Our For Effective Meeting Management Page

For Effective Meeting Management News

For Effective Meeting Management Search Links

Resolved Question: Financial Aid Appeal?

here is my letter to the fin aid appeals committe... can anyone give me any pointers on how to get my appeal granted? I was suspended for GPA and completion rate, but I have now raised my GPA. My completion rate is currently still below the 70% required by my school. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~... Dear Office of the Vice President of Student Affairs and Appeals Committee: I am writing to request reinstatement of my financial aid for the Summer 2009 semester. I was recently readmitted to (school) during the spring 2009 semester following academic suspension. During the months leading up to my suspension, I was a full-time student and also working full-time to support myself and put myself through college. I was unaware of the consequences of attempting both school work and a full time job, and therefore my academics suffered greatly. I was academically suspended in the spring of 2008. During the semesters that I struggled academically, I often would register for courses and withdraw from many or all of the courses before the end of the term. I felt that withdrawing from the courses would benefit me more instead of receiving a failing grade. At the time, I lacked the time management and study skills that I needed in order to keep up with the demands of both school work and a career. Due to lack of adequate achievement in my courses during these troubling semesters, my satisfactory completion rate has been greatly affected and currently falls below the standards set forth by (school's) Financial Aid Policy. Upon my re-entry to (school) in the spring of 2009, my cumulative grade point average totaled 1.67 and my completion rate totaled 62%. During my first semester back at (school) after my suspension, I successfully completed 12 hours of coursework and was able to sufficiently raise my cumulative grade point average to a total of 2.43, with my spring 2009 semester grade point average totaling a 2.67. I am now in good academic standing with the university. Throughout the spring semester, I routinely met with CindyB(advisor) in the Student Success Center to adapt better time management skills as well as productive study habits. After completion of the spring 2009 semester, I have successfully raised my completion rate 4 percentage points from 62% to 66%, however, I am still below the 70% completion rate. Throughout my previous academic struggles, I have learned that effective time management in college, along with a job, is a matter of disciplining yourself to stick to your goals in order to make them all possible. It is my goal to graduate next spring, in the May of 2010, with my degree in Elementary Education. In order for me to stay on track with my academics and to graduate on time, I must complete the remainder of my coursework without withdrawing from or failing any of these courses over my last three semesters at (school). During this summer term, I am currently enrolled in 13 credit hours, and have successfully completed two courses during the four week intersession. I have been able to cut back on my work hours so that I may have more time to study, and therefore properly complete my courses in order to raise my completion rate. I have attached documentation from my professors of my academic progress during the four week intersession, as official grades for the summer semester will not be posted until August. I ask that you please consider my appeal for reinstatement of my summer financial aid. I appreciation your cooperation in this matter, and look forward to receiving a response from the committee. Any suggestions? Is it too long? To wordy? Thanks in advance!!! more

Voting Question: Financial Aid appeal for Completion Rate....?

here is my letter to the fin aid appeals committe... can anyone give me any pointers on how to get my appeal granted? I was suspended for GPA and completion rate, but I have now raised my GPA. My completion rate is currently still below the 70% required by my school. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Dear Office of the Vice President of Student Affairs and Appeals Committee: I am writing to request reinstatement of my financial aid for the Summer 2009 semester. I was recently readmitted to (school) during the spring 2009 semester following academic suspension. During the months leading up to my suspension, I was a full-time student and also working full-time to support myself and put myself through college. I was unaware of the consequences of attempting both school work and a full time job, and therefore my academics suffered greatly. I was academically suspended in the spring of 2008. During the semesters that I struggled academically, I often would register for courses and withdraw from many or all of the courses before the end of the term. I felt that withdrawing from the courses would benefit me more instead of receiving a failing grade. At the time, I lacked the time management and study skills that I needed in order to keep up with the demands of both school work and a career. Due to lack of adequate achievement in my courses during these troubling semesters, my satisfactory completion rate has been greatly affected and currently falls below the standards set forth by (school's) Financial Aid Policy. Upon my re-entry to (school) in the spring of 2009, my cumulative grade point average totaled 1.67 and my completion rate totaled 62%. During my first semester back at (school) after my suspension, I successfully completed 12 hours of coursework and was able to sufficiently raise my cumulative grade point average to a total of 2.43, with my spring 2009 semester grade point average totaling a 2.67. I am now in good academic standing with the university. Throughout the spring semester, I routinely met with CindyB(advisor) in the Student Success Center to adapt better time management skills as well as productive study habits. After completion of the spring 2009 semester, I have successfully raised my completion rate 4 percentage points from 62% to 66%, however, I am still below the 70% completion rate. Throughout my previous academic struggles, I have learned that effective time management in college, along with a job, is a matter of disciplining yourself to stick to your goals in order to make them all possible. It is my goal to graduate next spring, in the May of 2010, with my degree in Elementary Education. In order for me to stay on track with my academics and to graduate on time, I must complete the remainder of my coursework without withdrawing from or failing any of these courses over my last three semesters at (school). During this summer term, I am currently enrolled in 13 credit hours, and have successfully completed two courses during the four week intersession. I have been able to cut back on my work hours so that I may have more time to study, and therefore properly complete my courses in order to raise my completion rate. I have attached documentation from my professors of my academic progress during the four week intersession, as official grades for the summer semester will not be posted until August. I ask that you please consider my appeal for reinstatement of my summer financial aid. I appreciation your cooperation in this matter, and look forward to receiving a response from the committee. Any suggestions? Is it too long? To wordy? Thanks in advance!!! more

Resolved Question: I am hoping that going union issthe way to go where I work. lately it's been 1 take away after another. We?

I am an employee of FedEx in the express division. I work in So. Cal. Management told us friday to come in 20 minutes early today(monday) for a "special" meeting for all of us "4 day" employees. Rumor is the word came down Friday from "upper management" that the 4day work week is no more effective immediately. If true this is the straw that broke the camel's back for me!!! I am ready to be represented by a union NOW!!! Can anyone out there tell me how to go about doing so? Thanks more

Resolved Question: Updated resume...does it need work?

does this need more work before i turn over to my employer (UPS) for promotion? Jason x xxxx xxxx Barker Rd Sharon Hill, PA 19079 (xxx) xxx-xxxx JWolf0825@yahoo.com Three years customer service in a fast-paced consumer environment has improved my ability to understand and satisfy the customers' needs. I am seeking a challenging position with a well known hotel/casino as I believe my skills, knowledge, and experience have prepared me for this industry. I'm dependable, hard working, and think quickly on my feet. I have effective interpersonal communication skills, written and oral. I am flexible to being a leader or a team player and I’m looking for to grow within your company. Summary Of Qualifications • Microsoft Word, Excel, PowerPoint, and Outlook • Computer, fax, copiers, and printers • Sales, marketing, and retail • Warehouse, shipping, and distribution • Customer Service and supplier relationships • Problem solving, decision making, and researching • Multi-tasking, organizing, time management Professional Experience Package Handler United Parcel Service Philadelphia, PA March 2006 – July 2007 & Oct 2007 – Present •Deliver speed of service by meeting daily load and unload goals of trailers and air containers •Trained to handle hazardous packages Membership Sales Associate Philadelphia Zoo Philadelphia, PA Mar 2007 - Aug 2007 •Customer service skills utilized to assist guests with sales, questions and concerns to increase attendance •Conducted marketing presentations to attract new members and increase memberships •Used sales techniques to offer the best memberships to guests •Introduced and handled sales promotions for arriving guests Cashier and Sales BJ's Wholesale Club Springfield, PA May 2005 - Mar 2006 •Customer service skills used to answer all incoming questions and concerns to increase sales •Managed cashiering activities in areas of purchasing, returns, and exchanges, and enforced store policies •Assisted in training new store employees •Interacted with vendors concerning pricing, availability, damaged product, buy-backs, and special orders. PROFESSIONAL TRAINING AND EDUCATION • High School Diploma Apr 2009 - May 2009 Regionally Accredited Continental Academy Miramar, FL 33025 Upper Darby High School September 1999 – June 2003 Drexel Hill, PA 19026 Accomplishments •Employee of the Month Awards at United Parcel Service •Perfect Attendance Award at United Parcel Service •Top Membership Sales at Philadelphia Zoo more

Voting Question: Question about a job offer?

I just got offered the following job for a news company in Ohio DUTIES & REPONSIBILITES: * Ability to constantly develop new editorial products and modify content for distribution via new technologies – mobile, citizen journalism, social networking, email marketing, e-commerce, RSS * Ability to analyze and improve content to meet publishing industry standards. * Ability to collaborate with technical staff on systems development and with communications staff on editorial development. * Ability to adapt easily to new technologies for online content creation and distribution. * Ability to handle multiple projects, react quickly to communications needs, and suggest more effective approaches to production and content packaging. * Ability to keep up to date on evolving web communications technologies and editorial approaches. * Ability to create and maintain web sites conforming to web standards (W3C). * Ability to work well on a team. * Excellent analytical, writing, oral communications and human relations skills. * Excellent attention to detail and collaboration skills. * Other duties as assigned by news management. They have offered me 30,000 a yr to start. I am a recent college grad(CIS from MAC school) with two internships doing basically the same thing. I feel this offer may be low but I'm not sure and I dont want to chance loosing this offer if I'm wrong. What do you think a fair number would be? Thanks more

Voting Question: Question about Salary for web producer?

I just got offered the following job for a news company in Ohio DUTIES & REPONSIBILITES: * Ability to constantly develop new editorial products and modify content for distribution via new technologies – mobile, citizen journalism, social networking, email marketing, e-commerce, RSS * Ability to analyze and improve content to meet publishing industry standards. * Ability to collaborate with technical staff on systems development and with communications staff on editorial development. * Ability to adapt easily to new technologies for online content creation and distribution. * Ability to handle multiple projects, react quickly to communications needs, and suggest more effective approaches to production and content packaging. * Ability to keep up to date on evolving web communications technologies and editorial approaches. * Ability to create and maintain web sites conforming to web standards (W3C). * Ability to work well on a team. * Excellent analytical, writing, oral communications and human relations skills. * Excellent attention to detail and collaboration skills. * Other duties as assigned by news management. They have offered me 30,000 a yr to start. I am a recent college grad(CIS from MAC school) with two internships doing basically the same thing. I feel this offer may be low but I'm not sure and I dont want to chance loosing this offer if I'm wrong. What do you think a fair number would be? Thanks more

Resolved Question: What would possess an organization responsible for safety-critical computerized systems not to have "Level 4?

