Chemotherapy
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The document discusses the negative outlook of a lost generation who believes happiness comes only from money, prioritizes work over family, and expects high divorce rates and environmental destruction in the future. It also mentions the need for strategic thinking around problem solving, vision, collaboration, and identifying strategies by considering relations, patterns, trends, and tradeoffs to think beyond traditional approaches.
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Mobile app developers constantly monitor feedback in user reviews with the goal of improving their mobile apps and better
meeting user expectations. Thus, automated approaches have
been proposed in literature with the aim of reducing the e ffort
required for analyzing feedback contained in user reviews via
automatic classi cation/prioritization according to specifi c
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O gip agm ppt
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daily basis. SURF relies on a conceptual model for capturing
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The document outlines the objectives and activities for a Spanish class focusing on vocabulary about family descriptions and dictionary skills. Students practiced describing their families, identifying family members, and looking up words in a dictionary to understand parts of speech and gender. The homework assigns revising family vocabulary, learning family terms in Spanish, and practicing descriptive sentences about their families.
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El documento presenta una lección sobre cómo dar y seguir direcciones en español. Incluye vocabulario clave como "izquierda", "derecha", "todo recto", y verbos como "toma", "sigue", y "cruza". Los estudiantes ven un video que muestra ejemplos de cómo dar direcciones y completan ejercicios interactivos para practicar dar y seguir direcciones. Al final, toman un examen de opción múltiple para evaluar su comprensión.
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The document summarizes the expansions reviews of the Vizag and Vijayawada branches of the organization. For Vizag, their marketing was effective and they exceeded some targets, but had issues with leadership and knowledge. For Vijayawada, their marketing worked well but they struggled with leadership, finances, and member participation, and did not meet all targets. Both branches outlined plans to address gaps and further their work through additional opportunities and matches in the coming time period.
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This document summarizes the finances and investments of AIESEC in Hyderabad for the year. It details that the finance reserves increased to Rs. 7,74,000 with fixed deposits of Rs. 7,07,000. Various investments led to positive results, including an office renovation, stakeholder summit that generated 50 recruits, hoardings, and Diwali gifts for clients that led to 5 direct recruits. Successful investments included events, expansions, conferences for members, national exchange programs, and training programs. Key aspects that worked well included financial policies, return on relationship programs, investments in onboarding programs, proper documentation, and cost cutting.
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Este documento presenta una lección sobre las familias. Incluye diapositivas con preguntas sobre el número de hermanos y ejemplos de diálogos para practicar la descripción de los miembros de la familia en español. El objetivo es que los estudiantes aprendan a describir a los miembros de su familia y de otras familias usando el género y número correctos. Como tarea, se les pide a los estudiantes que completen una hoja de trabajo describiendo diferentes familias.
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Updates, CIM
This document provides updates, plans of action, and recognition for members. It outlines new case studies and website updates for learning communities and expert programs. It also details growth initiatives, tools for using .net, and videos/case studies for expert programs. Several members are recognized for their contributions.
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The Corporate Shift: How Millennials Are Changing the World
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To understand the changes that are taking place in the workplace, one important factor to consider is the different generations. There are always exceptions to the rule, but I am referring to some general characteristics of a few generations that had an impact in the business world.
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My generation started asking deeper questions. Is there a better life somewhere else? Do I feel fulfilled in my job where I spend 40-50 hours a week? How on earth am I supposed to act differently at work and in my personal life? Is this the life I want? It did not always feel right just to have a job. We started looking for fulfillment in our lives. The conventional path did not satisfy us. We started taking more risks. It was painful for our parents to watch us leave “stable” jobs as they saw it just because we did not find enough meaning or because our values were conflicting with the company goals.
In the meantime, some corporations started changing too. When they were striving to be the best place to work, proud to offer the best salaries, and hiring and retaining the most qualified employees, at some point, they decided to only pay attention to their shareholders. They lost touch with their clients and their employees. Employees became merely numbers or machines. They forgot that the only things that matter are human beings; the people working for them, the people who will buy their services, and their communities. They stopped being inspiring and felt like their employees needed them more than they did. It started becoming very easy to let go of people. Many of us experienced in many occasions that getting rid of office furniture in an office was harder to get rid of than employees. Even when businesses genuinely had to downsize to survive (I am not denying businesses exist to make money and there are times you need to let people go), they forgot to acknowledge their employees for all their hard work and accomplishments. People were treated like stuff.
The only things that matter are human beings;.
