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Each student is required to conduct and record a half-hour long interview with a person in a management position in an organization. The recording may be audio or video. You should choose a person to interview and make an appointment explaining that the purpose of the interview is to learn about leadership and gain practical insights. Notes: The leadership interview is an accreditation requirement for the HCAD program. Ensure to notify the interviewee that you will be recording the encounter. The laws pertaining to recording vary by state. It is recommended that you obtain verbal or written agreement from the participant to be recorded (this can be the first item in the interview) The interview must be transcribed and presented as a written report. The report should at least 6 but no more than 10 pages, double spaced, 1-inch margins, and Times New Roman, 12 point font. The report must have 4 elements: Cover page: Your name, course number, and date Introduction: Who you interviewed and why (credentials, experience, position, etc.). Interview: The questions asked and the responses received. Analysis / Assessment: Your evaluation of the interviewer’s leadership philosophy, approach, and skills, as related to the course concepts. This assessment is expected to compare the interviewee’s responses to specific leadership concepts. With regard to the interview, sample questions include the following: How did you get to where you are today? How would you qualify your leadership style (e.g., servant, transformational, democratic, etc.)? What do you find most admirable in people? Why are those things so important to you? Who is your favorite leader and why? What were the top principles you have learned? How would you complete the sentence, “People should …”? (2-3 ideas) What’s the purpose of your life? What’s the best way to get others to do what you want them to do? What are the two most important events in your life and what did you learn from them? You are encouraged to develop your own inquiry. This is an opportunity to explore the intangible factors of leadership. You will submit the transcribed interview as the assignment; due to file size limitations, do not upload the actual recorded interview. ...
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Structured Interview Protocol
This document outlines the structured interview protocol for a human resources manager position. It includes details on preparing for the interview such as developing questions and a rating scale. The interview will last 45 minutes and include the same set of questions for each candidate rated on a 5-1 scale. Interviewers will be trained on conducting effective interviews. The interview will take place in a quiet room to make candidates comfortable. Finally, the document provides the full set of 24 questions that will be asked of each candidate.
Leadership Self-StudyAs the assignment handout states, the grade.docx
Leadership Self-Study
As the assignment handout states, the grade for this Self-Study encompasses the following parts:
Elements
Points Possible
Points Received
Comments
Identification of participants – 4-6 people whose opinions you value, support why you chose them)
15
Discussion:
1) What questions did you ask and why?
2) What themes emerged (eliminating own filters and biases, does not include analysis)
30
Analysis of themes:
1) Based on the 4-6 themes that emerged, explore patterns and insights that encourage a new way of understanding of how you lead and impact others. Themes should be supported using direct quotes.
2) What are people saying about your strengths and challenges? Do you agree/disagree with their perceptions?
40
Quality of writing and organization – spelling, grammar, sentence structure, and overall organization of the paper
15
Additional Points Deducted
Late (5 pts/first day, 1 pt./day every day following)
TOTAL SCORE
100
Question 11
Discuss the ALARA principle as it applies to control of ionizing radiation. Demonstrate how this principle is used during industrial radiography to protect workers during the testing of weld seams in a tank or pipeline.
Your response should be at least 200 words in length. APA Format
Question 12
You are the site safety officer at a hazardous waste site and have been asked to develop a program to prevent heat stress. The workers at the site are required to wear semi-impermeable clothing, nitrile gloves, hard hat, safety boots, and an air purifying respirator. Describe the steps you would take to control heat stress at this site.
Your response should be at least 200 words in length. APA Format
Question 11
A local chemical manufacturing plant contacted you to assist with OSHA compliance matters. Describe how you would go about determining if the plant must comply with the OSHA Methylene Chloride standard. Note: The plant uses methylene chloride in the manufacture of a specialty paint stripper for the DOD.
your response should be at least 200 words in length.
Question 12
You are the safety professional at a small chemical processing plant and have responsibility for the confined space program. The confined spaces at the site include several large aboveground storage tanks that hold petroleum distillates like xylene and toluene. Discuss the type of direct reading instrument that you would need to use as part of an OSHA compliant confined space atmospheric testing program.
Your response should be at least 200 words in length.
WASHBURN UNIVERSITY
LE 100/HN202: Exploring Leadership
Leadership Self-Study
** This assignment will be utilized as an Appendix for your Personal Leadership Puzzle (PLP), as described in the PLP project description. The Self-Study accounts for 15% of your total grade.
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Dow University of Health Sciences conducts different types of interviews for selection, appraisal, and promotion purposes. Selection interviews involve behavioral and situational questions asked by an interview panel, while appraisal interviews discuss employee performance with supervisors. Structured interviews are more valid than unstructured at predicting job performance because they keep interviewers focused on relevant behaviors and answers. The study assessed Dow University's interview practices to understand how interviews are used and what factors influence outcomes.
Dispositions Self-Assessment SurveyFor each of the followi
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For each of the following dispositions, check the corresponding box to rank how you currently value the disposition on a scale from strongly agree to strongly disagree:
Dispositions Self-Assessment Survey
Strongly Agree
Agree
Undecided
Disagree
Strongly Disagree
Educators should believe that all students can learn and should set and support realistic expectations for student success.☐☐☐☐☐
Educators should be sensitive to individual learning and social needs of students and embrace the cultural diversity of the community.☐☐☐☐☐
Educators should promote social justice and equity, maintain appropriate standards of confidentiality, and exercise fairness in all areas including assessment.☐☐☐☐☐
Educators should exercise sound judgment and ethical behavior.☐☐☐☐☐
Educators should recognize that reflection combined with experience leads to growth as a professional.☐☐☐☐☐
Educators should promote and support curiosity and encourage active inquiry.☐☐☐☐☐
Educators should model integrity by their words and actions.☐☐☐☐☐
Educators should demonstrate professional friendliness, warmth, and genuine caring in their relationships with others while providing intellectual, emotional, and spiritual support.☐☐☐☐☐
Teachers understand the impact of community involvement and servant leadership as it applies to the welfare of others in the educational setting.☐☐☐☐☐
Educators should be committed to the profession of teaching and learning.☐☐☐☐☐
© 2014. Grand Canyon University. All Rights Reserved.
Topic: Ethic issue about the developed countries take advantage on the developing countries ‘s resources.
Work on the research paper base on these contents:
Ethical theory:
Utilitarian: Comparing benefit and costs, action is ethical if net benefits exceed net costs. But it is difficult to measure some human and social costs (majority may disregard right minority).
Rights: Respecting entitlements. Basic human rights are respected. It is difficult to balance conflicting rights.
Justice: Distributing fair shares. Benefits and cost are fairly distributed. Difficult to measure benefits and cost, lack of agreement on fair shares.
Ethic Integrity: Truth, Law, Concern for others, Consistency _ case, Consistency _ Do & Say.
Ethical Intensity:
Magnitude of Consequences: any action, decision on your part cause harmful to other people?
Probability of effect: Take this action and concern what is likely it will hurt (90% hurtdon’t do that action, 10% hurt do it).
Social consensus: General agree or disagree, How many people accept that harmful and how many people don’t?
Temporal immediacy: The length of time between your decision and harm, the shorter time the more work it is.
Proximity: How close you are to proximity.
“Rest” Model:
Moral Awareness: recognize ethical in your decision.
Moral judgment: Identify the right course of actions.
Moral Intent: being committed to the right course of action.
Ethical behavior: Result.
Follow the instruct ...
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This document outlines the structured interview protocol for a human resources manager position. It includes details on preparing for the interview such as developing questions and a rating scale. The interview will last 45 minutes and include the same set of questions for each candidate rated on a 5-1 scale. Interviewers will be trained on conducting effective interviews. The interview will take place in a quiet room to make candidates comfortable. Finally, the document provides the full set of 24 questions that will be asked of each candidate.
Leadership Self-StudyAs the assignment handout states, the grade.docx
Leadership Self-Study
As the assignment handout states, the grade for this Self-Study encompasses the following parts:
Elements
Points Possible
Points Received
Comments
Identification of participants – 4-6 people whose opinions you value, support why you chose them)
15
Discussion:
1) What questions did you ask and why?
2) What themes emerged (eliminating own filters and biases, does not include analysis)
30
Analysis of themes:
1) Based on the 4-6 themes that emerged, explore patterns and insights that encourage a new way of understanding of how you lead and impact others. Themes should be supported using direct quotes.
2) What are people saying about your strengths and challenges? Do you agree/disagree with their perceptions?
40
Quality of writing and organization – spelling, grammar, sentence structure, and overall organization of the paper
15
Additional Points Deducted
Late (5 pts/first day, 1 pt./day every day following)
TOTAL SCORE
100
Question 11
Discuss the ALARA principle as it applies to control of ionizing radiation. Demonstrate how this principle is used during industrial radiography to protect workers during the testing of weld seams in a tank or pipeline.
Your response should be at least 200 words in length. APA Format
Question 12
You are the site safety officer at a hazardous waste site and have been asked to develop a program to prevent heat stress. The workers at the site are required to wear semi-impermeable clothing, nitrile gloves, hard hat, safety boots, and an air purifying respirator. Describe the steps you would take to control heat stress at this site.
Your response should be at least 200 words in length. APA Format
Question 11
A local chemical manufacturing plant contacted you to assist with OSHA compliance matters. Describe how you would go about determining if the plant must comply with the OSHA Methylene Chloride standard. Note: The plant uses methylene chloride in the manufacture of a specialty paint stripper for the DOD.
your response should be at least 200 words in length.
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You are the safety professional at a small chemical processing plant and have responsibility for the confined space program. The confined spaces at the site include several large aboveground storage tanks that hold petroleum distillates like xylene and toluene. Discuss the type of direct reading instrument that you would need to use as part of an OSHA compliant confined space atmospheric testing program.
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WASHBURN UNIVERSITY
LE 100/HN202: Exploring Leadership
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** This assignment will be utilized as an Appendix for your Personal Leadership Puzzle (PLP), as described in the PLP project description. The Self-Study accounts for 15% of your total grade.
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This exercise intends to enable you to gather insight into your strengths, behaviors, how people experience working with you and relating to you, and a ...
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Dow University of Health Sciences conducts different types of interviews for selection, appraisal, and promotion purposes. Selection interviews involve behavioral and situational questions asked by an interview panel, while appraisal interviews discuss employee performance with supervisors. Structured interviews are more valid than unstructured at predicting job performance because they keep interviewers focused on relevant behaviors and answers. The study assessed Dow University's interview practices to understand how interviews are used and what factors influence outcomes.
Dispositions Self-Assessment SurveyFor each of the followi
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For each of the following dispositions, check the corresponding box to rank how you currently value the disposition on a scale from strongly agree to strongly disagree:
Dispositions Self-Assessment Survey
Strongly Agree
Agree
Undecided
Disagree
Strongly Disagree
Educators should believe that all students can learn and should set and support realistic expectations for student success.☐☐☐☐☐
Educators should be sensitive to individual learning and social needs of students and embrace the cultural diversity of the community.☐☐☐☐☐
Educators should promote social justice and equity, maintain appropriate standards of confidentiality, and exercise fairness in all areas including assessment.☐☐☐☐☐
Educators should exercise sound judgment and ethical behavior.☐☐☐☐☐
Educators should recognize that reflection combined with experience leads to growth as a professional.☐☐☐☐☐
Educators should promote and support curiosity and encourage active inquiry.☐☐☐☐☐
Educators should model integrity by their words and actions.☐☐☐☐☐
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Teachers understand the impact of community involvement and servant leadership as it applies to the welfare of others in the educational setting.☐☐☐☐☐
Educators should be committed to the profession of teaching and learning.☐☐☐☐☐
© 2014. Grand Canyon University. All Rights Reserved.
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Work on the research paper base on these contents:
Ethical theory:
Utilitarian: Comparing benefit and costs, action is ethical if net benefits exceed net costs. But it is difficult to measure some human and social costs (majority may disregard right minority).
Rights: Respecting entitlements. Basic human rights are respected. It is difficult to balance conflicting rights.
Justice: Distributing fair shares. Benefits and cost are fairly distributed. Difficult to measure benefits and cost, lack of agreement on fair shares.
Ethic Integrity: Truth, Law, Concern for others, Consistency _ case, Consistency _ Do & Say.
Ethical Intensity:
Magnitude of Consequences: any action, decision on your part cause harmful to other people?
Probability of effect: Take this action and concern what is likely it will hurt (90% hurtdon’t do that action, 10% hurt do it).
Social consensus: General agree or disagree, How many people accept that harmful and how many people don’t?
Temporal immediacy: The length of time between your decision and harm, the shorter time the more work it is.
Proximity: How close you are to proximity.
“Rest” Model:
Moral Awareness: recognize ethical in your decision.
Moral judgment: Identify the right course of actions.
Moral Intent: being committed to the right course of action.
Ethical behavior: Result.
Follow the instruct ...
