This document outlines the key points from a career resilience and self-reliance workshop. The workshop aimed to help participants become aware of their career resilience skills, identify areas for improvement, and understand what career resilience and self-reliance mean. It covered topics such as identifying and building resilience skills, dealing with career changes, traits of resilient people, and skills related to career self-reliance. Participants were guided through self-assessment exercises to evaluate their own resilience and self-reliance.
The document discusses the importance of soft skills for career success and provides information on key soft skills categories like character traits, interpersonal skills, emotional intelligence and its components. It also includes a soft skills quiz and discusses how developing soft skills can enhance job performance, interpersonal interactions and career prospects.
The document describes a 24-hour period in the lives of four individuals - Ambrose, Davina, Fong Yin, and Wa'el - who are members of Team 13365. It provides a timeline broken into hourly intervals indicating each person's location and activities. Over the course of the day, the team shared just one activity, with Wa'el having lunch with a friend at 12:00 GMT. On average over the 24 hours, the team slept 8 hours, worked 7.75 hours, and spent 8.25 hours on rest and relaxation.
The document is an invitation to a party at the sender's place this weekend. It provides details about the guest quarters, location, and offers to pick up or arrange transportation for the invitee. It requests a response of whether the invitee is coming and how many people they will bring.
The document is the agenda for the 2011 Annual Meeting of the Montrose Place Townhomes Owners' Association. It includes introductions of the board of directors and community manager. It provides information on communication methods, past and planned work on common elements, the current financial state, and holds an election of directors and question/answer session.
This document outlines the key points from a career resilience and self-reliance workshop. The workshop aimed to help participants become aware of their career resilience skills, identify areas for improvement, and understand what career resilience and self-reliance mean. It covered topics such as identifying and building resilience skills, dealing with career changes, traits of resilient people, and skills related to career self-reliance. Participants were guided through self-assessment exercises to evaluate their own resilience and self-reliance.
The document discusses the importance of soft skills for career success and provides information on key soft skills categories like character traits, interpersonal skills, emotional intelligence and its components. It also includes a soft skills quiz and discusses how developing soft skills can enhance job performance, interpersonal interactions and career prospects.
The document describes a 24-hour period in the lives of four individuals - Ambrose, Davina, Fong Yin, and Wa'el - who are members of Team 13365. It provides a timeline broken into hourly intervals indicating each person's location and activities. Over the course of the day, the team shared just one activity, with Wa'el having lunch with a friend at 12:00 GMT. On average over the 24 hours, the team slept 8 hours, worked 7.75 hours, and spent 8.25 hours on rest and relaxation.
The document is an invitation to a party at the sender's place this weekend. It provides details about the guest quarters, location, and offers to pick up or arrange transportation for the invitee. It requests a response of whether the invitee is coming and how many people they will bring.
The document is the agenda for the 2011 Annual Meeting of the Montrose Place Townhomes Owners' Association. It includes introductions of the board of directors and community manager. It provides information on communication methods, past and planned work on common elements, the current financial state, and holds an election of directors and question/answer session.
Social TV has transformed TV from a one-way communication system to an interactive dialogue where TV watchers play an important role in co-creating the viewership experience.
This document summarizes the 2012 annual meeting of the Montrose Place Townhomes Owners' Association. It provides an agenda for the meeting that includes discussions on communication, limited common elements, capital improvement projects, finances, and the election of directors. Members are reminded that the meeting aims to benefit the association as a whole rather than resolve individual issues.
Vizbi 2014 Multiscale Visualization of Protein AssembliesAndreas Prlić
This document discusses multiscale visualization of protein assemblies from the angstrom to micrometer scale. It provides a brief history of X-ray crystallography discoveries and achievements that enabled protein structure determination. It also highlights challenges in visualizing data across scales and showcases tools and techniques used by the RCSB PDB to visualize large protein complexes and whole organisms.
1) Early Arabs were nomadic tribes who lived in the Arabian Peninsula and organized into independent tribes to help each other survive in the hostile desert environment.
2) After domesticating camels, Arabs expanded caravan trade between the Persian Gulf and Mediterranean regions. They traced their ancestry to Abraham and Ishmael and revered the Kaaba shrine in Mecca.
3) Muhammad emerged in the 7th century preaching monotheism and calling the Arabs to submit to God. After his death, the new Muslim nation expanded the Arab Empire across North Africa and Spain under early caliphs.
