This career report summarizes the results of Irma Jimenez's "I Opt" assessment. The report finds that Irma prefers the "Changer" pattern, with a tendency towards the "Performer" pattern. These indicate she pays attention to new ideas and getting tasks completed quickly. The report outlines Irma's likely strengths, such as creativity and passion. It recommends career positions that allow flexibility, risk-taking, and impact. The report also notes potential weaknesses and provides tips on how Irma can navigate her career to make the most of her assessment results.
This career report summarizes the results of Brian Castaneda's "I Opt" career assessment survey. The report found that Brian has a "Perfector" pattern, scoring highest in hypothetical analysis. As a result, Brian excels at understanding complex issues, clear communication, vision, creativity, original ideas, curiosity, and learning. However, Brian may struggle with routines, focus on long-term horizons over short-term goals, and taking risks without extensive evaluation. The report provides tips on how Brian can maximize his strengths and navigate different work environments and groups.
This document provides a summary of Saskia Van Delft's results from the Motivation Factor Indicator assessment. It identifies her top five needs as balance, being active, personal power, freedom, and succeeding. It also outlines her top five talents as catalyzing, communicating, contributing, connecting, and creativity. The document recommends that Saskia reflect on how to best fulfill her needs and leverage her talents, and provides visualization of word clouds representing her needs and talents. It also provides context about how understanding one's needs and talents can improve motivation, learning, and managing change.
This document is Thomas Fawcett's Strengths Insight and Action-Planning Guide completed on July 10, 2016. It identifies his top 5 themes as Deliberative, Analytical, Adaptability, Intellection, and Strategic. For each theme, it provides a shared theme description, personalized strengths insights describing what makes Thomas stand out, and questions for him to consider to increase awareness and apply his talents. The guide is intended to help Thomas leverage his strengths for achievement.
Playing safely is not safe in today’s fast-paced competitive business environment. An individual, who seeks to stand out from the mob and practise novelty in highly uncertain business climate, works beyond the limits. Whitney Johnson has used the term “Disruption” – to understand why some individuals succeed in outstanding ways.
The title of the book i.e. “Disrupt yourself” inspires us to make the jump onto new learning curves, innovate, and stay at the top of the game. It shows the inconceivable value of recognizing what you are good at and finding unpredicted ways to use those strengths to the marketplace. The dramatic ‘jumps’ that Johnson encourages us to take truly form the basis of creativity and success.”
“The author has made an attempt to apply the lessons of disruptive innovation to personal growth. She shows us how to pursue roles suited to our own strengths, to follow our own unique and innovative way of thinking and doing – and to significantly increase our efficiency, creativity, and happiness.
1. As a new manager, it is important to spend the first months observing, listening, and learning about the business, employees, and institutional knowledge. Take small steps and get buy-in from respected veterans to help guide your leadership.
2. Meet individually with employees to learn about their history, aspirations, and see them in action. This allows you to get a clean slate with employees and gain their support, which is important for others to follow.
3. Clearly outline your short-term and long-term vision and goals for the department. Set objectives that are achievable and measurable to help employees understand how their work contributes to larger results and benefits their careers.
Basically this books is about to how hire good talent. The main point is about the correct questions –Not WHAT, but WHO. This mean that we should think about people first of all, try to find only best candidates.
The main challenges we face are
• Don’t clearly represent the duties of the employee in the role or declared position or a new position.
• Not enough suitable candidates
• Not sure in an ability to choose the best candidates
• Lose good employees.
The best acquisition process consists of 4 Steps
• List of goals for the role we are hiring – what we expect that role to deliver – outcome.
• Source
• Selection
• Closing the deal
The Selection or interview process is the KEY to Success where we need to invest quality time and right interview panel
• Screening interview
• Qualification interview
• Focus interview
• Interview with recommenders
A guide to generating insight through research for product development
Research is the primary risk management tool you have in product development. It is also the biggest driver of insight and breakthrough ideas. The challenge many people face is doing it in a way that retains creativity and objectivity. Balancing the technical and human centred approaches can be a challenge but the results are worth it.
Understanding people’s needs and requirements is the key to unlocking insights, but is not enough on its own. It must be coupled with a broader understanding of the
business, product, and technical context; the product system.
This presentation sets out a practical approach to undertaking research for product development. It provides guiding principles for primary research and how to interpret information and create insights. Our approach has been developed from a range of other approaches and our own experiences. It provides a common approach that can be applied across all types of research.
Clifton Strengths themes represent how an individual is uniquely talented.
Clifton Strengths provide useful analysis to understand a persons strengths as well as the kind of environments where they can excel.
This is the unique list of strengths of Sean Donnelly. Read them to understand his strengths and also his blind spots, which is aware of and working on!
This career report summarizes the results of Brian Castaneda's "I Opt" career assessment survey. The report found that Brian has a "Perfector" pattern, scoring highest in hypothetical analysis. As a result, Brian excels at understanding complex issues, clear communication, vision, creativity, original ideas, curiosity, and learning. However, Brian may struggle with routines, focus on long-term horizons over short-term goals, and taking risks without extensive evaluation. The report provides tips on how Brian can maximize his strengths and navigate different work environments and groups.
This document provides a summary of Saskia Van Delft's results from the Motivation Factor Indicator assessment. It identifies her top five needs as balance, being active, personal power, freedom, and succeeding. It also outlines her top five talents as catalyzing, communicating, contributing, connecting, and creativity. The document recommends that Saskia reflect on how to best fulfill her needs and leverage her talents, and provides visualization of word clouds representing her needs and talents. It also provides context about how understanding one's needs and talents can improve motivation, learning, and managing change.
This document is Thomas Fawcett's Strengths Insight and Action-Planning Guide completed on July 10, 2016. It identifies his top 5 themes as Deliberative, Analytical, Adaptability, Intellection, and Strategic. For each theme, it provides a shared theme description, personalized strengths insights describing what makes Thomas stand out, and questions for him to consider to increase awareness and apply his talents. The guide is intended to help Thomas leverage his strengths for achievement.
