Jenessa letter of rec
•Download as DOCX, PDF•
0 likes•30 views
Jenessa Kerl has been an exemplary employee since 2015, easily ranking in the top five of the thousands of associates the author has seen over 20+ years. Unlike many in her millennial generation, she has a positive attitude, strong work ethic, and level head. She never complains, is always on time and in uniform, stays busy without needing extra tasks, and avoids drama by understanding situations before reacting. The author recommends her as a great asset to any organization and someone he would trust to watch his children.
Report
Share
Report
Share
Recommended
June 25
Paul Jones, CEO of Patriot Memory, recommends Sandra Chang for any position utilizing her friendly personality. Jones regularly visits Patriot's Taipei branch office where he has come to know Chang as a lovely, energetic, intelligent, and friendly person who makes his stays in Taiwan very comfortable and efficient. Anyone hiring Chang would be lucky to have her, according to Jones.
Ashlyn Linville Moore
Ashlyn Linville Moore is a meticulous, hardworking, and dedicated professional. As a National Account Manager, she met many challenges through her ability to assess limitations and seek help. She is pleasant, believes in positive motivation, and can accomplish multiple tasks to ensure project success. Her recommender, Amanda Tirador, fully endorses Ashlyn for any position requiring complex work.
Personal Reference
Michelle So is recommended for employment by Joanne So. Michelle is hardworking, courteous, and a quick learner who has never hesitated to take on new responsibilities. She has natural leadership abilities and repeatedly served as a mentor in all situations. Michelle is also a creative thinker who is always mindful of fiscal issues that could arise.
JeffreyReasnerReferenceLetter
Jeffrey Reasner has worked at the Foglia YMCA for the past four years in multiple departments, including Youth Sports, Day Camp, School Age Child Care, Kindergarten Enrichment, Membership, and Special Events. He goes above and beyond in all tasks and takes initiative without needing to be asked. Jeffrey is described as a joy to work with who creates a welcoming and encouraging environment for students. The letter writer highly recommends Jeffrey for any position due to his strong work ethic, respectfulness, organization, reliability, and leadership skills.
Barbara recommendation Doreen
Doreen Capasso, an executive assistant at Verizon, is writing to recommend Barbara Friday for a new position. Ms. Capasso has worked closely with Ms. Friday, interacting with her almost daily. She describes Ms. Friday as extremely professional, polite, smart, quick, and friendly. Most importantly, Ms. Friday goes above and beyond in her job, finding creative solutions to problems and brainstorming ways to accommodate more meetings than available conference room space allows. Ms. Capasso believes these traits would make Ms. Friday an asset to any organization.
Women have always been good at managing
Women are good managers based on their abilities to multitask, handle pressure, and manage both home and work responsibilities well. However, some comments suggest that while women have skills that make them well-suited as managers, it may not be possible for them to compete directly against men or that they need male support to be successful managers. Overall, the document discusses both the management capabilities of women but also notes potential limitations compared to men.
Letter of Recommendation
This letter provides a strong recommendation for Jasmin Dahl, praising her work ethic, attention to detail, positive attitude, dedication, and role as a key player and intricate part of Hibachi Hut. The manager states Jasmin is hard-working, personable, and has overcome all challenges, recommending her highly.
Kevin Moore Rec letter
Kevin Moore worked for futurehouseTM for a year and demonstrated exceptional character and integrity through his hard work and consideration of the company's needs. The president of futurehouseTM, Tim Crandall, highly recommends Kevin for any new position and writes this letter of recommendation with great enthusiasm, stating that Kevin is a person of exceptional quality.
Recommended
June 25
Paul Jones, CEO of Patriot Memory, recommends Sandra Chang for any position utilizing her friendly personality. Jones regularly visits Patriot's Taipei branch office where he has come to know Chang as a lovely, energetic, intelligent, and friendly person who makes his stays in Taiwan very comfortable and efficient. Anyone hiring Chang would be lucky to have her, according to Jones.
Ashlyn Linville Moore
Ashlyn Linville Moore is a meticulous, hardworking, and dedicated professional. As a National Account Manager, she met many challenges through her ability to assess limitations and seek help. She is pleasant, believes in positive motivation, and can accomplish multiple tasks to ensure project success. Her recommender, Amanda Tirador, fully endorses Ashlyn for any position requiring complex work.
Personal Reference
Michelle So is recommended for employment by Joanne So. Michelle is hardworking, courteous, and a quick learner who has never hesitated to take on new responsibilities. She has natural leadership abilities and repeatedly served as a mentor in all situations. Michelle is also a creative thinker who is always mindful of fiscal issues that could arise.