automated testing" ? <<Originally published December 1994 SOFTWARE A Maturity Model for Automated Software Testing Mitchel H. Krause Aside from their mandate to provide a safe and reliable product, manufacturers of computerized medical devices may have three very practical reasons for automating their software testing program: their product is too complicated to test manually, the time devoted to manual testing is cutting into potential profits, and current FDA requirements will be easier to satisfy with automated testing and documentation. If any of these factors motivates your company, this article will help you to sort out the issues to be considered and options available. Then, when the automated test program is in place, safer and more reliable products will follow.1 The sorting instrument presented is a maturity model that plots four levels of testing maturity in terms of the resources required to move from one level to the next. The model can be used to determine the level that best fits your company and its products. THE SOFTWARE TESTING MATURITY MODEL The software testing maturity model, shown in Figure 1, is similar to a software process maturity model that is familiar to many software engineers. It has been described by Watts S. Humphrey in his book Managing the Software Process,2 and has been cited by Frank Houston, a former FDA staffer, and Steven Rakitin in presentations to the Health Industry Manufacturers Association.3,4 The version shown here as Figure 2 is adapted from Rakitin's presentation. The process model adapts well to automated software testing because effective software verification and validation programs grow out of development programs that are well planned, executed, managed, and monitored. A good software test program cannot stand alone; it must be an integral part of the software development process. Level 1: Accidental Automation. The first level of the software testing model--like level 1 in the software process model-- is characterized by ad hoc, individualistic, chaotic attempts to get the job done. Important information (for example, what to test) is not documented and must be extracted from in-house experts. Test plans are sketchy. Test results are not documented consistently. Schedules slip. Either products are delayed or testing becomes a cursory, poorly documented exercise. Management is uninvolved or uninformed. This level has been designated Accidental Automation because the use of any automated tools or techniques comes about almost as if by accident and is not supported by process, planning, or management functions. Products released on the basis of such testing may well be accidents waiting to happen. Testing at this level may be appropriate only for a product that has no potential for harming the patient or user; it is never appropriate for a computerized medical device. Level 2: Beginning Automation. The second testing level corresponds directly to Level 2¬Repeatable in the software process maturity model (see Figure 2). There are hundreds of capture-and-replay test tools on the market today that simply repeat the responses of a system under test.5 As in the process model, however, these tools have limited capabilities and lose their economic usefulness quickly as a product changes. Level 2 testing is still dependent on information locked in the minds of in-house experts, although documentation is beginning to appear in the form of software requirements specifications (SRSs) and test requirements specifications (TRSs). However, in most cases, large portions of these documents are written after the fact and used to meet regulatory requirements rather than to direct the development and test processes. Writing them does, however, provide good practice for moving to level 3. Level 3: Intentional Automation. At the third level, automated testing becomes both well defined and well managed. The TRSs and the test scripts themselves proceed logically from the SRSs and design documents. Furthermore, because the test team is now part of the development process, these documents are written before the product is delivered for testing. Consequently, schedules become more reliable. Level 3 is appropriate for many medical device manufacturers. Level 4: Advanced Automation. The highest testing maturity level is a practiced and perfected version of level 3 with one major addition: postrelease defect tracking. Defects are trapped and sent directly back through the fix, test creation, and regression test processes. The software test team is now an integral part of product development, and testers and developers work together to build a product that will meet test requirements. Any software bugs that do occur are caught early, when they are much less expensive to fix. When testing is performed at this level, an FDA inspector can pick up any piece of product documentation and trace the development process all the way from the SRS that describes the featureto the test results that validate it.>> more

Resolved Question: Would you have used this method, which seems to have been industry-standard, to set to work Collins Class?

submarine computerization software ? <<A Maturity Model for Automated Software Testing Mitchel H. Krause Aside from their mandate to provide a safe and reliable product, manufacturers of computerized medical devices may have three very practical reasons for automating their software testing program: their product is too complicated to test manually, the time devoted to manual testing is cutting into potential profits, and current FDA requirements will be easier to satisfy with automated testing and documentation. If any of these factors motivates your company, this article will help you to sort out the issues to be considered and options available. Then, when the automated test program is in place, safer and more reliable products will follow.1 The sorting instrument presented is a maturity model that plots four levels of testing maturity in terms of the resources required to move from one level to the next. The model can be used to determine the level that best fits your company and its products. THE SOFTWARE TESTING MATURITY MODEL The software testing maturity model, shown in Figure 1, is similar to a software process maturity model that is familiar to many software engineers. It has been described by Watts S. Humphrey in his book Managing the Software Process,2 and has been cited by Frank Houston, a former FDA staffer, and Steven Rakitin in presentations to the Health Industry Manufacturers Association.3,4 The version shown here as Figure 2 is adapted from Rakitin's presentation. The process model adapts well to automated software testing because effective software verification and validation programs grow out of development programs that are well planned, executed, managed, and monitored. A good software test program cannot stand alone; it must be an integral part of the software development process. Level 1: Accidental Automation. The first level of the software testing model--like level 1 in the software process model-- is characterized by ad hoc, individualistic, chaotic attempts to get the job done. Important information (for example, what to test) is not documented and must be extracted from in-house experts. Test plans are sketchy. Test results are not documented consistently. Schedules slip. Either products are delayed or testing becomes a cursory, poorly documented exercise. Management is uninvolved or uninformed. This level has been designated Accidental Automation because the use of any automated tools or techniques comes about almost as if by accident and is not supported by process, planning, or management functions. Products released on the basis of such testing may well be accidents waiting to happen. Testing at this level may be appropriate only for a product that has no potential for harming the patient or user; it is never appropriate for a computerized medical device. Level 2: Beginning Automation. The second testing level corresponds directly to Level 2¬Repeatable in the software process maturity model (see Figure 2). There are hundreds of capture-and-replay test tools on the market today that simply repeat the responses of a system under test.5 As in the process model, however, these tools have limited capabilities and lose their economic usefulness quickly as a product changes. Level 2 testing is still dependent on information locked in the minds of in-house experts, although documentation is beginning to appear in the form of software requirements specifications (SRSs) and test requirements specifications (TRSs). However, in most cases, large portions of these documents are written after the fact and used to meet regulatory requirements rather than to direct the development and test processes. Writing them does, however, provide good practice for moving to level 3. Level 3: Intentional Automation. At the third level, automated testing becomes both well defined and well managed. The TRSs and the test scripts themselves proceed logically from the SRSs and design documents. Furthermore, because the test team is now part of the development process, these documents are written before the product is delivered for testing. Consequently, schedules become more reliable. Level 3 is appropriate for many medical device manufacturers. Level 4: Advanced Automation. The highest testing maturity level is a practiced and perfected version of level 3 with one major addition: postrelease defect tracking. Defects are trapped and sent directly back through the fix, test creation, and regression test processes. The software test team is now an integral part of product development, and testers and developers work together to build a product that will meet test requirements. Any software bugs that do occur are caught early, when they are much less expensive to fix.When testing is performed at this level, an FDA inspector can pick up any piece of product documentation and trace the development process all the way from the SRS that describes the feature to the test results that validate it.>> more

Resolved Question: Are safety-critical system developers immune from prosecution ?

The paper A Maturity Model for Automated Software Testing, by Mitchel H. Krause, was originally published in 1994. Here is an except:- <<THE SOFTWARE TESTING MATURITY MODEL The software testing maturity model, shown in Figure 1, is similar to a software process maturity model that is familiar to many software engineers. It has been described by Watts S. Humphrey in his book Managing the Software Process,2 and has been cited by Frank Houston, a former FDA staffer, and Steven Rakitin in presentations to the Health Industry Manufacturers Association.3,4 The version shown here as Figure 2 is adapted from Rakitin's presentation. The process model adapts well to automated software testing because effective software verification and validation programs grow out of development programs that are well planned, executed, managed, and monitored. A good software test program cannot stand alone; it must be an integral part of the software development process. Level 1: Accidental Automation. The first level of the software testing model--like level 1 in the software process model-- is characterized by ad hoc, individualistic, chaotic attempts to get the job done. Important information (for example, what to test) is not documented and must be extracted from in-house experts. Test plans are sketchy. Test results are not documented consistently. Schedules slip. Either products are delayed or testing becomes a cursory, poorly documented exercise. Management is uninvolved or uninformed. This level has been designated Accidental Automation because the use of any automated tools or techniques comes about almost as if by accident and is not supported by process, planning, or management functions. Products released on the basis of such testing may well be accidents waiting to happen. Testing at this level may be appropriate only for a product that has no potential for harming the patient or user; it is never appropriate for a computerized medical device. Level 2: Beginning Automation. The second testing level corresponds directly to Level 2¬Repeatable in the software process maturity model (see Figure 2). There are hundreds of capture-and-replay test tools on the market today that simply repeat the responses of a system under test.5 As in the process model, however, these tools have limited capabilities and lose their economic usefulness quickly as a product changes. Level 2 testing is still dependent on information locked in the minds of in-house experts, although documentation is beginning to appear in the form of software requirements specifications (SRSs) and test requirements specifications (TRSs). However, in most cases, large portions of these documents are written after the fact and used to meet regulatory requirements rather than to direct the development and test processes. Writing them does, however, provide good practice for moving to level 3. Level 3: Intentional Automation. At the third level, automated testing becomes both well defined and well managed. The TRSs and the test scripts themselves proceed logically from the SRSs and design documents. Furthermore, because the test team is now part of the development process, these documents are written before the product is delivered for testing. Consequently, schedules become more reliable. Level 3 is appropriate for many medical device manufacturers. Level 4: Advanced Automation. The highest testing maturity level is a practiced and perfected version of level 3 with one major addition: postrelease defect tracking. Defects are trapped and sent directly back through the fix, test creation, and regression test processes. The software test team is now an integral part of product development, and testers and developers work together to build a product that will meet test requirements. Any software bugs that do occur are caught early, when they are much less expensive to fix. When testing is performed at this level, an FDA inspector can pick up any piece of product documentation and trace the development process all the way from the SRS that describes the feature to the test results that validate it. >> Would "Level 4 automated testing" automatically occur unless it was sabotaged by office politics ? Would it be criminally irresponsible not to do "Level 4 automated testing" ? more

Resolved Question: How Much Should I Get Paid to Make 100 outbound calls a day?

$5-$10 per hour $10-$15 per hour $15-$20 per hour $20-$25 or more per hour Entry Level Position with 4 years of experience Job Summary: We are looking for enthusiastic individuals to create solid leads for both our inside and outside sales teams. You will be expected to conduct a high volume of outbound calls daily so only motivated individuals need apply! You should also have the ability to project a professional image to our customers while providing and gathering information to generate sales opportunities. Duties/Responsibilities: · Develop solid leads through prospecting activities such as cold calling and using a lead qualification tool. · Responsible for making 80-100 outbound calls per day. · Understand and participate in the sales and lead management processes. · Contribute to data integrity in Customer Relationship Management Database by creating and maintaining accurate customer data. · Develop and maintain relationships with internal team members within sales and technical support teams to facilitate effective communication and collaboration to support the company’s business objectives. · Accountable for meeting assigned personal and team metrics. · Additional duties as assigned. Knowledge, Skills and Abilities Include: · Previous lead qualification, telesales and/or customer service experience preferred, preferably within the technology industry. · Ability to prospect and develop new accounts for the company. · Adaptable to new marketing campaigns and/or initiatives. · Proficiency with Microsoft Office and ability learn Customer Relationship Management Database · Willingness and ability to learn about the company and its products. · Self-motivated, professional, and respectful. · Ability to work well individually and as part of a team.I will have to make my own leads and I will also be given some. I am not sure about the bonuses yet. more

Resolved Question: Can you read my cover letter and see it's acceptable?

