 6:57 PM BCG †Join BCG †Interview Prep †Practice Cases †Distribution†¦ http://www. bcg. com/join_bcg/interview_prep/practice_cases/dis†¦ First, I might want to show signs of improvement feeling of where Big M Mart remains comparable to our customer's other dispersion channels by analyzing the cus tomer's business information and edges, by merchant. The showcasing office doesn't have edges by channel, however tracks deals and volume for its main five distributors.What does this suggest about Big M Mart as a dissemination outlet? It looks as though the top merchants have been developing progressively significant, yet especially Big M Mart, which is becoming quicker than all the others. This is especially evident when we take a gander at volume, where Big M Mart's development is a lot higher than that of the other four channels. What's more, how might you decipher what these information says about edges? While the customer's deals through other dispersion channels are becoming quicker than volume, Big M Mart volume and deals development are the equivalent, so the normal cost paid by Big M Mart has remained constant.That infers that business development at Big M Mart could have negative ramifications for our customer's edges. Next, I might want to take a gander at how our custom er is getting along according to the opposition inside Big M Mart. Have they been picking up or losing piece of the overall industry? In what manner may you locate that out? I would attempt to meet Big M Mart's buying staff, since they would most likely track those information for their own motivations. For what reason would they need to converse with you? In what capacity may you approach such a meeting? I would move toward the buying faculty and propose that our customer and Big M Mart work ogether to recognize best practices to diminish expenses and increment deals of sugar grains at Big M Mart. Suppose ideally you could get a breakdown of Big M Mart deals for the four biggest contenders (see pieces of the overall industry underneath). 2 of 6 10/2/09 6:57 PM BCG †Join BCG †Interview Prep †Practice Cases †Distribution†¦ http://www. bcg. com/join_bcg/interview_prep/practice_cases/dis†¦ What would we be able to deduce about our customer's rivals inside this channel? Who would it be advisable for them to be stressed over? It would appear that our customer is losing piece of the pie, as is Tasty Breakfast, while Cereal Co. nd Private Label are picking up share. Private Label, nonetheless, appears to be developing from a little base. I might want to investigate why our customer is losing piece of the overall industry to Cereal Co. at Big M Marts. Are their costs better than those of our customer? After a time of value wars six to seven years prior that brought down industry edges, the oat organizations have ceased from value rivalry inside a similar channel. In the event that costs are not driving the distinction, I would take a gander at different factors, for example, brand choice, level of rack space, item position, and in-store promotions.Visits to Big M Marts demonstrate that each name-brand organization holds 30 percent of the rack space, while private mark has 10 percent. Grain Co. brands, be that as it may, will in general be set lower on the rack than your customer's items. All things considered, I presume that kids are a huge objective market for the sugar grain makers. The lower rack situation could be particularly essential to kids who are taking a gander at the various kinds of grains. Are there some other advancements? Some Cereal Co. brands have deals advancement labels, and the group noticed that store flyers promote specials on Cereal Co. rands for Big M Mart client cardholders. Along these lines, regardless of whether all the organizations are keeping up item costs, possibly Cereal Co. is deliberately limiting costs to pick up piece of the overall industry. It appears as though there is proof of participation between Cereal Co. what's more, Big M Mart. Do we know anything about their relationship? During prior conversations with Big M Mart, you found that your customer's rivals have 50 salesmen devoted to the Big M Mart account. Your customer has seven. Oat Co. has all the earmarks of being de voting more assets to its relationship with Big M Mart than our customer is.This may clarify its better item position and advancement programs. 3 of 6 10/2/09 6:57 PM BCG †Join BCG †Interview Prep †Practice Cases †Distribution†¦ http://www. bcg. com/join_bcg/interview_prep/practice_cases/dis†¦ I think I have a decent feeling of conveyance and rivalry. I might now want to take a gander at the clients and comprehend why they select the items they do. One theory I have is that moving brand loyalties are harming our customer's piece of the pie at Big M Mart. That is fascinating. What might rouse acquisition of sugar cereals?There are heaps of elements, for example, the games in the cases, the cost of the grain itself, how it tastes. To all the more likely comprehend shopper conduct, we may direct statistical surveying, potentially through center gatherings, client perception, and value affectability examines. BCG groups frequently do such research. How abou t we accept your group leads some investigation. Your exploration presumes that most purchasers will in general fall into two classifications. Roughly 60 percent of purchasers go directly to one grain and get it. We can consider this gathering the â€Å"brand-loyal† shoppers.Another 40 percent of customers take a gander at all the grains and afterward select one that intrigues them. How about we consider this gathering the â€Å"impulse† purchasers. For the brand-faithful customer, the need would be item accessibility, while item arrangement would be significant for buyers who like to look around. Inside these gatherings, are customers value touchy with the end goal that one brand can draw customers faithful to another brand? As a rule, your exploration demonstrates that shoppers are not value touchy and are incredibly faithful to their favored brand.But when the favored oat is inaccessible, the brand-steadfast clients will buy limited oats roughly 35 percent of the ti me. Indeed, from that data, apparently cost is certifiably not a significant driver of buys except if the favored grain is unavailable. In these stock-out circumstances, you stated, brand-faithful clients will buy limited oats 35 percent of the time. What happens when the client doesn't buy a limited oat? In around 25 percent of cases, the client leaves without buying any grain at all.In the staying 40 percent of cases, the brand-steadfast client will act like a spur of the moment customer and select another brand. Fascinating. It appears as though item accessibility could be a significant driver of complete oat volume for Big M Mart. Obviously, we would need to realize how regularly stock-outs happen that cause shoppers to leave without buying grain happen. Since I have a quite decent comprehension of client inspiration, I'd currently prefer to pose a couple of inquiries about the customer's flexibly chain. I would need to converse with our customer's conveyance staff to comprehend the dispersion procedure and to decide how regularly stock-outs occur.Can you depict how our customer's oat is appropriated at Big M Mart? Oats are dispersed from the production line to the merchant's stockroom twice month to month. The retailer at that point stocks the racks itself. Do we have any information about when the individual stores are unavailable? No, we don't, since our customer just conveys to the stockrooms and has no immediate access to in-store stock data. Since we distinguished item accessibility as a

First-Year Application is now available! - UGA Undergraduate Admissions

First-Year Application is now available! - UGA Undergraduate Admissions First-Year Application is now available! The UGA First-Year application is now open! As is our history, we normally open our First-Year application in mid-August, and it is generally on a Monday to make sure we are available if any minor issues arise. Please remember that there are a few changes to this years application: UGA is only accepting online applications for admission. Any print-outs of the application are for your records or to view the application questions, but are not to be mailed in. The Activities/Athletics/Employment (Extra-Curricular Areas) section has been shifted to Part I of the application. We will not be evaluating Early Action applications any differently than in the past, but having this information in part I will help with scholarship review, completion of part II for deferred students, etc. There is a new section on the application called Self-Reported Grades, and this is required for all applicants. You will need to have a copy of your high school transcript for this section, and you will enter in the academic grades you received from 9th through 12th grade (or 11th grade if applying before you have completed the first term of your 12th grade). You will only include actual course grades (do not enter any final/overall grades that are averages of your year), and this section will list the courses that should be included in the grade chart. Here is an FAQ for the self-reported grades chart. Please remember, you do not have to rush to complete the application, but try to make sure you do not wait until 11 p.m. on the deadline date to submit it either! Go Dawgs!