JeffreyReasnerReferenceLetter
Jeffrey Reasner has worked at the Foglia YMCA for the past four years in multiple departments, including Youth Sports, Day Camp, School Age Child Care, Kindergarten Enrichment, Membership, and Special Events. He goes above and beyond in all tasks and takes initiative without needing to be asked. Jeffrey is described as a joy to work with who creates a welcoming and encouraging environment for students. The letter writer highly recommends Jeffrey for any position due to his strong work ethic, respectfulness, organization, reliability, and leadership skills.
Barbara recommendation Doreen
Doreen Capasso, an executive assistant at Verizon, is writing to recommend Barbara Friday for a new position. Ms. Capasso has worked closely with Ms. Friday, interacting with her almost daily. She describes Ms. Friday as extremely professional, polite, smart, quick, and friendly. Most importantly, Ms. Friday goes above and beyond in her job, finding creative solutions to problems and brainstorming ways to accommodate more meetings than available conference room space allows. Ms. Capasso believes these traits would make Ms. Friday an asset to any organization.
Women have always been good at managing
Women are good managers based on their abilities to multitask, handle pressure, and manage both home and work responsibilities well. However, some comments suggest that while women have skills that make them well-suited as managers, it may not be possible for them to compete directly against men or that they need male support to be successful managers. Overall, the document discusses both the management capabilities of women but also notes potential limitations compared to men.
Letter of Recommendation
This letter provides a strong recommendation for Jasmin Dahl, praising her work ethic, attention to detail, positive attitude, dedication, and role as a key player and intricate part of Hibachi Hut. The manager states Jasmin is hard-working, personable, and has overcome all challenges, recommending her highly.
Kevin Moore Rec letter
Kevin Moore worked for futurehouseTM for a year and demonstrated exceptional character and integrity through his hard work and consideration of the company's needs. The president of futurehouseTM, Tim Crandall, highly recommends Kevin for any new position and writes this letter of recommendation with great enthusiasm, stating that Kevin is a person of exceptional quality.
Team-Building Does Not Always Build a TeamA Behaviora.docx
Team-Building Does Not Always Build a Team:
A Behavioral Analysis
Idaho State University
MBA 6612 Spring 2015
Professor: Neil Tocher, PhD
May 5, 2015
INTRODUCTION
This behavioral analysis paper is focused on a failed organizational initiative. This situation is burned into my mind due to the complete and utter failure of what was intended to be accomplished. After taking MBA 6612, I understand that managing and leading are two very different things, but even now I am still in shock that one person can be so blind and naïve. That is why this situation sticks with me.
SITUATION OVERVIEW
I worked for an organization and they hired a new Regional Manager (RM), Carly, for Pocatello. Carly was new to management, but had been with the Company for a couple of years. Carly took over managing a somewhat dysfunctional team that did not work as well together. One of the team members, Lisa, had also applied for the RM position and was miffed that Carly had been chosen. This situation added fuel to the fire for the team not working so well together.
I had only been with the Company for two months when this whole scenario occurred. Carly announced that she was implementing weekly meetings where we were required to participate in team building exercises. The intent behind having these weekly exercises was to create bonding and some kind of cohesion for this group of people who had been at odds to some extent or another for quite some time. Some of these exercises did the exact opposite of what they were supposed to accomplish.
Every meeting was met with dread and exasperation by all of the staff. During some of the meetings, we told success stories that we had from the previous week. Other meetings we did arts and crafts together, or created “thank-you” jars to leave notes in for one another. It was all very hokey and childish. We were a team of well-trained, well-educated women who were professionals working in a professional Company.
One meeting in particular stands out to me. Carly had been experiencing quite a bit of turnover in all of the positions that she managed, so our team had an eclectic variety of newbies and “old-timers” to the Company. Lisa was still on board and going out of her way to be a pain in the rear for Carly. In this particular meeting, we were being joined by Carly’s bosses, the Director, Denise, and the VP, Tonya. Carly led the meeting and had asked us to all write one positive thing about each team member as well as one thing that each person needed to work on improving.
Denise interjected and asked us all to talk about the positive things for each team member and began writing these on the whiteboard in the conference room. We then had to all tell everyone the thing that each person needed to work on. All of us were expectedly polite with the negative thing that we identified, intentionally not trying to hurt anyone’s feelings. After each of us had announced our thoughts, Denise told us that we were all being “t ...
AIESEC
Allen George recommends Tanya Singh for a position with the recipient's organization. He has known Tanya for nine months where she worked as an International Relations Manager and excelled due to her intelligence, strong work ethic, positive attitude, teamwork skills, leadership abilities, and diligence. Tanya played a pivotal role at AIESEC and received accolades for her performance. Allen strongly believes that Tanya would be a great asset to any organization due to her dedication and potential.