I'm looking for a job as a language teacher. Can someone read my cover letter and see if it's OK? Dear Mr.--- I would like to apply for a full-time position as a ------- teacher in your school. I had five years’ experience working with middle-school students in --- and over 10 years of experience teaching early childhood grades in both private and public schools in ---. Now I want to work in a great high school. Your school has such a great reputation with both students and faculty that I want to join the team. I looked up your school web page and am aware of the requirements for a language teacher. I am confident in my ability to be a valuable asset to your school. My greatest strengths include effective classroom management and building a student-centered community. Throughout the course of my career, I have also become proficient at designing data-based lesson plans. I constantly monitor individual students’ progress and utilize differentiated instructions to link learners with essential understandings and skills. As a result, my students have been able to reach their fullest potentials and achieve their educational goals. I look forward to discussing with you how my qualifications would best meet the needs of your educational program. You can call me after 4:30 pm on weekdays or email me at your earliest convenience for an interview. Thank you in advance for your time and consideration. Sincerely, My Name Enclosure more

Resolved Question: Was there "tortious interference" on any software projects in 1994-1995 ?

Something stopped the following from happening in some projects in 1994-1995. What might that have been ? <<Medical Device & Diagnostic Industry Magazine | MDDI Article Index Originally published December 1994 SOFTWARE A Maturity Model for Automated Software Testing Mitchel H. Krause Aside from their mandate to provide a safe and reliable product, manufacturers of computerized medical devices may have three very practical reasons for automating their software testing program: their product is too complicated to test manually, the time devoted to manual testing is cutting into potential profits, and current FDA requirements will be easier to satisfy with automated testing and documentation. If any of these factors motivates your company, this article will help you to sort out the issues to be considered and options available. Then, when the automated test program is in place, safer and more reliable products will follow.1 The sorting instrument presented is a maturity model that plots four levels of testing maturity in terms of the resources required to move from one level to the next. The model can be used to determine the level that best fits your company and its products. THE SOFTWARE TESTING MATURITY MODEL The software testing maturity model, shown in Figure 1, is similar to a software process maturity model that is familiar to many software engineers. It has been described by Watts S. Humphrey in his book Managing the Software Process,2 and has been cited by Frank Houston, a former FDA staffer, and Steven Rakitin in presentations to the Health Industry Manufacturers Association.3,4 The version shown here as Figure 2 is adapted from Rakitin's presentation. The process model adapts well to automated software testing because effective software verification and validation programs grow out of development programs that are well planned, executed, managed, and monitored. A good software test program cannot stand alone; it must be an integral part of the software development process. Level 1: Accidental Automation. The first level of the software testing model--like level 1 in the software process model-- is characterized by ad hoc, individualistic, chaotic attempts to get the job done. Important information (for example, what to test) is not documented and must be extracted from in-house experts. Test plans are sketchy. Test results are not documented consistently. Schedules slip. Either products are delayed or testing becomes a cursory, poorly documented exercise. Management is uninvolved or uninformed. This level has been designated Accidental Automation because the use of any automated tools or techniques comes about almost as if by accident and is not supported by process, planning, or management functions. Products released on the basis of such testing may well be accidents waiting to happen. Testing at this level may be appropriate only for a product that has no potential for harming the patient or user; it is never appropriate for a computerized medical device. Level 2: Beginning Automation. The second testing level corresponds directly to Level 2­Repeatable in the software process maturity model (see Figure 2). There are hundreds of capture-and-replay test tools on the market today that simply repeat the responses of a system under test.5 As in the process model, however, these tools have limited capabilities and lose their economic usefulness quickly as a product changes. Level 2 testing is still dependent on information locked in the minds of in-house experts, although documentation is beginning to appear in the form of software requirements specifications (SRSs) and test requirements specifications (TRSs). However, in most cases, large portions of these documents are written after the fact and used to meet regulatory requirements rather than to direct the development and test processes. Writing them does, however, provide good practice for moving to level 3. Level 3: Intentional Automation. At the third level, automated testing becomes both well defined and well managed. The TRSs and the test scripts themselves proceed logically from the SRSs and design documents. Furthermore, because the test team is now part of the development process, these documents are written before the product is delivered for testing. Consequently, schedules become more reliable. Level 3 is appropriate for many medical device manufacturers. Level 4: Advanced Automation. The highest testing maturity level is a practiced and perfected version of level 3 with one major addition: postrelease defect tracking. Defects are trapped and sent directly back through the fix, test creation, and regression test processes. The software test team is now an integral part of product development, and testers and developers work together to build a product that will meet test requirements. Any software bugs that do occur are caught early, when they are much less expensive to fix. When testing i. When testing is performed at this level, an FDA inspector can pick up any piece of product documentation and trace the development process all the way from the SRS that describes the feature to the test results that validate it. A Checklist of Issues. How can these software testing maturity levels help a company to plan and implement an automated software test program? The answer to that question comes from careful consideration of four issues: * What is the profile of your company and its products? * What processes do you need to implement as part of an automated testing program? * What kind of people do you need in order to create and run a testing program? * Which automated software test products fit your profile and process? Significantly, price is not on the list. That is because the cost of any one component, especially the test tool, becomes insignificant when it is compared with the potential payback. A well-planned and well-executed software test automationprocess will pay for itself many times over by ensuring fewer bugs and field fixes, shortening product development cycles, and providing labor savings. And, if you keep your ultimate goal in mind when defining processes, choosing staff, and buying test tools, your testing program will continue to yield a good return as you advance from one level of maturity to the next. PROFILE: RANKING YOUR COMPANY'S PRODUCTS Most computerized medical devices can benefit from some type of automated testing. In fact, Boris Beizer, who is probably the most well known expert in the field of software testing, has said, "As far as I'm concerned, manual testing is ludicrous and self-contradictory. It's based upon a fallacy. Anybody who thinks they can test manually, doesn't take into account the error rate in manual test execution."5 However, knowing what level of automation is appropriate requires a good understanding of your company's products. The exercise described below will help you to create atest-level profile of your company and its products. The profile is a guide to how your company may benefit from an investment in processes, people, and automated software test products. The point scores at the end of each section provide a rough estimate of the level of software testing maturity you should strive to meet. How Large Are Your Software Projects? As software projects increase in size, the resulting products become harder to test and at some point manual testing can no longer cover enough functionalities to ensure safe and reliable products. There are many ways to measure the scope of a software project, but a simple line count is a start: * Score 1 if your product has fewer than 10,000 lines of code. * Score 2 if your product has between 10,000 and 30,000 lines of code. * Score 3 if your product has between 30,000 and 70,000 lines of code. * Score 4 if your product has more than 70,000 lines of code. How Complex Is Your Product? Systems with multiple inputsand outputs, graphics screens or printers, embedded processors, or multiple microprocessors are all candidates for the controlled sophistication of automated testing. If two or more interactive processors are used, the product probably presents integration and timing issues that cannot be tested manually. Similarly, if the product has an embedded processor, it may have functionalities that cannot be tested manually. In other cases, it may simply be impractical to test the system manually. Printers are one example of a common peripheral that is hard to test by hand. They not only accept commands and data from a software system, they also send back status and error signals to which the system must respond correctly. It is slow, inconvenient, and sometimes impossible for a tester to follow test plans that try to duplicate all the combinations of acknowledgment, system-busy, paper-out, baud rate, error, select, sensor, and other signals the printer might return. The input simulationprovided by a sophisticated automatic test system can both speed up this process and make it traceable and reproducible. Even testing of that seemingly ubiquitous input device, a keyboard or keypad, can benefit from using an automated test tool with simulation capabilities. Timing issues, especially, are nearly impossible to test manually. The fatal accidents in the mid 1980s that involved a radiation therapy machine are a good example of the kinds of problems that can occur. This particular machine had both therapy and diagnosis modes, and operators entered a series of keystrokes to switch the system from a high-energy to a low- energy mode. If the keystrokes were typed in too fast, however, the high-energy mode would remain in effect even though the operator would assume the change had been made. Later, when the system was activated, it sent a damaging and sometimes lethal dose of radiation into the patient.6 An automated test tool with simulation capabilities could have detectedthis problem early, before any harm was done. Keyboard simulations could have been set up to test the effect of varying keyboard input speeds. (The actual resolution of the problem involved many factors in addition to keyboard input speed; the report cited gives a full account of these accidents and their outcome.) System outputs may also be tested more efficiently using automated methods. After an 8-, 10-, or 12-hour day, even the most conscientious human tester will fail to notice some errors or forget to document them. Other outputs either cannot be monitored manually or the testing may require nonintegrated measurement devices that may be difficult to set up and monitor. Finally, some potentially fatal software flaws may never show up during functional (black-box) testing. Detecting these problems requires an automated system that can use white-box test methods to look inside the system.1 * Score 1 if your product has a single processor and simple inputs and outputs.* Score 2 if a malfunction or failure of your product presents a small but acceptable risk to the financial health of your company. * Score 3 if a malfunction or failure of your product presents an unacceptable risk to the financial health of your company. * Score 4 if a malfunction or failure of your product would cause irreparable harm to your company. What Risk Does Your Product Pose for the Patient and Operator? Although concerns about size, complexity, and financial risk are important in all software projects, the bottom line for a medical device company is risk to patients and health-care providers. Medical products must be both safe and effective. That is, they must do what they are designed to do and, when something does go wrong, the malfunction or failure must cause no harm. The product's FDA classification and hazard analysis results may determine if automated testing should be implemented. If a computerized medical device is categorized as Class II or Class III,an automated software test program may be necessary to provide both the testing and documentation required. Similarly, if the product presents software-related hazards, an automated test program might help your company to verify, validate, and document the measures taken to mitigate those hazards. * Score 1 if your product is FDA Class I and a hazard analysis has shown there is no possibility of its software causing harm to a patient or operator. * Score 2 if your product is FDA Class I and a hazard analysis has shown there is a remote possibility of its software causing harm to a patient or operator. * Score 3 if your product is FDA Class II. * Score 4 if your product is FDA Class III. Evaluating Your Scores. In its "Reviewer Guidance for Computer-Controlled Medical Devices," FDA supplies an approach to evaluating the scores assigned in this exercise: "When a level of concern is assigned for each functioning component of the software, the highest level of concern generatedis that assigned to the software aspect of the device."7 Thus, if you want to ensure the long-term success of your company, aim for the level of automated software testing equal to your highest score in any category. PROCESS: CONTROLLING TEST POLICIES AND PROCEDURES If any one word sums up the regulatory demands being placed on medical device manufacturers, it is process. No matter how much effort goes into designing, testing, and manufacturing a product, an auditor will not be satisfied if the process is not written down, followed, and documented. Process-related expenses will be incurred regardless of the testing level achieved or whether or not the software test process is automated; however, they can vary significantly across the testing levels. Level 1 Process Costs. When software testing is at level 1, process costs are hidden. They arise from not having a defined process and can be very high, indeed. Such costs can include those incurred by delayed product introductions,the need for frequent field fixes, and a generally ineffective product development effort. Level 2 Process Costs. Surprisingly, process costs can be highest for a company that is testing at level 2, especially one that is contemplating a move to level 3 in the foreseeable future. The costs are high because at level 2 the company is probably just starting to evaluate its software testing needs and to put standardized procedures in place. It may have to experiment, hire consultants, and establish or expand job areas, such as regulatory affairs. Process Costs at Levels 3 and 4. Although the two major forces behind process improvement--FDA regulation and the need for ISO 9000 certification--may affect any company, those testing at levels 3 or 4 almost certainly need to meet FDA software test requirements. Such compliance is expensive and time-consuming, but the good news is that creating and documenting procedures for an automated testing program is no more expensive than doing so fora manual one. In fact, use of an automated test tool with scripting, test identification, and automatic documentation capabilities can reduce costs by providing some of the framework and content required. The FDA "Reviewer Guidance for Computer-Controlled Medical Devices Undergoing 510(k) Review" states that "FDA is focusing attention on the software development process to assure that potential hazardous failures have been addressed, effective performance has been defined, and means of verifying both safe and effective performance have been planned, carried out, and properly reviewed."8 In order to get marketing approval for any product, its manufacturer must prove to FDA that the product does what it is supposed to do and that it is safe. The way to do that is not only through clinical trials but also by documenting the process that was followed to make the product eligible for such trials. In contrast, ISO 9000 certification is based on process alone. Because the productsthemselves are not certified, the certification authority is concerned solely with whether the process that created the product is traceable, repeatable, and documented. When the process is proven, the site responsible for making the product is certified. An ISO 9000 certification audit costs about $10,000 to $20,000, but that is only the barest tip of the iceberg. The total cost includes the resources required to evaluate the company's needs, get the appropriate procedures in place, have them audited and approved, and motivate personnel to use them. If established procedures are being revised to accommodate automation, existing regulatory affairs and quality assurance personnel may need to devote two to four weeks each to the project. In addition, it may take a technical writer about a month to rewrite the policy and procedure manuals. Finally, occasional technical support will be required from software developers and test engineers. PEOPLE: CHOOSING QUALIFIED TESTERSNo matter what type of testing a company does, manual or automated, experienced people are needed to create the test plans and write test scripts. Level 1 People Costs. At test maturity level 1, testing is often limited to debugging. A programmer writes and debugs the product's software until everything seems to work correctly. Because only the programmer is involved, testing costs are hidden in the cost of development. Likewise, the potential benefits of better test practices are hidden in field-support and product- upgrade costs. Thus, level 1 people costs are essentially unknown. Level 2 People Costs. In software testing programs at level 2, testing is recognized as a separate function. Test plans and scripts are generally written by an experienced product user or support person who may or may not have programming experience. In any case, the person performing this task must understand the SRSs and design specifications well enough to write a comprehensive test plan and testscripts. The scripts are then given to testers who run them and record the results. One option is to hire a group of low-paid, inexperienced users; another is to recruit testers in-house. Whoever the testers are, they must understand that their job is to try to break the system as well as to make sure it works right. Level 2 people costs may also include one or more high-level support people to coordinate test writing, supervise the testers, and edit the results. Also, since the labor that goes into setting up a capture-and-replay tool is not reusable, the cost of one test cycle must be multiplied by the number of test cycles expected. People Costs at Levels 3 and 4. Automated testing plans are most often written by a software test engineer, who should also participate in product development meetings with design engineers to help build testability into the product. The test engineer's programming background combined with a familiarity with the product will ensure the creation ofefficient tests that attack the weakest parts of the product. If the test tool has white-box test capabilities, the test engineer uses his or her knowledge of system internals to specify tests for functions that cannot be tested manually. The test plan is then used to write the test script programs. This work can be done by the test engineer or given to application programmers. The level of programming experience required to write test scripts depends on the test tool used. Generally, the most versatile tools run on scripts written in some version of a common programming language, such as C. Other tools use simplified languages. In any case, at least one member of the test team must have some familiarity with writing a structured set of instructions. Because the automated testing tool runs the tests and creates the documentation, no costs are added for hiring testers or diverting in-house personnel to perform and document the tests. PRODUCTS: CHOOSING THE RIGHT TESTING TOOLThe requirements of the product and process determine the selection of an automated testing tool. However, medical device manufacturers should beware of confusing development aids with automated software test tools. Companies can spend large sums on many kinds of debugging tools and in-circuit emulators and still not have an automated test program. A software development aid has done its job when the product, or product component, is debugged and seems to work. Automated test tools, on the other hand, are designed not only to verify the system, but also to stress it to the point that it will break in the lab before it can fail in the field and harm a patient or operator. Level 1 Tool Costs. Although development aids such as debugging programs and in-circuit emulators may be used in level 1 test programs, no automated test tools are used. Therefore, there are no tool costs at this level. Level 2 Tool Costs. Level 2 testing is the domain of simple capture-and-replay tools that employrudimentary scripting capabilities and are often used to verify operator interfaces. Prices for such tools start at about $200 and can reach $5000 or more for the more-sophisticated models. The less-expensive, software-only versions are often intrusive; that is, they run on the same computer as the software application being tested. Because the tool and product occupy the same space, product timing and performance can undergo unpredictable changes. Even if no problems show up during testing, the product shipped is never exactly the same as the product tested. Capture-and-replay tools with integral capture hardware eliminate the problems associated with intrusiveness but retain another problem characteristic of such systems--inflexibility. Because a capture-and-replay test suite for a graphic user interface (GUI) can contain thousands of captured screen images and consume megabytes of memory, the time it takes to gather these images is significant. Timing variations and the fact thatGUI displays are seldom static can add even more time. Most significant, however, is the amount of time needed to recapture, integrate, and retest the inevitable changes caused by debugging and last-minute product upgrades. Thus, capture-and-replay tools should be used only for the simplest of products. Tool Costs at Levels 3 and 4. High-level test tools can include several advanced capabilities in addition to capture and replay. The following are features to look for when purchasing tools: * Scripting. The tool's test script language should be as functional as a high-level computer language, permitting the inclusion of files, libraries, loops, and conditional statements. It also should include aids to help debug the scripts themselves. * Monitoring. A choice of intrusive software monitoring, such as that used in capture- and-replay tools, or nonintrusive hardware monitoring of system outputs may be available. An added high-level feature in the most sophisticated systems isdirect-processor monitoring. With direct-processor monitoring, a connector similar to an in-circuit emulator pod is mounted on the processor and monitors the activity of the product under test. The test tool is nonintrusive because the connector never sends signals to the application being tested. It is also quite fast and accurate because it works at the processor level. * Black-Box Simulation and Stimulation. A high-level tool should be able to emulate the actions of a human tester. Hardware is available that can simulate such product stimulations as keys being pressed, printers responding, tones being generated, relays opening and closing, and other analog or digital inputs. In short, advanced simulation capabilities should enable tests to run unattended. * White-Box Simulation and Stimulation. The test tool should also be able to simulate and monitor the internal workings of the product tested. Such white-box testing capabilities permit testing of timing, integration, andand resource issues that cannot be tested manually. * Documentation. Automated test tools can log both test parameters and test results. If integrated into the software development process, a sophisticated system should be able to produce much of the documentation required by regulatory agencies. Test tools suitable for testing at levels 3 and 4 cost from $15,000 to $75,000. CONCLUSION As described above, once you determine your company profile, perfect your processes, establish test specialists, and give the team members appropriate testing tools, your company can realize the benefits of automated software testing. When compared with manual programs, automation properly applied will result in higher-quality products, lower risks to your company and the patients you serve, faster regulatory approvals, and decreased time to market. The higher level you reach on the automated software testing maturity model, the more benefits you will realize. Whatever level you choose,however, keep in mind a major lesson of the last 30 years of computing: No matter what tools you buy, your largest investment by far will be in the processes and people you put in place to use those tools. Purchase automated software testing tools based on how they can maximize your investments in processes and people, not on the price of the tools themselves.>>(for author's references - see author's original paper) more