In assignment 3 using leadership to improve
FOR MORE CLASSES VISIT
tutorialoutletdotcom
In Assignment 3: Using Leadership to Improve Ethical Performance, you will conduct an interview with someone who you consider a leader (e.g., current or former boss, a pastor or spiritual advisor, a friend who can be considered a leader, etc.). You will then use the information that you gather during the interview to write about the leadership characteristics he / she possesses. Take a few minutes to review the specific criteria for Assignment 3 before you begin creating the Leader Profile. Next, complete the following steps:
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Staff selection2
Staff Selection
By: Yaseen Taha
PDF created with pdfFactory Pro trial version www.pdffactory.com
Aims
´ To consider job descriptions.
´ To look at how the qualities needed to do the jobs are
established.
´ To review the selection process from advertising through
to appointment.
´ To outline procedures that might be used for the
induction of new employees.
PDF created with pdfFactory Pro trial version www.pdffactory.com
´ Job description
´ Collecting information
´ Defining the qualities required
´ Advertising a post
´ Selection interviewing
´ Preparation
´ Chairing
´ The stages of an interview
´ Questioning techniques
´ Assessment
´ Supplementing interviews
´ The induction of new employees
PDF created with pdfFactory Pro trial version www.pdffactory.com
Introduction
The starting point for any selection process is, not the
job description but the question’ Is the job really
necessary?” it is usually assumed that if somebody
leaves and there is a vacancy, it must be filled. It may
be the case that the duties can be redistributed or that
the post is not necessary
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What should be taken into account
while wording the form of job
description?
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1 .1 Job description
1 .1 .1 Forms of Job description
Title of job
Location
Principal objectives of the job
Main duties and skills employed
Working environment
PDF created with pdfFactory Pro trial version www.pdffactory.com
Job description form
1. Title of job: department:
Location:
Current postholder: post code:
2. Principal objectives of the job:
3. Responsibilities include briefly the number and titles of posts, and resources directly
managed:
3.1 personnel: 3.2 financial:
3.3 organization chart overleaf please show in chart how this post relates to the unit and
department
4. Main duties of the post: Approx % of time: skilled required:
5. Special conditions of service (e.g. regular overtime, shift work, unsocial hours, special
allowance etc.)
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´Training requirement
´Career opportunities
´Any special terms and conditions of service
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1 .1 .2 collecting information
If a well-designed job description form is invaluable, the
method of completion is equally important.
´ if post is already filled, ask present postholder to
complete it in pencil.
´ Discuss fully, asking questions to get full details.
´ Agree the final version and have typed.
´ Retain one copy and send a copy to postholder or to
new occupant.
´ Revise annually or on change of duties or incumbent.
PDF created with pdfFactory Pro trial version www.pdffactory.com
What are the qualities required of the a
particular job?
PDF created with pdfFac
1 Assessment 1 - Individual Research Assignment - (35) .docx
1
Assessment 1 - Individual Research Assignment - (35%)
Purpose: Understand the application of theoretical Organizational Behavior (OB)
concepts to solving real-life business issues/problems affecting the employee or
business.
Description: This is an Individual research paper of an organization. This organization
could be from a convenience store to a restaurant to a large corporation. Select a
business where you know or think you can interview an employee/ manager or a
supervisor.
Due Date: Week 9
Restrictions: This report should not exceed 5 pages (without the appendices), Follow
[email protected]
Requirements:
Preparation
1- Concepts from the following list will be allocated in the class by the instructor .
2- Read about this concept from different resources (2 articles at least in addition
to the internet and the coursebook- check the method below).
3- Identify and analyze problems or issues that an organization could encounter
regarding the concept you chose
4- One or more of your interview questions should be about personal biases you
need to identify and discuss with your interviewee. You need to support your
interpretation with solid information and impact made.
5- Create your potential interview questions
The Interview
6- Choose your interviewee. Your interviewee could be any employee. You can talk
to a cashier, a manager, an owner, etc. You must include evidence that you met
with this person. This could be a photo of the two of you, a screenshot of a Skype
call, their contact information, an email confirming the meeting, your rough
notes, etc.
The Report
7- Start your report with an executive summary about the concept, the problem,
the organization, the recommendations and the implementation plan
8- Write in detail about the concept and the problems or issues, the organization,
the interview and the personal biases.
9- Explain in detail the reasons behind your recommendations for the
issues/problems.
10- For the implementation: Include short- and long-term strategies with specific
information to identify who, what, where, and when
11- Submit your interview questions and references as appendices
12- Example of an In-Text APA citation and references are found through the content
menu on econestoga
2
Your research methods must include:
a) Secondary research (second hand) via websites to find general information about
this type of business and the organization itself.
b) Secondary research using 2 articles (e.g., newspapers, magazines, journals ,
periodicals) to find some expert comments about the concept you have been
assigned.
c) Primary research (first hand) via an interview with an employee of the
organization. Any employee is ok. You can talk to a cashier, a manager, an
owner, etc. You must include evidence that you met with this person. This cou ld
be a photo of the two of you, a screenshot of a Skype call, their contact
information, an em.
1 Assessment 1 - Individual Research Assignment - (35) .docx
1
Assessment 1 - Individual Research Assignment - (35%)
Purpose: Understand the application of theoretical Organizational Behavior (OB)
concepts to solving real-life business issues/problems affecting the employee or
business.
Description: This is an Individual research paper of an organization. This organization
could be from a convenience store to a restaurant to a large corporation. Select a
business where you know or think you can interview an employee/ manager or a
supervisor.
Due Date: Week 9
Restrictions: This report should not exceed 5 pages (without the appendices), Follow
[email protected]
Requirements:
Preparation
1- Concepts from the following list will be allocated in the class by the instructor .
2- Read about this concept from different resources (2 articles at least in addition
to the internet and the coursebook- check the method below).
3- Identify and analyze problems or issues that an organization could encounter
regarding the concept you chose
4- One or more of your interview questions should be about personal biases you
need to identify and discuss with your interviewee. You need to support your
interpretation with solid information and impact made.
5- Create your potential interview questions
The Interview
6- Choose your interviewee. Your interviewee could be any employee. You can talk
to a cashier, a manager, an owner, etc. You must include evidence that you met
with this person. This could be a photo of the two of you, a screenshot of a Skype
call, their contact information, an email confirming the meeting, your rough
notes, etc.
The Report
7- Start your report with an executive summary about the concept, the problem,
the organization, the recommendations and the implementation plan
8- Write in detail about the concept and the problems or issues, the organization,
the interview and the personal biases.
9- Explain in detail the reasons behind your recommendations for the
issues/problems.
10- For the implementation: Include short- and long-term strategies with specific
information to identify who, what, where, and when
11- Submit your interview questions and references as appendices
12- Example of an In-Text APA citation and references are found through the content
menu on econestoga
2
Your research methods must include:
a) Secondary research (second hand) via websites to find general information about
this type of business and the organization itself.
b) Secondary research using 2 articles (e.g., newspapers, magazines, journals ,
periodicals) to find some expert comments about the concept you have been
assigned.
c) Primary research (first hand) via an interview with an employee of the
organization. Any employee is ok. You can talk to a cashier, a manager, an
owner, etc. You must include evidence that you met with this person. This cou ld
be a photo of the two of you, a screenshot of a Skype call, their contact
information, an em ...
Interview Part 1
This document provides a tutorial on conducting behavioral-based interviews. It outlines a six-part process: 1) warm up the applicant, 2) set expectations, 3) ask behavioral questions focusing on competencies and critical success factors, 4) describe and promote the job, 5) allow applicant questions, 6) close by outlining next steps. Key aspects include identifying competencies, asking about specific past experiences, following up for details, and avoiding illegal questions. The goal is to determine if applicants have the skills and motivation for the role.
DetailsNOTE Please review the attached document Leadership R
Details:
NOTE: Please review the attached document Leadership Reflection, located under course materials, before beginning this assignment.
In 750 words reflect on what you learned from your leadership interview.
Describe what you learned from your interview.
Describe how you will use the information in your own leadership experiences.
Prepare this assignment according to the guidelines found in the APA Style Guide and Typing Template, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills.
Attachment #1:
PSY-693 Professional Capstone
Benchmark Assignment - Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exemplary leader in their organization or field. The leader must be preapproved by your instructor.
Step 2:
Set a date and time for the interview. This should be, preferably, a face-to-face interview. A phone interview will suffice if your leader lives out of state. Be sure to organize the interview well in advance. An email interview is not acceptable.
Step 3:
From the list below, choose at least four questions you would like to ask your leader. You are also required to
create three of your own questions
, specific to that leader or field. Make sure your questions are open-ended and address the Five Practices of Exemplary Leadership
· How did you enter your career field?
· What were some of the biggest challenges?
· What is your educational background?
· How important is networking?
· What steps/advice do you recommend for those entering the field?
· What strengths do you believe you possess as a leader? Weaknesses?
· What are three to four actions you believe are essential to enable others to be successful?
· What advice do you have for building relationships and trust in an organization?
Step 4:
Conduct your interview using a recording device or taking effective notes. Include the date, time, and location of your interview.
What you will turn in:
three original questions, notes from interview (questions and answers), and reflection assignment. Also, be prepared to share your interview and reflection with other learners in this class.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills
Attachment #2: This is the interview
Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exempla ...
Resources successful interviews
This document provides tips for preparing for and succeeding in a job interview. It recommends researching the company and understanding the position in order to show how your strengths match the role. The document outlines a strengths-based interview strategy of highlighting 3 strengths and giving examples of how you've demonstrated each. It also provides guidance on answering different types of questions, creating an interview portfolio with evidence of your skills, and sending a thank you letter after the interview. The overall message is that thorough preparation and communicating your strengths and fit for the role are key to interview success.
it has to be 1500 WordsThe case study as fellowH.docx
it has to be 1500 Words:
The case study as fellow:
HLL is a reputed multinational company. It considers selection as an event in the total process of acquiring and developing managers. The company believes that the selection process must be consistent with other events in the total process for it to be effective. Hindustan lever has been one of the most favored companies by the prospective candidates for managerial position. The selection process of the company can be broken into three steps: such as- Screening of application forms, preliminary interview, and final selection.
Screening of Applications Forms:
In the first step the company usually receives a large number of applications for the positions advertised or through campus interview. Thereafter such applications are screened. Such applications usually contain brief information about the candidates. The selected candidates are then required to fill in a detailed application form. This form is quite elaborate and seeks factual information about the candidate and also about his attitudes and personality. A more strict screening of applications is made in this step. The company believes that to select a candidate it will not be enough to see the application forms only which may not be very reliable measure to select or reject the candidate. This calls for a brief preliminary interview to be held by company to get the best talents. So such interviews are conducted to interview as many candidates as is administratively possible.
Preliminary interview
:
Preliminary interview is conducted for about ten to twenty minutes usually by one manager. During this brief personal contract, some time is spent in discussing the nature of the job, the future career possibility of the applicant and the company’s policy in this regard. Often a second interview is conducted before the applicant is rejected or selected for further consideration.
Final Selection:
Final selection process is quite elaborate. This stage consists of two aspects-groups discussion and final interview. Group discussion is conducted in two stages. In the first group discussion, the chairman of the panel of selectors requests the group to select a subject which can be economic, political, social educational or even a lighter subject. The subject is decided by the group itself out of the various topics given to it. When the topic is finalized, the members of the group discuss it. In the second group discussion, a case is given. The case is distributed in advance. The evaluation of the group discussion is done by a board consisting of the personnel director, the director of the division in which the applicants have to be absorbed, a senior manager of the same division, and a senior manager of other division. The board evaluates the candidates along the following factors: Style of self-introduction by the candidate, his general knowledge and knowledge of his subject, clarity of thought and logic, lucidity of expression, toler ...
Interviewing job applicants - interpersonal Skills
interpersonal Skills - interviewing job applicants - presentation that cover some areas of interviewing techniques
Behavioral Interviewing
The document discusses behavioral interviewing as a more effective pre-employment assessment method than traditional interviews. It provides tips for structuring behavioral interviews, including determining critical competencies, developing behavioral questions, evaluating answers using the STAR method, and taking structured notes. Behavioral interviews focus on real examples of a candidate's past performance and behavior, rather than hypothetical responses. This improves the chances of selecting the best candidates.
Effective interview skills
This document provides an overview of the interview process, including:
- The bases of selection including job descriptions, specifications, and HR planning.
- Types of recruitment like internal and external recruiting.
- The steps of the selection process such as application, testing, interviews, references.
- Types of interviews including structured, unstructured, behavioral, and situational.
- Tips for successful interviews such as preparing questions, conducting the interview, and evaluating performance.
- Common problems that can occur like unqualified interviewers and biases.
- Key communication and interviewing skills needed like active listening, questioning, and establishing rapport.
· Which life span period do they think they belong to (offer them .docx
· Which life span period do they think they belong to (offer them the names, not the ages, of the life span). For example, ask, "Would you consider yourself to be a part of young adulthood or middle adulthood?" Ask them to explain why.