My classmate writes for me to answer. I need to answer him and he.docx
My classmate writes for me to answer. I need to answer him and her can you help with these question?
1- Brain posts this one for me to answer him. It seems that you have the highest score amongst us all, which would explain your line of work. Having your own company would require for you to be at the top or close to it. An extrovert has the ability to make it very far in life, because they have the ability to shine, or take over a room, which is needed. Companies want a person of that nature; I look for it all the time when I conduct interviews.
2- Anna posts this one for me to answer her. I would say my personality is strong and sensitive.
I am currently working at a "scrap company". We have a shredder, which means we recycle metals and ship them to the mills. My organizational environment has shifted. We used to be calmer and never worried about our jobs. We were treated nicer than we are now. Our president of the company retired and the vice president took his place. When this happened things changed for the worse.
One of my traits that do not work in an organizational culture is my emotional stability. I know things bother me more than other people. This trait gets in my way a lot. My second trait is extraversion. This trait gets me in trouble if I talk too much when I work.
The effect that an organizational culture might have on the personality traits are trying to be someone you are not. Sometimes we have to act and be a certain way in the workplace. This is a hard thing to learn sometimes.
Brian posts this for me to answer him. It seems as though I am well rounded based on my score. With my lowest score being an extrovert and my highest score in openness to experience, I believe these are good qualities to have so you can influence an organization. The need to be an extrovert in an organization is a plus if you want a promotion, as it can be seen as a soft skill. Being open to experience can help a company grow, and reach place it wouldn't think it could reach. It allows people to continue to learn and grow. I have worked on property management for the last eleven years on the operations side. Working in my line of work, you need to be well rounded in order to succeed, because we wear many hats daily.
Can you reword these answers for me in your own words? DO NOT use the same words as in the sentences.
A- Neema,
Your score does show that you are well rounded, which most project managers are because they have to. They have to be able to manage any project or team they are assigned to, if your scores had a big difference between them, I think it would affect you at your job.
B- I found this video to be very interesting because I had never thought of it that way. I do show that it is possible to change behavior to improve the environment of the workplace. It is very nice to work in a workplace where everyone works in harmony. When you get that person who doesn't want to work with others nicely it not only creates ...
Josie Recomendation
This letter provides a strong recommendation for Josie Rivera as an employee. The writer worked with Ms. Rivera for 3 years and observed her to be in the top 10% of all employees. Ms. Rivera is praised for being a self-starter, focusing on problems and solutions, having a good sense of humor, being organized, thinking outside the box, not giving up easily, being timely, a quick learner, curious, flexible, and able to work well with others. The writer is confident that anyone who hires Ms. Rivera will benefit from her abilities and skills.
Career Summary
Andrea Bradley has over 5 years of experience in client relations and is passionate about helping others. She works well both independently and as part of a team in a structured but lighthearted environment. Her skills in de-escalating situations calmly and her qualifications in counseling and human services make her a great fit for advancing her career in this field by helping clients get back on track. Her long term goals include helping as many people as possible achieve their goals in a familiar, comfortable setting while also advancing her own career through gaining more experience in the industry.
140210125107
This document profiles a woman named Mina Ben Shah who is a leader and contributor in her community. She is 47 years old, studied up until 10th standard, and has over 25 years of experience as a homemaker and 35 years of experience running a small business with her husband. As the leader of a local organization, she works to empower other women and children in need by providing resources and building their confidence. Her goals are to increase awareness of the organization and help as many people as possible through her contributions of time and assistance.
Sji leadership assignment
Noreen Russo, the manager being interviewed, has worked at Catholic Charities for 12 years, starting as a call center employee and moving up to her current role managing the Junior Board. She discussed her leadership development journey and influential mentors like Kathy Donahue and Father Wayne who exemplify servant leadership. Noreen aims to emulate this style of leadership, treating all employees with kindness, celebrating their work, and keeping the team strong through collaboration. The interviewee observed Noreen's calm and organized leadership style firsthand and hopes to cultivate a similar respectful, collaborative approach in their own career.
WGS biography Project
The document summarizes an interview conducted with the interviewer's mother. It provides details about the interviewee such as her role as department head of customer relations at an automotive company, being 49 years old, and being a first generation American. The interviewer chose her mother as someone who is a role model and has succeeded despite obstacles as a woman. The interview consisted of questions about role models, changes in gender roles over her lifetime, feminism, experiences with discrimination, how she fits gender roles, and how gender is viewed differently in the workplace.