Voting Question: Do you know Master´s Commission ?

I am committed full-time to preaching the Gospel of Jesus Christ while ministering to people's physical needs. I have no employment income or other regular sources of revenue to support myself, let alone my ministry. I don't serve for financial gain or fame; I serve in spite of my own need because of my deep love for Jesus Christ. I know for me as a missionary I need around $350 USD per month to meet my basic needs. That's where you come in! Would you take up the challenge to help the ministry God has entrusted me with? I am able to accept on-line donations and recurring, automatic monthly donations can be donated through my blog or feel free to get in contact with me. God bless you and I am praying for you. Thanks for partnering with me and with what God is doing in my life. Master’s Commission was established in 1984 when volunteers committed one year to learning principles of leadership, self-discipline, moral ethics, and personal integrity, and to the responsibility for serving their local community, country, and the world. Since its beginning, Master’s Commission has effectively trained thousands of young adults and has expanded to cities throughout the United States and Canada with several international affiliates. With professional backgrounds in Human Resources Management and Education, Pastor Richard and Jocelyn Moore have created with their staff an effective leadership program. With collaborative partnerships with local churches and a large variety of social assistance programs, Master’s Commission has been able to design “on-location classrooms” where leadership training takes on a whole new meaning. Within the realities of developing world-conditions, dynamic and life-changing leadership training transforms the average young adult into a global citizen with passion, purpose, and a commitment to serve his or her fellow citizens around the world. Master’s Commission is a training program created for young adults to provide a stimulating environment for developing personal disciplines, moral character and leadership qualities. Our training program is divided into three primary modules, giving interns valuable real-time learning experiences. • Personal Development – Learning the basics of personal disciplines and practical life skills reflecting high moral character and ethical values. Interns have purposed to invest up to two years of their lives for hands-on leadership training where they realize the lasting values and benefits of hard work, integrity of character and self discipline. • Service to the Community – Practical service within the local community, including public schools, churches, social service agencies, shelters for the homeless, after-school programs, safe-houses for former street children, and orphanages. . • Global Compassion – Compassion and service with a global focus. Through collaborative partnerships with local social projects, interns learn what goes on behind the scenes. Through on-site experiences, interns develop a global perspective on relieving world needs. more

Resolved Question: Can you help mee please, i need a correction for this resume plz!!?

I'm not fluent in english, it's for a job " teacher " , they asked mee to send a resume in english and in french. thx @+ By this, I come very respectfully request your high benevolence my acceptance within your organization. Indeed, as you could see in my CV, I gained professional experience during my studies and my internship elsewhere that allowed me to develop my sense of contacts, organization and responsibilities. My experience as a teacher and my academic training in cultural heritage management, provided by qualified trainers and experts in the field of management, offering me the opportunity to occupy a position of responsibility. So I think my personality is in full agreement with my motivation. Indeed, I also tire of my job as a teacher of French and head of a summer camp, the ability to adapt quickly to the dynamics of each group. I developed my organizational skills and the art of cross-cultural and interpersonal relationships and effective listening to students to meet their needs. I think I am open to other, open to the curious, anxious to improve myself, I know myself and has excellent skills in terms of effective time management. I facilitated two workshops french, the first had the mastery of french writing among students, a second focuses on the oral''speak'', In these workshops, I played the role more of the host. These workshops have allowed me to trade it was profitable and educational incentives that made me see my work differently. My active participation in the various facets of school life has refined my ability to work effectively, to use every minute of my time wisely and make the right balance between school and extracurricular activities. I like to engage in the community because it is a great way to develop my ability to analyze and solve problems. I hope you have convinced of the sincerity and quality of my motivation and you go and hold my candidacy is my fervent hope. Warm regards@ italie....No i'm applying for a french teacher but, they asked mee to send a copy in english, and in my C.V i wrote that, i'm not good in english, but i'm very good in french, italien, arabic..thx more

Resolved Question: Q1. Which of the following statement reflects the 'Age Discrimination Act' for?