Volunteering At Chartwell Deerview Crossing - 1788 Words

Volunteering at a retirement residence was a rewarding experience. I was able to gain useful and professional experience in terms of working with people and building strong relationships while being reminded of the positive difference that I was making while volunteering. Chartwell Deerview Crossing is a wonderful, inclusive place for the residents to spend their days. Their mission statement â€Å"making peoples lives better† is an understatement as to what they provide for their residents, volunteers, and staff. They provide many activities to encourage comfort and the most care in their facility. During my experience, I was able to recognize and incorporate course concepts learned from 1BB3. Throughout this essay, I will be discussing my†¦show more content†¦In relation to course content, the literature on sensory changes states that â€Å"sight has the greatest effect on a persons’ ability to function in later life† (Novak, Campbell, and Northcott, 2 013, p. 97). I find that this definition promotes an aggressive tone in relation to my experience. As I am sure it does have an effect on many more things in Helens life, her active wellbeing shows that it has not stopped her from functioning. Although she proved to show that assistance was needed to help with the game, she was still a functioning individual, especially since she was able to figure out the area where the letter was on the card. In addition to this experience, Helen proved to show strong episodic memory. Episodic memory can be defined as a memory of past events that are acquired from specific situations (Novak, et al, 2013). The reason I argue that Helen has strong episodic memory is because of her past interest in Bingo. She was able to bring her interest forward to assist her in the particular situation. This situation and the content provided has helped change my assumptions about sensory changes in old age. Originally before taking this course, I would have agree d with the idea that â€Å"losing eyesight has the greatest effect on a persons’ ability to function in later life† (Novak, et al, 2013, p. 97). To many outsiders, it does seem like a sense that would be hard to go without. After my

Challenges for US Counter-terrorism Efforts Essay

Challenges for US Counter-terrorism Efforts As a direct consequence of September 11, a number of substantial challenges lie ahead in the area of counter-terrorism.. The most prominent of these is the changing nature of the terrorism phenomenon. In past years, when terrorism was largely the product of direct state sponsorship, policymakers were able to diminish prospects for the United States becoming a target using a combination of diplomatic and military instruments to deter potential state sponsors. Today, however, many terrorist organizations and individuals act independently from former and present state sponsors, shifting to other sources of support, including the development of transnational networks. Many†¦show more content†¦Vital to this are on-going threat assessments. Effective threat assessment is the need for abundant, timely and useable intelligence, about potential terrorist sponsors, perpetrators, activities and targets, as well as intelligence to guide our prevention and preparation activities and programs. Despite the transnational nature of many terrorist groups, challenges to integrating foreign intelligence with domestic law enforcement information remains. Central to threat assessment is intelligence to help develop our own targets to deter or punish state sponsors. In this regard, the development of long-term human source intelligence [HUMINT] is often cited as a vital component in building our ability to preempt attacks. Critical to threat assessment is the need to get smarter, not just in protecting against the threat from outsiders, but smarter about the threat posed by people with legitimate access. This includes acts of carelessness by insiders. A chain is only as strong as its weakest link. We need to continue our efforts to enhance our vigilance to minimize any potential threats posed by third country nationals- for example, threats posed by outsiders working at U.S. embassies and military installations overseas. Critical to threat assessment is a better understanding of the countries andShow MoreRelatedPakist Pakistan For Counter Terrorism And Sino Pak Cooperation825 Words   |  4 Pagesin its counter terrorism efforts. Beside others, Ramzi Yousef and Mir Amal Kansi, the prime perpetrator of terrorists’ attacks on World Trade Center and United States embassies in Africa were apprehended by Pakistan. â€Å"Despite being the victim of terrorism itself, Pakistan has been cooperating with the international community and the US in counterterrorism efforts† . 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Personality And Professional Developmental Planning Education Essay Free Essays

Personal and professional development planning is a consequence of successful structured and supported procedure undertaken by any single or group of single. It is their acquisition, experience, public presentation and their action program for the attainment of their personal, educational, societal development. Now it ‘s a common pattern by the authorities and organisations to develop and implement the personal development program for their employee and interest holders. We will write a custom essay sample on Personality And Professional Developmental Planning Education Essay or any similar topic only for you Order Now Which in bend would be good for the organisation or authorities? The purpose behind the doctrine of personal development program is to construct upon the capacity of single or group how they are larning, reexamine it, program it and do rectification if required. The motivation behind the personality development program is to happen out the concealed unleash potency of any single or group. To promote the single towards the positive acquisition thought the life. Recognize and value yesteryear and present accomplishments. Identify movable accomplishments and personal competency Measure the failings A ; strength in scope of competencies Form clear development aims Set up a development action program Roll up together grounds and information for a personal profile Collect grounds for a portfolio of accomplishment Clarify personal and professional ends There is a celebrated stating from George Elliot â€Å" It ‘s ne’er excessively late to be what you might hold been. † George Elliot. There is no terminal to stop procedure for personality development as per my position, although it ‘s a uninterrupted acquisition result which helps an single to execute better in his or her current work and duties. Develop accomplishments and competences ; recognize 1s possible and calling pick and personal development. The types of calling are available today for more complex and variable from the traditional calling watercourses. Possibly person needs to compose their ain calling enchiridion because regardless of the calling picks one should necessitate to take the calling for oneself by sing his/her strength and failing and their entire personality appraisal. I remember my female parent suggestion towards taking a occupation for me. Harmonizing to her the occupation I should take should be interesting to me it is of critical of import. I think most of the clip about this whenever I plan for my hereafter. Actually I had a desire to go a character like my male parent who has been a function theoretical account for me. He has run his ain successfully for a long clip. The ground behind this idea was really easy because my male parent is a successful man of affairs so he gave me everything whatever I demand, merely because of this I want to be become like him. However as I am turning up my idea is altering for certain still I want the occupation related to concern but now I made my vision narrow down and specifically that I will make concern related to manner industry. I have decided about my calling by giving a idea on my female parent words and uniting my involvements, gustatory sensation, strength and failing. To go a man of affairs is my d esire nevertheless I like manner and I want to be an built-in portion of my life. A station of manner trade name selling manager is good suited for me and it fulfills all my desire, I set it as my calling end for now and future. In the committedness towards making my end I need to strategically analyze myself have a clearly consciousness, subject and scheme. To do everything ordered and to be achieved an single personality program is really necessary. Personality Development Opportunities: To do any program executable the first pillar is self consciousness. It is really critical for the attainment of the coveted calling. I can specify my developmental schemes and subject merely after cognizing my strength and developmental country. However in instance of mine I am reasonably guaranting about my strength and developmental countries. My strengths are dutifulness, cautiousness and artistic involvement, but I need some betterment on the country of cooperation, activity degree and imaginativeness. By cognizing my developmental country and focussing on those and capitalising on my strength I think I can better myself comprehensively. Some of the basic manner which found common in leaders and higher degree directors are: Integrity Cognition Communication Honest Decisive Role mold Duty Listening Experience Appraisal of Personality: Several Self- appraisal trials have perform to measure the personality. The web page www.queendom.com and www.prenhall.com has been used. Following are the result of the assorted activities performed for appraisal. Facts about the basic personality The personality of any persons is categorized fundamentally in five general classs. These five features are written below against each class my mark is mentioned. These characteristic make up human nature and behaviours Characteristic My Mark Extraversion 12 Agreeableness 13 Openness to see 7 emotional Stability 13 Conscientiousness 12 A mark between 12 to 15 suggest high grade of the characteristic, 7 to 11 is scored by mediocre individual while below 6 is comparatively low into that class. As per writer if person scores high Markss in the conscientiousness factor than it means the occupation public presentation of the person would be significantly impressive. The high mark on extraversion factor suggest that I do n’t waver in sharing my position with other couples. A moderate mark on emotional stableness is good plenty. The low mark on openness to see suggest my involuntariness to the new things and experiments it may foretell that developing attempt on me could non be productive ( Formy-Duval et Al, 1995 and John, 1990 ) . My Jungian 16-type personality Assessment With the aid of these tools a personality can be assessed based on four wide classs. This test tells about the single whether one is S denote feeling or N denote intuitive, T denote believing or F denote feeling, E denote extroverted or I denote introverted, P denote comprehending or J denote judging. There are in entire 16 type of personality can be identified. My personality has been assessed as FESJ. It means I am extravert individual with holding good interpersonal accomplishments while judging the state of affairs and doing any reasonable move ( Marcic A ; Nutt, 1989 ) . Appraisal of Core Values Core values are the set of dwelling ethical values which relates the civilization and orientation of any single or organisation. In the rating of my nucleus values I have narrowed down the 18 listed values. The top nucleus values of me are Integrity and Authenticity. The above top two nucleus values which I put on top most precedence have been mentioned. These are the values which are inbuilt in my nature and I pattern these into my twenty-four hours to twenty-four hours life. I anticipate that my leading manner would besides be derived from unity and genuineness ( www.ethicalleadership.org, 2009 ) . Attitudes toward workplace diverseness The Exam attempts to happen the attitude of the testee towards the workplace kineticss. The trial taker could be classified as either pessimistic or optimistic non in isolation but on the footing of Markss scored by them in the test. The higher the mark the higher the optimistic position of the individual, the lower the mark the individual is more pessimistic. Mark varies from -35 to +35. I was able to hit good plenty in this test. I scored 22, which suggest that I am an optimistic individual and cognize how to work in diverse workplace ( Hostager A ; demeuse, 2001 ) . Position on the Nature of people Physiologist Mcgregor Douglas has proposed a theory on the behaviour and manner of employee. It is known as bureau theory or Ten and Y Factor theory. This theory says there are two type of people in the universe one lazy and disinterested in work they need a supervisor to reexamine their work ( Type X ) on the other manus there are people those are responsible and go getter they merely need the undertaking ( Type Y ) ( Haire et al, 1966 ) . Type Y people are reasonable and hardworking they merely need the way remainder they will make themselves they do n’t wish to be monitored and supervised. The hiting form of campaigners in this theory varies from 8 to 40. A higher mark suggest the disposition of the trial taker towards the x type people. A mark less than 16 suggest the individual belong to y class. I scored 18 in this trial which suggest I flexible in my perceptual experiences and good balanced between the bossy and team playing activities. Emotional intelligence Emotion intelligence is every bit of import for any single as it has been found most of the leaders lead their follower by their emotional intelligence. They understand the sentiment of the other individual and so answer consequently. It is one of the greatest humanistic disciplines which is inherently born quality though there are treatment that it can be learnt besides. Emotional intelligence ( EI ) can be defined as the mixture of the Competencies and the accomplishments that have shown to act upon the character ability to win over the environmental demand and force per unit area. Peoples those are on higher side of emotional intelligence have the ability to accurately justice, evaluate, express and modulate the emotion and feeling of others every bit good as theirs ( Goleman, 1995 ) . The test fundamentally tests the five dimensions of the testee which step how much a peculiar individual is self managed socially horned, empathic, self motivated and self cognizant. The tonss vary from 10 to 50. Higher tonss suggest with high EI. Most of the leaders Like Abraham Lincoln, Barak Obama, Aristotle are high on their Emotional intelligence. I score 41 in this test. A higher emotional intelligence predicts that in future I could be successful in managerial and leading places. I am possessing the proficient and interpersonal abilities ( Goleman, 1995 ) . Developmental Aim: Short-run Developmental Objective ( 1-6 Month ) : In Order to accomplish my coveted end of the life ab initio I build upon cognition. I will analyze every bit much as I can. I will make good in my category to construct my foundation strong. I will read as much book as I can so that I will distribute my thought procedure and heighten my believing sphere. I besides need to fall in assorted carbon monoxides curricular activities to better on my concerted accomplishments. Last but non the least I will seek to understand the planetary cultural so that I will be able to pull off and understand planetary civilization while working. Average Term Developmental Objective ( 6-12 Month ) : As shortly I finish the short term development aim I need to work on my preparation degree. Now I need to larn how I can better my personality non merely by reading books but besides from the society. I need to pay attending every small thing in society occurrence. I need to believe about other s I need to complete my prep and other things every bit shortly as possible. I besides need to collaborate with nine to heighten my cooperation degree and increase my activity degree. Finding a occupation in the campus could be a good move. In summer holiday my program is to fall in wood coal picture and dance categories so that I can construct more solid foundation for a calling in manner designing. Long Term Developmental Path Goal ( 1 – 3 Old ages ) : This is period where greatest stress must be given towards an single betterment. Till now I have gathered the cognition from the books. Now it is clip to analyze how the selling and fiscal portion plays into the concern. How the theories learned from book applies into the existent concern scenario. How can I turn the cognition into the action with accomplishments and easiness would be the chief intent for my betterment in these three old ages of my developmental planning. Although I need to absorb the other classmate sentiment about me what are alterations they observed within me. I need to larn from the experience of my instructors. Decision: In decision, in order to accomplish every end in my life, making an single personal development program is really of import. It non merely can assist me to cognize my existent place specifically but besides can allow me believe and make every action logically and orderly. Bing a selling manager in an international manner corporation is non that easy. However, I ‘m certain I can accomplish my end by following my plan measure by measure. Because of my involvements, difficult work and continuity, I believe there is one twenty-four hours I will hold a large calling in the manner country. How to cite Personality And Professional Developmental Planning Education Essay, Essay examples