Revised wgs biography
The document summarizes an interview between a mother and her daughter. The interview took place on January 4, 2013 at the mother's home in Clark, NJ. The mother works in the automotive industry as the department head of customer relations management. She is 49 years old and the first generation in her family born in America. The daughter chose to interview her mother because she is her role model and has succeeded despite barriers as a woman in a male-dominated field.
Mariah
Mariah Taylor is writing a letter of recommendation for her former supervisor Rhonda Kopelli. Taylor worked under Kopelli for 1.5 years at the Millionair Club Charity, where Kopelli was the Director of Employment and Strategic Partnerships. Kopelli inspired Taylor to achieve more through her exceptional work ethic and leadership. Kopelli had an in-depth knowledge of her department and was generous with sharing her expertise. Kopelli is reliable, adaptable, thinks creatively, and would be an asset to any organization.
Letter-Boss
Tuan Huynh, the General Manager of LensCrafters, writes a letter of recommendation for Ashley, an employee of over a year. He describes Ashley as hardworking, dependable, trustworthy, knowledgeable, and always willing to help others. Huynh says Ashley is never late, rarely calls in sick, and can be relied on to complete difficult tasks. Despite being a college student, Ashley was always willing to work extra hours and maintained good grades. Huynh believes any company that hires Ashley will benefit from her positive impact on both the business and its employees.
Wgs biography
The document summarizes an interview with the interviewer's mother about her career and experiences in the workplace. It provides details such as her mother works in the automotive industry as a department head, is 49 years old, and was the first in her family to be born in America. The interview explored topics like role models, changes in gender roles over her lifetime, discrimination experienced, and differences in how men and women are treated and perceived in the workplace.
My Leadership Philosophy Final Draft
The document outlines the author's leadership philosophy in 7 areas:
1) Qualities of an effective leader include compassion, humility, believing in others, and giving 110% effort.
2) The author will maintain a positive work ethic, encourage others, seek solutions to problems, and be dependable.
3) The author values family but also expects team members to put work responsibilities first when needed.
4) The author aims to treat all team members equally without favoritism based on ability rather than seniority.
5) The author is committed to developing their own and their team's skills in a learning environment.
6) Effective communication, both sending and receiving messages, is important for leadership.
Reference leter_Peter F. Young
This letter is a recommendation for Tija Tuherma's application for a position. The writer has known Tija for some time and worked closely with her. Tija is described as talented, able to handle job demands and think critically. She is a balanced person who seeks different perspectives and middle ground. Tija is also diligent, pays close attention to detail, and can work well with diverse colleagues. The writer believes Tija will be a role model and gives her time and energy to help others. In conclusion, the writer wholeheartedly recommends Tija for the position and company, describing her as the type of dynamic employee companies need.
Daniel Reference Letter
This letter provides a strong recommendation for Daniel Randskov, who interned at Heart Capital, an impact investment company. The letter highlights that Daniel displayed exemplary work ethic, diligence to detail, consideration for others, and the ability to both work independently and as part of a team. He adapted well to new environments, demanded high standards from himself while remaining easygoing, and made himself available for new opportunities and connections. The letter writer, who was Daniel's direct supervisor, believes Daniel will be a tremendous asset to any future employer and find great success due to his exceptional work and qualities.
Respond to each peer initial post with 3-4 sentences longPeer .docx
Respond to each peer initial post with 3-4 sentences long
Peer # one
Conflict is a part of any organization no matter how successful they are. I see it a lot in our voting members and to a lesser degree with our Board of Directors. Our voting members are about double the amount of the Board so I think naturally there is a little more disagreement. In order to resolve conflict, it is important to understand the reason behind the issue. Then it is important to follow through with addressing the situation immediately after being identified. Another step in resolution includes getting as much information as possible by speaking to all parties involved.
Conflict doesn’t only happen with voting members and the Board, but also within the office. The most recent issue happened in a meeting last week. Our customer service rep cut someone off in a meeting out of frustration and it was definitely not done in a professional manner. It was incredibly uncomfortable as a meeting attendee not to mention her direct higher up and the CFO were in this meeting. I think that if this conflict isn’t resolved, it will continue to manifest in various ways and turn into one of them quitting or getting fired.
I know that this has been brewing because I try to keep the lines of communication open around the office. Our customer service rep is frustrated with our ticketing manager because he does too much. When he steps in and goes outside of his department, he gets involved in things that he doesn’t need to, puts more work on himself and ends up working additional hours that aren’t necessary. In this meeting, he ended up trying to take the lead which was not necessary. Our customer service rep got frustrated and I would describe her as yelling at him to tell him that this wasn’t his meeting to run.