Playing safely is not safe in today’s fast-paced competitive business environment. An individual, who seeks to stand out from the mob and practise novelty in highly uncertain business climate, works beyond the limits. Whitney Johnson has used the term “Disruption” – to understand why some individuals succeed in outstanding ways.
The title of the book i.e. “Disrupt yourself” inspires us to make the jump onto new learning curves, innovate, and stay at the top of the game. It shows the inconceivable value of recognizing what you are good at and finding unpredicted ways to use those strengths to the marketplace. The dramatic ‘jumps’ that Johnson encourages us to take truly form the basis of creativity and success.”
“The author has made an attempt to apply the lessons of disruptive innovation to personal growth. She shows us how to pursue roles suited to our own strengths, to follow our own unique and innovative way of thinking and doing – and to significantly increase our efficiency, creativity, and happiness.
1. As a new manager, it is important to spend the first months observing, listening, and learning about the business, employees, and institutional knowledge. Take small steps and get buy-in from respected veterans to help guide your leadership.
2. Meet individually with employees to learn about their history, aspirations, and see them in action. This allows you to get a clean slate with employees and gain their support, which is important for others to follow.
3. Clearly outline your short-term and long-term vision and goals for the department. Set objectives that are achievable and measurable to help employees understand how their work contributes to larger results and benefits their careers.
Basically this books is about to how hire good talent. The main point is about the correct questions –Not WHAT, but WHO. This mean that we should think about people first of all, try to find only best candidates.
The main challenges we face are
• Don’t clearly represent the duties of the employee in the role or declared position or a new position.
• Not enough suitable candidates
• Not sure in an ability to choose the best candidates
• Lose good employees.
The best acquisition process consists of 4 Steps
• List of goals for the role we are hiring – what we expect that role to deliver – outcome.
• Source
• Selection
• Closing the deal
The Selection or interview process is the KEY to Success where we need to invest quality time and right interview panel
• Screening interview
• Qualification interview
• Focus interview
• Interview with recommenders
A guide to generating insight through research for product development
Research is the primary risk management tool you have in product development. It is also the biggest driver of insight and breakthrough ideas. The challenge many people face is doing it in a way that retains creativity and objectivity. Balancing the technical and human centred approaches can be a challenge but the results are worth it.
Understanding people’s needs and requirements is the key to unlocking insights, but is not enough on its own. It must be coupled with a broader understanding of the
business, product, and technical context; the product system.
This presentation sets out a practical approach to undertaking research for product development. It provides guiding principles for primary research and how to interpret information and create insights. Our approach has been developed from a range of other approaches and our own experiences. It provides a common approach that can be applied across all types of research.
Clifton Strengths themes represent how an individual is uniquely talented.
Clifton Strengths provide useful analysis to understand a persons strengths as well as the kind of environments where they can excel.
This is the unique list of strengths of Sean Donnelly. Read them to understand his strengths and also his blind spots, which is aware of and working on!
The document is a StrengthsFinder report that identifies an individual's top 5 themes: Individualization, Strategic, Analytical, Competition, and Relator. For each theme, it provides a shared description and a personalized insight specific to the individual. The insights describe how each strength could show up for this person and the impact it may have. They highlight talents like enhancing cooperation, generating innovative ideas, seeking facts before decisions, striving for first place, and enjoying close relationships.
This document discusses several themes from the Gallup StrengthsFinder assessment. It provides descriptions of what each theme means for individuals who score highly in that theme, including Learner, Input, Analytical, and Strategic. It also provides advice for how individuals can best utilize their strengths if those themes are among their top talents, as well as what to consider if those themes are lesser talents. The overall document aims to help individuals understand and apply their strengths as identified through the StrengthsFinder assessment.
The report shares MANGU's results on scales measuring preferences for introversion/extroversion, strategic thinking/implementation, logic/intuition, risk-taking, and open-mindedness/partisanship. MANGU's results indicate a balanced personality profile that is well-suited for a career in marketing. The report also provides advice for how MANGU can leverage strengths and address potential weaknesses associated with their personality preferences.
This document outlines the key points in a presentation about leading a winning team. It discusses the concept of a team and leader, introduces 10 fundamental leadership tips like focusing on results over time spent, aligning people with their strengths, and building trust. It also describes a football manager game concept to illustrate team types and secrets to leading a team to peak performance, like consistency, clarity of expectations, and building trust. The goal is to understand team dynamics and how to effectively motivate a group to achieve their common goals.
This document provides Shannon Johnson with a strengths discovery and development guide based on a survey completed on 06-02-2014. The guide is intended to help Shannon discover and develop her natural talents. It identifies her top 5 signature themes - Adaptability, Strategic, Empathy, Connectedness, and Arranger - based on her survey responses. For each theme, it provides a description and suggested action items for developing related strengths. It prompts Shannon to identify 1-3 themes that best describe her, discuss them with others, and outline specific development actions to take in the next week, month, and year. The guide recommends focusing frequently on strengths to effectively apply and build them.
This document provides advice for new CIOs on how to effectively start in their new role. It discusses determining whether the existing IT department needs improvement or is well-run. For a well-run department, the CIO should look for opportunities not seized, festering personnel issues, and pent-up demand for IT services. The document also provides a proven three-part formula for giving constructive feedback on observed employee behavior: stating the behavior, how it made you feel, and why it caused that feeling. Finally, it notes feedback should be given privately for negative behaviors and in equal measure for positive and negative behaviors.
Nicholas Theiss completed a strengths survey that identified his top 5 themes: Connectedness, Activator, Adaptability, Achiever, and Belief. The report provides insights into each theme and how they show up uniquely for Nicholas. It describes that he has faith in connections between all things, can energize others into action, is flexible and adapts to changing situations, works hard to achieve goals and high standards, and has strong core values that guide his purpose.