Este documento presenta una colección de camisetas de manga corta y larga para hombre y mujer de la marca LXTEES. Describe las características de los materiales, diseños y precios de cada modelo. En total, se muestran 13 modelos diferentes con impresiones relacionadas a lugares y monumentos de Lisboa. Cada camiseta se empaqueta en materiales resistentes a la humedad y lleva una etiqueta interior con el nombre de la marca.
The document is a collection of short stories from a student describing their holiday activities. It includes going to the beach, building sandcastles, swimming in the ocean, having picnics and water fights, going surfing, getting a new puppy for Christmas, birthday parties with cake and presents, trips to local towns for food and sightseeing, and spending time with family and friends.
III Conferência CMMI Portugal, Tutorial 1: Foundations for Organizational Agi...isabelmargarido
The document discusses how organizations can scale agile practices across the enterprise by using CMMI. It presents an approach using a "Method Gathering Game" with cards mapping agile practices to CMMI goals and practices. Players identify how agile practices provide evidence of satisfying CMMI, and which generic practices help institutionalize processes. The game is intended to help agile teams understand how CMMI can support organizational agility without being overly complex or documentation-heavy.
Super S is the main character who is immortal and wears purple and black. He is bald with blue eyes and stands 6 foot 2 inches tall with a well-trimmed beard. Super S is a kind and wealthy man who helps those in need, living with his tall, beautiful girlfriend Samantha, known as Super Girl, and his short, weak brother Frederick.
This document provides training for becoming an academic peer tutor. It outlines expectations for tutors, including being professional, communicating well, committing sufficient time, and having a positive attitude. It describes appropriate roles and responsibilities, such as discussing course material and answering questions, but not doing homework. Tutors must follow the code of ethics around confidentiality and honor code. Resources for tutors and information on payment are also reviewed.
This document discusses the process of recruiting, selecting, and training employees. It defines these terms and distinguishes the key facts about each. Recruitment is the process of attracting job applicants, and can be external through methods like advertisements, websites, and employee referrals, or internal through promotions. Selection is choosing candidates who meet the criteria, and involves screening applications, interviews, and verifying information. Training helps employees learn job skills for short-term performance, while development prepares them for future roles.
Here are some key points to consider in this case study situation:
- Both candidates seem well-qualified for the position based on their qualifications and interviews.
- Making assumptions about Sarah's future availability due to her pregnancy could be considered unfair discrimination. There is no guarantee she would need extensive time off.
- Similarly, making assumptions that Jeff would not need time off ignores that family situations can change for any employee.
- Providing flexibility for employees' family needs benefits both the individual and overall productivity. Happy, supported employees are likely to be more engaged and committed to their work.
- The university could help by offering benefits like paid family leave, backup childcare, flexible work arrangements, etc. This would make
Team Deliverable 3 Succession Planning Part Two Hide Assi.pdfonlineseller570
Team Deliverable #3 - Succession Planning Part Two
Hide Assignment Information
BMGT 365 - Team Deliverable #3 Succession Planning Part Two
NOTE: All submitted work is to be your team's original work. You may not use any work
from another student, the Internet, or an online clearinghouse. You are expected to
understand the Academic Dishonesty and Plagiarism Policy and know that it is your
responsibility to learn about instructor and general academic expectations concerning
proper citation sources as specified in the APA Publication Manual, 7th Ed. (Students are
held accountable for in-text citations and an associated reference list only.)
Team Deliverable #3 is due Tuesday at 11:59 p.m. eastern time of Week 4 unless otherwise
changed by the instructor.
Purpose:
The purpose of this project is to gain an understanding of succession planning and what it means
to plan for future leadership that is aligned with an organization's core values and leadership
competencies.
Skill Building:
You are also completing this project to help you develop the skills of research, critical thinking,
teamwork, and writing a report intended for executive review. Writing is critical because, in
business, it is important to convey information clearly and concisely and to develop a personal
brand. Developing a personal brand is important because it is the ongoing process of establishing
an image or impression in the minds of others, especially those in positions above you. Having a
strong personal brand can lead to opportunities that include promotions.
Skills: Writing, Critical Thinking, Developing a Personal Brand, Succession Planning, Writing a
Succession Plan Report.