I am not in a position to necessarily intervene, however, I have been talking to my Operations Director who is the direct supervisor for both of them. If I were to be able to take the lead on this, my tactic would start with meeting with them both individually. For one, to discuss what their responsibilities are and try to work toward them staying in their lane, so to speak. There are plenty of people around to help that he does not need to be the hero. When that happens, something ends up getting neglected. With the customer service rep, her general tact is nonexistent. I think the discussion with her starts with how to communicate appropriately with coworkers. This happens to be an issue with others in the office. She could achieve a lot more if she could learn how to better approach people. This wasn’t necessarily her place to step in.
I am not sure in this case, that it is necessary to bring the parties together as both issues do not seem to involve the other. If they both fixed the items I have discussed, I think it would naturally resolve any issue they have had. However, if I brought them together, the message I would convey to both is a reset of what our roles co.
Letter of Recomodation FSM
This letter is a recommendation for Ronel Kirsten for a position she has applied for. The writer worked with Ronel for 4 years where she was a Financial Services Manager. The writer says Ronel is a hardworking, motivated employee who is a great leader and ensures her staff is well-trained. The writer recommends hiring Ronel due to her positive attitude, dedication, and excellent potential.
Amgen Recommendations
Eileen Delaney worked as an administrative coordinator for Amgen's Northeast Region Sales Team for 12 months. She received glowing recommendations from her manager and colleagues for being highly organized, meticulous, and providing excellent follow up. Many said she was critical to the team's success and an invaluable asset. They praised her organizational skills, dedication, and commitment to supporting the leadership team.
letter of recommendation Kelly
Kelly Sams is highly recommended for a position by her current employer. She remains calm and focused under pressure, and is flexible and adaptive. As a problem-solver, Kelly is bright, logical, and uses resources to propose solutions. She has a strong work ethic and can be counted on to complete tasks productively without close supervision.
malik_zidell
The document is a letter of recommendation for Cher Lon Malik from her former manager Heather Zidell. Zidell describes Cher Lon as caring deeply about her work team, going above and beyond the basic job requirements. Zidell highlights how Cher Lon helped simplify her filing system and plan a successful event for over 150 executives. Zidell strongly recommends Cher Lon for any support position based on her outstanding service and skills.
More Related Content
Similar to Jenessa letter of rec
Team-Building Does Not Always Build a TeamA Behaviora.docx
Team-Building Does Not Always Build a Team:
A Behavioral Analysis
Idaho State University
MBA 6612 Spring 2015
Professor: Neil Tocher, PhD
May 5, 2015
INTRODUCTION
This behavioral analysis paper is focused on a failed organizational initiative. This situation is burned into my mind due to the complete and utter failure of what was intended to be accomplished. After taking MBA 6612, I understand that managing and leading are two very different things, but even now I am still in shock that one person can be so blind and naïve. That is why this situation sticks with me.
SITUATION OVERVIEW
I worked for an organization and they hired a new Regional Manager (RM), Carly, for Pocatello. Carly was new to management, but had been with the Company for a couple of years. Carly took over managing a somewhat dysfunctional team that did not work as well together. One of the team members, Lisa, had also applied for the RM position and was miffed that Carly had been chosen. This situation added fuel to the fire for the team not working so well together.
I had only been with the Company for two months when this whole scenario occurred. Carly announced that she was implementing weekly meetings where we were required to participate in team building exercises. The intent behind having these weekly exercises was to create bonding and some kind of cohesion for this group of people who had been at odds to some extent or another for quite some time. Some of these exercises did the exact opposite of what they were supposed to accomplish.
Every meeting was met with dread and exasperation by all of the staff. During some of the meetings, we told success stories that we had from the previous week. Other meetings we did arts and crafts together, or created “thank-you” jars to leave notes in for one another. It was all very hokey and childish. We were a team of well-trained, well-educated women who were professionals working in a professional Company.
One meeting in particular stands out to me. Carly had been experiencing quite a bit of turnover in all of the positions that she managed, so our team had an eclectic variety of newbies and “old-timers” to the Company. Lisa was still on board and going out of her way to be a pain in the rear for Carly. In this particular meeting, we were being joined by Carly’s bosses, the Director, Denise, and the VP, Tonya. Carly led the meeting and had asked us to all write one positive thing about each team member as well as one thing that each person needed to work on improving.
Denise interjected and asked us all to talk about the positive things for each team member and began writing these on the whiteboard in the conference room. We then had to all tell everyone the thing that each person needed to work on. All of us were expectedly polite with the negative thing that we identified, intentionally not trying to hurt anyone’s feelings. After each of us had announced our thoughts, Denise told us that we were all being “t ...