Q1. Which of the following statement reflects the 'Age Discrimination Act' for workers? A. At the age of 40 to 70, workers can not be retired by force B. At the age below 18, workers can never be hired C. Having 10 years of experience, workers should be promoted D. Workers can never be rehired if retired once Q2. Reactive approach to overcome the influence of discriminatory practices occurred in the past is referred as: A. Equal employment opportunity B. Affirmative action C. HR planning E. Litigation process Q3. Organizations put maximum effort in measuring performance of organizational people because: A. It makes procedures cost effective B. It helps in detecting the problems C. It leads to product innovation D. It assists in implementing new technology Q4. In order to promote unbiased management, organizations should develop: A. Powerful union B. Strategic alliance C. Legal compliance D. Stakeholder influence Q5. Following are all included in 'Statistical Approach' of forecasting, EXCEPT: A. Trend analysis B. Sensitivity analysis C. Ratio analysis D. Regression analysis Q6. Alternative work arrangements include all of the following, EXCEPT: A. Part-time work B. Flexible hours C. On-site child care D. Job sharing Q7. How often HR planning process is implemented within an organization? A. Continuously B. Annually C. Bi-annually D. Quarterly Q8. Which of the following reflects the relationship between MIS & HRIS? A. Both are same B. MIS is one aspect of HRIS C. HRIS is one aspect of MIS D. No relationship exists Q9. ‘Strengths’ & ‘Weaknesses’ are ____________________ to an organization. A. Important B. Internal C. External D. Central Q10. Which of the following statement best reflects the Job analysis? A. Conceptual process B. Written statement C. Recruitment method D. Legal clause Q11. Standards are established to: A. Achieve desired outcomes B. Meet legal compliance C. Achieve competitive advantage D. Promote goodwill in market Q12. Which of the following constraint does NOT affect the recruiting efforts? A. Compensation of the job B. Image of the organization C. Internal organizational policies D. None of the given options Q13. Job evaluation is based on the: A. Physical skills required by the job B. Relative job worth for an organization C. Complexity of the job to perform D. Conceptual skill required by the job Q14. Who is in the best position to observe and evaluate an employee’s performance for the purposes of a performance appraisal? A. Peers B. Customers C. Top management D. Immediate supervisor Q15. Which of the following is a stated outcome of 'Job Analysis'? A. Job description B. Job specification C. Job evaluation D. All of the given options Q16. Which of the following term is used as an indicator of missing information by the applicant while making selection decision? A. Red flag B. Red alert C. High alert D. Alarming situation Q17. Which of the following best defines recruitment in an organization? A. Forecast the supply of outside candidates B. Develop an appropriate applicant pool C. Determine the importance of job applicants D. All of the given options Q18. Which of the following term is used for choosing the individual who is best suited to a particular position and to the organization from a group of potential applicants? A. Recruitment B. Staffing C. Enrollment D. Selection Q19. Followings are included in contingent workers, EXCEPT: A. Part-timers B. Contractors C. Directors D. Temporaries Q20. Which of the following term contains information regarding machines & equipments used at workplace? A. Job analysis B. Job specification C. Job description D. Job evaluation more

Resolved Question: Primary teaching advice needed please?

Hi. I'd like a bit of teaching advice please. Have a couple of questions to ask (i'm a trainee teacher in my first year at university) 1) Any suggestions for effective behaviour management strategies please? Half of the class tend to listen when you're standing at the front of the class and the other half gets distracted quickly. Hard to involve all children at the same time, since I feel inclined to follow the class teacher's question-response method during lesson inputs. The children who then aren't answering just switch off quickly. Have a big class and a couple of SEN children. The class teacher doesn't use the board too much for lesson inputs and relies more on class discussions. 2) There is a child in my class who doesn't respond to what I say and not always to what the class teacher says. When I give the child an instruction, they give me a blank look as if i'm speaking a foreign language and i think this is so they can waste time during lessons. If the child is not sitting in the seat they want to be in, they just don't sit down at all for ages. 3) The school i've been placed in isn't bad however I am not with a very supportive teacher. It's all too easy to blame the teacher I know. I don't get any support though or advice before I teach. No plans are checked and the comments I get after my lesson are things which could have been resolved before the lesson, had this teacher only been willing to talk to me about it. This teacher rarely talks to me and I just feel like i'm not getting any support at all. I've already discussed this with other people involved in the placements, however I just need to stick at it. This teacher is very rarely impressed with whatever I do, but I'm trying my best and wouldn't say I'm a bad teacher at all. I'm very devoted, passionate and put my all into teaching so all these negative comments are only bringing me down. Placement should not be something I dread but the fact that i feel I can't talk to my class teacher is just awful to be honest because how am I meant to meet the criteria in the standards if i'm not given much feedback at all to go off. What do people suggest I do please? I only have one term left at this school so certainly changing schools is not an option. I will be sticking it out but how can I impress this teacher please and make my performance in the classroom as good as it can possibly be. I apologise for the length of this. It is quite long. Thanks in advance for you help.thank you Kara for the great advice. It was very reassuring and helpful and I think it'll prove really useful in the classroom. Thanks again!thank you very much for the advice. really was very useful and I feel a lot better in myself and in the whole thing now. I'm sorry to hear that you've had a similar experience to me but to know that you came through it and are now happily teaching was a big relief to hear and very reassuring. I have felt like nothing I can do is right even though i always give teaching my all and you feel like you're in this bubble and nobody else will/has gone through it. I will stay positive though and am going to push myself to the limit this term to impress my teacher.yeah, for my second point about the child who does not like to listen, they are in the lower ability group however they do understand me, they just choose not to act on it. It's so frustrating to have to keep asking a child to do something and they just choose not to respond or act on it and then if I try to ignore the problem, the child just carries on doing it so it's like I can't win either way.well not ignore the problem, I meanr ignoring the behaviourwell not ignore the problem, I meant ignoring the behaviour more

Resolved Question: tariff and trade restrictions at Greatest colas?

answer :- Thank you for the opportunity to present my views on tariff and trade restrictions before you. As you all know that Greatest colas is one of the World’s largest producers of aerated beverages in the world, being the industry leader and having a major presence around the world, our company has to follow a number of rules and regulations to comply with many international trade laws. As said by Jeffry Sachs the Director of Center for International Trade at Harvard University. ”Fifteen percent of world population provides all world’s technology innovation one half follows it, rest is not aware of these things”, Today when globalization has become a rapid phenomena bringing forth that paradigm shift thus knitting the world to form a global village there is no survival if cutoff from the rest of the world as no nation is self-sufficient, be it in terms of technology or resources. Trading augments this growing relationship liquidating the herculean task of meeting needs exponentially increasing availability when coming to choosing things. The whole world has become a well connected market threaded by supply chain management engaged in mutually beneficial exchanges. Tariffs and Trade restrictions play an active role in controlling the industries and also pacing the world economy. Tariff is a tax on goods when they move from one country to another. Tariff is for the revenue purpose and protecting industries. Tariffs are two types protective and revenue tariffs. A tariff is paid for by the buyers of the foreign goods and the buyers of domestic goods who pay higher prices. The Tariff commission sets the tariff. The HTS of the United States was enacted by congress and made effective on 1 Jan 1989, replacing the former Tariff Schedules of the US. Tariff helps to raise the price of the imported product and helps the domestic products of similar nature to be sold at higher costs but they reduce exports. The various models for acquisition and reaching Global market for global business expansion are multinational enterprise, foreign representation, licensing, franchising, joint ventures, strategic alliance, foreign direct investment, subsidiary and contract manufacturing. In a franchise agreement, the franchisee pays the franchisor for a license to use trademarks, formulas and other trade secrets. There is a freedom to adapt their products to meet the needs of the market. Contract manufacturing is when a foreign countries production of a private label good to which a domestic country attaches its trade mark. Joint ventures is a mode of expansion involving two or more parties. They share technologies, market management expertise allows a foreign market where normally they would not be allowed but for the risk of breaking of agreement by any of the partner and the inflexibility involved due to vastness of spheres involved. International trade has a lot of benefits but still many nations have their own reasons in putting restrictions on trade. A Quota is a restriction on the quality of importing goods. It actually creates a shortage which leads to the cost of the goods going up and allowing the domestic producers to increase their prices and production. A Quota on watches, might limit foreign made watches to 50000000 pairs a year. If American buy 100000000 each year, this would leave most of the market to American producers. Embargo is another trade restriction. Trade restrictions thus shift production from more effective exporting producers to less effective domestic producers. World trade is limited but industries get protected within countries. For the world economy to strengthen free trade is very essential and for the national economy to strengthen there must be enough import only then there will be export. The WTO created on 1Jan 1995.It was to replace the General Agreement on Tariffs and Trade or GATT.WTO is a forum with 153 nations as members where trade agreements are negotiated between governments. Its rules support maintain trade barriers ,as an independent entity it oversees the cross border issues. The WTO with Dispute Settlement Body, a significant forum resolves the international trade disputes between WTO members. USITC, OFAC, FTC helps to keep up the comity in the international trade front lively and healthy. Notes 1.Valorem Tariff- is a value percentage set on goods on import. 2.Specific Tariff - is a tariff of specific amount of money that does not vary with price of goods. 3.Protective Tariff- to artificially inflate prices of imports and protect domestic industries from foreign competition. 4.Prohibitive tariff -protects local producers also raises revenue. 5.USITC- United States International Trade Commission responsible for conducting global safeguard and market disruption investigation under Trade Act of 1974. 6.OFAC- Office of Foreign Asset Control administers sanctions preventing trade. 7. FTC-Federal Trade Commission has quasi- legislative a more

Resolved Question: Need HELP with Human relations ASAP?

1. To be productive in a new job, which one of the following suggestions can you safely ignore? A. Be committed to doing the best job you can. B. Stay within the bounds of locally acceptable professional behavior. C. In team assignments, make sure you speak first and act on your own. D. Dress in manner acceptable in your workplace 2. In human relations, imagined risks are A. unaffected by positive self-talk. B. a kind of negative self-talk. C. harmless, because they're imaginary. D. a kind of positive reinforcement. . The chief goal of human relations is to A. show people that you know more about life than they do. B. make people more politically aware. C. make you an efficiency expert. D. help people relate better with one another. 4. Noticing nice things about people, and telling them, is an example of A. self-confidence. B. good listening. C. consideration. D. good communication. 5. Among the qualities listed on the Human Relations Scale, the most important one for building new relationships is A. consideration. B. self-confidence. C. a sense of humor. D. self-honesty. 6. In a conversation with a coworker, you're not sure what she said about the Clearwater building site. By repeating what you think she said in your own words, you're demonstrating effective _______ skills. A. listening B. honesty C. consideration D. flexibility 7. Which of the following human relations skills is most clearly related to communication? A. Self-confidence B. Drive C. Responsibility D. Listening 8. Which of these statements is true? A. A good attitude can make you tired. B. Being tired makes it harder to have a good attitude. C. Being in conflict with people isn't much of a problem. D. A good attitude happens by accident. 9. In general, becoming a good listener is difficult for most of us because A. most of us are talkers, not listeners. B. listening to people requires us to pay attention. C. not-listening is a habit most of us develop during childhood. D. most people have nothing interesting to say. 10. Relationships among people are A. one of two types—social or working. B. something that must be maintained to stay healthy and strong. C. usually simple and easy to understand. D. not influenced by people's ideas and attitudes 11. From the perspective of an employee, the effective channeling of work-related information and concerns A. should be passed on informally to fellow employees. B. should be conveyed directly to the manager in charge of function involved. C. often requires letters or phone calls to top management. D. is best conveyed through one's immediate supervisor. 12. Reinforcement, contact, honesty, and fair expectations are A. ways of maintaining relationships. B. characteristics of productivity. C. part of the irritation threshold. D. theories of supervision. 13. The ideas, things, or events people feel are important are called A. attitudes. B. values. C. relationships. D. conflicts. 14. The chief reason a person becomes a supervisor is A. confidence. B. motivation. C. work-related knowledge. D. personality. 15. Effective teamwork and high productivity are good indications of positive A. socializing. B. horizontal relationships. C. reinforcement. D. productivity goals. 16. Vera is a good listener, helps her customers solve problems, and makes product suggestions that meet their needs. Last year she received the Associate of the Year award. Vera's experience illustrates the idea that success is A. measured by how well one does his or her job. B. in the mind, not in the job. C. determined by the desire to succeed. D. in numbers—both money earned and customers served 17. A relationship between an employee and a supervisor is a A. family relationship. B. past relationship. C. horizontal relationship. D. vertical relationship. 18. Which one of the following is a good way to deal with frustration? A. Try to remove the obstacle that's blocking the goal B. Become angry at our friends C. Give up without trying and move on to something easier D. Keep our feelings inside 19. The most common listening problem is A. paying attention but misinterpreting the message. B. not giving other people a chance to talk. C. trying to listen to two people at once. more

Resolved Question: Can you please summarise this article and give your opinion?