Outcomes Met With This Project:
Use leadership theories, assessment tools, and an understanding of the role of ethics, values, and
attitudes to evaluate and enhance personal leadership skills;
Assess the interactions between the external environment and the organization to foster
responsible and effective leadership and organizational practices;
Collaborate in teams utilizing effective communication techniques;
Develop individual awareness, style, and communication skills that enhance leadership skills;
Integrate and apply analytical principles and skills to make strategic decisions.
This project is the last of three group projects. Members of the team will collaborate, acting as a
self-managed team. As a self-managed team, members take collective responsibility for ensuring
the team operates effectively, sets team goals, manages time, makes decisions, solves problems,
communicates frequently and clearly, and meets the deadline. You may have team members that
are located all over the world. Working in a virtual environment should not stop the self-managed
team from successfully reaching the final goal. All work must appear in the Group area.
As a self-managed team, the following is the work for which team members are responsible:
Setting goals;
Determining roles and responsibilities for each team member.
The document discusses various theories of perception and motivation. It begins by defining perception as how individuals organize and interpret sensory impressions to make meaning of their environment. It notes perception can differ from objective reality. It then examines factors that influence perception, including those in the perceiver, perceived object, and context.
The document also explores attribution theory, which seeks to explain how and why people judge others differently based on whether a behavior is internally or externally caused. It analyzes shortcuts in judging others like selective perception and stereotyping. Finally, it reviews theories of motivation including Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and contemporary theories like self-determination
This new whitepaper by Bill Boorman provides everything you need to know about employee referrals in the era of social networking.
Find out:
- 7 referral program killers to avoid
- What industry leaders do to drive referrals
- Why monetary rewards can have a negative impact
To download a copy of the white paper, visit: http://landing.rolepoint.com/free-rolepoint-employee-referrals-whitepaper
On behalf of the Safety Institute of Australia, we invite you to join us for an informative webinar at 2:30pm (AEST) on Wednesday 11 April 2018 titled: From Research to Best Practice in Workplace Health and Wellbeing.
This session takes attendees through the learning from current research and how that translates into practical workplace programs in the digital era.
The presentation will include case studies from building, construction and transport industries.
SPEAKER
James Mills, Director of Operations ,OzHelp | Director – National Workplace Wellness Symposium
James is passionate about using innovation and technology to drive operational and service excellence. James was the driving force behind the design and implementation of the Workplace Tune Up program in conjunction with the University of Wollongong Graduate School of Medicine. A program that gives organisations unprecedented capability in identifying and supporting their at risk employees whilst at the same time gaining an understanding of the impact of workplace practices on the mental health and wellbeing of employees.
James combines a degree in psychology from the Australian National University with experience in senior private sector leadership roles, small business and most recently in the mental health sector to bring innovative and effective solutions to employee health and wellbeing programs reaching over 30,000 employees per- annum.
Comparing Individual-Related and StructuralCultural-Related Theor.docxannette228280
This document provides an overview of organizational behavior (OB) concepts related to diversity in organizations. It notes that today's U.S. workforce is more diverse in terms of gender, age, ethnicity, and race. Diversity can be categorized as surface-level, relating to visible attributes, or deep-level, relating to less visible attributes like personality and values. Over time, deep-level diversity tends to be more important than surface-level differences. The document also briefly discusses discrimination in organizations and its negative impact on effectiveness.
This document summarizes key aspects of staffing and recruiting discussed in Chapter 5. It describes the human resource management process and how it involves assessing current human resources, future needs, recruitment, and selection. It also discusses common recruitment sources, selection tools, training methods, and legal issues around topics like sexual harassment, layoffs, and diversity. Government regulations influence hiring decisions, and validity and reliability are important in selection to minimize risks of discrimination.
This document discusses key aspects of staffing and recruiting for human resource management. It covers the human resource management process, including employment planning, recruitment, selection, orientation, and training. Government regulations that influence hiring are examined, such as affirmative action and laws enforced by the Equal Employment Opportunity Commission. Methods for recruitment, selection of candidates, and workforce downsizing are outlined. Training approaches like on-the-job and off-the-job training are also summarized. Current issues for human resource management including workplace diversity, sexual harassment, and layoffs are also reviewed.
Social TV has transformed TV from a one-way communication system to an interactive dialogue where TV watchers play an important role in co-creating the viewership experience.