· Tell them a little bit about the chronological life span they belong to and ask them if they can relate to the characteristics associated with that period. Why or why not?
· Point out specific facts or studies you learned about for their specific stage of the life span and ask them their thoughts. Do they agree or disagree? Do they have a similar experience they can share?
· Explain nature versus nurture and ask them which one they feel influenced them most.
· If appropriate to the life stage, ask if they ever experienced: midlife crisis, ageism, gender bias.
· Show one of the videos and ask your interviewee what their thoughts are. Do they agree or disagree?
· Ask them what advice they would give to someone entering their stage of the life span and explain why.
· What challenges do they face at their life stage? Do they feel these challenges are common among others within the same life stage, or do they feel unique in these challenges?
Discipline Investigation Outline
Introduction –
* overview of the field being investigated (what) and the writer’s connection to this
discourse community (why)
* brief preface to who was interviewed for the assignment (“name” and specific job title)
* brief map of the organization of the paper to follow (preview statement)
Interview Report
Background and Career Path -- How the informant began his/her “journey” in the career:
* Initial interest and requirements and skills needed (“stepping stones” - education,
training, etc.)
* Expectations and any “surprises” or challenges the informant experienced along the
way
* Any additional reference to enhance this discussion of the field
Roles and Responsibilities -- the informant’s detailed job description
*Overall qualifications and responsibilities + how the position fits in the overall
structure of the company (macro-level)
* Smaller day-to-day tasks and skills involved (micro-level)
* Challenges of the job and how the informant deals with them
* Other types of jobs/positions related to the profession
* Any additional reference to enhance this discussion of the field
Communication Skills
* The types of reading and writing mostly done on-the-job
* The typical audience for written communications
* The most important communication aspects of the job (especially in regards to writing)
* Any additional reference to enhance this discussion of the field
Conclusions
* A reflection of what was learned through this D.I. – new insight(s) the writer
gained, and any “surprises” that differed from or added to the initial expectations of the
field
* A discussion of what the writer believes is still needed in his or her preparation and
development for the profession
Works Cited.
· Which life span period do they think they belong to (offer them .docx
· Which life span period do they think they belong to (offer them the names, not the ages, of the life span). For example, ask, "Would you consider yourself to be a part of young adulthood or middle adulthood?" Ask them to explain why.
· Tell them a little bit about the chronological life span they belong to and ask them if they can relate to the characteristics associated with that period. Why or why not?
· Point out specific facts or studies you learned about for their specific stage of the life span and ask them their thoughts. Do they agree or disagree? Do they have a similar experience they can share?
· Explain nature versus nurture and ask them which one they feel influenced them most.
· If appropriate to the life stage, ask if they ever experienced: midlife crisis, ageism, gender bias.
· Show one of the videos and ask your interviewee what their thoughts are. Do they agree or disagree?
· Ask them what advice they would give to someone entering their stage of the life span and explain why.
· What challenges do they face at their life stage? Do they feel these challenges are common among others within the same life stage, or do they feel unique in these challenges?
Discipline Investigation Outline
Introduction –
* overview of the field being investigated (what) and the writer’s connection to this
discourse community (why)
* brief preface to who was interviewed for the assignment (“name” and specific job title)
* brief map of the organization of the paper to follow (preview statement)
Interview Report
Background and Career Path -- How the informant began his/her “journey” in the career:
* Initial interest and requirements and skills needed (“stepping stones” - education,
training, etc.)
* Expectations and any “surprises” or challenges the informant experienced along the
way
* Any additional reference to enhance this discussion of the field
Roles and Responsibilities -- the informant’s detailed job description
*Overall qualifications and responsibilities + how the position fits in the overall
structure of the company (macro-level)
* Smaller day-to-day tasks and skills involved (micro-level)
* Challenges of the job and how the informant deals with them
* Other types of jobs/positions related to the profession
* Any additional reference to enhance this discussion of the field
Communication Skills
* The types of reading and writing mostly done on-the-job
* The typical audience for written communications
* The most important communication aspects of the job (especially in regards to writing)
* Any additional reference to enhance this discussion of the field
Conclusions
* A reflection of what was learned through this D.I. – new insight(s) the writer
gained, and any “surprises” that differed from or added to the initial expectations of the
field
* A discussion of what the writer believes is still needed in his or her preparation and
development for the profession
Works Cited ...
Problems faced by both the interviewer and the interviewee during an intervie...
This report was prepared to identify the core problems faced by both the interviewer and the interviewee during an interview session and how to resolve it.
Instructions paper and in text citations in apa formatting paper/tutorialoutlet
FOR MORE CLASSES VISIT
tutorialoutletdotcom
Instructions: Paper and in-text citations in APA formatting
paper should be 9-10 pages in length
needs to contain 2 additional credible sources, with in-text citations
Question 1 1. When making a strategic decision, the leader consi.docx
Question 1
1. When making a strategic decision, the leader considers:
whether a particular choice will have a high or low strategic impact on the business and whether execution of the decision will be right or wrong.
how the choice fits into the hierarchy of wants.
whether a particular choice will have a high or low strategic impact on the business and whether execution of the decision will be easy or difficult.
how the choice fits into the hierarchy of needs.
10 points
Question 2
1. Organizations that want to encourage innovation:
communicate a sense of urgency.
avoid the use of lateral thinking.
provide assistance to workers who lose their jobs.
hire people who display the characteristics of creative individuals.
10 points
Question 3
1. Employees resist change because:
it violates creative intuition.
it violates the reciprocal relationship between employees and the organization.
they believe that change will add something of value to their job.
they have full information about future events.
10 points
Question 4
1. Self-reference means that:
each individual is working in his own direction.
each element in a system will serve the mission of the whole system.
every department can develop its own vision, independent of the company vision.
people who do not have a clear vision of the future have little chance of success.
10 points
Question 5
1. The manager of a successful mail order clothing company decided to implement teams, but the idea failed. According to the model for making strategic decisions, this idea was:
high impact, hard to execute.
low impact, easy to execute.
low impact, hard to execute.
high impact, easy to execute.
10 points
Question 6
1. Whereas vision continues to grow and change, the mission:
also continues to grow and change.
persists in the face of changing technologies.
changes with economic conditions.
reflects environmental shifts.
10 points
Question 7
1. ______________is the general plan of action that describes resource allocation and other activities for dealing with the environment and helping the organization attain its goals.
Charismatic leadership
Strategy
Vision
Mission
10 points
Question 8
1. _____________means the ability to anticipate and envision the future and maintain flexibility.
Mission
Transactional leadership
Strategic leadership
Vision
10 points
Question 9
1. _________ is a set of systematic techniques for changing mental concepts and generating new ones.
Lateral thinking
Idea incubator
Creativity
Idea champion
10 points
Question 10
1. Which of the following is a tool to implement change?
Supervision
Volunteering
Participation/Involvement
Commitment
There is no essay on this one, just 1 to 10 multiple choices and the article critique below. Thank you!
Unit VIII Article Critique
Utilize the research databases at the CSU Online Library and select two peer-reviewed, scholarly articles. The first article ...
The interview process
The document discusses the interview process as an important HR component for selecting candidates. It defines an interview as a conversation to elicit information from an applicant. The main purposes of an interview are to assess an applicant's suitability, compare them to other candidates, and decide if they should be hired. Effective interviews are carefully planned, with structured questions, in a private environment. Interviewers should ask job-related questions and avoid illegal topics. Perceptions and biases can influence evaluations, so interviewers must be objective.
Eating DisordersTOPIC OVERVIEWAnorexia NervosaThe Clinic.docx
Eating Disorders
TOPIC OVERVIEW
Anorexia Nervosa
The Clinical Picture
Medical Problems
Bulimia Nervosa
Binges
Compensatory Behaviors
Bulimia Nervosa Versus Anorexia Nervosa
Binge-Eating Disorder
What Causes Eating Disorders?
Psychodynamic Factors: Ego Deficiencies
Cognitive Factors
Depression
Biological Factors
Societal Pressures
Family Environment
Multicultural Factors: Racial and Ethnic Differences
Multicultural Factors: Gender Differences
How Are Eating Disorders Treated?
Treatments for Anorexia Nervosa
Treatments for Bulimia Nervosa
Treatments for Binge-eating Disorder
Putting It Together: A Standard for Integrating Perspectives
Shani, age 15: While I was learning to resist the temptation of hunger, I walked into the kitchen when no one was around, took a slice of bread out the packet, toasted it, spread butter on it, took a deep breath and bit. Guilty. I spat it in the trash and tossed the rest of it in and walked away. Seconds later I longed for the toast, walked back to the trash, popped open the lid and sifted around in the debris. I found it and contemplated, for minutes, whether to eat it. I brought it close to my nose and inhaled the smell of melted butter. Guilty. Guilty for trashing it. Guilty for craving it. Guilty for tasting it. I threw it back in the trash and walked away. No is no, I told myself. No is no.
… And no matter how hard I would try to always have The Perfect Day in terms of my food, I would feel the guilt every second of every day. It reeked of shame, seeped with disgust and festered in disgrace. It was my desire to escape the guilt that perpetuated my compulsion to starve.
In time I formulated a more precise list of “can” and “can’t” in my head that dictated what I was allowed or forbidden to consume…. It became my way of life. My manual. My blueprint. But more than that, it gave me false reassurance that my life was under control. I was managing everything because I had this list in front of me telling me what—and what not—to do….
In the beginning, starving was hard work. It was not innate. Day by day I was slowly lured into another world, a world that was as isolating as it was intriguing, and as rewarding as it was challenging….
That summer, despite the fact that I had lost a lot of weight, my mother agreed to let me go to summer camp with my fifteen-year-old peers, after I swore to her that I would eat. I broke that promise as soon as I got there…. At breakfast time when all the teens raced into the dining hall to grab cereal boxes and bread loaves and jelly tins and peanut butter jars, I sat alone cocooned in my fear. I fingered the plastic packet of a loaf of white sliced bread, took out a piece and tore off a corner, like I was marking a page in a book, onto which I dabbed a blob of peanut butter and jelly the size of a Q-tip. That was my breakfast. Every day. For three weeks.
I tried to get to the showers when everyone else was at the beach so nobody would see me. I heard girls behind me whispering, “Tha ...
Earning Your Place in the Investment WorldThe CFA Program.docx
Earning Your Place in the Investment World
The CFA Program
Wojciech Gudaszewski, CFA, (cover) took a major career leap in
2006, founding WDM Financial Group, the first firm in Poland
to offer a fully comprehensive array of financial services. Beam-
ing with enthusiasm as he strolls amidst the ornate buildings
of Wroclaw, Poland’s third-largest city, Wojciech explains.
“Becoming a CFA charterholder gave me more self-confi-
dence,” says Wojciech. “Now I have more courage to lead more
responsible and ambitious projects, like establishing and man-
aging the WDM Financial Group.”
Wojciech saw opportunity in Poland’s emerging market
and set about earning the professional credentials to partici-
pate fully in— and find solutions for— his homeland’s finan-
cial front. But after earning a master’s degree in economics
and three professional certifications, he says, “Soon I realized
that there is really only one global standard for investment
professionals—[the] CFA [designation].”
Wojciech likewise credits getting his first job after gradu-
ation, an equity analyst position at ING Investment Manage-
ment in Warsaw, to the CFA designation. “Thanks to the CFA
charter I got a great job after my studies,” he says. He glances
proudly at the colorful facades rising all around him and adds,
“The CFA charter gave me a chance to find interesting and
well-paid work.”
As the sun fades and a cool breeze whips across the town
square, Wojciech reveals a broad level of confidence and
urgency, leaving little doubt about the depth of his determina-
tion: With more than 50 clients on board already, he plans to
serve 200 by year’s end. “I want to push the Group to the next
level as soon as possible.”
MEMB ER SOC I ETY: C FA S O C I E T Y O F P O L A N D
The Courage to Lead
Wojciech Gudaszewski, CFA cover
W R O C L AW, P O L A N D
Liliane Lintz, CFA 2–3
S Ã O PAU L O, B R A Z I L
Ryan Fuhrmann, CFA 4–5
F O RT W O RT H , T E X A S , U S A
Zafeer Hussain, CFA 6–7
D U B A I , UA E
Kam Shing Kwang, CFA 8–9
H O N G KO N G
Gao Quan, CFA 10–11
S H A N G H A I , C H I N A
Rohit Rebello, CFA 12–13
M U M B A I , I N D I A
Olga Logvina, CFA 14–15
M O S C O W, R U S S I A
Vincent Fournier, CFA 16–17
M O N T R É A L , Q U É B E C , C A N A D A
Sarah Campbell, CFA 18–19
A I X E N P R O V E N C E , F R A N C E
Ten CFA® charterholders from around
the world talk about where they
came from,how the CFA Program
affected their journeys,and where
they are headed.