This is the article: The Scottish tourism industry will be "dead in the water" without embracing new technologies. The warning came from Alan Rankin, chief executive of the Aviemore and Cairngorms Destination Management Organisation, ahead of Tourism Innovation Day, on February 28 in Glasgow. Rankin, former chief executive of the Scottish Tourism Forum, spoke out following results of a Scottish tourism survey carried out by Highland Business Research for Tourism Innovation Day, which showed that 59% of companies felt that they could do better in terms of embracing technology. He said: "The tourism industry will be dead in the water unless it adopts the opportunities presented by new technologies." Many of the companies surveyed, which included accommodation businesses and tourist and visitor attractions in Scotland, cited similar themes when asked about their biggest technology challenges. These included securing funding to develop and increase the use of technology; not having broadband available in their area; being able to update their website regularly; the cost of promoting a small business on the web and staying on top of changing technology and trends such as the growth in use of rich media and Web2.0. Rankin questioned whether Scotland will be able to meet the challenge as quickly as emerging markets. "In the global market, having your website configured for the mobile phone, will become a necessity," he said. "For a lot of people in the Asian economies, the phone is a more important internet mechanism than the computer. This will become increasingly true of the developed markets. "Yet in some of our key rural tourism areas in Scotland, we don't have the mobile technology infrastructure in place - a major obstacle to overcome. Some areas do not even have broadband available." In the Scottish tourism survey, 94% of respondents have not offered mobile travel applications for customers and 96% did not have a version of their website for the mobile phone. Respondents were aware of the importance of social networking sites as a promotional channel, but only 17% of respondents had used such sites for promoting their businesses. Rankin warned that using social networking comes with its own sets of problems. "Such sites can pose challenges in terms of controlling the messages and should a company receive online criticism, it is there for the whole world to see. Companies therefore need to either get their service right in the first place," he said. Tourism Innovation Day, which is organised by the Tourism Innovation Group with Scottish Enterprise, has been designed to inspire and equip Scottish tourism organisations to apply technology, and develop innovative new products and services. Sue Crossman, project director for TiG, said, "The percentage of global hotel bookings made online for the first quarter of 2007 was almost double that of the same period last year. "Internet bookings accounted for 41.2% of total CRS bookings in major hotels chains throughout the world, up from 22% in 2006. "One third of all bookings during the first quarter of 2007 came through hotels' own websites. "With the ever increasing use of the web coupled with mobile phone advances, new technology will let the customer source better deals, and will raise their expectations in terms of receiving more customised tourist information." She challenged businesses of all sizes to raise their game in exploiting new technology, calling for "effective digital portals" to be set up for all of Scotland's main tourist destinations. The portals could use technology similar to popular social networking sites such as Bebo and Facebook, and allow visitors to post comments, pictures or videos about their personal experience of any location or service. Crossman claimed such sites would boost online bookings and help visitors find out more about the quality and variety of tourism experiences on offer. Digital portals would encourage smaller business, such as individual bed and breakfasts, that are still not confident about what the new technology can do for them, to work together to promote themselves and their location. She said: "Some companies are missing out on the available technology and that is not helping our global competitiveness. "There are now cost-effective ways for any accommodation business to offer online bookings; this is a must going forward. New technology, including the kind that allows you to post user-generated content on the web, is very exciting and should be helping destinations get their messages out there effectively." Tourism Innovation Day includes keynote speaker, Ben Vinod, chief innovator at Sabre Holdings, the company behind Lastminute.com. by Phil Davies If you had to summarise that article What would you say?? Do u agree with the article??? more

Resolved Question: employee v employer question - please read the letter below.?

i write to further to the team briefing held on the 17th march in which it was confirmed that it was the companies intention to remove pay per room permantely. AS EXPLAINED, IT IS MORE COST EFFECTIVE AND FAIRER TO OUR EMPLOYEES TO 'PAY PER HOUR' GOING FORWARD. the company will consult with the team members affected by this change until the end of may 09. you will be invited to a series of 1:1 metings with myself so that you have the opportunity to ask questions and to understand the impact on yourself. i invite you to a formal 1:1 meeting on the 22nd march at ??.??am. Please contact me upon reciept of this letter to confirm your attendence. in the meantime, should you have any queries please do not hesitate to contact me. yours sincerly, pp ur boss bosses name this is a letter that was sent to my missus after a quickly arranged meeting by a NATIONAL company. the employees work in the hotel trade and are paid by the room to clean the rooms and HAVE recieved commendations from thier employers (and presumably shareholders) for doing well at thier jobs. now despite this being the top hotel in thier chain they are being asked to change the terms of employment - no talk of the economic slowdown or the employyees agreeing to and taking a reduction in thier working week during dec, jan & feb and it looks like again from april. - march was a good month for this hotel chain but now they want to change the terms/contract s of employments for the staff that are paid by the room (it would be called price work in the construction industry). questions - can the employer change the terms of the contract? how much notice before a meeting takes place between an employer and employee needs to be given? none of the employees are in a union -can they join one in a hurry? most of the workers are foriegn, can they ask for a translater - instead of the management lackey - if they have to agree to the 1:1 meetings? (my wife) and myself & kids are probably better of claiming wftc but her indoors doesn't want to do this as she wants to have a life but this is pissing her of big style and any advice /help would be appreciated - and if your a labour party member please forward this to mr brown/blair, blair/brown or whatever the us/uk decision maker is called these days.i/we live in the uk more

Resolved Question: Is this why Collins submarine software was supposedly difficult to integrate ?

<<This is life in the code mines, and it should explain why your lucky to get decent documenation much less any form or record keeping. Wake up and trudge off to the code mines. If it's early in the release cycle you probably had sleep unless you spent all night playing video games or trying to make one of your own private coding projects work. Get in and attend a meeting or two or three. Sometimes entire days are wasted in meetings, usually meetings that have zero impact on what you are doing or even worse will produce conflicts in what exactly is desired thus putting your code on halt. If you actually get to your desk, then there are a host of emails, most minutia about insurance changes, office supplies, a few joke emails, stupid rules changes. Finally you get to see the important emails. If your early in the cylce they are mostly spec changes and additions. Mid cycle they are massive changes usually, code exchanged with other programmers, requests going back and forth to the DBA(s)/project managers/end client and such. Often you waste an hour or more a day stuck inbetween the project manager, end client rep and upper management wrangling over whether to add a feature or not. In more than on instance I've been able to just write a feature in ignoring the time wasting debate about whether it was cost effective or not to add it in far less time than it'd taken to answer the flurry of emails about it. Late in the dev cycle if it's not a cricital bug you ignore pretty much all emails, memos and sometimes even critical hygene. Then when you get to code, if your lucky your writing from scratch. Problem is all these project managers with time on thier hands, no technical knowledge whatsoever have 20 different systems and coding standards they want you to adhere too. Experienced programmers ignore them as they know thier Project manager wouldn't know if you did or didn't do it their way and almost all are a complete waste of time with no value added to the project at all. Still you have to listen, nod your head like you care and pretend to impliment it. All time eating devices. If your unlucky your trying to figure out somebody elses code. Documentation is never up to date if it exists at all. Some coders use vars with no rational naming convention, others use 20 char var names that are impossible to type acurately so you have to waste time cutting and pasting and developing means to cope with thier overly verbose and just as meaningless naming conventions. Anything over 12 is probably as confusing as a 3 char var name. Typos are inevitable if you don't cut and paste and cutting and pasting slows you down tremendously. So you write your code knowing that at the last minute people are going to admit they lied to you about what they wanted. They will want features added, will want things changed even though you did it exactly how they said they wanted it done. There will be things that nobody thought of until you reach that point. If you use M$ products there will be bugs not in your code you have to work around. There will be other issues to solve. All of which while dodging Pointy haired bosses who's main function seem to be in slowing your work down and making it harder. In all cases you are asked to do work that should take four times as long as your expected to do it in. This is aggravated by all the time wasting meetings, emails, memos and boss talk. Then you have to deal with your own bugs, logic errors and conflicts in development and production environments. So your code changes dramatically toward the end with a huge portion of it written scrambling at the last minute in a sleep deprived haze. Documentation is omitted or not changed to match what has changed. You start focusing primarily on essential elements, skip minor bugs that you can pretend you didn't know about until testers find them to concentrate on major bugs and feature creep. Then comes the release which always finds a slew of bugs nobody knew about and you start into the bug fix cycle which is usually really heavy for big bugs then slows down but instead of being able to concentrate on cleaning up your code your given new software to write and expected to magically generate time to fix old bugs inbetween time wasting meetings, memos and other office stupidity. Even finding basic supplies becomes an adventure many times as things you desperately need are always in short supply but what you don't need in large supply. So what you suggest is just yet another layer of red tape that means less coding time. Less time spent working on the actual software and bug fixes. It will not be well recieved by coders nor will it suceed unless you provide an environment where coders spend more time coding than doing documentation and company tasks.>>To Jack, To Two 11|| To Serenity Thanks. more

Resolved Question: Please Help?