AIESEC
Allen George recommends Tanya Singh for a position with the recipient's organization. He has known Tanya for nine months where she worked as an International Relations Manager and excelled due to her intelligence, strong work ethic, positive attitude, teamwork skills, leadership abilities, and diligence. Tanya played a pivotal role at AIESEC and received accolades for her performance. Allen strongly believes that Tanya would be a great asset to any organization due to her dedication and potential.
My classmate writes for me to answer. I need to answer him and he.docx
My classmate writes for me to answer. I need to answer him and her can you help with these question?
1- Brain posts this one for me to answer him. It seems that you have the highest score amongst us all, which would explain your line of work. Having your own company would require for you to be at the top or close to it. An extrovert has the ability to make it very far in life, because they have the ability to shine, or take over a room, which is needed. Companies want a person of that nature; I look for it all the time when I conduct interviews.
2- Anna posts this one for me to answer her. I would say my personality is strong and sensitive.
I am currently working at a "scrap company". We have a shredder, which means we recycle metals and ship them to the mills. My organizational environment has shifted. We used to be calmer and never worried about our jobs. We were treated nicer than we are now. Our president of the company retired and the vice president took his place. When this happened things changed for the worse.
One of my traits that do not work in an organizational culture is my emotional stability. I know things bother me more than other people. This trait gets in my way a lot. My second trait is extraversion. This trait gets me in trouble if I talk too much when I work.
The effect that an organizational culture might have on the personality traits are trying to be someone you are not. Sometimes we have to act and be a certain way in the workplace. This is a hard thing to learn sometimes.
Brian posts this for me to answer him. It seems as though I am well rounded based on my score. With my lowest score being an extrovert and my highest score in openness to experience, I believe these are good qualities to have so you can influence an organization. The need to be an extrovert in an organization is a plus if you want a promotion, as it can be seen as a soft skill. Being open to experience can help a company grow, and reach place it wouldn't think it could reach. It allows people to continue to learn and grow. I have worked on property management for the last eleven years on the operations side. Working in my line of work, you need to be well rounded in order to succeed, because we wear many hats daily.
Can you reword these answers for me in your own words? DO NOT use the same words as in the sentences.
A- Neema,
Your score does show that you are well rounded, which most project managers are because they have to. They have to be able to manage any project or team they are assigned to, if your scores had a big difference between them, I think it would affect you at your job.
B- I found this video to be very interesting because I had never thought of it that way. I do show that it is possible to change behavior to improve the environment of the workplace. It is very nice to work in a workplace where everyone works in harmony. When you get that person who doesn't want to work with others nicely it not only creates ...
Josie Recomendation
This letter provides a strong recommendation for Josie Rivera as an employee. The writer worked with Ms. Rivera for 3 years and observed her to be in the top 10% of all employees. Ms. Rivera is praised for being a self-starter, focusing on problems and solutions, having a good sense of humor, being organized, thinking outside the box, not giving up easily, being timely, a quick learner, curious, flexible, and able to work well with others. The writer is confident that anyone who hires Ms. Rivera will benefit from her abilities and skills.
Career Summary
Andrea Bradley has over 5 years of experience in client relations and is passionate about helping others. She works well both independently and as part of a team in a structured but lighthearted environment. Her skills in de-escalating situations calmly and her qualifications in counseling and human services make her a great fit for advancing her career in this field by helping clients get back on track. Her long term goals include helping as many people as possible achieve their goals in a familiar, comfortable setting while also advancing her own career through gaining more experience in the industry.
140210125107
This document profiles a woman named Mina Ben Shah who is a leader and contributor in her community. She is 47 years old, studied up until 10th standard, and has over 25 years of experience as a homemaker and 35 years of experience running a small business with her husband. As the leader of a local organization, she works to empower other women and children in need by providing resources and building their confidence. Her goals are to increase awareness of the organization and help as many people as possible through her contributions of time and assistance.
Sji leadership assignment
Noreen Russo, the manager being interviewed, has worked at Catholic Charities for 12 years, starting as a call center employee and moving up to her current role managing the Junior Board. She discussed her leadership development journey and influential mentors like Kathy Donahue and Father Wayne who exemplify servant leadership. Noreen aims to emulate this style of leadership, treating all employees with kindness, celebrating their work, and keeping the team strong through collaboration. The interviewee observed Noreen's calm and organized leadership style firsthand and hopes to cultivate a similar respectful, collaborative approach in their own career.
WGS biography Project
The document summarizes an interview conducted with the interviewer's mother. It provides details about the interviewee such as her role as department head of customer relations at an automotive company, being 49 years old, and being a first generation American. The interviewer chose her mother as someone who is a role model and has succeeded despite obstacles as a woman. The interview consisted of questions about role models, changes in gender roles over her lifetime, feminism, experiences with discrimination, how she fits gender roles, and how gender is viewed differently in the workplace.