TA B L E O F C O N T E N T S
3 Defining the CFA Program
4 Benefits of the CFA Charter
12 Steps to Earning Your CFA Charter
15 About the Curriculum and Examinations
18 Preparing for the CFA Examinations
20 About CFA Institute
The CFA designation is a mark of distinction
that is globally recognized by employers,
investment professionals,and investors as
the definitive standard—the gold standard—
by which to measure serious investment
professionals.
The CFA Program
Earning ...
Earned value management is only as good as the supporting systems .docx
Earned value management is only as good as the supporting systems used to measure progress. Identify at least three problems that could lead to inaccurate progress management. Also, provide an example of an alternative to Earned value that you might use should project progress reporting systems prove to be inadequate.
...
Early World Literature4 VIRTUE Page 4.2 The Buddha’s Birth.docx
Early World Literature
4 VIRTUE / Page 4.2 The Buddha’s Birth Stories
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The Buddha’s Birth Stories
By Lynn Cianfarani
The exterior of the Ajanta Caves where they were cut into the stone on the side of a cliff by
the Waghur River in India. These cave monuments, which date from the second century
BCE to about 480 or 650 CE, house depictions of Buddha and the Jātaka Tales.
Photo courtesy of Shriram Rajagopalan / Flickr Creative Commons
In one of his former lives, Buddha was born a pigeon. That is, at least, how it is
recounted in “The Pigeon and the Crow,” one of the 547 stories in the Jātaka Tales, a
classic work of Buddhist literature.
Each of the Jātaka Tales offers readers a moral. The pigeon story, for instance,
highlights the dangers of greed. But the stories are more than just fables. They are
sacred Buddhist lore, outlining the lives that Buddha passed through before his birth as
Prince Siddhartha. Jātaka literally means “story of birth,” and in the stories, Buddha
(referred to in the Tales as the Bodhisatta—“one seeking enlightenment”) is born and
http://www.webtexts.com/courses/18168-stallard/traditional_book
reborn in the form of animals, humans, and super-human beings, all the while striving
toward enlightenment.
For Buddhists, the concept of past lives is hallowed. According to Robert Thurman, a
professor of Indo-Tibetan Buddhist Studies at Columbia University, “Buddhists see the
continuum of lives of all beings as a commonsense fact, not a mystical belief.”1 Buddhist
faith teaches that ordinary humans do not remember past existences, but enlightened
beings have the gift of recalling their former lives in detail.2
Buddhists who hear the Jātaka Tales do not necessarily take them as a word-for-word
accounting of past events, however. Devdutt Pattanaik, a Mumbai-based speaker,
writer, and mythology specialist, says that the Jātaka Tales “are as real and historical to
Buddhists as the stories of Christ’s resurrection are to Christians.”3 For most Buddhists,
whether Buddha actually lived as a pigeon is not the issue; what matters is that Buddha
did indeed have past existences which lessons can be learned from.
Reliable historical details of Buddha’s life—his early years as Siddhartha Gutam, and
later, as the enlightened Buddha—are hard to come by. According to W.S. Merwin, a
Pulitzer Prize winning poet, we don’t know how much of the Buddha/Siddhartha story
“is pure fairy tale, and how much of it is historic fact.”4 As with most religions, it’s the
message that guides followers.
Most scholars do accept that Siddhartha Gutam was an actual man, born to a royal
family in India in 563 BCE. The factual events of his life, however, remain open to
debate. According to Buddhist texts, Siddhartha married and had a child, but became
disillusioned with palace life. He started to make trips outside the palace and grew
distraught when he saw sickness, old age, and death.
In hopes of ...
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Selection-HRM Ppt.pptx
The document discusses the process of selection in organizations. It begins by explaining that selection involves identifying the best candidates for jobs based on matching their skills to organizational requirements. An effective selection process involves multiple steps, including screening applications, testing candidates using tools like interviews, personality tests and situational tests. The document then outlines various types of interviews commonly used in selection like informal interviews, stress interviews and panel interviews. It emphasizes that selection should follow principles like having sufficient applicants, clear standards, and competent evaluators to identify the most suitable candidates for roles.
Recruitments,A MIS Approach
This document proposes a mathematical model to help students predict their chances of getting jobs and help companies develop standardized hiring criteria.
The model considers factors like a student's technical and non-technical skills, performance in the recruitment process stages like application, evaluation and assessment, their performance on interviews and tests, and HR evaluation of soft skills.
It provides an example of how the model can be applied to calculate scores for two students applying for a web developer role, showing how the student with stronger non-technical skills may fare better despite less technical knowledge, as the company emphasizes both technical and non-technical criteria.
Staff selection2
Staff Selection
By: Yaseen Taha
PDF created with pdfFactory Pro trial version www.pdffactory.com
Aims
´ To consider job descriptions.
´ To look at how the qualities needed to do the jobs are
established.
´ To review the selection process from advertising through
to appointment.
´ To outline procedures that might be used for the
induction of new employees.
PDF created with pdfFactory Pro trial version www.pdffactory.com
´ Job description
´ Collecting information
´ Defining the qualities required
´ Advertising a post
´ Selection interviewing
´ Preparation
´ Chairing
´ The stages of an interview
´ Questioning techniques
´ Assessment
´ Supplementing interviews
´ The induction of new employees
PDF created with pdfFactory Pro trial version www.pdffactory.com
Introduction
The starting point for any selection process is, not the
job description but the question’ Is the job really
necessary?” it is usually assumed that if somebody
leaves and there is a vacancy, it must be filled. It may
be the case that the duties can be redistributed or that
the post is not necessary
PDF created with pdfFactory Pro trial version www.pdffactory.com
What should be taken into account
while wording the form of job
description?
PDF created with pdfFactory Pro trial version www.pdffactory.com
1 .1 Job description
1 .1 .1 Forms of Job description
Title of job
Location
Principal objectives of the job
Main duties and skills employed
Working environment
PDF created with pdfFactory Pro trial version www.pdffactory.com
Job description form
1. Title of job: department:
Location:
Current postholder: post code:
2. Principal objectives of the job:
3. Responsibilities include briefly the number and titles of posts, and resources directly
managed:
3.1 personnel: 3.2 financial:
3.3 organization chart overleaf please show in chart how this post relates to the unit and
department
4. Main duties of the post: Approx % of time: skilled required:
5. Special conditions of service (e.g. regular overtime, shift work, unsocial hours, special
allowance etc.)
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´Training requirement
´Career opportunities
´Any special terms and conditions of service
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1 .1 .2 collecting information
If a well-designed job description form is invaluable, the
method of completion is equally important.
´ if post is already filled, ask present postholder to
complete it in pencil.
´ Discuss fully, asking questions to get full details.
´ Agree the final version and have typed.
´ Retain one copy and send a copy to postholder or to
new occupant.
´ Revise annually or on change of duties or incumbent.
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What are the qualities required of the a
particular job?
PDF created with pdfFac
1 Assessment 1 - Individual Research Assignment - (35) .docx
1
Assessment 1 - Individual Research Assignment - (35%)
Purpose: Understand the application of theoretical Organizational Behavior (OB)
concepts to solving real-life business issues/problems affecting the employee or
business.
Description: This is an Individual research paper of an organization. This organization
could be from a convenience store to a restaurant to a large corporation. Select a
business where you know or think you can interview an employee/ manager or a
supervisor.
Due Date: Week 9
Restrictions: This report should not exceed 5 pages (without the appendices), Follow
[email protected]
Requirements:
Preparation
1- Concepts from the following list will be allocated in the class by the instructor .
2- Read about this concept from different resources (2 articles at least in addition
to the internet and the coursebook- check the method below).
3- Identify and analyze problems or issues that an organization could encounter
regarding the concept you chose
4- One or more of your interview questions should be about personal biases you
need to identify and discuss with your interviewee. You need to support your
interpretation with solid information and impact made.
5- Create your potential interview questions
The Interview
6- Choose your interviewee. Your interviewee could be any employee. You can talk
to a cashier, a manager, an owner, etc. You must include evidence that you met
with this person. This could be a photo of the two of you, a screenshot of a Skype
call, their contact information, an email confirming the meeting, your rough
notes, etc.
The Report
7- Start your report with an executive summary about the concept, the problem,
the organization, the recommendations and the implementation plan
8- Write in detail about the concept and the problems or issues, the organization,
the interview and the personal biases.
9- Explain in detail the reasons behind your recommendations for the
issues/problems.
10- For the implementation: Include short- and long-term strategies with specific
information to identify who, what, where, and when
11- Submit your interview questions and references as appendices
12- Example of an In-Text APA citation and references are found through the content
menu on econestoga
2
Your research methods must include:
a) Secondary research (second hand) via websites to find general information about
this type of business and the organization itself.
b) Secondary research using 2 articles (e.g., newspapers, magazines, journals ,
periodicals) to find some expert comments about the concept you have been
assigned.
c) Primary research (first hand) via an interview with an employee of the
organization. Any employee is ok. You can talk to a cashier, a manager, an
owner, etc. You must include evidence that you met with this person. This cou ld
be a photo of the two of you, a screenshot of a Skype call, their contact
information, an em.
1 Assessment 1 - Individual Research Assignment - (35) .docx
1
Assessment 1 - Individual Research Assignment - (35%)
Purpose: Understand the application of theoretical Organizational Behavior (OB)
concepts to solving real-life business issues/problems affecting the employee or
business.
Description: This is an Individual research paper of an organization. This organization
could be from a convenience store to a restaurant to a large corporation. Select a
business where you know or think you can interview an employee/ manager or a
supervisor.
Due Date: Week 9
Restrictions: This report should not exceed 5 pages (without the appendices), Follow
[email protected]
Requirements:
Preparation
1- Concepts from the following list will be allocated in the class by the instructor .
2- Read about this concept from different resources (2 articles at least in addition
to the internet and the coursebook- check the method below).
3- Identify and analyze problems or issues that an organization could encounter
regarding the concept you chose
4- One or more of your interview questions should be about personal biases you
need to identify and discuss with your interviewee. You need to support your
interpretation with solid information and impact made.
5- Create your potential interview questions
The Interview
6- Choose your interviewee. Your interviewee could be any employee. You can talk
to a cashier, a manager, an owner, etc. You must include evidence that you met
with this person. This could be a photo of the two of you, a screenshot of a Skype
call, their contact information, an email confirming the meeting, your rough
notes, etc.
The Report
7- Start your report with an executive summary about the concept, the problem,
the organization, the recommendations and the implementation plan
8- Write in detail about the concept and the problems or issues, the organization,
the interview and the personal biases.
9- Explain in detail the reasons behind your recommendations for the
issues/problems.
10- For the implementation: Include short- and long-term strategies with specific
information to identify who, what, where, and when
11- Submit your interview questions and references as appendices
12- Example of an In-Text APA citation and references are found through the content
menu on econestoga
2
Your research methods must include:
a) Secondary research (second hand) via websites to find general information about
this type of business and the organization itself.
b) Secondary research using 2 articles (e.g., newspapers, magazines, journals ,
periodicals) to find some expert comments about the concept you have been
assigned.
c) Primary research (first hand) via an interview with an employee of the
organization. Any employee is ok. You can talk to a cashier, a manager, an
owner, etc. You must include evidence that you met with this person. This cou ld
be a photo of the two of you, a screenshot of a Skype call, their contact
information, an em ...
Interview Part 1
This document provides a tutorial on conducting behavioral-based interviews. It outlines a six-part process: 1) warm up the applicant, 2) set expectations, 3) ask behavioral questions focusing on competencies and critical success factors, 4) describe and promote the job, 5) allow applicant questions, 6) close by outlining next steps. Key aspects include identifying competencies, asking about specific past experiences, following up for details, and avoiding illegal questions. The goal is to determine if applicants have the skills and motivation for the role.
DetailsNOTE Please review the attached document Leadership R
Details:
NOTE: Please review the attached document Leadership Reflection, located under course materials, before beginning this assignment.
In 750 words reflect on what you learned from your leadership interview.
Describe what you learned from your interview.
Describe how you will use the information in your own leadership experiences.
Prepare this assignment according to the guidelines found in the APA Style Guide and Typing Template, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills.
Attachment #1:
PSY-693 Professional Capstone
Benchmark Assignment - Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exemplary leader in their organization or field. The leader must be preapproved by your instructor.
Step 2:
Set a date and time for the interview. This should be, preferably, a face-to-face interview. A phone interview will suffice if your leader lives out of state. Be sure to organize the interview well in advance. An email interview is not acceptable.
Step 3:
From the list below, choose at least four questions you would like to ask your leader. You are also required to
create three of your own questions
, specific to that leader or field. Make sure your questions are open-ended and address the Five Practices of Exemplary Leadership
· How did you enter your career field?
· What were some of the biggest challenges?
· What is your educational background?
· How important is networking?
· What steps/advice do you recommend for those entering the field?
· What strengths do you believe you possess as a leader? Weaknesses?
· What are three to four actions you believe are essential to enable others to be successful?
· What advice do you have for building relationships and trust in an organization?
Step 4:
Conduct your interview using a recording device or taking effective notes. Include the date, time, and location of your interview.