Prufrock Essays - Chapbooks, The Love Song Of J. Alfred Prufrock

Prufrock The Deeper Side of Prufrock: A Personal Analysis Thomas Sterns Eliot wrote the poem ?The Love Song of J. Alfred Prufrock? over a period of six years and published it circa 1917 at the ripe old age of twenty-nine. As his first published poem, ?Prufrock' revealed Eliot's original and highly developed style. Its startling jumps from rhetorical language to clich?, its indirect literary references, and its simultaneous humor and pessimism were quite new in English literature. (World Book, 236) Prufrock's quest for a life he cannot live and a question he has difficulty confronting is intriguingly played out in various aspects of his humanity. He is doing battle in all aspects of his personality, which establishes him as a neurotic character. Neurosis, as defined by the Thorndike/Barnhart World Book Dictionary, is: any one of various mental or emotional disorders characterized by depression, (?I should have been a pair of ragged claws / Scuttling across the floors of silent seas.?) anxiety, (?So how should I presume? / And how should I presume? / And how should I begin? / And should I then presume) and abnormal fears, (?Do I dare disturb the universe). The personality of Prufrock embodies these characteristics. The physical, mental, and spiritual aspects of his life are governed by this ailment. Its fingers entwine about his very soul, affecting every area of his consciousness. Physically aging, this thin, balding male is aware of his decaying image, thus more self-conscious and less confident. This cannot be more clearly stated than in lines 40-45: With a bald spot in the middle of my hair? (They will say: ?How his hair is growing thin!?) My morning coat, my collar mounting firmly to the chin, My necktie rich and modest, but asserted by a simple pin? (They will say: ?But how his arms and legs are thin!?) These physical insecurities prevent him from living the life he longs for by distracting him from the things that have real meaning, i.e., ?Shall I part my hair behind? and ?Do I dare to eat a peach These are petty questions that he asks to avoid the ?Overwhelming question.? Prufrock is consumed with these insignificant details of his life. Prufrock avoids life not only through trite physical worries, but through numerous mental labors as well. These mental labors range from imagining himself as being completely vulnerable ?Like a patient etherized upon a table? to Prufrock looking at the superficiality of his life. The lines ?I have measured out my life with coffee spoons?, setting a pillow or throwing off a shawl?, and ?I shall wear the bottoms of my trousers rolled? show the shallowness of thought he uses to avoid coming to terms with his old age. Prufrock is a lonely man. In the poem, there is no evidence of any relationship outside of the one he has with himself. He makes references to restless nights in one-night cheap hotels? and ?women [that] come and go.? He desires intimate relationships, yet lacks the courage and self-confidence to even begin to pursue love. His humanity and dignity cannot fully be realized without it. Prufrock fancies himself to be someone who has known it all ? the evenings, the mornings, the afternoons, the eyes, the arms. His pride leads him to believe that he someone that he is not. Prufrock believes that life is superficial, but he alone is deep. He may not be Prince Hamlet, yet he is still advisor to the Prince. This is not a lowly job. He speaks highly of himself when he states ? Deferential, glad to be of use, / Politic, cautious, and meticulous.? Proud as he is, however, Prufrock eventually states the inevitable. He admits to being ?Almost, at times, the Fool.? With this confession, his pride crumbles and he surrenders to the realization of his mortality. The very next lines emphasize the gravity of this new awareness, ?I grow old? I grow old Here lies the turning point of his worldview. Prufrock once had ?Time to turn back and descend the stair,? but now time is running out. Throughout the poem, Prufrock's concept of time changes. Initially, he takes time for granted: There will be time, there will be time To prepare a face to meet the faces that you