This document summarizes the 2012 annual meeting of the Montrose Place Townhomes Owners' Association. It provides an agenda for the meeting that includes discussions on communication, limited common elements, capital improvement projects, finances, and the election of directors. Members are reminded that the meeting aims to benefit the association as a whole rather than resolve individual issues.
Vizbi 2014 Multiscale Visualization of Protein AssembliesAndreas Prlić
This document discusses multiscale visualization of protein assemblies from the angstrom to micrometer scale. It provides a brief history of X-ray crystallography discoveries and achievements that enabled protein structure determination. It also highlights challenges in visualizing data across scales and showcases tools and techniques used by the RCSB PDB to visualize large protein complexes and whole organisms.
1) Early Arabs were nomadic tribes who lived in the Arabian Peninsula and organized into independent tribes to help each other survive in the hostile desert environment.
2) After domesticating camels, Arabs expanded caravan trade between the Persian Gulf and Mediterranean regions. They traced their ancestry to Abraham and Ishmael and revered the Kaaba shrine in Mecca.
3) Muhammad emerged in the 7th century preaching monotheism and calling the Arabs to submit to God. After his death, the new Muslim nation expanded the Arab Empire across North Africa and Spain under early caliphs.
Este documento presenta una colección de camisetas de manga corta y larga para hombre y mujer de la marca LXTEES. Describe las características de los materiales, diseños y precios de cada modelo. En total, se muestran 13 modelos diferentes con impresiones relacionadas a lugares y monumentos de Lisboa. Cada camiseta se empaqueta en materiales resistentes a la humedad y lleva una etiqueta interior con el nombre de la marca.
The document is a collection of short stories from a student describing their holiday activities. It includes going to the beach, building sandcastles, swimming in the ocean, having picnics and water fights, going surfing, getting a new puppy for Christmas, birthday parties with cake and presents, trips to local towns for food and sightseeing, and spending time with family and friends.
III Conferência CMMI Portugal, Tutorial 1: Foundations for Organizational Agi...isabelmargarido
The document discusses how organizations can scale agile practices across the enterprise by using CMMI. It presents an approach using a "Method Gathering Game" with cards mapping agile practices to CMMI goals and practices. Players identify how agile practices provide evidence of satisfying CMMI, and which generic practices help institutionalize processes. The game is intended to help agile teams understand how CMMI can support organizational agility without being overly complex or documentation-heavy.
Super S is the main character who is immortal and wears purple and black. He is bald with blue eyes and stands 6 foot 2 inches tall with a well-trimmed beard. Super S is a kind and wealthy man who helps those in need, living with his tall, beautiful girlfriend Samantha, known as Super Girl, and his short, weak brother Frederick.
This document provides training for becoming an academic peer tutor. It outlines expectations for tutors, including being professional, communicating well, committing sufficient time, and having a positive attitude. It describes appropriate roles and responsibilities, such as discussing course material and answering questions, but not doing homework. Tutors must follow the code of ethics around confidentiality and honor code. Resources for tutors and information on payment are also reviewed.
This document discusses the process of recruiting, selecting, and training employees. It defines these terms and distinguishes the key facts about each. Recruitment is the process of attracting job applicants, and can be external through methods like advertisements, websites, and employee referrals, or internal through promotions. Selection is choosing candidates who meet the criteria, and involves screening applications, interviews, and verifying information. Training helps employees learn job skills for short-term performance, while development prepares them for future roles.
Here are some key points to consider in this case study situation:
- Both candidates seem well-qualified for the position based on their qualifications and interviews.
- Making assumptions about Sarah's future availability due to her pregnancy could be considered unfair discrimination. There is no guarantee she would need extensive time off.
- Similarly, making assumptions that Jeff would not need time off ignores that family situations can change for any employee.
- Providing flexibility for employees' family needs benefits both the individual and overall productivity. Happy, supported employees are likely to be more engaged and committed to their work.
- The university could help by offering benefits like paid family leave, backup childcare, flexible work arrangements, etc. This would make
Team Deliverable 3 Succession Planning Part Two Hide Assi.pdfonlineseller570
Team Deliverable #3 - Succession Planning Part Two
Hide Assignment Information
BMGT 365 - Team Deliverable #3 Succession Planning Part Two
NOTE: All submitted work is to be your team's original work. You may not use any work
from another student, the Internet, or an online clearinghouse. You are expected to
understand the Academic Dishonesty and Plagiarism Policy and know that it is your
responsibility to learn about instructor and general academic expectations concerning
proper citation sources as specified in the APA Publication Manual, 7th Ed. (Students are
held accountable for in-text citations and an associated reference list only.)