Managing Your Relationship with Your BossRobert Orr
This document discusses how subordinates can be set up to fail by their bosses and provides strategies to avoid this. It notes that the "set-up-to-fail syndrome" is widespread, insidious, and based on common biases. Subordinates can contribute by recognizing cues that their boss is losing confidence in them, such as diminished contact or feedback. However, bosses' perceptions of performance often do not correlate with objective measures. The document recommends that subordinates take responsibility by increasing positive communication with their boss and accomplishing tasks to rebuild the relationship.
Md Abul Hasnat completed a CliftonStrengths assessment that identified his top ten strengths: Individualization, Ideation, Analytical, Relator, Context, Intellection, Arranger, Responsibility, Developer, and Connectedness. These strengths fall within four domains of leadership: Executing (Arranger, Responsibility), Influencing (Individualization, Relator), Relationship Building (Developer, Connectedness), and Strategic Thinking (Ideation, Analytical, Context, Intellection). The assessment provides insights into how each strength is likely to manifest based on research into strengths psychology.
Twelve tips are provided for new managers to help with their transition into a management role. The tips include not letting the new position go to your head, acting like a manager, discussing expectations with your boss, learning the organizational culture, learning from role models, getting to know your staff, understanding individual differences, discussing your new role with staff, comparing your leadership style to your predecessor, talking to staff who applied for the job, identifying department goals, and managing stress during the transition.
The document discusses tapping into your entrepreneurial instincts to achieve business goals. It describes several genetic traits and "success promoters" that can help entrepreneurs including openness to experience, seeing opportunities, believing in your ideas, embracing rejection and making decisions. It provides markers for each success promoter to help entrepreneurs recognize how to apply their genetic traits to overcome challenges and seize opportunities in business.
The document provides tips and strategies for effective problem solving and consulting based on McKinsey & Company's proprietary methodology. It discusses establishing the right team and approach, finding solutions through fact-based analysis, ensuring solutions fit the client, and presentation skills. The key aspects are establishing the correct problem, not forcing preconceived solutions, focusing on the most important drivers, and getting buy-in from stakeholders.
Assessing and setting your job search goals aug 2011 nccRichard Ross
The document provides advice on setting job search goals including:
1) Deciding on goals such as relocating, salary requirements, interim jobs, and financial needs.
2) Understanding personal motivators like compensation, career growth, and work-life balance.
3) Defining goals using the SMART criteria of being specific, measurable, achievable, realistic, and time-bound.
4) Types of goals include physical, personal, business, family, financial, and career goals.
This document contains the results of Allison Pedretti's CliftonStrengths assessment, which identified her top 5 themes: Adaptability, Relator, Maximizer, Consistency, and Strategic. For each theme, it provides a shared theme description and a personalized strengths insight that highlights talents, strengths, and ways she may stand out based on that theme. It prompts her to reflect on which parts of the insights stood out and which talents she wants others to see most in her.
The document outlines an agenda for a performance communication workshop focusing on the One Minute Manager model and building relationships. It includes sessions on the One Minute Manager technique, evaluating performance, building emotional connections through compassion, knowledge and networking, and effectively receiving and giving feedback.
Growing collection of one page slides on contemporary business topics such as: organisational behaviour, flow, autonomy, cooperation, agility, resilience, ...
This document provides a StrengthsFinder 2.0 report for an individual named Vaclav Karger. The report identifies Vaclav's top 5 themes as Strategic, Ideation, Achiever, Relator, and Learner. It provides insights into each theme including what makes Vaclav uniquely talented in that area. It offers questions for Vaclav to consider to increase self-awareness and 10 ideas for taking action to apply each strength. The report is intended to help Vaclav understand and leverage his talents for achievement.
This document outlines a proposal to create an international chain of luxury Italian hotels. It notes that luxury goods and tourism are two sectors that have continued growing during the economic crisis. The proposal is to bring authentic Italian hospitality and lifestyle to luxury hotels around the world, filling a gap as there are currently no major Italian hotel brands globally. Design, welcome, and location would be key priorities to immerse guests in Italian culture and quality of service. An experienced team of Italian hospitality experts is presented to lead the development and management of the brand.
This document discusses the case of Myriad Genetics and the ethics around patenting human genes. It summarizes that Myriad Genetics holds patents on the BRCA1 and BRCA2 genes linked to breast cancer and faces criticism for aggressively enforcing these patents. The document also summarizes a key lawsuit where a court invalidated Myriad's gene patents, finding that isolated DNA is not patentable subject matter. The document discusses ongoing debates around the ethics, impacts on research and healthcare, and potential policy solutions regarding human gene patents.
The document is a StrengthsFinder report that identifies an individual's top 5 themes: Individualization, Strategic, Analytical, Competition, and Relator. For each theme, it provides a shared description and a personalized insight specific to the individual. The insights describe how each strength could show up for this person and the impact it may have. They highlight talents like enhancing cooperation, generating innovative ideas, seeking facts before decisions, striving for first place, and enjoying close relationships.
This document discusses several themes from the Gallup StrengthsFinder assessment. It provides descriptions of what each theme means for individuals who score highly in that theme, including Learner, Input, Analytical, and Strategic. It also provides advice for how individuals can best utilize their strengths if those themes are among their top talents, as well as what to consider if those themes are lesser talents. The overall document aims to help individuals understand and apply their strengths as identified through the StrengthsFinder assessment.
The report shares MANGU's results on scales measuring preferences for introversion/extroversion, strategic thinking/implementation, logic/intuition, risk-taking, and open-mindedness/partisanship. MANGU's results indicate a balanced personality profile that is well-suited for a career in marketing. The report also provides advice for how MANGU can leverage strengths and address potential weaknesses associated with their personality preferences.