Essay about Hypnotherapy Summary

Essay about Hypnotherapy Summary Essay about Hypnotherapy: Summary Hypnotherapy For years hypnotism has been regarded as a form of entertainment in front of audiences. When children think of hypnotizing, they probably imagine the black and white spiraling circle eventually convincing someone to fall into a trance. However, hypnosis digs a lot deeper in the surface that just a form of entertainment. Hypnosis is classified as the social interactions between a hypnotist and a patient that consists of suggestions of certain perceptions, feelings, thoughts or behaviors will erratically occur (Myers, 2004). This is carried about through strategically formed systems that cause misbelief amongst the five senses. Hypnosis can be carried through sense of touch, smell, meditation, and visually. Hypnotherapy is the process of conditioning a patient using guided relaxation, concentration, and focused attention in attempt to achieve improvement in behavioral issues, anxiety, and more (Goldberg, 2012). It has been regarded in numerous cases that hypnotherapists achieve success ful hypnotherapeutic results aiding to several aspects such as anxiety, pain relief, and behavioral problems amongst a variety of people. There are distinctive techniques a hypnotherapist must obtain in order to effectively receive positive results during treated cases. The main goal of a hypnotherapist is to try to help patients harness their own healing powers to improve selfs of these improvements would include exterminating bad habits such as nail-biting and smoking. The second is analysis which uses the relaxed state to find the root cause of a disorder/symptom (Goldberg, 2012). This is a process of extreme patience and intense concentration between the hypnotist and patient that encourages the patient to open up to bad sheltered memories, anxiety issues, or symptoms of a potential disorder they might have. With these processes in mind, it’s apparent that hypnotherapists need to have a great deal of specific qualities to become intensely influential over another human. Traits such as flexibility, sensitivity, and empathy need to be expressed along with patience and dedication (Rhue, Lynn, and Kirsh, 1993). A hypnotherapist also needs to be capable of critically applying concepts that conclude what traits are required for successful implantation of altering techniques (Rhue, Lynn, and Kirsh, 1993). Generally people do not steer in the direction of hypnotherapeutic treatment; however it has been proven to be very successful and productive. Hypnotherapy has resulted in improvements dealing with several behavioral and emotional problems. It has been known to allow people to explore their painful thoughts, feelings, and memories they might have hidden from their conscious minds (Goldberg, 2012). This can result in relieved anxiety, depression, or changes in behavior such as correcting bad habits. For example, a study experimented with people with a smoking addiction to see if hypnotherapy could help them break their habit; the results showed a 90.6% success rate for those under hypnosis (Hypnosis studies and statistics, 2011). However behavioral modifications are not the only aspect improved by hypnotherapy. The hypnotic phenomena are an extension of normal social and cognitive processes

The Basics of an Experiment

The Basics of an Experiment Science is concerned with experiments and experimentation, but do you know what exactly an experiment is? Heres a look at what an experiment is... and isnt! Key Takeaways: Experiments An experiment is a procedure designed to test a hypothesis as part of the scientific method.The two key variables in any experiment are the independent and dependent variables. The independent variable is controlled or changed to test its effects on the dependent variable.Three key types of experiments are controlled experiments, field experiments, and natural experiments. What Is an Experiment?  The Short Answer In its simplest form, an experiment is simply the test of a hypothesis. Experiment Basics The experiment is the foundation of the scientific method, which is a systematic means of exploring the world around you. Although some experiments take place in laboratories, you could perform an experiment anywhere, at any time. Take a look at the steps of the scientific method: Make observations.Formulate a hypothesis.Design and conduct an experiment to test the hypothesis.Evaluate the results of the experiment.Accept or reject the hypothesis.If necessary, make and test a new hypothesis. Types of Experiments Natural Experiments: A natural experiment also is called a quasi-experiment. A natural experiment involves making a prediction or forming a hypothesis and then gathering data by observing a system. The variables are not controlled in a natural experiment.Controlled Experiments: Lab experiments are controlled experiments, although you can perform a controlled experiment outside of a lab setting! In a controlled experiment, you compare an experimental group with a control group. Ideally, these two groups are identical except for one variable, the independent variable.Field Experiments: A field experiment may be either a natural experiment or a controlled experiment. It takes place in a real-world setting, rather than under lab conditions. For example, an experiment involving an animal in its natural habitat would be a field experiment. Variables in an Experiment Simply put, a variable is anything you can change or control in an experiment. Common examples of variables include temperature, duration of the experiment, composition of a material, amount of light, etc. There are three kinds of variables in an experiment: controlled variables, independent variables and dependent variables. Controlled variables, sometimes called constant variables are variables that are kept constant or unchanging. For example, if you are doing an experiment measuring the fizz released from different types of soda, you might control the size of the container so that all brands of soda would be in 12-oz cans. If you are performing an experiment on the effect of spraying plants with different chemicals, you would try to maintain the same pressure and maybe the same volume when spraying your plants. The independent variable is the one factor that you are changing. It is one factor because usually in an experiment you try to change one thing at a time. This makes measurements and interpretation of the data much easier. If you are trying to determine whether heating water allows you to dissolve more sugar in the water then your independent variable is the temperature of the water. This is the variable you are purposely controlling. The dependent variable is the variable you observe, to see whether it is affected by your independent variable. In the example where you are heating water to see if this affects the amount of sugar you can dissolve, the mass or volume of sugar (whichever you choose to measure) would be your dependent variable. Examples of Things That Are Not Experiments Making a model volcano.Making a poster.Trying something, just to see what happens. On the other hand, making observations or trying something, after making a prediction about what you expect will happen, is a type of experiment. Sources Bailey, R.A. (2008). Design of Comparative Experiments. Cambridge: Cambridge University Press. ISBN 9780521683579.Beveridge, William I. B., The Art of Scientific Investigation. Heinemann, Melbourne, Australia, 1950.di Francia, G. Toraldo (1981). The Investigation of the Physical World. Cambridge University Press. ISBN 0-521-29925-X.Hinkelmann, Klaus and Kempthorne, Oscar (2008). Design and Analysis of Experiments, Volume I: Introduction to Experimental Design (Second ed.). Wiley. ISBN 978-0-471-72756-9.Shadish, William R.; Cook, Thomas D.; Campbell, Donald T. (2002). Experimental and quasi-experimental designs for generalized causal inference (Nachdr. ed.). Boston: Houghton Mifflin. ISBN 0-395-61556-9.

Star school Essay Example | Topics and Well Written Essays - 500 words

Star school - Essay Example The strength of STAR school lied in its ability to strive for excellence irrespective of socio-economic barriers that existed around it. Its aim was to ensure that children stood first, the class room sessions are as effective as ever and the fact that leadership and accountability are the key areas to success should be inculcated within kids. For this a new in charge of the committee Ackerman was appointed under whom another committee was working that worked to respond more effectively to the requirements to a certain standard. However, it was observed that African American students had been underperforming. They showed lack of interest and had not been able to give result at par with that of native students. As a result of this, even the teachers had been observed lacking interest in teaching these students. The results kept dipping and the African students continued showing major dip in their performance. An â€Å"Excellence for all† strategy has been worked out, the main aim of which is to ensure that students from all kinds of socio-ethnic backgrounds are looked after and there is Excellency of results observed amongst all students enrolled. For this purpose, schools in various districts were evaluated and funds were raised to help refurbish them. It was figured out which were the low performing schools, in what areas were they not performing well and what were the barriers hindering the overall performance of the schools. The Federal government’s help was also sought after while raising funds for sustainability. The central administration of the schools was checked critically and any immediate steps taken. SWOT tools help to analyze and identify key issues for developing future strategies for Star. Emphasis for future should be more on excellence in performance than on quantity in order to improve the results of the African-Latin students and to help their motivation. In the current situation of global