Sexual harassment is one of the biggest problems facing schools and businesses today. A week rarely goes by without a remainder of the pervasiveness of sexual harassment as a social problem. Sexual harassment is a growing problem in government agencies, schools, and corporations worldwide. Many corporations are adopting new anti-harassment policies, as are schools and agencies. They definition of sexual harassment is any unwanted or inappropriate sexual attention. It includes touching, looks, comments or gestures. A key part of sexual harassment is that it is one-sided and unwanted. Employers and administrators have a duty to investigate allegations of sexual harassment. An increasing number of companies are searching for new ways to protect themselves against these allegations. Many more corporations around the county are adopting their own anti-harassment and implementing ever clearer definitions of sexual harassment to combat this growing problem. Chief Executive Officers should do a variety of things to stop sexual harassment in the workplace. The most important thing is for upper-level management to make it clear to workers that harassment of any kind will not be tolerated. If top managers don't take the issues seriously, employees wont either. Managers must also understand that they are responsible for their employees. Companies need an explicit written policy on sexual harassment that is widely available in the workplace. Most consultants advise companies to do more than just to post the policy on bulletin board. They say that the policy should be repeatedly distributed in new employee orientation packets. Employees should have clear definitions of what sexual harassment includes and what it doesn't include. Many companies are now offering employee training sessions on sexual harassment and many say that the follow-up training is a good idea. Training programs should include all employees, rather than just the managers. The tone should not be specifically apply to males or females and the meeting should avoid heavy discussions of male harassment that might cause some resentment among the male employees. Many times programs arent effective because a lot time is spent attacking men and not the crime . Companies need a good system to deal with complains. A clear process for handling complaints shows that a company takes them seriously. Until 1991, it was hard for women to make allegations of sexual harassment since they often felt that there was nothing they could do about it. During the fall of 1991, the subject of sexual harassment attracted news headlines. Everyone began discussing the issue and emotions ran high. However, the highly publicized hearings that involved Clarence Thomas and Anita hill changed everything. Judge Clarence Thomas was nominated to be a Supreme Court Justice. Supreme Court Justices have their jobs for life and cannot be fired. Before a person can be made a Justice, he or she must be questions and approved by Congress. judge Thomas had once been the head of a U.S. agency called the Equal Employment Opportunity Commission. The EEOC makes sure everyone is treated fairly when applying for a job. It also enforces laws against sexual harassment. Anita Hill is a law professor. She worked with the judge thomas at the EEOC many years ago. A few weeks into the congressional investigation, she came forward and accused him of sexual harassment. She claimed that she used to constantly ask her for dates and spoke to her about pornographic films he had seen. Anita hill said that while she was deeply offended by these remark she felt that she could not complain because thomas was her boss. She though that her career could be in trouble if she made a cuss. Anita Hill was a very believable witness, but Judge THOMAS DENIED HER charges in the strongest possible terms. WHo was telling the truth. The country was divided. The issue was being discussed everywhere. Women from all across the nation told of their experiences with sexual harassment and many mend admitted to being insensitive to this issue. Finally the senate voted to approved Judge Thomas but the vote was close. Many senators had doubts about Thomas character. Others did not think that his career should be destroyed because of one persons story. They said there was not enough evidence to prove that there was wrongdoing. In the end, nearly everyone agreed that sexual harassment is a serious problem to which everyone must become more sensitive. Women are not the only victims are sexual harassment. More and more men are being harassed in the workplace, classrooms, and locker rooms. Men can be victimized by both women and / or other men. THere are other ways to avoid being sexually harassed. For example keep your relationships at work strictly on business level. If you work in the same room as the harasser, somehow create a barrier between the two work stations. Do not ask for personal favors or special treatment from the harasser so that hthat he or she will not feel owed anything. Do not talk about anything personal. Sexual harassment is always wrong . No one deserves it. It is always hurtful to the victim. If everyone confronts this problem men and women would be able to work better together at school, and At work. They would be able to build less stressful relationships. Do not be afraid to report it. The sooner you complain, the problem will be resolved. Question: The author of this aritcle has strong opinions on sexual harassment. Do you think he or she presents the argument logically. Why or why not? Use examples from the passage to support your answer more

Resolved Question: Please, criticize my resume.?

Hello!!! I am new in this country(USA). Finally, I got my immigration papers and can work right now. I attended a lot of workshops and read a lot of books about how write GOOD resume. But for some reasons it doesn't work. I still don't get any call for interview. Please, gays help me...I need advices and recommendations..... Dear Hiring Manager: I am writing in response to your advertisement recently posted on craigslist's website for this Receptionist/clerk position. I would like to get more information about position, company and career opportunities. My skills and personal characteristics can be described such us: · Self-motivated person with ability to handle multi-tasks and motivate staff to facilitate work flow, achieve short and long term goals. · High-focused in supporting complex, dead-line driven operations and able to identify goals and priorities, and solve problems in initial stages. · Highly developing leadership and interpersonal skills. · Considered an extremely organized, detail-oriented, creative thinker with excellent problem solving, analytical and time management skills. · Computer proficiency: Microsoft Word, Excel, PowerPoint and Outlook. · Typing speed 35 wpm. · Detail-oriented; outstanding organizational and time management abilities · Flexibility. · Operate & troubleshoot office equipment; copiers, printers and fax machines. In my previous position, with the MESI, I was given the opportunity to create and implement new procedures that improved the work flows in the following: - 25% reduction of working time for reviewed, prioritized and determined actions for correspondence, by training staff with the special educational programs and manuals. - 20% reduction of working time for preparation forms for agendas, memos and working documents, by organizing workshops and setting up templates of working documents for each department. I have a very flexible schedule, and I am eager for your reply. If I can provide you with any further information on my background and qualifications, please let me know. Thank you for your consideration. RESUME Objective: To contribute acquired skills to an Administrative position. Career highlights: •Office assistant with experience in multi-task environment, strong organizational skills. •Outstanding qualifications in providing general office duties and customer service. •PC literate with word processing, email and the Internet. •Cooperative team player, equally effective and self motivated working independently. Work History: Moscow State University for Economics, Statistics and Informatics May, 2007 – June, 2008 Tver, Russia Tver campus is one of Russia's leading higher education institutions, providing wide range of educational and consulting services. (2500 students) Administrative Assistant, Secretary/Personnel Assistant, Human Resources Provided high-level administrative support and assistance for over 120 workers (HR department, faculty staff) and students. Provided cross-functional team training of fellow customer service team members on daily operations. •Responsible for planning meetings, events, conferences and travel. •Effectively managed supervisor’s calendar and scheduling. •Compiled documents and directed preparation of records for agendas, notices and meetings. •Reviewed, prioritized and determined actions for correspondence of confidential nature. •Created and managed advertising programs, public relations and marketing materials. •Worked closely with webmaster & IT Department to design and maintain company intranet. •Prepared and maintained daily reports for HR Department. •Developed and maintained departmental training and reference manuals. •Provided customer service. Atrium Hotel June, 2006 – September, 2006 Student exchange program “Work and Travel 2006” Virginia Beach, VA, USA Assistant Manager, Housekeeper Provided customer service and assistance to front-desk. •Inspected guest rooms to ensure the highest cleaning standards are met. •Completed reports, verified status reports, reported status of all assigned rooms to Front Desk and inputted into automated computer system. •Provided excellent customer service (internal and external), and maintained good knowledge of hotel services, operations, local area & attractions, etc. Education: Tver State University, Tver, Russia September, 2002 – June, 2007 Bachelor of Science degree in Information management Specialization in Document Management (GPA 3.99) more

Resolved Question: Can someone help me with these critical thinking problems?? I'm lost!?

1) For each of the passages below, determine if the passage expresses an argument. If a passage expresses an argument then underline the conclusion and put (parentheses around the premises). Indicate whether the argument is deductive or inductive and give a reason for your answer (e.g., "probably" occurred in the conclusion or the argument has the form of a categorical syllogism). If a passage does not express an argument then state "no argument.". 1.1) Certainly, the Federal Government should eliminate affirmative action since this country is founded on a principle of equal treatment and affirmative action violates equal treatment. 1.2) Do CEOs believe it is important that all business graduates they hire have some education in the international aspects of business? To find out, we surveyed the CEOs of Forbes's "100 Largest Multinational Firms" and Fortune's "America's 50 Biggest Exporters." We found that: (1) Seventy-nine percent believed that all business majors should take an introduction to international business course. (2) About 70 percent felt that business graduates' expertise in foreign languages, international aspects of functional areas (e.g., marketing, finance), and business, human, or political relations outside the United States is an important consideration when making hiring decisions. (3) A majority of the respondents believed that a number of courses in the international business curriculum (e.g., international marketing, international finance, export-import, international management) are relevant to their companies. It appears from the study that the CEOs of the major American firms doing business overseas are convinced that the business graduates they hire should have some education in the international aspects of business. 1.3) Unlike others holocausts, the African holocaust has yet to be officially acknowledged as such. It has been referred to as many things such as "The Slavery Question," but never as a holocaust. However, there is no denying that a holocaust is exactly what it was. Official acknowledgment and redress for atrocities have been afforded other groups such as Japanese Americans, Native Americans, and Jews after the war with Germany. Similarly, therefore, official acknowledgment and redress for the African holocaust is due to African Americans. 1.4) If you procrastinate then you lose valuable time for working on your assignments. If you lose valuable time for working on your assignments then you will do poorly in the course. So, if you procrastinate then you will do poorly in the course. 1.5) Repeal of the drug-prohibition laws will probably not lead to tremendous increases in drug-abuse levels. The reasons for this come from our past experience with alcohol and tobacco abuse. We now know, for instance, that consumption taxes are an effective method of limiting consumption rates. We also know that restrictions and bans on advertising, as well as a campaign of negative advertising, can make a difference. There is even some evidence that government-sponsored education programs about the dangers of cigarette smoking have deterred many children from beginning to smoke. 1.6) If an exchange of goods is voluntary then it must meet three conditions: both buyer and seller understand what they are giving up, neither party is coerced into the exchange, and both buyer and seller are able to make rational decisions about costs and benefits. 1.7) Few of us have heard of Harriet Wilson, the first African-American woman novelist, or Mourning Dove, the first Native American woman to write both a novel and an autobiography. This is explained by the fact that few of their contemporaries were willing to buy their books and the books quickly went out of print. 1.8) Since the only duty of a business manager is to maximize the shareholder's return on her investment, and maximizing the shareholder's return on her investment can only be accomplished by maximizing profits, it definitely follows that the only duty of business managers is to maximize profits. 1.9) Leo Dolinski purchased a bottle of "Squirt," a soft drink, from a vending machine at a Sea and Ski plant, his place of employment. Dolinski opened the bottle and consumed part of its content. He immediately became ill. Upon examination, it was found that the bottle contained the decomposed body of a mouse, mouse hair, and mouse feces. Dolinski suffered physical and mental distress from consuming the decomposed mouse and now possesses an aversion to soft drinks. The Shoshone Coca-Cola Bottling Company manufactured and distributed the Squirt bottle. Dolinski has sued Shoshone using the doctrine of strict liability. The doctrine of strict liability holds that if a seller is engaged in the business of selling a product, the product reaches a consumer without substantial change in the condition in which it is sold, and the product is defective then the seller is liable for any physical harm caused more

Resolved Question: Please help with my critical thinking questions?