This document outlines the key points in a presentation about leading a winning team. It discusses the concept of a team and leader, introduces 10 fundamental leadership tips like focusing on results over time spent, aligning people with their strengths, and building trust. It also describes a football manager game concept to illustrate team types and secrets to leading a team to peak performance, like consistency, clarity of expectations, and building trust. The goal is to understand team dynamics and how to effectively motivate a group to achieve their common goals.
This document provides Shannon Johnson with a strengths discovery and development guide based on a survey completed on 06-02-2014. The guide is intended to help Shannon discover and develop her natural talents. It identifies her top 5 signature themes - Adaptability, Strategic, Empathy, Connectedness, and Arranger - based on her survey responses. For each theme, it provides a description and suggested action items for developing related strengths. It prompts Shannon to identify 1-3 themes that best describe her, discuss them with others, and outline specific development actions to take in the next week, month, and year. The guide recommends focusing frequently on strengths to effectively apply and build them.
This document provides advice for new CIOs on how to effectively start in their new role. It discusses determining whether the existing IT department needs improvement or is well-run. For a well-run department, the CIO should look for opportunities not seized, festering personnel issues, and pent-up demand for IT services. The document also provides a proven three-part formula for giving constructive feedback on observed employee behavior: stating the behavior, how it made you feel, and why it caused that feeling. Finally, it notes feedback should be given privately for negative behaviors and in equal measure for positive and negative behaviors.
Nicholas Theiss completed a strengths survey that identified his top 5 themes: Connectedness, Activator, Adaptability, Achiever, and Belief. The report provides insights into each theme and how they show up uniquely for Nicholas. It describes that he has faith in connections between all things, can energize others into action, is flexible and adapts to changing situations, works hard to achieve goals and high standards, and has strong core values that guide his purpose.
Managing Your Relationship with Your BossRobert Orr
This document discusses how subordinates can be set up to fail by their bosses and provides strategies to avoid this. It notes that the "set-up-to-fail syndrome" is widespread, insidious, and based on common biases. Subordinates can contribute by recognizing cues that their boss is losing confidence in them, such as diminished contact or feedback. However, bosses' perceptions of performance often do not correlate with objective measures. The document recommends that subordinates take responsibility by increasing positive communication with their boss and accomplishing tasks to rebuild the relationship.
Md Abul Hasnat completed a CliftonStrengths assessment that identified his top ten strengths: Individualization, Ideation, Analytical, Relator, Context, Intellection, Arranger, Responsibility, Developer, and Connectedness. These strengths fall within four domains of leadership: Executing (Arranger, Responsibility), Influencing (Individualization, Relator), Relationship Building (Developer, Connectedness), and Strategic Thinking (Ideation, Analytical, Context, Intellection). The assessment provides insights into how each strength is likely to manifest based on research into strengths psychology.
Twelve tips are provided for new managers to help with their transition into a management role. The tips include not letting the new position go to your head, acting like a manager, discussing expectations with your boss, learning the organizational culture, learning from role models, getting to know your staff, understanding individual differences, discussing your new role with staff, comparing your leadership style to your predecessor, talking to staff who applied for the job, identifying department goals, and managing stress during the transition.
The document discusses tapping into your entrepreneurial instincts to achieve business goals. It describes several genetic traits and "success promoters" that can help entrepreneurs including openness to experience, seeing opportunities, believing in your ideas, embracing rejection and making decisions. It provides markers for each success promoter to help entrepreneurs recognize how to apply their genetic traits to overcome challenges and seize opportunities in business.
The document provides tips and strategies for effective problem solving and consulting based on McKinsey & Company's proprietary methodology. It discusses establishing the right team and approach, finding solutions through fact-based analysis, ensuring solutions fit the client, and presentation skills. The key aspects are establishing the correct problem, not forcing preconceived solutions, focusing on the most important drivers, and getting buy-in from stakeholders.
Assessing and setting your job search goals aug 2011 nccRichard Ross
The document provides advice on setting job search goals including:
1) Deciding on goals such as relocating, salary requirements, interim jobs, and financial needs.
2) Understanding personal motivators like compensation, career growth, and work-life balance.
3) Defining goals using the SMART criteria of being specific, measurable, achievable, realistic, and time-bound.
4) Types of goals include physical, personal, business, family, financial, and career goals.
This document contains the results of Allison Pedretti's CliftonStrengths assessment, which identified her top 5 themes: Adaptability, Relator, Maximizer, Consistency, and Strategic. For each theme, it provides a shared theme description and a personalized strengths insight that highlights talents, strengths, and ways she may stand out based on that theme. It prompts her to reflect on which parts of the insights stood out and which talents she wants others to see most in her.
The document outlines an agenda for a performance communication workshop focusing on the One Minute Manager model and building relationships. It includes sessions on the One Minute Manager technique, evaluating performance, building emotional connections through compassion, knowledge and networking, and effectively receiving and giving feedback.
Growing collection of one page slides on contemporary business topics such as: organisational behaviour, flow, autonomy, cooperation, agility, resilience, ...
This document provides a StrengthsFinder 2.0 report for an individual named Vaclav Karger. The report identifies Vaclav's top 5 themes as Strategic, Ideation, Achiever, Relator, and Learner. It provides insights into each theme including what makes Vaclav uniquely talented in that area. It offers questions for Vaclav to consider to increase self-awareness and 10 ideas for taking action to apply each strength. The report is intended to help Vaclav understand and leverage his talents for achievement.
This document outlines a proposal to create an international chain of luxury Italian hotels. It notes that luxury goods and tourism are two sectors that have continued growing during the economic crisis. The proposal is to bring authentic Italian hospitality and lifestyle to luxury hotels around the world, filling a gap as there are currently no major Italian hotel brands globally. Design, welcome, and location would be key priorities to immerse guests in Italian culture and quality of service. An experienced team of Italian hospitality experts is presented to lead the development and management of the brand.