Advertising class Assignment Example | Topics and Well Written Essays - 750 words

Advertising class - Assignment Example The university also has seven professional schools and four professional health science schools. There are various extracurricular activities to choose from and an amazing student life package that includes housing, hospitality, traditions, student government among others. Check out our offers on our open day on the 26th of November 2014. The motive of this campaign is to encourage Lasell College students to enjoy their life in college by experiencing life and love. My audience is Lasell college students, and I will be targeting single students who are interested in enjoying college life and finding a partner to share life’s moments with. I will start a campaign with two different ideas, meaning that two different ads will be developed for this campaign. Here are the following ads: The first ad will develop an announcement for the first meeting for the singles where they will interact as they participate in some fun- filled activities to help them loosen up. I will spread the ad around social media and local newspapers to reach as many audiences as I can. The promise for this session will be to help the singles meet other single people who are likeminded and fun to be with. The theme for this ad will be â€Å"Live and love† The radio advertisement will be as follows: Being in a college without a partner can be boring, and it sucks! Are you single and lonely? Looking for a partner? Well, look no further! Come to the Lasell College student’s hall on the 15th Nov 2014 for the singles night and get hooked up. Meet other likeminded individuals and change your college experience! There will be various fun activities that you can participate in that will get you connected to the right person. Come one come all!! For details call Molly on 09876789 for ad vance booking The second ad will be for a range of outdoor activities for