Revised wgs biography
The document summarizes an interview between a mother and her daughter. The interview took place on January 4, 2013 at the mother's home in Clark, NJ. The mother works in the automotive industry as the department head of customer relations management. She is 49 years old and the first generation in her family born in America. The daughter chose to interview her mother because she is her role model and has succeeded despite barriers as a woman in a male-dominated field.
Mariah
Mariah Taylor is writing a letter of recommendation for her former supervisor Rhonda Kopelli. Taylor worked under Kopelli for 1.5 years at the Millionair Club Charity, where Kopelli was the Director of Employment and Strategic Partnerships. Kopelli inspired Taylor to achieve more through her exceptional work ethic and leadership. Kopelli had an in-depth knowledge of her department and was generous with sharing her expertise. Kopelli is reliable, adaptable, thinks creatively, and would be an asset to any organization.
Letter-Boss
Tuan Huynh, the General Manager of LensCrafters, writes a letter of recommendation for Ashley, an employee of over a year. He describes Ashley as hardworking, dependable, trustworthy, knowledgeable, and always willing to help others. Huynh says Ashley is never late, rarely calls in sick, and can be relied on to complete difficult tasks. Despite being a college student, Ashley was always willing to work extra hours and maintained good grades. Huynh believes any company that hires Ashley will benefit from her positive impact on both the business and its employees.
Wgs biography
The document summarizes an interview with the interviewer's mother about her career and experiences in the workplace. It provides details such as her mother works in the automotive industry as a department head, is 49 years old, and was the first in her family to be born in America. The interview explored topics like role models, changes in gender roles over her lifetime, discrimination experienced, and differences in how men and women are treated and perceived in the workplace.
My Leadership Philosophy Final Draft
The document outlines the author's leadership philosophy in 7 areas:
1) Qualities of an effective leader include compassion, humility, believing in others, and giving 110% effort.
2) The author will maintain a positive work ethic, encourage others, seek solutions to problems, and be dependable.
3) The author values family but also expects team members to put work responsibilities first when needed.
4) The author aims to treat all team members equally without favoritism based on ability rather than seniority.
5) The author is committed to developing their own and their team's skills in a learning environment.
6) Effective communication, both sending and receiving messages, is important for leadership.
Reference leter_Peter F. Young
This letter is a recommendation for Tija Tuherma's application for a position. The writer has known Tija for some time and worked closely with her. Tija is described as talented, able to handle job demands and think critically. She is a balanced person who seeks different perspectives and middle ground. Tija is also diligent, pays close attention to detail, and can work well with diverse colleagues. The writer believes Tija will be a role model and gives her time and energy to help others. In conclusion, the writer wholeheartedly recommends Tija for the position and company, describing her as the type of dynamic employee companies need.
Daniel Reference Letter
This letter provides a strong recommendation for Daniel Randskov, who interned at Heart Capital, an impact investment company. The letter highlights that Daniel displayed exemplary work ethic, diligence to detail, consideration for others, and the ability to both work independently and as part of a team. He adapted well to new environments, demanded high standards from himself while remaining easygoing, and made himself available for new opportunities and connections. The letter writer, who was Daniel's direct supervisor, believes Daniel will be a tremendous asset to any future employer and find great success due to his exceptional work and qualities.
Respond to each peer initial post with 3-4 sentences longPeer .docx
Respond to each peer initial post with 3-4 sentences long
Peer # one
Conflict is a part of any organization no matter how successful they are. I see it a lot in our voting members and to a lesser degree with our Board of Directors. Our voting members are about double the amount of the Board so I think naturally there is a little more disagreement. In order to resolve conflict, it is important to understand the reason behind the issue. Then it is important to follow through with addressing the situation immediately after being identified. Another step in resolution includes getting as much information as possible by speaking to all parties involved.
Conflict doesn’t only happen with voting members and the Board, but also within the office. The most recent issue happened in a meeting last week. Our customer service rep cut someone off in a meeting out of frustration and it was definitely not done in a professional manner. It was incredibly uncomfortable as a meeting attendee not to mention her direct higher up and the CFO were in this meeting. I think that if this conflict isn’t resolved, it will continue to manifest in various ways and turn into one of them quitting or getting fired.
I know that this has been brewing because I try to keep the lines of communication open around the office. Our customer service rep is frustrated with our ticketing manager because he does too much. When he steps in and goes outside of his department, he gets involved in things that he doesn’t need to, puts more work on himself and ends up working additional hours that aren’t necessary. In this meeting, he ended up trying to take the lead which was not necessary. Our customer service rep got frustrated and I would describe her as yelling at him to tell him that this wasn’t his meeting to run.