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Tempo May 2016
Published on May 11, 2016
Tempo May 2016
Cover Story: American Style Maven: Saufeeya Goodson
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Published in: Lifestyle
Why you shouldnt let anyone define your happiness by aryo moedanton 1.0
This document discusses why you shouldn't let others define your happiness. It argues that happiness is based on the gap between reality and expectations, but expectations can become unrealistic due to judgments from others and rushing into decisions. It recommends calibrating expectations based on an accurate understanding of reality rather than comparisons to others on social media. The key is not basing self-worth or happiness on how others see you.
Building Resilience - Resilience in a Time of Change and Opportunity
Building Resilience - Resilience in a Time of Change and OpportunityStephen Murgatroyd, PhD FBPsS FRSA
Slide deck used in a webinar for Wellness Works Canada. Looks at personal resilience and organizational adaptability / resilienceSimilar to Chemotherapy (20)
The Process Of Reframing | Success Resources Richard Tan
The Process Of Reframing | Success Resources Richard Tan
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The Corporate Shift How Millennials Are Changing the World· T.docx
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The Amazing Support Company - Middlesex University Presentation
The Amazing Support Company - Middlesex University Presentation
"Damaged Goods" How to Power Through Setbacks and Failures
"Damaged Goods" How to Power Through Setbacks and Failures
Why you shouldnt let anyone define your happiness by aryo moedanton 1.0
Why you shouldnt let anyone define your happiness by aryo moedanton 1.0
Building Resilience - Resilience in a Time of Change and Opportunity
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Tracking CIM - oGIP
The document summarizes the key performance indicators achieved through different mediums for showcasing and matching entrepreneurial profiles during an oGIP event. It notes that 10 entrepreneurial profiles were showcased through an online booklet with 8 getting matched. Two out of five profiles featured in videos on YouTube were successfully matched. Additionally, one profile was matched using an induction booklet profiling 5 entrepreneurs. Various other documents like brochures and websites were also utilized to promote the life sciences entrepreneurship program. Finally, support was provided by the Center for Innovation and Management to the organizing team for the oGIP event.
Tracking CIM - oGCDP
The document reports on the key performance indicators achieved for various events and activities conducted by the organization:
- The April Matching Mania event exceeded its targets of 300 registrations and 25 matches by having 330 registrations and 15+ matches.
- The November Matching Mania had 123 registrations and 46 attendees, and generated 4 matches.
- The oGCDP booklet led to 46 international relations contacts and potential for 25 partnerships to scale up programs and 10 for organic growth.
- The How to Put a Form on System video achieved its target of having over 60 entrepreneurs promoted through it.
Tracking CIM - internal communication
The document provides information on various initiatives by AIESEC Hyderabad to promote international internships and professional exchanges. It summarizes key performance indicators (KPIs) achieved from April to November including numbers of registrations and matches. Links are provided to materials used in client promotion, branding, and personalized outreach like newsletters. The initiatives aimed to generate leads from different countries and showcase Hyderabad as a destination for internships and cultural experiences.
Tracking CIM - iGIP
The document reports on the key performance indicators (KPIs) achieved for various AIESEC programs and events in April, November, and other months. For the April Matching Mania event, over 330 people registered and 3 matches were made, exceeding the KPI targets. The November event saw 24 registrations and 6 matches. Other sections provide updates on member education, potential partnerships identified at an international congress, and KPIs met for the Global Internship Program, including 15 externship placements and 46 international relations contacts made.
Tracking CIM - iGCDP
This document summarizes several IR partnership programs and their key performance indicators. For the IR Partnerships program, the number of partnerships and exchanged professionals delivered exceeded targets. The Matching Mania program in April saw more registrations and matches than its goals. The November Matching Mania had lower attendance than planned. Case studies collected also surpassed its goal. The GCDP Booklet generated potential new partnerships. The Get Matched in 24 Hours initiative reached fewer leads and countries than targeted. Links are provided to additional details on registration forms and reports.
Change
The document discusses adapting organizational strategies like a chameleon. It instructs participants to split into groups and design fictional organizations. Case studies are presented on Pantene, Pringles, and PARCEL that demonstrate how changes in business strategy unlocked new revenue opportunities. The key lessons are that strategic changes are necessary to seize future opportunities, not incidental, and require foresight to know when existing strategies are ill-suited and discipline to enact fundamental shifts. The document concludes by stating AIESEC needs to adapt the way it does things while maintaining its interdependent nature.
Sona
This document reviews the performance of two projects called GIP ICX and GIP OGX from January to October based on projections and realizations. GIP ICX exceeded its targets by achieving 68 exchanges compared to a projection of 57. It had a national standing of 4 in projections and 5 in realizations. GIP OGX nearly met its targets by achieving 17 exchanges against a projection of 18. It had a national standing of 3 in projections and 2 in realizations. Both projects aim to increase the number of exchanges in the coming months through targeted strategies like reverse raising and focusing on specific countries, sectors, and clients.