Case Study Stanbic Bank Tanzania Essay

Case Study Stanbic Bank Tanzania Essay Stanbic Tanzania is one of members of the Standard Bank Group. Idea of establishment of Standard Bank Group was brought by group of business men in 1857 due to economic prosperity in Port Elizabeth in South Africa, which was the major port and was used to the export of wool. The man behind the Idea was John Paterson who with fellow business men wanted to establish the Standard bank of Port Elizabeth. This idea did not work due to fear of competition from the existing of the two banks. Paterson sailed to England to search for support of British Investors. Patersons efforts were successful and in April 1860, a prospectus for The Standard Bank of British South Africa was published in London. In 1862 The Standard Bank of British South Africa was established. On 15 October 1862 the bank was incorporated and registered as a limited liability company. Its capital was fixed at à ¢Ã¢â‚¬Å¡Ã‚ ¤1,000,000 with 10,000 shares of à ¢Ã¢â‚¬Å¡Ã‚ ¤100 each. The Standard Bank of British South Africa op eration commenced in 1863 and Port Elizabeth remained to the Bank Head Quarters. In 1883 the word British was dropped from the name. In 1962 a subsidiary company was formed to carry business in South and South West Africa (now Namibia) under the banks old name. The name Standard Bank Limited was adopted for the holding company in England (subsequently to become Standard Chartered Bank plc). Standard Bank Group was established in 1969 as Standard Bank Investment Corporation the holding company of SBSA. Standard Chartered sold its 39% stake in Standard Bank Group in 1987, transferring complete ownership of the holding company to South Africa. The Standard Bank group, based in Johannesburg, South Africa, has total assets of about US$81 billion and employs about 35 000 people worldwide. Its network spans 17 sub-Saharan countries (including South Africa) and extends to 21 countries on other continents, including the key financial centres of Europe, the United States and Asia. In addition to banking, Standard Bank has a strategic interest in the insurance industry through its control of the Liberty Group, one of Africas leading life offices and financial services groups. The group has one of the biggest single networks of banking services in Africa. Through this network we offer a wide range of banking products and services which are delivered through more than 1 000 points of representation in 17 African countries (including Tanzania). We are active in international and cross-border transactions and in those areas liaise closely with Standard Bank Corporate and Investment Banking and Standard Bank London. We offer a wide range of financial products and services in the following markets: Personal We are committed to providing our customers with the security, convenience and value for money they expect from an international bank with African roots. As such, we offer you a range of products and services that enhances your banking experience. Business We recognise that as a Business Banking customer you lead a busy life. Through our comprehensive service offering we aim to simplify your financial transactions so you can spend more time on your business and less time on your banking. Corporate and Investment Our corporate structure ensures that we are able to provide customized products and services to both established customers as well as newer, entrepreneurial companies. By focusing on personalised solutions and ongoing financial product development, we are committed to delivering solutions that support our clientssuccess where it matters most. Stanbic Tanzania background Stanbic Bank Tanzania was established in 1995 by Standard Bank group to take over operations of the defunct Meridien Biao Bank Tanzania limited. Stanbic Bank Tanzania is one of the members under the Standard Bank group. The bank has eight branches: City branch in Dar es Salaam Main branch in Dar es Salaam Industrial branch in Dar es Salaam Mayfair branch in Dar es Salaam Arusha branch in Arusha Moshi branch in Moshi Mwanza branch in Mwanza Mbeya branch in Mbeya Stanbic Centre branch in Dar es Salam Vision and values of Standard Bank group Our vision We aspire to be a leading emerging markets financial services organisation. Stanbic bank core values Serving our customers Stanbic Bank aim to do everything in their power to ensure that their customers are provided with the products, services and solutions to suit their needs, provided that everything they do for them is based on sound business principles. Growing our people Stanbic Bank encourages and helps their people to develop to their full potential, and measure their leaders on how well they grow and challenge the people they lead. Delivering to shareholders The Standard bank understands that they earn the right to exist by providing appropriate long-term returns to their shareholders. The bank tries extremely hard to meet various targets and deliver on their commitments. Being proactive Standard Bank strives to stay ahead by anticipating rather than reacting, but their actions are always carefully considered. Working in teams The bank, and all aspects of their work, is interdependent. The bank also appreciates that, as teams, they can achieve much greater things than as individuals. They value teams within and across business units, divisions and countries. Guarding against arrogance Bank has confidence in its ability to achieve ambitious goals and celebrate success, but it must never allow itself to become arrogant. Respecting each other Standard Bank staff has the highest regard for the dignity of all people. They do respect each other and what Standard Bank stands for. The bank recognises that there are corresponding obligations associated with our individual rights. Upholding the highest levels of integrity The banks entire business model is based on trust and integrity as perceived by its stakeholders, especially their customers. SWOT analysis Stanbic strengths Performance oriented (rewards) staff. Stanbic Bank uses Performance index as a key to success. Staffs are rewarded based on their performance. This has built a culture which has encouraged the bank staff to deal more with corporate clients with big business. Portfolio diversification Competitive advantage on products offered by the bank. The Bank offer a wide range of products which are more competitive compare to other banks. Among other products includes, Capital and investment products, Assert and vehicle financing, Home loans, affordable agricultural loans with a guarantee up to 70% of the acquired loan. Networking with internationals hence meeting customers expectations. Standard Bank group operates in more than 37 countries worldwide hence form a large network with their customers. This means customer can easily operated to any of Standard Bank group branch conveniently. Security system in the branches. The Bank has invested much on Technology especially on security hence provide insurance of customer assets both financial and non financial Wide range of currency, due to its wide network coverage the Bank operates with a range of currency hence become more convenience to more of its customer compare to local Banks in Tanzania Weather index insurance in agricultural products. More recently Agriculture in Tanzania has become a top priority nation agenda. Stanbic Bank Tanzania offer affordable loans with guaranteed to 70 percent to its customers. Apart from that the bank has adopted Weather index insurance in connection with agricultural loans. This has attracted more customers to operate with Stanbic Bank. Weakness Small branch network in Tanzania,-Currently Stanbic Tanzania has on 11 branches in Tanzania which in this case do not reach its customer in most of the regions. Apart from small Branch networks, Stanbic Bank has been focusing more on corporate clients leaving behind the retail customer occupying the big populations in Tanzania. Opportunity Branch network expansion in other region Retail banking Competitive products not offered in other areas Threats Fraudulent as it not local as multinational organisation Competition Chapters 2 Organisation structure What is organisation? Organisation is defined as group of individuals, large or small that cooperate under direction of executive leadership in accomplishment of certain common objective (by Keith Devis). Louis defined organisation as a process of identifying and grouping the work performed, defining and delegating responsibility and authority and establishing relationship for the purpose of enabling people to work most effective together to accomplish the indented objective. Organisation can also be defined as form of any human association for attainment of common purpose. From above definitions it is clear that any organisation have main four components namely task, people, structure and Technology. Task is the purpose of an organisation existence. Every organisation has specific objectives to be accomplished that define its existence by producing outputs in terms of goods and services. People are the workforce or human part of the organisation which help in performing different function in the organisa tion. To ensure that different task are well coordinated organisation must have structure which tells the basic arrangement of people in the organisation. Technology is the intellectual and mechanical process used to transform inputs into products and services. Definition and types of organisation structure Mintzberg,( 1979:2) defined organisation structure as the sum total ways in which it divides its labour into distinct task and achieves the coordination among them Organisation structure is framework of policies and rules within which lines of authority, communication and rights and duties of people are identified and arranged. Mintzberg further differentiated Organisation structure to be formal or informal. Roles, power and responsibilities are delegated, controlled and coordinated through the organisation structure. Organisation structure also determines how communication is done between levels of management. The type of the organisation structure mostly depends on objectives and strategies set by of the organisation to achieve the objectives. In organisation with a centralized structure, most of the decisions are centered to the top management while in decentralised structures powers for decision making is distributed where departments have varied degree of autonomy. The organisation structure determine the approach in which it operates and its performance. The Structure allows the responsibilities for different functions and processes to be clearly allocated to different departments and employees. The structure also determines level of resources utilization, it also monitors the activities of the organisation and organisation structure promotes the accountability for areas of work. The erroneous organisation structure will hinder the success of the organisation business. Organisational structures should aim to maximize the efficiency and success of the Organisation. An effective organisational structure will facilitate working relationships between various sections of the organisation. It will retain order and command at the same time promoting flexibility and creativity The organizational structure is mainly influenced by internal factors such as size, product and skills of the workforce influence. The chain of command will lengthen and the spans of control will widen as the business of the organisation. The higher the level of skill each employee has the more the business will make use of the matrix structure to maximize these skills across the organization. Burns and Stalker (1961) introduced the notion of two different types of structure i.e. The Mechanistic structure which is characterised by rigid divisions of activities, clearly defined roles and hierarchically organised authority and The Organic Structure which consists of more fluid and flexible working arrangements. Organic Mechanistic Channels of Communication Open with free information flow throughout the organization Operating styles Allowed to vary freely Authority for decisions Based on the expertise of the individual Free Adaptation By the organization to changing circumstance Emphasis on getting things done unconstrained by formally laid down procedures Loose informal control with emphasis on norm of cooperation Flexible on-job behaviour permitted to be shaped by the requirement Decision Making participation and group consensus Highly structured, restricted information flow Must be uniform and restricted Based on formal line management position Reluctant Adaptation Emphasis on formally laid down procedures Tight control Constrained on-job behaviour Only superiors make decisions Firms with Mechanistic structures pursue centralised decision making arrangements, strict enforcement of adherence to rules and procedures, rigid control over information content and flows, and carefully designed reporting relationships (Slevin and Covin, 1997). Organic structure on the other hand, reflects an organisations emphasis on delegation, participation, creativity, openness and adaptability (Brouthers et al, 2000). Mechanistic structures are preferable for analyzing new products and processes and for implementing such entrepreneurial endeavors, as concentrated power often prevents imaginative solutions of problems. On the other hand Organic structures are enhancing the use of rational strategic decision-making by providing the flexibility needed to take advantages of market opportunities or minimize a competitive threat. The pursuit of shareholders value by private firms may be facilitated by the flexibility afforded by Organic structures. Hence it also proves the positive relationship between organic organization structures and private ownership Mechanistic organization tends to offer a less suitable environment for managing the creativity and the innovation process. On the other hand organic system is adapted to solve problem in unstable conditions, when new and unfamiliar problems arise. This entails the importance of designing an effective organisation structure which will be flexible and able to respond to future demands and development. The effective structure will be able to adapt changing environmental influences and also will be able to provide social satisfaction for employees in the organisation. A poor organisational structure make good performance impossible no matter how good individual Managers may be. Poor structures are likely to have low motivation and morale to employees, slow and poor decisions, not cost effective and they are likely not to quickly respond to new opportunities. There are two specific principal of general interest in when structuring the organisation i.e. the span of control and the chain of command which need to be balanced in designing the effective organisation structure although there is no a right combination effective to every organisation.. Span of control Mullins 2009 defines span of control as the number of