What you will turn in:
three original questions, notes from interview (questions and answers), and reflection assignment. Also, be prepared to share your interview and reflection with other learners in this class.
This benchmark assignment assesses the following programmatic competencies: 2.4: Evaluate intrapersonal skills
Attachment #2: This is the interview
Leadership Reflection Paper
Step 1:
Chose a leader in your prospective career field to interview. He or she should be someone who is respected and viewed as an effective and/or exempla ...
Resources successful interviews
This document provides tips for preparing for and succeeding in a job interview. It recommends researching the company and understanding the position in order to show how your strengths match the role. The document outlines a strengths-based interview strategy of highlighting 3 strengths and giving examples of how you've demonstrated each. It also provides guidance on answering different types of questions, creating an interview portfolio with evidence of your skills, and sending a thank you letter after the interview. The overall message is that thorough preparation and communicating your strengths and fit for the role are key to interview success.
it has to be 1500 WordsThe case study as fellowH.docx
it has to be 1500 Words:
The case study as fellow:
HLL is a reputed multinational company. It considers selection as an event in the total process of acquiring and developing managers. The company believes that the selection process must be consistent with other events in the total process for it to be effective. Hindustan lever has been one of the most favored companies by the prospective candidates for managerial position. The selection process of the company can be broken into three steps: such as- Screening of application forms, preliminary interview, and final selection.
Screening of Applications Forms:
In the first step the company usually receives a large number of applications for the positions advertised or through campus interview. Thereafter such applications are screened. Such applications usually contain brief information about the candidates. The selected candidates are then required to fill in a detailed application form. This form is quite elaborate and seeks factual information about the candidate and also about his attitudes and personality. A more strict screening of applications is made in this step. The company believes that to select a candidate it will not be enough to see the application forms only which may not be very reliable measure to select or reject the candidate. This calls for a brief preliminary interview to be held by company to get the best talents. So such interviews are conducted to interview as many candidates as is administratively possible.
Preliminary interview
:
Preliminary interview is conducted for about ten to twenty minutes usually by one manager. During this brief personal contract, some time is spent in discussing the nature of the job, the future career possibility of the applicant and the company’s policy in this regard. Often a second interview is conducted before the applicant is rejected or selected for further consideration.
Final Selection:
Final selection process is quite elaborate. This stage consists of two aspects-groups discussion and final interview. Group discussion is conducted in two stages. In the first group discussion, the chairman of the panel of selectors requests the group to select a subject which can be economic, political, social educational or even a lighter subject. The subject is decided by the group itself out of the various topics given to it. When the topic is finalized, the members of the group discuss it. In the second group discussion, a case is given. The case is distributed in advance. The evaluation of the group discussion is done by a board consisting of the personnel director, the director of the division in which the applicants have to be absorbed, a senior manager of the same division, and a senior manager of other division. The board evaluates the candidates along the following factors: Style of self-introduction by the candidate, his general knowledge and knowledge of his subject, clarity of thought and logic, lucidity of expression, toler ...
Interviewing job applicants - interpersonal Skills
interpersonal Skills - interviewing job applicants - presentation that cover some areas of interviewing techniques
Behavioral Interviewing
The document discusses behavioral interviewing as a more effective pre-employment assessment method than traditional interviews. It provides tips for structuring behavioral interviews, including determining critical competencies, developing behavioral questions, evaluating answers using the STAR method, and taking structured notes. Behavioral interviews focus on real examples of a candidate's past performance and behavior, rather than hypothetical responses. This improves the chances of selecting the best candidates.
Effective interview skills
This document provides an overview of the interview process, including:
- The bases of selection including job descriptions, specifications, and HR planning.
- Types of recruitment like internal and external recruiting.
- The steps of the selection process such as application, testing, interviews, references.
- Types of interviews including structured, unstructured, behavioral, and situational.
- Tips for successful interviews such as preparing questions, conducting the interview, and evaluating performance.
- Common problems that can occur like unqualified interviewers and biases.
- Key communication and interviewing skills needed like active listening, questioning, and establishing rapport.
· Which life span period do they think they belong to (offer them .docx
· Which life span period do they think they belong to (offer them the names, not the ages, of the life span). For example, ask, "Would you consider yourself to be a part of young adulthood or middle adulthood?" Ask them to explain why.
· Tell them a little bit about the chronological life span they belong to and ask them if they can relate to the characteristics associated with that period. Why or why not?
· Point out specific facts or studies you learned about for their specific stage of the life span and ask them their thoughts. Do they agree or disagree? Do they have a similar experience they can share?
· Explain nature versus nurture and ask them which one they feel influenced them most.
· If appropriate to the life stage, ask if they ever experienced: midlife crisis, ageism, gender bias.
· Show one of the videos and ask your interviewee what their thoughts are. Do they agree or disagree?
· Ask them what advice they would give to someone entering their stage of the life span and explain why.
· What challenges do they face at their life stage? Do they feel these challenges are common among others within the same life stage, or do they feel unique in these challenges?
Discipline Investigation Outline
Introduction –
* overview of the field being investigated (what) and the writer’s connection to this
discourse community (why)
* brief preface to who was interviewed for the assignment (“name” and specific job title)
* brief map of the organization of the paper to follow (preview statement)
Interview Report
Background and Career Path -- How the informant began his/her “journey” in the career:
* Initial interest and requirements and skills needed (“stepping stones” - education,
training, etc.)
* Expectations and any “surprises” or challenges the informant experienced along the
way
* Any additional reference to enhance this discussion of the field
Roles and Responsibilities -- the informant’s detailed job description
*Overall qualifications and responsibilities + how the position fits in the overall
structure of the company (macro-level)
* Smaller day-to-day tasks and skills involved (micro-level)
* Challenges of the job and how the informant deals with them
* Other types of jobs/positions related to the profession
* Any additional reference to enhance this discussion of the field
Communication Skills
* The types of reading and writing mostly done on-the-job
* The typical audience for written communications
* The most important communication aspects of the job (especially in regards to writing)
* Any additional reference to enhance this discussion of the field
Conclusions
* A reflection of what was learned through this D.I. – new insight(s) the writer
gained, and any “surprises” that differed from or added to the initial expectations of the
field
* A discussion of what the writer believes is still needed in his or her preparation and
development for the profession
Works Cited.
· Which life span period do they think they belong to (offer them .docx
· Which life span period do they think they belong to (offer them the names, not the ages, of the life span). For example, ask, "Would you consider yourself to be a part of young adulthood or middle adulthood?" Ask them to explain why.
· Tell them a little bit about the chronological life span they belong to and ask them if they can relate to the characteristics associated with that period. Why or why not?
· Point out specific facts or studies you learned about for their specific stage of the life span and ask them their thoughts. Do they agree or disagree? Do they have a similar experience they can share?
· Explain nature versus nurture and ask them which one they feel influenced them most.
· If appropriate to the life stage, ask if they ever experienced: midlife crisis, ageism, gender bias.
· Show one of the videos and ask your interviewee what their thoughts are. Do they agree or disagree?
· Ask them what advice they would give to someone entering their stage of the life span and explain why.
· What challenges do they face at their life stage? Do they feel these challenges are common among others within the same life stage, or do they feel unique in these challenges?
Discipline Investigation Outline
Introduction –
* overview of the field being investigated (what) and the writer’s connection to this
discourse community (why)
* brief preface to who was interviewed for the assignment (“name” and specific job title)
* brief map of the organization of the paper to follow (preview statement)
Interview Report
Background and Career Path -- How the informant began his/her “journey” in the career:
* Initial interest and requirements and skills needed (“stepping stones” - education,
training, etc.)
* Expectations and any “surprises” or challenges the informant experienced along the
way
* Any additional reference to enhance this discussion of the field
Roles and Responsibilities -- the informant’s detailed job description
*Overall qualifications and responsibilities + how the position fits in the overall
structure of the company (macro-level)
* Smaller day-to-day tasks and skills involved (micro-level)
* Challenges of the job and how the informant deals with them
* Other types of jobs/positions related to the profession
* Any additional reference to enhance this discussion of the field
Communication Skills
* The types of reading and writing mostly done on-the-job
* The typical audience for written communications
* The most important communication aspects of the job (especially in regards to writing)
* Any additional reference to enhance this discussion of the field
Conclusions
* A reflection of what was learned through this D.I. – new insight(s) the writer
gained, and any “surprises” that differed from or added to the initial expectations of the
field
* A discussion of what the writer believes is still needed in his or her preparation and
development for the profession
Works Cited ...
Problems faced by both the interviewer and the interviewee during an intervie...
This report was prepared to identify the core problems faced by both the interviewer and the interviewee during an interview session and how to resolve it.
Instructions paper and in text citations in apa formatting paper/tutorialoutlet
FOR MORE CLASSES VISIT
tutorialoutletdotcom
Instructions: Paper and in-text citations in APA formatting
paper should be 9-10 pages in length
needs to contain 2 additional credible sources, with in-text citations
Question 1 1. When making a strategic decision, the leader consi.docx
Question 1
1. When making a strategic decision, the leader considers:
whether a particular choice will have a high or low strategic impact on the business and whether execution of the decision will be right or wrong.
how the choice fits into the hierarchy of wants.
whether a particular choice will have a high or low strategic impact on the business and whether execution of the decision will be easy or difficult.
how the choice fits into the hierarchy of needs.
10 points
Question 2
1. Organizations that want to encourage innovation:
communicate a sense of urgency.
avoid the use of lateral thinking.
provide assistance to workers who lose their jobs.
hire people who display the characteristics of creative individuals.
10 points
Question 3
1. Employees resist change because:
it violates creative intuition.
it violates the reciprocal relationship between employees and the organization.
they believe that change will add something of value to their job.
they have full information about future events.
10 points
Question 4
1. Self-reference means that:
each individual is working in his own direction.
each element in a system will serve the mission of the whole system.
every department can develop its own vision, independent of the company vision.
people who do not have a clear vision of the future have little chance of success.
10 points
Question 5
1. The manager of a successful mail order clothing company decided to implement teams, but the idea failed. According to the model for making strategic decisions, this idea was:
high impact, hard to execute.
low impact, easy to execute.
low impact, hard to execute.
high impact, easy to execute.
10 points
Question 6
1. Whereas vision continues to grow and change, the mission:
also continues to grow and change.
persists in the face of changing technologies.
changes with economic conditions.
reflects environmental shifts.
10 points
Question 7
1. ______________is the general plan of action that describes resource allocation and other activities for dealing with the environment and helping the organization attain its goals.
Charismatic leadership
Strategy
Vision
Mission
10 points
Question 8
1. _____________means the ability to anticipate and envision the future and maintain flexibility.
Mission
Transactional leadership
Strategic leadership
Vision
10 points
Question 9
1. _________ is a set of systematic techniques for changing mental concepts and generating new ones.
Lateral thinking
Idea incubator
Creativity
Idea champion
10 points
Question 10
1. Which of the following is a tool to implement change?
Supervision
Volunteering
Participation/Involvement
Commitment
There is no essay on this one, just 1 to 10 multiple choices and the article critique below. Thank you!
Unit VIII Article Critique
Utilize the research databases at the CSU Online Library and select two peer-reviewed, scholarly articles. The first article ...
The interview process
The document discusses the interview process as an important HR component for selecting candidates. It defines an interview as a conversation to elicit information from an applicant. The main purposes of an interview are to assess an applicant's suitability, compare them to other candidates, and decide if they should be hired. Effective interviews are carefully planned, with structured questions, in a private environment. Interviewers should ask job-related questions and avoid illegal topics. Perceptions and biases can influence evaluations, so interviewers must be objective.
Similar to Each student is required to conduct and record a half-hour long in.docx (18)
1 Assessment 1 - Individual Research Assignment - (35) .docx
1 Assessment 1 - Individual Research Assignment - (35) .docx
1 Assessment 1 - Individual Research Assignment - (35) .docx
1 Assessment 1 - Individual Research Assignment - (35) .docx
DetailsNOTE Please review the attached document Leadership R
DetailsNOTE Please review the attached document Leadership R
it has to be 1500 WordsThe case study as fellowH.docx
it has to be 1500 WordsThe case study as fellowH.docx
Interviewing job applicants - interpersonal Skills
Interviewing job applicants - interpersonal Skills
· Which life span period do they think they belong to (offer them .docx
· Which life span period do they think they belong to (offer them .docx
· Which life span period do they think they belong to (offer them .docx
· Which life span period do they think they belong to (offer them .docx
Problems faced by both the interviewer and the interviewee during an intervie...
Problems faced by both the interviewer and the interviewee during an intervie...