Team Deliverable #3 is due Tuesday at 11:59 p.m. eastern time of Week 4 unless otherwise
changed by the instructor.
Purpose:
The purpose of this project is to gain an understanding of succession planning and what it means
to plan for future leadership that is aligned with an organization's core values and leadership
competencies.
Skill Building:
You are also completing this project to help you develop the skills of research, critical thinking,
teamwork, and writing a report intended for executive review. Writing is critical because, in
business, it is important to convey information clearly and concisely and to develop a personal
brand. Developing a personal brand is important because it is the ongoing process of establishing
an image or impression in the minds of others, especially those in positions above you. Having a
strong personal brand can lead to opportunities that include promotions.
Skills: Writing, Critical Thinking, Developing a Personal Brand, Succession Planning, Writing a
Succession Plan Report.
Outcomes Met With This Project:
Use leadership theories, assessment tools, and an understanding of the role of ethics, values, and
attitudes to evaluate and enhance personal leadership skills;
Assess the interactions between the external environment and the organization to foster
responsible and effective leadership and organizational practices;
Collaborate in teams utilizing effective communication techniques;
Develop individual awareness, style, and communication skills that enhance leadership skills;
Integrate and apply analytical principles and skills to make strategic decisions.
This project is the last of three group projects. Members of the team will collaborate, acting as a
self-managed team. As a self-managed team, members take collective responsibility for ensuring
the team operates effectively, sets team goals, manages time, makes decisions, solves problems,
communicates frequently and clearly, and meets the deadline. You may have team members that
are located all over the world. Working in a virtual environment should not stop the self-managed
team from successfully reaching the final goal. All work must appear in the Group area.
As a self-managed team, the following is the work for which team members are responsible:
Setting goals;
Determining roles and responsibilities for each team member.
The document discusses various theories of perception and motivation. It begins by defining perception as how individuals organize and interpret sensory impressions to make meaning of their environment. It notes perception can differ from objective reality. It then examines factors that influence perception, including those in the perceiver, perceived object, and context.
The document also explores attribution theory, which seeks to explain how and why people judge others differently based on whether a behavior is internally or externally caused. It analyzes shortcuts in judging others like selective perception and stereotyping. Finally, it reviews theories of motivation including Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, and contemporary theories like self-determination
This new whitepaper by Bill Boorman provides everything you need to know about employee referrals in the era of social networking.
Find out:
- 7 referral program killers to avoid
- What industry leaders do to drive referrals
- Why monetary rewards can have a negative impact
To download a copy of the white paper, visit: http://landing.rolepoint.com/free-rolepoint-employee-referrals-whitepaper
On behalf of the Safety Institute of Australia, we invite you to join us for an informative webinar at 2:30pm (AEST) on Wednesday 11 April 2018 titled: From Research to Best Practice in Workplace Health and Wellbeing.
This session takes attendees through the learning from current research and how that translates into practical workplace programs in the digital era.
The presentation will include case studies from building, construction and transport industries.
SPEAKER
James Mills, Director of Operations ,OzHelp | Director – National Workplace Wellness Symposium
James is passionate about using innovation and technology to drive operational and service excellence. James was the driving force behind the design and implementation of the Workplace Tune Up program in conjunction with the University of Wollongong Graduate School of Medicine. A program that gives organisations unprecedented capability in identifying and supporting their at risk employees whilst at the same time gaining an understanding of the impact of workplace practices on the mental health and wellbeing of employees.
James combines a degree in psychology from the Australian National University with experience in senior private sector leadership roles, small business and most recently in the mental health sector to bring innovative and effective solutions to employee health and wellbeing programs reaching over 30,000 employees per- annum.
Comparing Individual-Related and StructuralCultural-Related Theor.docxannette228280
This document provides an overview of organizational behavior (OB) concepts related to diversity in organizations. It notes that today's U.S. workforce is more diverse in terms of gender, age, ethnicity, and race. Diversity can be categorized as surface-level, relating to visible attributes, or deep-level, relating to less visible attributes like personality and values. Over time, deep-level diversity tends to be more important than surface-level differences. The document also briefly discusses discrimination in organizations and its negative impact on effectiveness.