This document discusses the case of Myriad Genetics and the ethics around patenting human genes. It summarizes that Myriad Genetics holds patents on the BRCA1 and BRCA2 genes linked to breast cancer and faces criticism for aggressively enforcing these patents. The document also summarizes a key lawsuit where a court invalidated Myriad's gene patents, finding that isolated DNA is not patentable subject matter. The document discusses ongoing debates around the ethics, impacts on research and healthcare, and potential policy solutions regarding human gene patents.
Virginia Woolf was a British writer and member of the Bloomsbury Group. She is known for her experimental modernist novels including Mrs. Dalloway and To the Lighthouse. Woolf had a difficult childhood after experiencing the deaths of her mother and siblings. She published several novels that explored feminist themes and employed stream-of-consciousness narrative techniques. Two of her most famous works, Mrs. Dalloway and To the Lighthouse, take place over a single day and examine the inner lives and memories of their characters. Woolf suffered from mental illness and ultimately drowned herself after years of depression and anxiety worsened during World War II.
Jeunesse Global is an international business that helps people reach their full potential in youthful looks, in healthy living, in embracing life and empower their goal and professional living.
Subprime crisis_ what is the effect on meDeepak Mitra
The subprime mortgage crisis caused a housing bubble that burst and negatively impacted the US economy. It was caused by easy credit leading to risky lending practices. Recommendations to address it included central bank monetary stimulus and interest rate cuts, fiscal stimulus for the housing industry, and systematic rescue programs. The crisis decreased aggregate demand and supply, raising inflation and unemployment while lowering GDP, but government intervention could boost aggregate demand and production.
The document provides an overview of HTML tutorials covering the basic building blocks of HTML including tags, attributes, elements and different versions of HTML. It also discusses CSS and how it is used to describe presentation aspects like colors, layout and fonts. Key HTML tags, attributes and elements are defined along with examples of how to use them to structure a basic web page.
Proteins are composed of amino acids linked together by peptide bonds to form polypeptides. The amino acid sequence of polypeptides is determined by genes. There are 20 common amino acids that make up proteins, though some organisms have exceptions. Proteins have a variety of functions in living organisms and each person has a unique set of proteins.
Enzymes are biological catalysts that speed up reactions by lowering their activation energy. They have an active site that binds to specific substrate molecules. The rate of enzymatic reactions is affected by temperature, pH, and substrate concentration. Temperature and pH can cause enzymes to denature and lose their structure and function. Immobilized enzymes are used widely in industry, such as lactase to produce lactose-free milk for those who are lactose intolerant. Students should design experiments to test how temperature, pH, and substrate concentration impact enzyme activity rates.
This document provides information about solubility, precipitation, acid-base reactions, and titrations. It defines solubility as a measure of how much solute will dissolve in a solvent. Precipitation occurs when mixing solutions produces an insoluble product that falls out. Strong acids and bases are defined as completely dissociating in water. Neutralization reactions involve acids and bases reacting to produce water and a salt. Titrations allow determining the concentration of an unknown solution by performing a controlled neutralization with a standard solution of known concentration.
The document discusses the electronic structure of atoms. It introduces quantum numbers like the principal quantum number n, angular momentum quantum number l, and magnetic quantum number ml, which describe the allowed orbitals for electrons. Orbitals include s, p, and d orbitals with different shapes. The Pauli exclusion principle states that no two electrons can have the same set of quantum numbers. Electron configurations show how electrons are arranged in orbitals based on increasing energy.
This document summarizes key concepts in solution chemistry and stoichiometry, including:
1) Solutions, electrolytes, dissociation, and precipitation reactions are discussed. Strong and weak electrolytes are defined.
2) Acid-base reactions such as neutralization and gas-forming reactions are covered. Oxidation-reduction reactions and oxidation numbers are also introduced.
3) Concepts like molarity, dilution, and titration are explained as methods to quantify concentrations in solutions and chemical reactions.
Carbohydrates and structural analysis of polysaccharidesHuda Eid
This document discusses carbohydrate structure and classification. It begins by introducing carbohydrates and their properties. Carbohydrates can be monosaccharides, oligosaccharides, or polysaccharides depending on their size. Monosaccharides are further classified based on their carbon count and functional groups. The document then covers carbohydrate stereochemistry, including Fischer projections, Haworth projections, mutarotation, and conformations. It concludes with reactions of monosaccharides such as isomerization, addition, substitution, and oxidation/reduction reactions.
bài thuyết trình về BHXH của nhóm mình
khoa quản trị kinh doanh- Học Viện Ngân Hàng
Ghé thăm https://suamaytinhit.com để xem báo giá sửa máy tính tại nhà Hà Nội bạn nhé!
This document discusses several forms of non-Mendelian inheritance including incomplete dominance where traits show a combined phenotype, co-dominance where offspring exhibit both parental traits together, multiple alleles where more than two alleles can code for a trait, maternal and paternal effects where the parent's environment or genotype influences the offspring's phenotype, epigenetic inheritance involving modification to genes or chromosomes early in development, and gene conversion being a DNA recombination process that transfers sequence information between DNA helices.
This document discusses several patterns of inheritance including:
1. Dominant and recessive genes and how they determine traits like coat color in mice.
2. Lethal alleles that cause death in homozygous dominant genotypes.
3. Incomplete dominance and codominance where both alleles are partially or fully expressed.
4. Sex linkage and how traits on the X chromosome are inherited differently between males and females.
It also discusses environmental influences on gene expression and abnormal chromosome numbers leading to conditions like Down syndrome.
This career report summarizes Juan Briano's strengths, favorable career positions, potential exposures, and strategies for career navigation based on his responses to the "I Opt" survey. The report finds that Juan is likely analytical, enjoys learning, is creative, values accuracy, and communicates clearly. It suggests careers with bounded variety, controlled interaction, and consistency would be a good fit. The report also outlines some exposures, like overinvestment, and tips for addressing them, such as experimenting occasionally.