Instructions paper and in text citations in apa formatting paper/tutorialoutlet
Instructions paper and in text citations in apa formatting paper/tutorialoutlet
Question 1 1. When making a strategic decision, the leader consi.docx
Question 1 1. When making a strategic decision, the leader consi.docx
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Eating Disorders
TOPIC OVERVIEW
Anorexia Nervosa
The Clinical Picture
Medical Problems
Bulimia Nervosa
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Bulimia Nervosa Versus Anorexia Nervosa
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Shani, age 15: While I was learning to resist the temptation of hunger, I walked into the kitchen when no one was around, took a slice of bread out the packet, toasted it, spread butter on it, took a deep breath and bit. Guilty. I spat it in the trash and tossed the rest of it in and walked away. Seconds later I longed for the toast, walked back to the trash, popped open the lid and sifted around in the debris. I found it and contemplated, for minutes, whether to eat it. I brought it close to my nose and inhaled the smell of melted butter. Guilty. Guilty for trashing it. Guilty for craving it. Guilty for tasting it. I threw it back in the trash and walked away. No is no, I told myself. No is no.
… And no matter how hard I would try to always have The Perfect Day in terms of my food, I would feel the guilt every second of every day. It reeked of shame, seeped with disgust and festered in disgrace. It was my desire to escape the guilt that perpetuated my compulsion to starve.
In time I formulated a more precise list of “can” and “can’t” in my head that dictated what I was allowed or forbidden to consume…. It became my way of life. My manual. My blueprint. But more than that, it gave me false reassurance that my life was under control. I was managing everything because I had this list in front of me telling me what—and what not—to do….
In the beginning, starving was hard work. It was not innate. Day by day I was slowly lured into another world, a world that was as isolating as it was intriguing, and as rewarding as it was challenging….
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Earning Your Place in the Investment WorldThe CFA Program.docx
Earning Your Place in the Investment World
The CFA Program
Wojciech Gudaszewski, CFA, (cover) took a major career leap in
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Wojciech saw opportunity in Poland’s emerging market
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The Buddha’s Birth Stories
By Lynn Cianfarani
The exterior of the Ajanta Caves where they were cut into the stone on the side of a cliff by
the Waghur River in India. These cave monuments, which date from the second century
BCE to about 480 or 650 CE, house depictions of Buddha and the Jātaka Tales.
Photo courtesy of Shriram Rajagopalan / Flickr Creative Commons
In one of his former lives, Buddha was born a pigeon. That is, at least, how it is
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classic work of Buddhist literature.
Each of the Jātaka Tales offers readers a moral. The pigeon story, for instance,
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Prince Siddhartha. Jātaka literally means “story of birth,” and in the stories, Buddha
(referred to in the Tales as the Bodhisatta—“one seeking enlightenment”) is born and
http://www.webtexts.com/courses/18168-stallard/traditional_book
reborn in the form of animals, humans, and super-human beings, all the while striving
toward enlightenment.
For Buddhists, the concept of past lives is hallowed. According to Robert Thurman, a
professor of Indo-Tibetan Buddhist Studies at Columbia University, “Buddhists see the
continuum of lives of all beings as a commonsense fact, not a mystical belief.”1 Buddhist
faith teaches that ordinary humans do not remember past existences, but enlightened
beings have the gift of recalling their former lives in detail.2
Buddhists who hear the Jātaka Tales do not necessarily take them as a word-for-word
accounting of past events, however. Devdutt Pattanaik, a Mumbai-based speaker,
writer, and mythology specialist, says that the Jātaka Tales “are as real and historical to
Buddhists as the stories of Christ’s resurrection are to Christians.”3 For most Buddhists,
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did indeed have past existences which lessons can be learned from.
Reliable historical details of Buddha’s life—his early years as Siddhartha Gutam, and
later, as the enlightened Buddha—are hard to come by. According to W.S. Merwin, a
Pulitzer Prize winning poet, we don’t know how much of the Buddha/Siddhartha story
“is pure fairy tale, and how much of it is historic fact.”4 As with most religions, it’s the
message that guides followers.
Most scholars do accept that Siddhartha Gutam was an actual man, born to a royal
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debate. According to Buddhist texts, Siddhartha married and had a child, but became
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distraught when he saw sickness, old age, and death.
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Early Warning Memo for the United States Governmen.docx
Early Warning Memo for the United States Government
How to Deal with the Potential Conflicts in Cross-Strait Relations
between the PRC and the ROC
Table of Contents
1.0 Executive Summary
2.0 Key Facts
2.1 The Cross-Strait Relations between the PRC and the ROC
2.2 An Important External Factor – the United States
3.0 What is at Stake?
4.0 The Important Characteristic of the Conflict Situation
4.1 The Constraints of History
4.2 The Boundedness of International Mediation
4.3 The “Mess” of Various Aspects of Cross-Strait Relations between the PRC and the ROC
5.0 The Reasons Why Prevention Action is Merited
6.0 Future Scenarios
6.1 Lower Feasibility - Standing with the ROC
6.2 Medium Feasibility - Exiting the “Game” or Keeping Silent
6.3 Higher Feasibility - Standing with the PRC
7.0 Conclusion
References
1.0 Executive Summary
In my 2017, the 23rd annual meeting of North American Taiwan Studies Association (NATSA) was held at Stanford University. The experts and scholars, who focused on researching the relevant issues about Asian-Pacific region, such as Kharis Templeman, Erin Baggott Carter, Thomas Fingar, and Lanhee J. Chen, analyzed the potential conflicts in Cross-Strait relations between People’s Republic of China (PRC-China) and Republic of China (ROC-Taiwan) on this meeting.[footnoteRef:1] During the process of discussing the potential conflict between PRC and ROC, the United States was highlighted as the most important mediator that could influence the trends of the conflict between PRC and ROC, and that was able to provide it with windows of opportunity. This early warning policy memo will examine the three scenarios with different degrees of feasibilities by regarding the United States government as the most suitable mediator. The key facts of Cross-Strait relations between the PRC and the ROC will be demonstrated, and the important characteristic of the conflict situation will also be analyzed. Based on them, this memo will discuss the points that are at stake, and the reasons why prevention action is merited for Cross-Strait relations between the PRC and the ROC. After analyzing the pros and cons of three future scenarios, the last one, which the United States government stands with the PRC and supports “One-China” policy, reveals the relatively higher feasibility. [1: Williams, Jack F. China Review International 10, (2017): 382-85. ]
2.0 Key Facts
2.1 The Cross-Strait Relations between the PRC and the ROC
Since the second Chinese Civil War happened in 1937, the issues about the relations between PRC and POC, which were also called as Cross-Strait relations (Haixia Liangan Guanxi), have become seriously sensitive topics in both of the two political entities that were geographically separated by the Taiwan Strait in the west Pacific Ocean. In 1949, the second Chinese Civil War led to the political status that the mainland of China being governed by the PRC, instead, Taiwan pertains to the ROC, wh ...
Early Learning Center PortfolioSPED 293C Assignment Outline.docx
Early Learning Center Portfolio
SPED 293C Assignment Outline
*For this assignment you will be creating an Early Learning Center. You must include young children with exceptional needs within your program. You may work in teams or individuals for this assignment.*
The following outline is required for the Early Learning Center:
Name of Center
· Create a name for your center. (Ex. Bright Minds Early Learning Academy)
Philosophy
· What type of Early Learning philosophy will your center embrace? Please describe. (Ex. Waldorf, Montessori, Reggio, co-op, play-based, art infused, etc.)
Mission Statement
· What is the mission of your Early Learning Center? What are your goals? What is your target population?
· You can create an inclusive center that includes students with exceptional needs, or it can be a center exclusively for young children with exceptional needs.
· It can be a center for children 6 weeks to 5 years or just preschool age (4-5).
· What is your target population? (Ex. lower SES, local community or college parents) Are you going to partner with a university, YMCA, or school district?
Center Layout(Physical Layout)
· Create a layout of your entire center with a visual and written description.
· Please indicate the number of classrooms.
· Indicate other types of rooms- sensory room, indoor gym/motor room, therapy room, cafeteria, offices, support staff rooms, etc.
Staffing/Personnel
· Indicate the number of staff required for your Early Learning Center. You do not have to include all indicated below, but those pertinent to your program.
· Teachers
· Teaching Assistants
· Directors/Lead Staff
· Support Staff: OT, PT, Speech Therapist, Counselor, or Nursing
· Additional Staff: parent volunteers, fieldwork students
Classroom Layout
· Create a layout of one of your classrooms.
· Indicate a carpet area, quiet area, various stations (i.e. blocks, dress up), table areas, etc.
Classroom Management
· Outline procedures for the learning center/classrooms:
· Indicate 3-5 learning center/classroom rules
· Acknowledgment system
· Corrective consequence system
Thematic Lesson Plan Outline
· Using the thematic lesson plan outline provided to you, create a theme based lesson plan outline. Design at least 2activities in each of the eight designated topic areas.
Please be prepared to formally share out your Early Learning Center with a PowerPoint.
DUE: May 4th
Sensory Activities for Early Childhood
SPED 293C
All preschool teachers, especially those working with children with exceptional needs, are using important techniques utilized by skilled Occupational Therapists. When a child stimulates their senses they are sending signals to their brain that helps to create and strengthen neural pathways important for: Motor Skills, Cognitive Development, Communication, Social and Emotional Skills, Functional Tasks, and the development of Sense of Self.
Activity: You have just viewed a clip of an Occupational Therapist demonstrating some sensory
activitie ...
Early Intervention Research Paper CriteriaExemplary Proficie.docx
Early Intervention Research Paper
Criteria
Exemplary
Proficient
Emerging
Unacceptable
Points Obtained
Abstract
(5 points)
The candidate includes an abstract that provides an overview of the paper contents and conclusions drawn.
The candidate includes an abstract that provides an overview of the contents of the paper.
The candidate writes an abstract, but it is similar to the introduction.
The candidate does not include an abstract in the paper.
Introduction
(5 points)
The candidate provides an introduction to the topic; it covers key concepts and key sources to aid the reader in understanding the topic; and the introduction clearly aids the reader in understanding the connection of the topic to the foundations of Early Childhood Special Education (e.g. historical connections, principles and theories, relevant laws, policies, etc.); references are cited.
The candidate provides an introduction to the topic; it covers key concepts that aid the reader in understanding the topic; and the introduction aids the reader in understanding the connection of the topic to the foundations of Early Childhood Special Education (e.g. historical connections, principles and theories, relevant laws, policies, etc.); references are cited.
The candidate provides an introduction that is a brief statement on the purpose of the paper and little else; no references are cited.
The candidate provides no clear introduction.
Criteria
Exemplary
Proficient
Emerging
Unacceptable
Points Obtained
Literature Review
(35 points)
The candidate reviews key peer reviewed articles on the topic; the candidate provides a summary of important content from each piece; strong transitions provide connections between the pieces; the contents provide a clear and comprehensive view of the social issue in Early Childhood Special Education.
The candidate reviews literature that are peer reviewed articles on the topic; the candidate summarizes each piece and includes transitions to connect the works described; the contents provides a clear view of the current social issue in Early Childhood Special Education.
The candidate reviews literature that are peer reviewed articles, most of which are marginally related to the topic.
The candidate reviews the literature from a variety of sources, not solely from peer reviewed articles; some literature is not appropriate for the topic.
Discussion
(35 points)
The candidate discusses the topic in a comprehensive fashion and shares her or his thoughts on the subject; the candidate reflects on the literature in a cohesive fashion in the discussion, and proper references are included to the literature reviewed in the previous section.
The candidate discusses ideas related to the topic; information is linked to the literature, and references the literature cited in the previous section.
The candidate provides a short discussion with only one or two of his or her thoughts on the topic; no references are provided.
The candidate provides no di ...
EARLY IMMIGRANT IN MINNESOTA4Early immigrant in Mi.docx
EARLY IMMIGRANT IN MINNESOTA 4
Early immigrant in Minnesota
Running head: EARLY IMMIGRANT IN MINNESOTA 1
Minnesota is a land known for its heavy welcome of immigrants. Minnesota has been regarded as a state of immigrants. The first residents, the American Indians, all arrived from different locations and origins. The names of the localities, the waterways and the landmarks around the Minnesota state reflects the waves of immigration that occurred between the 19th and 20th century. Today, immigrants comprise approximately 13% of the Minnesota’s population. In this article, we seek to explore the experiences of the early immigrants in Minnesota. Although there are many immigrants in Minnesota from different locations, this study will focus primarily on the experiences of Hmong, Karen, Latino, Liberian and Somali immigrants.
Land and family were significant assets for the immigrants in the Minnesota state. Particularly, it is important to note that there are different groups of people who took refuge as immigrants in Minnesota (Oestergen, 1981). The Latino community makes up the largest proportion of the foreign-born population living in Minnesota. Approximately 7% of the people living in Hennepin and Ramsey counties are Latino. The Hennepin and Ramsey counties are homes to over 64000 people from the Hmong communities. Approximately 3000 Karen refugees came into Minnesota fleeing the violence and war experienced in Burmese civil war. Finally, the United States became home to Liberian and Somali refugees following the civil wars in their countries. Approximately 32 000 refugees from Somali live in Minnesota since the 1990s. Land was owned by families and the immigrants depended on the transition of the land through family lineages. The inheritance of land from one individual to another was done according to the customs and the cultural beliefs of the people involved. Land was particularly used for settlement and agricultural purposes. Other immigrants could also obtain land through purchasing from other land owners (Oestergen, 1981).