This document summarizes key aspects of staffing and recruiting discussed in Chapter 5. It describes the human resource management process and how it involves assessing current human resources, future needs, recruitment, and selection. It also discusses common recruitment sources, selection tools, training methods, and legal issues around topics like sexual harassment, layoffs, and diversity. Government regulations influence hiring decisions, and validity and reliability are important in selection to minimize risks of discrimination.
This document discusses key aspects of staffing and recruiting for human resource management. It covers the human resource management process, including employment planning, recruitment, selection, orientation, and training. Government regulations that influence hiring are examined, such as affirmative action and laws enforced by the Equal Employment Opportunity Commission. Methods for recruitment, selection of candidates, and workforce downsizing are outlined. Training approaches like on-the-job and off-the-job training are also summarized. Current issues for human resource management including workplace diversity, sexual harassment, and layoffs are also reviewed.
This document summarizes key aspects of staffing and recruiting discussed in Chapter 5. It describes the human resource management process and how it involves assessing current human resources, future needs, recruitment, and selection. It also discusses common recruitment sources, selection tools, training methods, and legal issues around topics like sexual harassment, layoffs, and diversity. Government regulations influence hiring decisions, and validity and reliability are important in selection to minimize risks of discrimination.
This document analyzes Zappos' organizational culture and provides strategies for transplanting it in South Korea. It describes Zappos' core values like delivering wow through service, building open relationships, and having a positive team spirit. Zappos also uses a holacracy model that replaces hierarchy with self-governing circles and gives employees more decision-making power. When hiring, Zappos evaluates cultural fit as much as skills. For the Korean market, the strategies suggest adapting Zappos' holacracy to a semi-holacracy that maintains some hierarchy, and creating new core values that fit Korean culture's emphasis on procedures and hierarchy.
This study examined the relationship between relational motivation, career search effort, and student status among 124 college students. Relational motivation includes motivation from close others (relationally autonomous reasons or RARs) and motivation from oneself (personally autonomous reasons or PARs). The study found that RARs predicted career search effort, but student status and parental status did not predict differences in motivation or effort. Specifically, higher RARs were associated with greater career search effort, but traditional and non-traditional students and parents/non-parents did not differ in their motivation or efforts. The results provide partial support for the hypotheses.
The document discusses the processes of recruitment, selection, orientation, and placement in organizations. Selection refers to picking the right candidate from a pool of applicants and involves rejecting some. The key steps in selection are screening applicants, conducting tests and interviews, checking references, and making a job offer. Effective selection can be challenging due to human biases and limitations. Orientation involves introducing new employees to their job, coworkers, and organization. Placement matches employees' skills and interests to appropriate jobs.
This document provides guidance for adjunct instructors at Miami Dade College on creating a respectful learning environment and outlines their responsibilities regarding students' rights and protections from discrimination and harassment. It defines discrimination and sexual harassment, provides examples of inappropriate and appropriate behavior, and instructs adjuncts on how to properly document and report any complaints from students. Contact information is also included for Employee Relations and Equal Opportunity offices for questions or reporting incidents.
The document discusses finding the right mentor and academic job. It emphasizes the importance of choosing a mentor who shares your interests, provides feedback and advocates for your career. When seeking an academic job, it's important to understand your goals and risks, evaluate department chairs and resources, and negotiate carefully. Success requires active involvement in mentoring, understanding promotion criteria, and adapting to new environments with flexibility.
Recruitment.pptx a ppt on recruitment for studentsleenapsingh1
This document discusses recruitment in three paragraphs. It defines recruitment as the process of searching for and attracting job applicants. It identifies the key steps in recruitment as planning, developing strategies, searching, screening, and evaluation. It also outlines factors that affect recruitment, sources of recruitment candidates, and methods used by organizations to recruit potential job holders.
Similar to UCSF OCPD How to organize an internship or job search as a student (20)
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...TechSoup
Whether you're new to SEO or looking to refine your existing strategies, this webinar will provide you with actionable insights and practical tips to elevate your nonprofit's online presence.
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...indexPub
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
🔥🔥🔥🔥🔥🔥🔥🔥🔥
إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
🔥🔥🔥🔥🔥🔥🔥🔥🔥
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
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