This career feedback report summarizes Farzaan Momtahen's work style and strengths in 3 sentences or less:
Farzaan is highly motivated, organized, and able to handle stress well. He works effectively independently or in teams, and is a strong leader who influences others. While preferring some structure, Farzaan is flexible and able to handle change, with strengths in problem-solving, learning, and recovering from setbacks.
This is my full result from the test, kindly use the information t.docxkbrenda
This is my full result from the test, kindly use the information that suits what is needed, Welcome to your career report! There's a lot of information here, so take your time and read through it at your own pace.
· I study business administration in university.
Your report is split up into different sections, each of which addresses a different factor in your career search. You'll learn about your interests, your personality, and the jobs and work environments that suit you best. You'll get personalized advice and suggestions for exploring your career options and planning a successful job search.
You can read your report straight through, or you can skip to the sections that interest you most. Remember, your results are saved to your personal account. You can come back and refer to them anytime you need to.
So, let's get started!
Your Career Interest Profile
This section shows your top career interest areas. There are 6 total interest areas, each with its own set of typical work tasks, roles, and values. Some of these interest areas will appeal to you, while others will be less attractive. Choosing a career which is a good match for your interest profile ensures that you enjoy your daily work and get satisfaction out of your accomplishments.
The Six Interest Areas
Each of the six interest areas describes a cluster of related work tasks and activities. People who are drawn to each of these interest areas tend to have certain characteristics, preferences, and personality traits in common.
Building
Building jobs involve the use of tools, machines, or physical skill. Builders like working with their hands and bodies, working with plants and animals, and working outdoors.
Thinking
Thinking jobs involve theory, research, and intellectual inquiry. Thinkers like working with ideas and concepts, and enjoy science, technology, and academia.
Creating
Creating jobs involve art, design, language, and self-expression. Creators like working in unstructured environments and producing something unique.
Helping
Helping jobs involve assisting, teaching, coaching, and serving other people. Helpers like working in cooperative environments to improve the lives of others.
Persuading
Persuading jobs involve leading, motivating, and influencing others. Persuaders like working in positions of power to make decisions and carry out projects.
Organizing
Organizing jobs involve managing data, information, and processes. Organizers like to work in structured environments to complete tasks with precision and accuracy.
Your Top Interests
Your primary interest area is also called your career type. Your career type describes the kind of job tasks and activities you enjoy doing, as well as what motivates and satisfies you at work. Certain personality traits and characteristics are associated with each career type.
Your secondary interest area shows what sorts of interests you may have, beyond your primary interest area. You can use your secondary interest area to get additi.
This report summarizes Steve Morando's key job strengths based on an assessment. It finds that he has a practical approach, communicates clearly, and can give direction and persuade others, making him well-suited for roles like supervision. He also exhibits strengths in organization, planning, flexibility, stress tolerance, social skills, team motivation, and openness to self-improvement. The report is meant to highlight innate abilities rather than suitability for any single job.
This document provides a personal communication report for Stephen Heaston. It analyzes his primary and secondary communication patterns according to how he behaves at work, how he sees himself, and how others see him. Across all three perspectives, his primary pattern is Expressive and his secondary is Analytical. The report also provides details on his communication strengths and weaknesses, core values, desires and motivations. It describes how he prefers to communicate and how others perceive him based on his Expressive and Amiable patterns. Overall, the report aims to help Stephen understand his own communication style and how to interact more effectively with others.
1) The document discusses five areas for business owners to evaluate to achieve growth: interpersonal skills, understanding the customer journey from awareness to action, analyzing customer profitability, effective time management, and managing stress.
2) It emphasizes the importance of interpersonal skills and customer interactions for business success and reputation.
3) A marketing model called AIDA is described that businesses should follow to move customers from awareness of the business to taking action and purchasing.
4) Analyzing customer profitability allows businesses to focus resources on high value customers.
The document discusses various strategies for achieving business and professional growth, including improving interpersonal skills, analyzing your marketing using the AIDA model, evaluating customer profitability, managing time effectively, dealing with stress, marketing yourself through websites and knowledge sharing, and personal networking. The key message is that growth requires careful planning, strategizing, management and accomplishing goals at each stage of the business process.
This personality report provides a summary of Michael Edwards' personality traits based on a survey assessing the Big Five personality dimensions. The report indicates that Michael is fairly extraverted, fairly structured, fairly direct, fairly novel, and very steady. Each dimension is described in 1-2 sentences highlighting Michael's tendencies within each trait category based on his survey responses. The report concludes by noting the purpose is to provide insight that can help with career choices and job searches.
Bruce Ramsey completed a personality assessment that identified his core motivations, strengths, personality traits, and values. His top motivations are working under pressure, solving puzzles analytically, and setting and achieving goals. His strengths include visualization, adapting to change, and determining effective strategies. His personality is intellectual, assertive, and patient. His key values are spiritual purpose, learning, and exploring new ideas. The assessment provides insight into Bruce's work preferences and how he can effectively communicate his strengths.
4 the not so trivial pursuit of full alignmentmikegggg
This document discusses the importance of organizational alignment and the dangers of misalignment. It argues that misalignments, if left unaddressed, can grow and seriously undermine an organization's performance, efficiency and ability to adapt. The document identifies some common sources of misalignment, such as misaligned expectations, capabilities, responsibilities and goals. It stresses that leaders have a responsibility to identify and resolve misalignments in order to build high-performing organizations.
This document provides a personality profile for Candace Swemmer based on her responses to a Shadowmatch assessment. It summarizes her key strengths, preferences, and behavioral habits. The summary identifies that Candace has a strong propensity to take ownership of tasks herself, prefers working in teams, has strong problem-solving skills, handles frustrations positively, and is highly disciplined and responsive in her work. Her personality profile suggests she would be a resilient, motivated, and people-oriented individual.