For the first immigrants, getting to Minnesota was the first major challenge they experienced. Even if they possessed the wherewithal to their passage, the journey across the ocean often lasted for numerous weeks in overcrowded and unhealthy conditions. According to Johnson (2014), the immigrants often faced attacks from the other ethnic groups that came into Minnesota. As a result of the difference in ethnicity, Johnson (2014) explains that language barrier became a major challenge especially because most of the immigrants chose to retain their native language. While many modern refugees arrive in the western countries through the use of planes, early refugees used ships with significant proportions of those onboard dying from the strong and cold winds on the ocean. They experienced anxiety and hardships especially in cases where they had to be separated from their relatives whom they had to wait for months ...
Earned Value AnalysisTracking Project ProgressWh.docx
Earned Value Analysis
Tracking Project Progress
What Is Earned Value?The dollar amount you planned to spend for the work actually completed
Earned Value is the budgeted cost of the work that has actually been performed/completed
Earned Value = Budgeted Cost of the Work Performed (BCWP)
What Is Earned Value Analysis (EVA)?
EVA enables the project progress to be tracked in terms of:
The work that has actually been completed
--- Compared To ---
The work that was scheduled to be completed
Why Is Earned Value Analysis Important?EVA enables the project team to know:If the project is ahead of, or behind schedule
How far the project is ahead of, or behind schedule
If the project is over or under budget
How much the project is over or under budget
Why Is Earned Value Analysis Important?EVA enables the team to address the project’s triple constraints earlier rather than later Scope – re-prioritize/reduce requirements
--- and/or ---
Schedule – adjust the timeline
--- and/or ---
Cost – request additional funding
The Components of Earned Value Analysis WBS – Work Breakdown StructureIdentifies products to be delivered by the project Products or sub-products should be broken down to what can be completed in 80 hours (“80-hour rule”), when applicable
Provides the basis for Distinct products or sub-products – which help to provideValid estimates – which enableTracking earned value / project progress
The Components of Earned Value Analysis Earned Value (EV) ---- or BCWPThe budgeted cost of the work actually performed How much work was actually completed
Planned Value (PV) ---- or BCWSThe budgeted cost of the work scheduled to be performed How much work should have been completed
Actual Cost (AC) ------- or ACWPThe actual cost of the work performedHow much money has been actually spent
The Components of Earned Value AnalysisBudget at Completion (BAC)Dollar amount originally budgeted to complete the project
Estimate at Completion (EAC)Estimate of dollar amount needed to complete the project
Variance at Completion (VAC)Estimate of the dollar amount projected above or below budget
Schedule at Completion (SAC)Projection of the time needed to complete the project
The Components of Earned Value Analysis
Schedule Variance (SV)The work completed vs. the work planned to be completed
SV = (Earned Value – Planned Value)
Tells us if the project is ahead of, or behind schedule
Negative value means the project is behind schedule
The Components of Earned ValueSchedule Performance Index (SPI)Utilized to forecast how long it will take to complete the project
SPI = (Earned Value / Planned Value)
Tells us if the project is ahead of, or behind schedule
Less than 1.00 means the project is behind schedule
The Components of Earned Value
Cost Variance (CV)What we planned to spend on the work completed vs. what was actually spent on the work completed
CV = (Earned Value – Actual Cost)
Tells us if the project is over or under budget ...
EARLY IMMIGRANT IN MINNESOTA2Early immigrant in Mi.docx
EARLY IMMIGRANT IN MINNESOTA 2
Early immigrant in Minnesota
Running head: EARLY IMMIGRANT IN MINNESOTA 1
Minnesota is a land known for its heavy welcome of immigrants. Minnesota has been regarded as a state of immigrants. The first residents, the American Indians, all arrived from different locations and origins. The names of the localities, the waterways and the landmarks around the Minnesota state reflects the waves of immigration that occurred between the 19th and 20th century. Today, immigrants comprise approximately 13% of the Minnesota’s population. In this article, we seek to explore the experiences of the early immigrants in Minnesota. Although there are many immigrants in Minnesota from different locations, this study will focus primarily on the experiences of Hmong, Karen, Latino, Liberian and Somali immigrants.
Land and family were significant assets for the immigrants in the Minnesota state. Particularly, it is important to note that there are different groups of people who took refuge as immigrants in Minnesota (Oestergen, 1981). The Latino community makes up the largest proportion of the foreign-born population living in Minnesota. Approximately 7% of the people living in Hennepin and Ramsey counties are Latino. The Hennepin and Ramsey counties are homes to over 64000 people from the Hmong communities. Approximately 3000 Karen refugees came into Minnesota fleeing the violence and war experienced in Burmese civil war. Finally, the United States became home to Liberian and Somali refugees following the civil wars in their countries. Approximately 32 000 refugees from Somali live in Minnesota since the 1990s. Land was owned by families and the immigrants depended on the transition of the land through family lineages. The inheritance of land from one individual to another was done according to the customs and the cultural beliefs of the people involved. Land was particularly used for settlement and agricultural purposes. Other immigrants could also obtain land through purchasing from other land owners (Oestergen, 1981).
For the first immigrants, getting to Minnesota was the first major challenge they experienced. Even if they possessed the wherewithal to their passage, the journey across the ocean often lasted for numerous weeks in overcrowded and unhealthy conditions. According to Johnson (2014), the immigrants often faced attacks from the other ethnic groups that came into Minnesota. As a result of the difference in ethnicity, Johnson (2014) explains that language barrier became a major challenge especially because most of the immigrants chose to retain their native language. While many modern refugees arrive in the western countries through the use of planes, early refugees used ships with significant proportions of those onboard dying from the strong and cold winds on the ocean. They experienced anxiety and hardships especially in cases where they had to be separated from their relatives whom they had to wait for months ...
Eastman Kodak CompanyHaley Duell5122016.docx
Eastman Kodak Company
Haley Duell
5/12/2016
BUS/475
Eastman Kodak Company
The consumer electronic field is a great and also equally competitive business area. Different companies usually design different techniques to and outsmart their fellow business counterparts. They do this via developing various business promotional methods and marketing designs. Companies normally review their marketing strategies from time to time in order to ensure that they make maximum profits in their businesses, the do this due to changing internal and external factors of their business enterprises that they view as factors that slow their advancement. Most of the marketing departments have the likelihood of considering their consumers wants, they have a tendency to make or design products that are very much appealing and motivating to their customers. They do this to ensure customer satisfaction and ultimately they do this to ensure that their company makes maximum profit. Most of the marketing departments try to understand consumer feedback concerning their products therefore they have set up forums to ensure that they get the consumer feedback in order to think of even more interesting strategies that will ensure the companies maximum profit and sustainability in the market. To increase its competitiveness in the industry, the company should produce a new middle range smart phone in the market,
1.1 Brief Description of the company
Eastman Kodak is part of one of the growing largest multi-billion dollar corporations in the world. In 2007 it exceeded the $100bn mark in annual sales for the first time in its history. This makes it one of the world's top three companies in the electronics industry where only two other companies, Siemens and Hewlett-Packard, have posted larger revenues. The name Eastman Kodak literally means grow Group’s dominance in two further sectors: Eastman Kodak Heavy Industries and Eastman Kodak Engineering and Construction. If you are talking innovation in Eastman Kodak walks the walk and is now the established leader in consumer electronics, providing a range of leading-edge premium products and, in their own words, ‘leading the digital convergence revolution’. In so doing Eastman Kodak has made a remarkable transformation from copy-cat manufacturer to become Asia's most valuable technology company.
1.2 Organizational Structure
As of 2013, Eastman Kodak Electronics has established 15 regional headquarters, 54 global sales offices, 38 global production facilities and 34 global R&D centers.
Eastman Kodak consists of three main divisions: Consumer Electronics, IT & Mobile Communications and Device
Solution
s. Each division consists of several subsidiary divisions.
1.3The product being offered
To increase its competitiveness in the market, the company should introduce a new mid-range smart phone, Blast, targeting the middle class consumers and the teenage population in third countries who are the largest consumers of mobile ...
Earth Systems Engineering and ManagementCEE 400Week 5.docx
Earth Systems Engineering and Management
CEE 400
Week 5: Complex Systems
Earth Systems Engineering and Management
*
Complex Systems: TermsSystems are groups of interacting, interdependent parts linked together by exchanges of energy, matter and informationComplex systems are characterized by:Strong (usually non-linear) interactions between the partsComplex feedback loops that make it difficult to distinguish cause from effectSignificant time and space lags, discontinuities, thresholds, and limitsOperation far from equilibrium in a state of constant adaptation to changing conditions (at the edge of deterministic chaos)
Adapted from R. Costanza, L. Wainger, C folk, and K. Maler, “Modeling Complex Ecological Economic,” BioScience 43(8): 545-55
Four Types of ComplexityStatic complexity (or just complicated): many nodes and links (a 747 sitting on the ground)Dynamic complexity: system operating through time (747 in flight, controlled by air traffic control)Wicked complexity: integrates human systems (global air transport as a system)Earth systems complexity: integrated built/natural/human systems at regional and global scale (e.g., effect of 747 on disease patterns, and on eco-touorism)
Evolution of Complex Adaptive Systems All complex systems evolve in response to changing boundary conditions and internal dynamics – so known as “Complex Adaptive Systems”. Evolution occurs as the result of three mechanisms linked in complicated ways:
Information storage and transmission Mutation (generation of new alternatives for system agents Selection among alternative based on performance given internal states and external boundary conditions
Where Complex Adaptive Systems LiveIf too many strong linkages among parts of a system, it cannot adapt; any mutation is rapidly damped out.If not enough linkages, also cannot adapt; mutation can’t be preserved in new system state.Therefore, CASs live between stasis and randomness
Human Systems vs. Non-Human Systems
(The “Wicked” vs. The “Tame”)
Wicked Systems:
1. Policy problems cannot be definitively described
2. There is nothing like an indisputable public good
3. There are no objective definitions of equity
4. Policies for social problems cannot be meaningfully correct or false
5. There are no “solutions”in the sense of definitive, objective answers
6. There is no optimality
Source: H.W.J. Rittel and M. M.Webber, “Dilemmas in a General Theory Planning,” Policy Scenes 4 (1973), pp. 155-169
Policy Implications
of Simple (S) vs Complex (C) Systems
Function as Displayed by System
Information
Centralized command-and-control feasible
System management by adjusting forcing behavior; command-and-control contraindicated
Causality
Centralized command-and-control to endpoint (effect) feasible
Function
Type
Policy Implication
S
Centralized; system is “knowable”
C
Information diffused throughout the system; some embedded in system structure; system too complex to be “known”
S
Linea ...
EASY Note CardsStudents need an easy” way to keep their stu.docx
EASY Note Cards
Students need an “easy” way to keep their study of vocabulary organized, and it is a smart idea to have a tool to frequently review new terms so they can shift to long-term memory. Creating and studying EASY note cards is a simple way to learn and remember enough about a new word so you can begin using it and become comfortable with it. EASY stands for:
Example – create an original sentence using the word correctly
Antonym – the word’s opposite (if there is one) or what the word is not
Synonym – a word with a similar meaning or a simplified definition
Your Logic – using prior knowledge (logic), make a personal connection to the word
word: part of speech
tone: can be positive, negative, neutral, or a combination
E-
A -
S -
Y -
MLA citation:
Insert image here:
Husk (noun) ;
tone: can be neutral or negative
E – We cracked pecans for pie and threw away the husks.
A – fruit; living inside
S – shell; dead outer layer
Y – banana peel; tamales; an old physical body
MLA for a Book: search “purdue owl”
Lastname, Firstname. Title of Book. City of Publication: Publisher, Year of Publication. Medium of Publication.
Albom, Mitch. Tuesdays with Morrie. New York: Doubleday. 1997. Print.
Bombastic (adjective);
tone: usually negative
E- Politicians are often considered bombastic, with their inflated but empty speech.
A - sincere, common, or down to earth speech
S - pretentious speech (used to impress)
Y - "players"; bravado; the song Mr. Boombastic by Shaggy
MLA for an online article: search “purdue owl”
Author(s). "Title of Article." Title of Website. Publisher. Day Mon. Year. Medium of publication. day Mon. year. (Date accessed)
Smith, Heather. “A New Way to Learn.” Thisibelieve.com. This I Believe, Inc. 31 Aug. 2011. Web. 15 Jun. 2015.
Some EASY clarification
E - an original example sentence using the word, including a context clue which illustrates the meaning (you can't say: I am bombastic. This gives no clue as to the words meaning)
A - an antonym if possible; if not, then a logical contrasted idea (what the word is not)
S - a synonym or simplified definition (in your own words that you understand; do not use a word you don’t know to define a word you don’t know!)