subordinates who report directly to a given manager or supervisor. V.A. Graicunas developed a mathematical formula for span of control which show the limitation of number of subordinates who can effectively be supervised by a Manager. The number of subordinates is determined by total direct and cross relationships R= n (2n/n+n-1) Where n is the number of subordinates and R is the number of interrelationships. Urwick supported the idea of Graicunas and suggested that span of control should not exceed 5 and at most six direct subordinates whose works interconnect. However from Woodwards study span of control varies from organisations depending on type of technology and production systems. Mullins further pointed other factor influencing the span of control includes: Nature of the organisation, complexity of work, range of responsibilities, similarity of function Ability and personal qualities of the manager Amount of time manager is available to spend on subordinates Ability and training of subordinates Effectiveness of co-ordination nature of communication Physical location of the organisation Length of the command chain Importance of span of control With wider span of control: It is difficult to supervise subordinates effectively and may stress more the mangers Planning and development, training and control may suffer Wide span of control may limit opportunities to grow Too wide span of control may result to slowness to adapt to changes On the other hand with too narrow span of control It may lead to problem of coordination and consistency in decision making and hinder effective communication across the organisation Morale and initiative of subordinates may suffer due to close to a level of supervision It increases administrative costs It can lead to additional level of authority in the organisation creating unnecessary long chain of command. Chain of command This refers to the number of different levels in the structure of the organisation, the chain, or the hierarchical command. The chain of command establishes the vertical graduation of authority and responsibility and framework for superior-subordinate relationship. A clear line of authority and responsibility is necessary for the effective operations of the organisations. Few chains of command will help decision making and fasten communication in the organisation. Types of organisation structures Tall organisation structures A tall organisation structure has relative many levels of management and supervision with long chain of command from the top to the bottom of the organisation. Tall structure normally do not exceed 8 levels of management because number of levels decrease span of controls. The tall organisation structures have the following advantage Span of control is narrow where each manager has small number of employees to supervise hence easy to control. There is clear management structure There is clear distinction on function of each layer hence clear line of responsibility and control In the tall organisation structure there is clear succession and promotion ladder. However there is some disadvantage of the Tall organisation structure Freedom and responsibilities for each employee is very restricted There is slow decision making as approval may be required from each level of authority. Communication is slow as it takes place through many levels of management Tall structure has high costs of management as managers for each level are paid more than their subordinates. Flat organisation structure On the other hand unlike tall organisation structure a flat organisation have relatively few layers or may be just one layer of management. This means that there is shorter and wide span of control. Small organisations usually opt for flat organisation structure since it has small number of management layers. Flat organisation structure there is greater communication between Management and employees which influence better team spirit and it is less bureaucracy hence quick decision making. Flat structure has less cost of Management due to fewer level or layers of management. However among other constrain of flat organisation structure includes; Employees may be controlled by more than one manager hence employee may be confused on the reporting channels, Organisation growth may be hindered with this type of structure, Structure is limited to small organisations and hence do not fit to big organisations Function of each department or person could be distorted and amalgamate into the job roles of others.   Hierarchical organisation structure An organisation where employees are ranked at various levels within the organisation is known as hierarchical, each level is one above the other. At each level in the sequence, a person has a number of workers directly reporting to him/her, within their span of control. Under this type of structure there is a tall hierarchical organisation which has many levels and a flat hierarchical organisation will only have a few. The way authority is organized is a typical pyramid shape. A traditional hierarchical structure clearly defines each employees role within the organisation and defines the nature of their relationship with other employees. Hierarchical organisations are often tall with narrow spans of control, which gets wider as we move down the structure. They are often centralised with the most important decisions being taken by senior management.   Ã‚   In the twentieth century as organisations grow bigger, hierarchical organisations were popular because they could ensure command and control of the organisation. However with the advent of globalisation and widespread use of technology, in the 1990s tall hierarchical organisations began to downsize and reduce their workforce. Technology was able to carry out many of the functions previously carried out by humans. The Hierarchical Organisations have the following main advantages Authority and responsibilities are clearly defined There is a clear defined career growth of members of the organisation The hierarchical organisation structure create environment which favour effective use of specialist managers The structure makes employees to be very loyal to their department within the organisation. On the other hand hierarchical structure has disadvantages This structure tend to be bureaucratic and respond slowly to changing so as to meet customers needs and Markets within which the organisation operates Poor communication within the organisation especially for horizontal communication Poor decision making as it may only focus to individual department rather than the organisation as a whole. Centralised and decentralised organisation structure In a centralised organisation head office (or a few senior managers) will retain the major responsibilities and powers. Conversely decentralised organisations will spread responsibility for specific decisions across various outlets and lower level managers, including branches or units located away from head office/head quarters. An example of a decentralised structure is Tesco the supermarket chain. Each store of Tesco has a store manager who can make certain decisions concerning their store. The store manager is responsible to a regional manager. Organisations may also decide that a combination of centralisation and decentralisation is more effective. For example functions such as accounting and purchasing may be centralised to save costs. Whilst tasks such as recruitment may be decentralised as units away from head office may have staffing needs specific only to them.   Ã‚   Certain organisations implement vertical decentralisation which means that they have handed the power to make certain decisions, down the hierarchy of their organisation. Vertical decentralisation increases the input; people at the bottom of the organisation chart have in decision making.    Horizontal decentralisation spreads responsibility across the organisation. A good example of this is the implementation of new technology across the whole business. This implementation will be the sole responsibility of technology specialists Senior managers enjoy greater control over the organisation. The use of standardised procedures can results in cost savings. Decisions can be made to benefit the organisations as a whole. Whereas a decision made by a department manager may benefit their department, but disadvantage other departments. The organisation can benefit from the decision making of experienced senior managers. In uncertain times the organisation will need strong leadership and pull in the same direction. It is believed that strong leadership is often best given from above Disadvantages Senior managers have time to concentrate on the most important decisions (as the other decisions can be undertaken by other people down the organisation structure. Decision making is a form of empowerment. Empowerment can increase motivation and therefore mean that staff output increases. People lower down the chain have a greater understanding of the environment they work in and the people (customers and colleagues) that they interact with.   This knowledge skills and experience may enable them to make more effective decisions than senior managers. Empowerment will enable departments and their employees to respond faster to changes and new challenges. Whereas it may take senior managers longer to appreciate that business needs have changed. Empowerment makes it easier for people to accept and make a success of more responsibility. (http://www.learnmanagement2.com/) Matrix Organisation Structure Matrix organization is an attempt to combine functional and pure project organizations to couple the positive aspects of both and minimize the negative. Matrix organisation structure is widely used in many industries such as automotive industry. Each staff member is a member of 2 distinct organizations Advantages of matrix organisation structure Project as a point of emphasis PM takes the responsibility for managing the project. Project has reasonable access to all required resources without having to maintain them draws from the functional resource pool as required Less anxiety about what happens when the project is completed Response to client is as rapid as pure project Project has access to the administrative units of the parent firm to maintain consistency w/ policies, practices and procedures With several projects in work, matrix offers a better companywide balancing of resources Matrix organizations span the extremes of the organization spectrum from functional to pure project. Disadvantages include: Delicate balance of focus of decision making power between Project Manager and functional manager Multiple projects have to be monitored as a set to derive the benefits of a matrix organization Strong matrix organizations have problems shutting down projects similar to pure project organizations Division of decision making responsibilities between Project Manager (administrative decisions) and functional manager (technological decisions) is complex and not so clear for the operating Project Manager Project members have at least two bosses, the functional and the Project Manager. This can lead to confusion and disorder. Stanbic Bank Tanzania Organisation structure Based on aforementioned types of organisation structure and their feature Stanbic Bank Tanzania has adapted flat organisation structure with wider span of control and few levels of authority. In the Stanbic bank structure there is greater and quick communication between Management and employees which influence better team spirit and it is less bureaucracy hence quick decision making. The structure has less cost of Management due to fewer level or layers of management. However Stanbic Bank organisation structure has a number of disadvantages such as employees may be controlled by more than one manager hence employee may be confused on the reporting channels. This type of structure may hinder organisation growth as the case we have seen with Stanbic Tanzania with only 11 branches countrywide compared to other bank like National Microfinance Bank with 138 branch and was established 1997.function of each department in this type of organisation structure could be distorted and amalgamated into job of others. Flat organisation structure is normally limited to small organisation hence may not be suitable for a fast growing with large network Bank worldwide like Standard Bank group in which Stanbic bank is part of. Recommended organisation structure Chapter 3: Organisation culture and behaviour 3.1 Organisation culture Organisational culture is a system of shared values and beliefs about what are important, what behaviours are appropriate and about feelings and relationships internally and externally .Values and cultures need to be unique to the organisation, widely shared and reflected in daily practice and relevant to the company purpose and strategy. But there is no single best culture (http://www.cipd.co.uk/research/_visionandvalues). On the other hand Armstrong, (2007) defined organisation culture as the pattern of values, norms, beliefs, attitudes and assumptions that may not have been expressed but shape the ways in which people in organizations behave and things get done. Other definition for organisation culture includes: A pattern of basic assumptions invented, discovered or developed by a given group as it learns to cope with the problems of external adaptation and internal integration that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think and feel in relation to these problems. Schein (1985) Culture is the commonly held beliefs, attitudes and values that exist in an organization. Put more simply, culture is the way we do things around here Furnham and Gunter (1993) Culture is one of those terms that is difficult to express definitely, but everyone knows it when they sense it. One can tell the culture of an organization by looking at the office arrangement of furniture, what they boast about, what employees wear, language used etc. similar to what you can use to get a feeling about someones personality The concept of culture is principally important when attempting to manage organisation change. Most managers and other practitioners have realised that, despite the best-laid down plans, organisational change should include not only changing structures and procedures, but also changing of the corporate culture as well. Most of the literature generated over the past decade about the concept of organizational culture especially in regards to understanding how to change organizational culture. Organizational change efforts are noticed to fail most of the time. These failures have been related to lack of understanding about the strong role of culture and the role the it plays in organizations. That has become one of the important reasons that many strategic planners currently place more emphasis on identifying strategic values as the way they do mission and vision. Successful organisations are characterised by strong values and a strong guiding vision that communicates what behaviour is appropriate and what is not.