This document provides 7 management tips from Harvard Business Review:
1. Get 3 things done before noon to build momentum and enjoy lunch knowing tasks are completed.
2. Sequence projects so longer tasks are done earlier when energy is highest.
3. Tackle similar tasks together to build efficiency through repetition.
4. Act confidently even if doubts exist to increase chances of achieving goals.
5. Prioritize high-value tasks and sharpen focus to increase quality and value provided.
6. Schedule weekly self-evaluations to reflect on successes, failures, and opportunities for improvement.
7. View leadership traits as complementary rather than contradictory to effectively address complex challenges.
Hibatul Ghalib_Barus_Type Dynamics Indicator_Type at Work ReportHibatul Ghalib Barus
The document provides information about a personality assessment report for an individual. The report indicates the individual's preferences are Extraversion, Intuition, Thinking, and Judging (ENTJ), known as the "Executive" personality type. The summary describes the Executive personality as direct, focused on results, having a vision for the future, and working hard to achieve influence and impact. Executives are said to enjoy leadership roles but can sometimes have problems with others due to their directness. The report then provides more details about the implications and suggestions regarding the Executive personality type in areas like work motivation, work style, and interactions with others.
This document summarizes Dani Lamb's key job strengths as identified by a BestWork assessment. It describes strengths in several areas, including learning quickly, giving direction to others, strong organizational skills, flexibility and adaptability, urgency, enthusiasm with people, motivation to succeed, and openness. The report is intended to provide feedback on Dani's innate abilities and how they can contribute to different jobs and work situations.
Strength Finder Report (Gallup) 2012 - Paul Daniel BournPaul Bourn
This document provides a StrengthsFinder 2.0 report for an individual named Paul Bourn. The report identifies Paul's top 5 themes as Discipline, Competition, Analytical, Focus, and Significance. It then provides insights into each theme and how they are expressed uniquely in Paul. The report encourages Paul to reflect on how he can apply his strengths and provides specific action items to help him maximize his talents.
This report summarizes Carlos Bonilla's key job strengths based on an assessment. It finds that he learns new skills quickly, is comfortable giving direction and feedback to others, and has strong organizational abilities. He is consistent, detail-oriented, and able to work independently with little supervision once trained. Carlos also has a high tolerance for stress, enjoys socializing, and is a loyal team player committed to the success of his employer. The report is intended to highlight Carlos's innate strengths, regardless of any specific job.
How to Keep Your Flight-Risk Employees From Taking Off.pdfKashish Trivedi
25% of employees are at risk of leaving their job this month due to unhappiness at work. Not taking into consideration the financial, labor, and time resources required to replace a single employee, what would it cost to lose 1/4th of your workforce right now? How quickly could you replace them?
More importantly: How quickly could you replace their unique knowledge and skills?
Probably not before the next 25% walked out the door.
Sure, this is all a bit hyperbolic. That 25% is spread across companies and industries but it drives the point home.
Replacing even one employee isn’t cheap, quick, or easy. To rephrase my previous question: How many employees can you afford to lose per month?
No worries. Process Street has you covered. This post will go over everything you need to know (plus a few free templates) to keep those flight-risk employees grounded:
This document provides a DISC behavioral assessment report for an individual named Lee Hoffpauir. The report details Lee's behavioral tendencies based on scores in four areas: Dominance, Influence, Steadiness, and Compliance. It provides an overview of Lee's general behavioral characteristics, including strengths such as attention to detail, careful decision making, and accountability to high standards. The report also notes potential areas for improvement and includes behavioral graphs and an explanation of behavioral adaptability. It concludes with suggestions for next steps and additional resources.
3. SOME MAJOR STRENGTHS
Your choice of processing information in a particular way automatically creates
capacities or strengths that you are likely to display in conducting your life. It is to
your advantage to locate yourself in positions that place high value on these
qualities. Your more important capacities are likely to include:
Creativity is likely to be a major strength. You frequently contribute ideas that
carry potential for major gains. You value creativity and are likely to prosper in
jobs that allow you to exercise this capacity.
Curiosity is likely to characterize your approach. You use this capacity to identify
areas of opportunity. Positions that encourage you to explore new areas are likely
to be both comfortable and productive.
Charisma is a personal magnetism or charm. Your ideas and vision are likely to
create an aura that others (some, not all) will find attractive. This quality is of value
when working in groups rather than in solitary endeavors.
Exploration is a natural outcome of your strategy. The issue at hand will not bind
your imagination. Your ideas are likely to range unpredictably. This quality will be
valued in areas whose responsibilities are broad in scope.
Agility equips you to quickly shift between activities. You probably enjoy the
variety that others might see as stressful. This capacity is best used in volatile
situations where things can and do change quickly.
Vitality is an emotional enthusiasm for life. You are likely to bring a lot of energy
to positions. This quality will serve you best in situations where the person to
whom you report sees value in the somewhat unfocused vigor likely to accompany
your work behavior.
Resilience is likely to be one of your strengths. You can recover quickly from
misfortune or mistakes. This is valuable in positions where occasional failures are
tolerated and/or seen as learning experiences.
Consequence is one of your a major motivators. You strive to make a difference
in the areas that you work. You are likely to apply your skills vigorously in areas
where you see that your impact can be substantial.
Risk taking is inherent in your approach. You are aggressive in offering ideas
and willing to acting on them. Your stance will be of most value in areas where
downside consequences of error or failure are small or easily offset.
Passion is an emotional enthusiasm, You want to work on things you can
“believe in.” For you, the work itself has as much value as the things it leads to
(e.g., wages, promotion, etc.). Positions that influence matters of consequence and
which are difficult to realize will be of greatest personal satisfaction for you.