Sofa
The document provides a summary of the state of financial affairs as of October. It notes that the bank balance is 1.06 lakhs with fixed deposits of 8.07 lakhs. Analysis of different programs shows that iGCDP needs to raise more funds and collect client fees. oGCDP has brought in close to 10 lakhs but dipped in the third quarter. iGIP has negative cash flow and receivables of 80,000 rupees pending. Expansions made investments in a flat rent and ReCON. Business development major investments were made in Nexus, GEN WE and NEP but targets were only achieved at 8.2 lakhs against 18 lakhs.
Function sola
The document outlines a company's strategic plan across several areas including fundraising, partnerships, outreach, applications, communications, growth, talent recruitment, and financial sustainability. Key metrics note funds raised, a 48% engagement rate, and targets for growth and talent capacity with the aim of achieving long term financial stability.
Evening plen presentation
The document announces an evening plenary event that includes catching with friends, cross dressing, recording someone abusing in Hindi, lifting someone, and motions encouraging boys on one side, girls on the other. It promotes the event as having booze, hot guys, pretty girls, and music and encourages attendees to shake their bodies and put on masks for a masquerade party, putting on their best looks.
A cup of success
The article discusses sharing success with others. It suggests that when you find success, you should share your knowledge and experience with others so they too can achieve their goals. Helping others helps create a culture where people support one another in achieving their dreams.
The ascent
The document discusses fundraising efforts, with one raise completed by Seher and two more planned this week by Vinila and Rishika. Twenty-three matches were made before a certain event with one more still pending documentation. Plans are mentioned to boost fundraising through poster drives and engagement activities to revive a program.
Xecutive authority
Simran Chabria generated 10 CVs in one day and obtained leads from over 100 companies. She completed interviews with Innopark India Pvt. Ltd. and ITC Kakatiya, though the latter resulted in two rejections. Simran also has two upcoming interviews with Taj Falaknuma and attended a department meeting where problems and solutions were discussed.
Trajectory
Cold calls were made and received positively. Three raises were implemented in the system. Interviews were conducted with candidates from Vietnam, USA, China, Ghana, and Russia. Job postings were made on Monster.com which resulted in two matches but the start dates conflicted. Nationally, there were four matches and two realized in terms of delivery rate with mention for progress.
The Treadstone
The document discusses several events organized by AIESEC Hyderabad including Generation WE in Vijayawada which had 650 delegates and raised Rs. 45,000 with Rs. 1,50,000 of in-kind contributions. It also mentions Link #4 which had 100 delegates and 6 panelists at the Radisson Blu hotel. Additionally, it notes that The Treadstone was recognized for consistent performance by NSC and was number 2 in funds raised with partnerships in the green category and board engagement in the yellow category. It provides details on targets versus achievements for The Treadstone with income receivables of Rs. 10,000 targeted but Rs. 10,31,135 achieved although Rs. 7,88,865
The origin
This document provides updates on various communications and information management initiatives, including revising an information booklet, adding two new videos, one new client testimonial, support tool management, and a GIS campaign. It also notes the organization has achieved a national ranking of number one and discusses business continuity planning for a GIS implementation.
The Millennials updates
The document provides updates on various marketing, public relations, and recruitment activities for an organization. It mentions securing partnerships with business schools, an upcoming event campaign called Genesis, social media promotion through tweets and videos, and follow up meetings with media outlets. It also congratulates several student groups for their achievements. The document uses hashtags and informal language to discuss different status updates.
Palladium
The document discusses a sales day held by a department that resulted in 5 fixed appointments after, 3 interviews with Phoenix, and a positive interview scheduled for Monday from a CIM poster. It also mentions a lead for a raise from iGCDP.
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Chemotherapy
- 1. CHEMOTHERAPY
- 3. I am part of a lost generation And I refuse to believe that I can change the world I realize this may be a shock, but “Happiness comes from within” Is a lie, and “Money will make me Happy”
- 4. So in thirty years, I will tell my children They are not the most important thing in my life My employers will know that I have my priorities straight because Work Is more Important than Family I will tell you this; Once upon a time, Families will stay together But this will not be true in my era
- 5. This is a quick fix society Experts tell me Thirty years from now, I will be celebrating the tenth year of my divorce I do not concede that I will live in a country of my own making In the future, Environmental destruction will be the norm No longer can it be said that My peers and I care about this Earth
- 6. It will be evident that My generation is apathetic and lethargic It is foolish to presume that There is hope
- 7. Strategic Thinking and Execution
- 8. • Opportunities – Problem Solving – Vision
- 9. • Collaboration – Setting a stage – Application and Implementation
- 10. Identifying Strategies • Relations • Patterns • Trends • Prioritize • Trade