I am not in a position to necessarily intervene, however, I have been talking to my Operations Director who is the direct supervisor for both of them. If I were to be able to take the lead on this, my tactic would start with meeting with them both individually. For one, to discuss what their responsibilities are and try to work toward them staying in their lane, so to speak. There are plenty of people around to help that he does not need to be the hero. When that happens, something ends up getting neglected. With the customer service rep, her general tact is nonexistent. I think the discussion with her starts with how to communicate appropriately with coworkers. This happens to be an issue with others in the office. She could achieve a lot more if she could learn how to better approach people. This wasn’t necessarily her place to step in.
I am not sure in this case, that it is necessary to bring the parties together as both issues do not seem to involve the other. If they both fixed the items I have discussed, I think it would naturally resolve any issue they have had. However, if I brought them together, the message I would convey to both is a reset of what our roles co.
Letter of Recomodation FSM
This letter is a recommendation for Ronel Kirsten for a position she has applied for. The writer worked with Ronel for 4 years where she was a Financial Services Manager. The writer says Ronel is a hardworking, motivated employee who is a great leader and ensures her staff is well-trained. The writer recommends hiring Ronel due to her positive attitude, dedication, and excellent potential.
Amgen Recommendations
Eileen Delaney worked as an administrative coordinator for Amgen's Northeast Region Sales Team for 12 months. She received glowing recommendations from her manager and colleagues for being highly organized, meticulous, and providing excellent follow up. Many said she was critical to the team's success and an invaluable asset. They praised her organizational skills, dedication, and commitment to supporting the leadership team.
letter of recommendation Kelly
Kelly Sams is highly recommended for a position by her current employer. She remains calm and focused under pressure, and is flexible and adaptive. As a problem-solver, Kelly is bright, logical, and uses resources to propose solutions. She has a strong work ethic and can be counted on to complete tasks productively without close supervision.
malik_zidell
The document is a letter of recommendation for Cher Lon Malik from her former manager Heather Zidell. Zidell describes Cher Lon as caring deeply about her work team, going above and beyond the basic job requirements. Zidell highlights how Cher Lon helped simplify her filing system and plan a successful event for over 150 executives. Zidell strongly recommends Cher Lon for any support position based on her outstanding service and skills.
Similar to Jenessa letter of rec (20)
Team-Building Does Not Always Build a TeamA Behaviora.docx
Team-Building Does Not Always Build a TeamA Behaviora.docx
My classmate writes for me to answer. I need to answer him and he.docx
My classmate writes for me to answer. I need to answer him and he.docx
Respond to each peer initial post with 3-4 sentences longPeer .docx
Respond to each peer initial post with 3-4 sentences longPeer .docx
Jenessa letter of rec
- 1. November 10, 2016 To whom it may concern, Jenessa Kerl has been an employee of mine since September of 2015. In my twenty plus years, I have seen literally thousands of associates. Miss Kerl is easily a top five employee. Of the many challenges that face our industry today, millenials pose the biggest obstacle for managers in the hospitality sector. Miss Kerl is a bright light of her generation. Unlike others in her demographic, she is a top five associate for her positive attitude, work ethic, and level head. First, let’s discuss her positive attitude. Jenessa never complains, even when she should. She looks for the positive in just about every situation. To say her glass is half full is an understatement. Miss Kerl always does what is asked of her, and many times she doesn’t need to be asked to do it. Insubordination and excuses are never a part of her demeanor. Smiling and looking for the good in the people around her are two of her largest attributes. Secondly, I want to address her work ethic. In the thirteen months I have worked with her, she has never been late. Jenessa shows up to work on time, in a flawless uniform, and ready to hit the ground running to insure a successful shift. I never have to find projects to keep her busy. She is a self starter that stays busy even when it is slow. Miss Kerl is constantly picking up the slack that others leave without being asked. She gets her shifts covered when she is unable to work her shifts. It never becomes a problem of management. This is huge in today’s day and age!
- 2. Finally, I wish to elaborate on her level head. I call her a twenty something forty year old. This is a compliment, because even though she is quite young, she has the maturity of a grown adult. She steers clear of drama. Miss Kerl seeks to understand before seeking to be understood. This trait is imperative to be a successful leader in any industry. Once she understands the entire situation, she is quick to make solid decisions in problem solving. Jenessa Kerl is an outstanding associate. Her positive attitude, work ethic, and level head make her a great asset to any organization she chooses to work for. I hope my superiors notice this as well as she prepares for entry into the adult work force. I have thoroughly enjoyed my time working with her and watching her grow as a person with the world as her oyster. Regards, Larry Haney P.S. She is in a very select group that I would trust to watch my children as well…