“I Opt” Career Report for: IRMA JIMENEZ Page 2
4. FAVORABLE CAREER POSITIONS
People who use your approach can be found in every career area. However, you
are likely to find the best match in areas and positions that have:
Free Flowing Environment Your approach benefits from unstructured input.
You should try to avoid rigid, highly structured organizations. Seek those areas
where people at all levels frequently interact on an informal basis.
Meaningful Opportunities You generate ideas regardless of circumstances and
on things large and small. Your are likely to act without hesitation. Your ideal
position would be able direct your skills and abilities toward things that matter to
the organization. Look for situations where the risks you are going to take have
some promise of material reward.
Tolerant Atmosphere New ideas are inherently uncertain and will create many
opportunities for missteps. Errors and mistakes will occur. Your ideal position will
accept your occasional slip-ups as a “cost of doing business.”
Personal Discretion You value the freedom to act and make decisions. You
should probably seek positions that allow you a degree of freedom in what is done
and how it is accomplished. Areas where your work is closely monitored will
likely be uncomfortable.
Variety You are capable of focusing narrowly. However, it is unlikely that you
can sustain this for long periods. Your ideal position will probably involve shifting
between an assortment of challenges from which you can choose.
CAREER EXPOSURES
Every profile carries exposures. These can be managed or avoided if you are aware
of them. In your case, your likely exposures are:
Routine Every position will have routine aspects. You are likely to discount their
importance. This can compromise your career interests. A conscious effort to fully
comply routine demands could serve your career prospects well.
Efficiency Your focus on new ideas promising major gains. The efficiency with
which things are done is likely to be of secondary importance. Others may see this
as a lack of skill in situations where similar activities reoccur. You may want to
remain alert to these reoccurring activities and dedicate some resources to devising
highly efficient methods for addressing them.
Analysis The detailed assessment of alternatives is not likely to be of great
interest to you. Spending time on low probability options may seem wasteful.
Heightening your sensitivity in situations where downside consequences of error are
serious may help you display a capacity for this potentially important skill.
“I Opt” Career Report for: IRMA JIMENEZ Page 3
5. CAREER NAVIGATION
Part of your success in a career will be how you deploy your profile. Among the
characteristics you may want to remain sensitive to are:
Consistency Your approach enables you to shift between tasks almost instantly.
You can probably effortlessly leave and return to a subject. This is an asset in fast
changing situations. It can also be a disconcerting to others. You can also be seen
as losing momentum as your attention shifts. Your ability to govern this capacity
to keep it aligned with the situations you face will influence your career success.
Sensitivity You tend to focus intensively when working in a particular area. This
helps you get a great deal done in a short time. However, your focus can
desensitize you to the affect you are having on others. This can alienate people
who may be important to your career. Pausing occasionally to gauge the affect
your intense focus is having on others might be useful.
Details You can be highly specific and detail oriented but cannot sustain it for
long and may even find particulars to be painful. This can create a bit of a shallow
image. This image can be reinforced by your relative aversion to deep analysis.
Occasionally making a point of delving deeply into specifics on an appropriate
subject may serve to disconfirm any judgement along this line.
Judgement You are able to quickly reach judgments on issues and readily voice
your views. While you are probably willing to modify your position, the overall
impression may be a degree of rashness. Selectively withholding your views may
cause others to see you as more contemplative and considered.
Expectations You are probably responsive. This can be good. However, it can
also result in over commitment. Tempering your “can do” tendency might help you
lower expectations. Actual performance will likely exceed this expectation and
thus cast you in a more favorable light.
YOUR “FIT” WITH GROUPS
You are likely to “fit in” with most groups with which you work. However, this
“fit” is unlikely to be perfect. You will probably be seen as somewhat out of the
mainstream of group thinking. Your ideas and willingness to act quickly will
probably be a bit uncomfortable to most groups in which you participate.
It is likely that group members will find value in your ideas and willingness to act.
But, they may find your direct approach a bit discomforting. You may want to
temper your stance with your analytic ability. Asking questions (e.g., “why?”) can
display an interest in the views of others. You can use these questions to lead the
discussion in a direction compatible with your desired outcome.
Your strategy with groups might be to maintain your distinctive abilities while
making it easier for the group members to accept and support your initiatives.
“I Opt” Career Report for: IRMA JIMENEZ Page 4
6. A PROBABLE SUMMARY OF IRMA JIMENEZ
You can use the items covered in this report to paint a verbal picture of your
current posture. A first pass at an “elevator pitch” that crystallizes your career
posture might be:
“My basic approach is to do things that materially affect the world in
which I live. My focus is on new ideas and approaches. I can instantly
see how new options might be applied and I am willing to act to try to
make that new option a reality. I enjoy a fast paced, dynamic
environment and welcome challenges that test my limits.”
Your strategy will be ideal in some circumstances. It will be imperfect if it is
applied to others. Career decisions are about where to locate yourself within the
mix of opportunities that you have available. Once this choice is made, your
attention should shift to how to navigate the area that you have selected. This
report is intended to assist you in that process.
Good luck on your future!
“I Opt” Career Report for: IRMA JIMENEZ Page 5
7. A PROBABLE SUMMARY OF IRMA JIMENEZ
You can use the items covered in this report to paint a verbal picture of your
current posture. A first pass at an “elevator pitch” that crystallizes your career
posture might be:
“My basic approach is to do things that materially affect the world in
which I live. My focus is on new ideas and approaches. I can instantly
see how new options might be applied and I am willing to act to try to
make that new option a reality. I enjoy a fast paced, dynamic
environment and welcome challenges that test my limits.”
Your strategy will be ideal in some circumstances. It will be imperfect if it is
applied to others. Career decisions are about where to locate yourself within the
mix of opportunities that you have available. Once this choice is made, your
attention should shift to how to navigate the area that you have selected. This
report is intended to assist you in that process.
Good luck on your future!
“I Opt” Career Report for: IRMA JIMENEZ Page 5