Expatriate Policy of Schlumberger

Schlumberger is the largest oilfields services company with operation worldwide. It is the leader in the supply of technology, integrated project management and information solutions to customers in the oil and gas industry worldwide. It employs approximately 120000 people. The employees come from around 140 different nationalities working in around 85 countries around the world representing the diversity within the workforce of the company.It provides the widest range of services corresponding to the oil and gas industry ranging from exploration through production. For Schlumberger, it's defined by the terms such as knowledge, technical innovation and team work. These terms have formed the core of the company functionality for over 80 years which has enabled it to provide improved customer service and performance throughout these years. It has around 125 research and engineering facilities worldwide which enables innovation for improved customer delivery of services.Besides, the com pany works keeping its three core values concerning the people, technology and profits which form the basis of their work and future goals which are as follows: a. ) Our people thrive on the challenge to excel in ny environment and their dedication to safety and customer service worldwide is our greatest strength. b. ) Pur commitment to technology and quality is the basis for our competitive advantage. c. ) Our determination to produce future profits is the cornerstone for our future independence of action and strength. Who is an expatriate?An expatriate is a person and citizen of one country working in another country either temporarily or permanently. This term is commonly used to refer to the professionals or skilled workers who are sent abroad (with the same or a different culture) by the companies to work. Need for an expatriate The world scenario has changed at a rapid pace facilitating the movement of goods and services and ideas throughout the world. Not only has the world b ought the idea of the free movement, they have also set up organizations like WTO who make sure that more and more countries accept the idea and follow the same.Globalization and Liberalization is the new trend these days. The entire world has moved on from being an industrial economy to knowledge based economy which is connected through the power of networks. Everyone wants to take advantage of this facilitation and so do the companies. The companies are profit driven and this need to onstantly look for markets and new customers to sell their products and services. As such they need people who are endowed with the qualities required to help set up the business and at time also run it in a foreign country.The expatriates are required to handle critical international assignments on behalf of the company with strategic importance attached to them. They are expected to facilitate control of the corporate, facilitate the pathway for entry into the new markets, develop management compete ncies at the international level and frame a market or gain market share through their expertise in vital global markets. Attributes or predictors Job Factors a. ) Skills related to technology b. ) Level of familiarity with host and headquartered countrys operations c. ) Skills related to management d. Administration related competencies Relational Dimensions a. ) Tolerance level related to ambiguity b. ) Flexibility level related to behaviour. c. ) Non-judgementalism d. ) Empathy towards new culture and low level of ethnocentrism e. ) Well-developed inter personal skills Motivational State a. ) Belief in the mission of the company and the assignment b. ) Mission's alignment with the career path c. ) Personal interest in the assignment overseas . ) Interest in the culture of the country of assignment e. ) Willingness to learn new behaviour and attitude Family Situation a. Willingness of the spouse to move to the host country of assignment b. ) Nature of the spouse – adaptive and supportive c. ) Stability of the marriage or relationship Language Skills a. ) Skill level in the host countrys language b. ) Level of comfort or proficiency in the non-verbal communication Expatriate policy Eligibility In order to be eligible for the Expatriate Relocation Assistance program and other related benefits, the following must be fulfilled: a. ) Should currently be a full-time mployee. b. ) Has been asked to relocated as a result of the company initiated transfer c. Must meet the federal guidelines as laid down for a qualified move Post acceptance of the foreign assignment a. ) Assignment of the Cartus Relocation consultant: The consultant will act as a single point of contact during the entire duration of the relocation. Benefits The company has outlined a number of benefits for the expatriates for the convenient relocation and proper re-imbursement of the expenses too. The benefits outlined must be used within 12 months of the transfer date of the payroll or else he y will stand as lapsed and cannot be used beyond 12 months.The benefits cover every aspect of the move right from preparation to the final settlement of the expatriate in the host country as outlined below under the different headings. a. Payment of benefits: Certain rules have been laid down about the method of payment and reimbursement and tax benefits corresponding to the relocation be the Cartus consultant who will prescribe the required instructions. For the reimbursement all the receipts must be in original. All the relocation benefits must be claimed within the 12 months from the date of transfer. b.House hunting trip: In case the person does not own a house in the new location then the person is entitled to a house hunting trip for six nights/seven days including the spouse. The concerned person will also be entitled to round trip economic fare by air or train by the most direct route with one piece of luggage approved per passenger. Car rental will also be reimbursed from a designated firm. The person including the spouse is also liable for reasonable lodging and meals expenses. The number of lodging days may increase by one in case the person has travelled for more than 650 kilometres using one's own personal vehicle.Apart from these expenses the person is also entitles to such other expenses like highway and bridge polls, parking charges, domestic telephone calls and internet charges. In case there is also a baby then they are also entitled for baby-sitting and child-care services and corresponding charges. The amount fixed for the same is $50 per day per child with a maximum cap of $1 50 per day. c. Home finding assistance: In order to locate a primary residence, proper home finding assistance will be provided.In some of the cases, the person may be charged some home finding fees and the same shall be reimbursed on providing the riginal receipt of the same provided it does not exceed the one month rent of the house leased. The concerned person howe ver is required to get in touch with the consultant in order to review the wordings of the contract. d. Return home trip: In case the person has begun the assignment without the family members accompanying him, he is entitled to two return trips and an additional one in order to assist in the movement of household goods and for the family to accompany the concerned person to the new location.During the trip the person is also entitled to such other expenses like a piece of checked luggage, tolls and parking. The return trips are required to be scheduled three weeks apart and proper bills are required to be produced in order for the reimbursement. e. Lease cancellation: In the event of a lease cancellation and termination of the lease agreement before it expires, it is required to consult the Relocation consultant regarding the same in order to avoid lease-breaking penalties if any. The lease breaking penalty could be avoided if one can find a new or a subtle tenant.Still, the follow ing expenses are reimbursed in case the agreement is broken prior to the completion of the agreement which should not xceed $5000. The reimbursement can include lease-breaking penalty, sublet fees, loss of security deposit due to the termination of the lease but not due to repairs, duplication of rent, payment of lease in case of lease breakage. The reimbursement will not include such payments as pre-payment of the new area rent, payment of the rental security deposits, current damages and resulting costs or the loss of deposit, loss of special deposits and utility fees.However, such reimbursements are subject to condition that the person has not leased the premises of the relatives and has acated the house. Besides, a copy of the lease and an original receipt of the lease breakage fees are required. An original itemized signed letter from the complex or the landlord will also suffice. f. Movement of household goods: In order to be eligible for the reimbursement of the movement of t he household goods, the recognised consultation with the Relocation consultant and prior scheduling should be done at least 30 months prior to the date of movement.The 30 days is to allow proper survey of the goods, the size and cost of the same and also to allow for some time for packaging. Besides one must not make any attempt to do the packaging by him/her else there won't be any reimbursement under the insurance scheme. Also, such things like Jewellery, medical certificates, educational documents, children's immunization records, school records should be hand carried to the destination and should not be allowed to be packed or carried by the packing company.In order to make a claim against a damaged or lost item, a written estimate of the same must be provided before submitting the acclaim for settlement for the same. g. Temporary storage: In the case when one is unable to shift to the home in the new location, emporary storage facility shall be provided for the same for a perio d of 30 days and only those items which are part of the original household goods are eligible for storage and partial shipment is not allowed. h.Final move: During the course of the final move, the concerned will be reimbursed for reasonable travel costs for the person and other eligible family members. Besides original receipts must be kept and presented for the reimbursement of the same. The expenses which form a part of this include one way transportation of economic class air, economy class train fare hose reimbursement may require either boarding passes or non-refundable invoice. There will also be proper mileage reimbursement for personal vehicle with tolls.There also be reimbursement corresponding to lodging, beginning on departure day, ending on arrival day, 2 pieces of checked luggage per approved traveller, meals which does not include alcoholic beverages, beginning on departure day, ending on arrival day. i. Relocation allowance: In addition to the items which have alread y been discussed in the policy, the company also covers other relocation expenses. The concerned person is also entitled to receive a onetime relocation llowance equivalent to two months new base salary with an upper limit of $1 5000 per month.This comes into effect on the first day of the new work assignment or when the person actually moves. This allocation is aimed at providing greater flexibility in managing one's relocation expenses and directing the available resources to specific areas of need. J. Time of for packing and unpacking: The Company provides for two paid working days off for both the locations. Two days for packing and other two days for unpacking of the goods. k. Spousal career assistance: For the employees with their spouse having a career outside Schlumberger, efforts re made to assist the spouse in the Job search.A series of programmes have been initiated for the same as a part of these efforts. These programmes are offered through the service companies who pro vide Job search and opportunity development expertise. Services like resume preparation, assessing career direction, interviewing skills are some of the expertise that these companies excel in and reach out the same to the respective spouse. These might not lead to actual Job but may help immensely in providing valuable direction in the Job search. l. Tax information: In some of the ountries, some relocation expenses are considered as taxable income.As such the same will be reflected in the earnings as reimbursement and shall be intimated about the same. It will be the responsibility of the company to report to the Additionally, state or provincial taxes may vary by location of the residence. m. Termination: In case one resigns from the company for any of the reasons within one year of completing the move, he/she must, either on or before the effective date of resignation, reimburse the company for the amount paid the concerned person or to the third party in any form for benefits i n connection to the move.