Y - your personal connection to the word's meaning using prior knowledge and experience of your world
(this is not a sentence, just 1-3 nouns or phrases that help you connect to the new word's meaning)
Think of tone as one of three possible scales:
Positive (+): ranging from a little bit + to very +
Negative (-): ranging from a little bit - to very -
Neutral (objective; no emotion; factual)
Some tone words
Assignment Information
You are expected to complete 25 slides following the exemplified format
Your EASY words can come from your novel or any essay you read associated with this class
This project is worth 10% of your grade
P.S. You will be expected to use 3 EASY words within each essay for this class.
The State of Calif ...
Earthquake Activity San Francisco AreaComplete the activity o.docx
Earthquake Activity: San Francisco Area
Complete the activity on this website. Then enter your responses directly in this document and submit it for grading.
Determining the Earthquake Epicenter
Below is a map of the region for the simulated earthquake.
Measuring the S-P interval
Use the three seismograms to estimate the S-P time interval for each of the recording stations. Record your measurement for the S-P interval below:
Eureka, CA Seismic Station S-P Interval
seconds
Elko, NV Seismic Station S-P Interval
seconds
Las Vegas, NV Seismic Station S-P Interval
seconds
Determining Distance from S-P
Using the S-P graph and the estimates you made for the S-P time intervals for the three seismograms, complete the table below. The horizontal grid is in one second intervals.
Station
S-P Interval
Epicentral Distance
Eureka, CA
seconds
KM
Elko, NV
seconds
KM
Las Vegas, NV
seconds
KM
Compute Your % Error
For each of the stations, compute your % error for the S-P Interval and Epicentral Distance. The formula for % Error is:
Your Data
Actual Data
% Error
Recording Station
S-P Interval
Epicentral Distance
S-P Interval
Epicentral Distance
S-P Interval
Epicentral Distance
Eureka, CA
sec
km
sec
km
Elko, NV
sec
km
sec
km
Las Vegas, NV
sec
km
sec
km
Richter Magnitude
Measure the maximum amplitude of the S-wave for each seismogram and record your estimate in the box below the seismogram. Note that although only one amplitude measurement is necessary, you should measure the amplitude for each of the three stations. This will enable you to determine the magnitude value as an average of three values, thus increasing the likelihood that you are accurate in your estimate.
Eureka, CA Maximum S Wave Amplitude
Elko, NV Maximum S Wave Amplitude
Las Vegas, NV Maximum S Wave Amplitude
Estimated Magnitude
Actual Magnitude
Earthquake Activity:
San Francisco
Area
Complete the activity on
this website
. Then enter your responses directly in this document and submit
it
for grading.
Determining
t
he Earthquake Epicenter
Below is a map of the region for the simulated earthquake.
Measuring the S
-
P interval
Use the three seismograms to estimate the S
-
P time interval for each of the recording stations. Record
your measurement for
the S
-
P interval below:
Eureka, CA Seismic Station S
-
P Interval
seconds
Elko, NV Seismic Station S
-
P Interval
seconds
Las Vegas, NV Seismic Station S
-
P Interval
seconds
Earthquake Activity: San Francisco Area
Complete the activity on this website. Then enter your responses directly in this document and submit it
for grading.
Determining the Earthquake Epicenter
Below is a map of the region for the simulated earthquake.
Measuring the S-P interval
Use the three seismograms to estimate the S-P time interval for each of the recording stations. Record
your measurement for the S-P interval below:
Eureka, CA Seismic Station S-P Interval seconds
Elk ...
EARLY IMMIGRANT IN MINNESOTA10Early immigrant in M.docx
EARLY IMMIGRANT IN MINNESOTA 10
Early immigrant in Minnesota
Running head: EARLY IMMIGRANT IN MINNESOTA 1
An observation of Minnesota’s demographic statistical figures created by government officials is likely to show a white tapestry with joint a few scattered threads of color. However, there are those that would argue that this representation is inaccurate and that it is not a true account of the demographic history of Minnesota. It is worth pointing out that over the past 150 years, there have been immigrants from over 60 countries who have come to Minnesota and created a state which however on the face of it may seem homogenous, it enjoys a great legacy that has a rich cultural diversity. The new land of Minnesota presented a new life to these immigrants whereby they encountered new opportunities, made new relations and also encountered new opportunities. This paper therefore intends to look in to the immigration history of Minnesota ranging from the factors that attracted immigrants, impacts of immigration, challenges encountered by the immigrants to advantages of the immigration wave.
Minnesota is a land known for its heavy welcome of immigrants. Minnesota has been regarded as a state of immigrants. The first residents, the American Indians, all arrived from different locations and origins. The names of the localities, the waterways and the landmarks around the Minnesota state reflects the waves of immigration that occurred between the 19th and 20th century. Today, immigrants comprise approximately 13% of the Minnesota’s population. In this article, we seek to explore the experiences of the early immigrants in Minnesota. Although there are many immigrants in Minnesota from different locations, this study will focus primarily on the experiences of Hmong, Karen, Latino, Liberian and Somali immigrants.
Land and family were significant assets for the immigrants in the Minnesota state. Particularly, it is important to note that there are different groups of people who took refuge as immigrants in Minnesota (Oestergen, 1981). The Latino community makes up the largest proportion of the foreign-born population living in Minnesota. Approximately 7% of the people living in Hennepin and Ramsey counties are Latino. The Hennepin and Ramsey counties are homes to over 64000 people from the Hmong communities. Approximately 3000 Karen refugees came into Minnesota fleeing the violence and war experienced in Burmese civil war. Finally, the United States became home to Liberian and Somali refugees following the civil wars in their countries. Approximately 32 000 refugees from Somali live in Minnesota since the 1990s. Land was owned by families and the immigrants depended on the transition of the land through family lineages. The inheritance of land from one individual to another was done according to the customs and the cultural beliefs of the people involved. Land was particularly used for settlement and agricultural purposes. Other immigrants co ...
Earthquake PreparednessWork individually and in groups t.docx
Earthquake Preparedness
Work individually and in groups to understand the problem, propose solutions, and prioritize steps to be taken. Discuss what information you would like to have and why, and how that information would help you better prepare.
Develop a department specific plan making sure that as a group, all aspects of preparation are being covered.
Earthquake Preparedness
Part One – Your Department’s Plan
What you already know - capabilities
What you need to know – prioritized list
What you’d like to know – prioritized list
Steps to implement your plan
Resource allocation (percent of manpower, finances, etc)
Cooperation with other departments
Reasonable timeline
Identify limitations of your plan
Use a format that fits your department’s needs.
Earthquake Preparedness
Part Two - Your Personal Plan
- Identify hazards and potential mitigation measures
- “Build” an emergency kit
- Write out your emergency plan (online resources have templates)
Earthquake Preparedness
A portion of your grade is based on your participation during class time.
Work together, be respectful, and develop a well thought out plan for our city.
DeptNameDeptNameFIRE/HAZMATjuliePORTAbePOLICEmattAIRPORTSarahPARKS AND RECJennaCUSTOMSTabithaBUILDINGTracyNUCLEAR PLANTJamiePOWERmariDAMEricWATERJosephFOREST SVCKristianaCOMMUNICATIONSStoreyAIR QUALITYFranklinSEWERCandaceSEARCH AND RESCUEBLAKEPUBLIC HEALTHLindsaySHELTERAriel HOSPITALsonyaFOODCameronEDUCATIONoliverCOAST GUARDJeremiahTRANSPORTATIONseanANIMAL CONTROLcarlyCONSTRUCTIONDevin
...
Early Head Start Relationships Associationwith Program Outc.docx
Early Head Start Relationships: Association
with Program Outcomes
James Elicker
Human Development and Family Studies, Purdue University
Xiaoli Wen
Early Childhood Education, National College of Education, National Louis University
Kyong-Ah Kwon
Department of Early Childhood Education, Georgia State University
Jill B. Sprague
Human Development and Family Studies, Purdue University
Research Findings: Interpersonal relationships among staff caregivers, parents, and children have
been recommended as essential aspects of early childhood intervention. This study explored the
associations of these relationships with program outcomes for children and parents in 3 Early Head
Start programs. A total of 71 children (8–35 months, M ¼ 20), their parents, and 33 program
caregivers participated. The results showed that caregiver–child relationships were moderately
positive, secure, and interactive and improved in quality over 6 months, whereas caregiver–parent
relationships were generally positive and temporally stable. Caregiver–child relationships were more
positive for girls, younger children, and those in home-visiting programs. Caregiver–parent relation-
ships were more positive when parents had higher education levels and when staff had more years of
experience, had more positive work environments, or had attained a Child Development Associate
credential or associate’s level of education rather than a 4-year academic degree. Hierarchical linear
modeling analysis suggested that the quality of the caregiver–parent relationship was a stronger
predictor of both child and parent outcomes than was the quality of the caregiver–child relationship.
There were also moderation effects: Stronger associations of caregiver–parent relationships with
observed positive parenting were seen in parents with lower education levels and when program
caregivers had higher levels of education. Practice or Policy: The results support the importance
of caregiver–family relationships in early intervention programs and suggest that staff need to be
prepared to build relationships with children and families in individualized ways. Limitations of this
study and implications for program improvements and future research are discussed.
Early Head Start is a federally funded community-based program for low-income families with
infants and toddlers and pregnant women, with goals to enhance child development and promote
healthy family functioning (Early Head Start National Resource Center, 2008). A guiding
Correspondence regarding this article should be addressed to James Elicker, PhD, Department of Human Development
& Family Studies, Purdue University, Fowler Memorial House, 1200 West State Street, West Lafayette, IN 47906-2055.
Early Education and Development, 24: 491–516
Copyright # 2013 Taylor & Francis Group, LLC
ISSN: 1040-9289 print/1556-6935 online
DOI: 10.1080/10409289.2012.695519
principle of Early Head Start is the importance of building pos ...
Each [art is its own paper and should be written as such- its o.docx
This document outlines a three-part assignment on persuasive writing. In part one, students are instructed to select three research topics from a provided list, identify an audience and write a preliminary thesis statement for each. They must also identify two credible sources for each topic. Part two requires choosing one topic and writing a 1-2 page research proposal that further develops the thesis and outlines the paper. Part three involves writing a 3-4 page persuasive paper on the chosen topic that presents a problem and proposes a solution, supported with references. The document provides detailed formatting guidelines and learning outcomes for the assignment.
Early Adopters Who needs Those…As technology spreads faster and.docx
Early Adopters: Who needs Those…
As technology spreads faster and product cycles get shorter, late adopters are an increasingly numerous and influential consumer group
IPhones, Tablets and FitBits are examples of technology late adopters are slow to embrace. WSJ's Charlie Wells joins Lunch Break with Tanya Rivero and discusses reasons why they wait to buy new gadgets and how companies market to them. Photo: iStock/Cindy Singleton
By
Charlie Wells
Updated Jan. 26, 2016 4:49 p.m. ET
Dustin Schinn still isn’t sure if he wants an iPhone. He once gave a friend cash to order an Uber for him because he still hasn’t downloaded the car-service app. A friend recently tried to get him onto Tinder, the mobile dating service, but had to install an app called Dater, because Mr. Schinn is still using a Blackberry.
Mr. Schinn, a 27-year-old Washington, D.C., resident, is a late adopter. And he’s proud of it.
“People make fun of me,” Mr. Schinn says. “But I often don’t feel the need for these new technologies...They require you to sort of constantly adapt to something new, and I often feel this is just unnecessary.”
Many people are late adopters or know one. When it comes to technological adoption, as much as 16% of the population is considered to be in the “laggard” category, with another 34% encompassing a “late majority,” according to a landmark 1962 study about the spread of new ideas and technology by the late University of New Mexico professor Everett Rogers. His theories have since been widely applied to everything from laptop computers to mobile phones.
Technical definitions of the term “late adopter” vary. Loosely speaking, it is a person who buys a product or service after half of a population has done so. Late adopters tend to share certain characteristics: They are skeptical of marketing and tend to point out differences between advertised claims and the actual product. They often value a product’s core attributes, ignoring the bells and whistles intended to upsell the latest model. They may not try something new until weeks, months or even years after the crowd has moved on.
The Paths of Late Adopters (scroll down to continue reading)
From left: Dustin Schinn; Ryan Fissel; Tnder; Uber
A 19th century French sociologist, Gabriel Tarde, explored how technologies spread as a result of imitation of the elite. In his day, late adopters were pigeon-holed as less educated, from a lower social class and with less purchasing power than innovators and early adopters. Terry Clark, professor of sociology at the University of Chicago who has written on Tarde, says technological and societal changes mean that today’s late adopters exist in all income, educational and social groups.
Ryan Fissel, a 35-year-old Columbus, Ohio, resident, is a late adopter; he tried Uber for the first time last year. He says he doesn’t really have financial reasons for waiting for the latest Hollywood releases to come to the Redbox DVD-rental before seeing them. It’s just ...
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