1) For each of the passages below, determine if the passage expresses an argument. If a passage expresses an argument then underline the conclusion and put (parentheses around the premises). Indicate whether the argument is deductive or inductive and give a reason for your answer (e.g., "probably" occurred in the conclusion or the argument has the form of a categorical syllogism). If a passage does not express an argument then state "no argument.". 1.1) Certainly, the Federal Government should eliminate affirmative action since this country is founded on a principle of equal treatment and affirmative action violates equal treatment. 1.2) Do CEOs believe it is important that all business graduates they hire have some education in the international aspects of business? To find out, we surveyed the CEOs of Forbes's "100 Largest Multinational Firms" and Fortune's "America's 50 Biggest Exporters." We found that: (1) Seventy-nine percent believed that all business majors should take an introduction to international business course. (2) About 70 percent felt that business graduates' expertise in foreign languages, international aspects of functional areas (e.g., marketing, finance), and business, human, or political relations outside the United States is an important consideration when making hiring decisions. (3) A majority of the respondents believed that a number of courses in the international business curriculum (e.g., international marketing, international finance, export-import, international management) are relevant to their companies. It appears from the study that the CEOs of the major American firms doing business overseas are convinced that the business graduates they hire should have some education in the international aspects of business. 1.3) Unlike others holocausts, the African holocaust has yet to be officially acknowledged as such. It has been referred to as many things such as "The Slavery Question," but never as a holocaust. However, there is no denying that a holocaust is exactly what it was. Official acknowledgment and redress for atrocities have been afforded other groups such as Japanese Americans, Native Americans, and Jews after the war with Germany. Similarly, therefore, official acknowledgment and redress for the African holocaust is due to African Americans. 1.4) If you procrastinate then you lose valuable time for working on your assignments. If you lose valuable time for working on your assignments then you will do poorly in the course. So, if you procrastinate then you will do poorly in the course. 1.5) Repeal of the drug-prohibition laws will probably not lead to tremendous increases in drug-abuse levels. The reasons for this come from our past experience with alcohol and tobacco abuse. We now know, for instance, that consumption taxes are an effective method of limiting consumption rates. We also know that restrictions and bans on advertising, as well as a campaign of negative advertising, can make a difference. There is even some evidence that government-sponsored education programs about the dangers of cigarette smoking have deterred many children from beginning to smoke. 1.6) If an exchange of goods is voluntary then it must meet three conditions: both buyer and seller understand what they are giving up, neither party is coerced into the exchange, and both buyer and seller are able to make rational decisions about costs and benefits. 1.7) Few of us have heard of Harriet Wilson, the first African-American woman novelist, or Mourning Dove, the first Native American woman to write both a novel and an autobiography. This is explained by the fact that few of their contemporaries were willing to buy their books and the books quickly went out of print. 1.8) Since the only duty of a business manager is to maximize the shareholder's return on her investment, and maximizing the shareholder's return on her investment can only be accomplished by maximizing profits, it definitely follows that the only duty of business managers is to maximize profits. 1.9) Leo Dolinski purchased a bottle of "Squirt," a soft drink, from a vending machine at a Sea and Ski plant, his place of employment. Dolinski opened the bottle and consumed part of its content. He immediately became ill. Upon examination, it was found that the bottle contained the decomposed body of a mouse, mouse hair, and mouse feces. Dolinski suffered physical and mental distress from consuming the decomposed mouse and now possesses an aversion to soft drinks. The Shoshone Coca-Cola Bottling Company manufactured and distributed the Squirt bottle. Dolinski has sued Shoshone using the doctrine of strict liability. The doctrine of strict liability holds that if a seller is engaged in the business of selling a product, the product reaches a consumer without substantial change in the condition in which it is sold, and the product is defective then the seller is liable for any physical harm ca more

Resolved Question: Seeking Site Acquisition Specialist Job in Telecom: 5 Years Extensive Experience. Can anybody help me out?

Over my expertise professional service of 5 years in different multinational telecom company, I demonstrated success in managing several full project lifecycles of 1500 BTS by engaging my directional and operational efficiency with effective negotiation and co-ordination skills which add more value to the company cost effectively. I possess a deep understanding of how to implement process more effectively in order to deliver proactive solutions that meet requirements of business. My extensive expertise skills cover Site Acquisition, Project Management, Roll-out, In-Building Solution, Permitting, Estate Management & Vendor Management. Please have a glimpse of my profile on http://www.linkedin.com/in/mahfuzulquader If you think I'm the right person then please let me know on mahfuzul80@ yahoo.com or call me over phone +8801610004050 more

Resolved Question: SUB : GENERAL MANAGEMENT?

SUB : GENERAL MANAGEMENT CASE – I Executive Time Management The daily work schedule of Mr. Prabhakar, senior executive – Marketing, at the Crystal Co. Ltd., is as follows: TimeActivity 6.00 a.m. to 9.00 a.m.Morning activities (include bath, breakfast, Watching T. V. News, Newspaper reading and yoga. 9.00 a.m. to 10.15 a. m.Traveling. 10.15 a.m. to 11.15 a. m.Going through inward letters, dictations of letters and papers, glance at the day’s targets and discussion with office staff. 11.15 a.m. to 12.45 p. m.Visitors (include Customers, agents and dealers, advertisers etc.,) 12.45 p.m. to 1.30 p. m.Lunch Break. 1.30 p.m. to 2.30 p. m.Dictation of routine papers and letter. 2.30 p.m. to 3.30 p. m.Meeting with Junior executives and other staff members (mainly for routine ) 3.30 p.m. to 4.00 p. m.Meeting with his boss i.e. General Manager – Marketing. 4.00 p.m. to 5.00 p. m.Visitors (same as above) 5.00 p.m. to 5.30 p. m.Dictation for letters of urgency and glance at the day’s achievements. 5.30 p.m. to 6.45 p. m.Traveling. 6.45 p.m. to 7.30 p. m.Refreshment, Chitchat with wife, reading of evening newspaper and family letters etc., 7.30 p.m. to 8.00 p. m.Glance at urgent or pending office papers, updating of diary and preparation for the next day. 8.00 p. m to 8.45 p. m.Discussion and chitchat with children (on their studies and other activities) 8.45 p. m. to 9.45 p. m.Dinner with T. V. Programmes 9.45 p. m. to 10.30 p. m.Evening walk with wife 10.30 p. m. to 11.00 p. m.Meditation, sundry reading – noting prayers etc., Now, Mr. Prbhakar who is 40 years old wants to do an evening, part-time, one year diploma in systems management, to equip him with better skills and knowledge. This diploma requires 3 hours attendance on 2 working days apart from Saturday (2.30 p. m. to 5.30 p. m.) every week. Mr. Prabhakar’s company observes a five day week. He spends Saturday for domestic activities and takes full rest on Sunday. Required: Advice Mr. Prabhakar, for an effective time management, to enable him pursue his studies. CASE NO - 2 Maximizing Output Mr. Kapoor, head of the ‘Production Planning and Control Department ‘of BELCO Ltd, Mr. Kapoor is known for his hard work and involvement in every important decision taken by his bosses. He is with BELCO for the last twenty years and supposed to retire after and the ten years of service. He is known for his mild temperament and very friendly nature. He looks after production planning for both the factories, at Pune and Jamshedpur. He devotes half of every month for visiting and directly controlling these two factories. He has got a young team of five engineers, three MBA graduates and one computer graduate. Unfortunately, Mr. Kapoor doesn’t have an effective information system and communication infrastructure. His subordinates do not report to him properly and in time. Mr. Kapoor always faces a problem when he has to submit the production plans to his superiors and to the factories. Market variables have now drastically changed. BELCO does not enjoy any monopoly now. Ancillary houses can now think alternatively. Suppliers also are demanding timely orders from BELCO. Sales executives of the company are fed-up with the poor factory supplies. Mr. Kapoor works for twelve hours in the office, without any concrete support from his colleagues. None of his colleagues are willing to work beyond office hours. Mr. Kapoor’s bosses, though they appreciate his hard work, are not fully happy with him. He has now realized that, because of his disorganized and untimely approach to work, he is not in a position to deliver the right goods in time. These days, with increasing pressure of work, he forgets his priorities. He also forgets the commitments he made to his colleagues, his family members and friends. Sometimes he feels frustrated. He is afraid that he may not get his next promotion, which is due after six months. Required What are your suggestions for Mr. Kapoor, to maximize his output and give it in time? CASE NO - 3 Avoiding Time Wasters Mr. Madan, a finance executive in Goodwill Company Ltd., is working with this company for the last six months. He comes from a foreign management institute, with an MBA in Finance. Being young, ambitious and hard working, he doesn’t want to waste a single minute of his work –schedule. Mr. Kumar, a senior colleague of Mr. Madan, is working for the last twenty years at Goodwill Co. Ltd. He is to retire after six months. Mr. Kumar handles only the payroll and therefore has got considerable leisure time. These days, he has started visiting Mr. Madan’s cabin too often. He visits him without any notice. Mr. Madan feels that Mr. Kumar is wasting his time. It is difficult or rather impossible for Mr. Madan to tell Mr. Kumar dir more

Resolved Question: SOS stress call: I can't help but keep becoming suicidal?

I really don't want to kill myself but I just can't shake off the feeling that it's TOO LATE for me to do anything, despite of the fact that many people told me that it's never too late for improvement. Why too late? See, I have a huge time management issue and can't stop wasting time. Even when I study and work I can't concentrate, causing ineffectiveness, so I found it pointless and end up not to study and work at all. I am literally wasting my life away yet I still can't make the most effective and efficient of time, and since lost time can never be recovered this is what I mean by too late. I'm also condemned with the sin of sloth; many times I'm too indifferent and apathic to do anything productive even if everything is falling apart (which is another reason why it's "too late" for me since I'd let many opportunities go while doing nothing about it). Three months ago I met a mentor-mother figure, who has been my sunshine and tries her best to help me, I love her so much and promised her that I will improve, only to fail my promises again and again. All these failures only make me to hate myself more. I know that when one learns to forgive and love oneself the real healing begins but I simply can't forgive and love myself. There's no reason to forgive and love myself with all my failures, only hate. PLEASE HELP?!?! I am only 21 and I really don't want to die! How do I make the most effective and efficient of time? How do I convince myself that it's not too late even though so much time and opportunities were lost? How can I live up to my mentor-mother's love and hopes? THE MOST IMPORTANT OF ALL, HOW CAN I LET THE REAL HEALING BEGINS BY LEARNING TO FORGIVE AND LOVE MYSELF DESPITE OF ALL MY FAILURES? Thanks for listening, I'm sorry if it's too long, I just really need some help. If you don't feel like answering all just answer the last one----how to forgive and love myself and let the real healing begins? more

Resolved Question: Is this a good cover letter? ?

this is the body for my first draft: Dear Sir, I’m writing to you because I think that I would make an excellent addition to your membership sales staff in the Philadelphia location. I am new to the area and looking for a job opportunity that better fits my lifestyle and allows me to use my extensive sales background for something that I am passionate about. Although I have worked hard to achieve my current job title, I need to find work closer to my apartment. I will be joining the U.S. Marine Corpse in july of next year and I take my own fitness very seriously. As a current member of ***** gym, I know that my positive attitude and bright personality will make a great addition to your staff. Along my personal fitness standards I am also an experienced and proven sales professional. I have been formally trained in sales and my experience speaks for itself. If your company is looking for an effective sales person with a strong management background I would be happy to meet with you. Thank you for your time and considerationc'mon its a yes or no question.. more

Voting Question: CO-Worker thinks I made her look bad and screwed her over..HELP!?

need some advice. I have a co-worker. She's a sales rep who is one year behind me in seniority. She's not doing very well overall and management does regret hiring her. She will come into the office in jeans at times which doesn't make her look like she's working and sends emails in pink font (just to give you snapshot). Anyways, she was on vacation and a huge opportunity came up to sign a multimillion dollar deal but it had to happen ASAP. My regional manager requested I do it and now. I typed up the contract and set up a meeting with the local supervisors. She went with me but we found out we had to go through corporate in TX. I emailed them the paperwork. All that was involved were followup calls and getting the paperwork back. It's worth 10mill over the next 5 years!! My management was so thrilled. I want to share the $ with her because it was her account. My management however said NO since she didn't do any work on it and would not be effective had she gone after this. She didn't have any notes on background work. I had to tell her. She was furious and went to our manager who told her he saw nothing backing up that she was working on this. I feel so bad and she hates me now. I called her today and said we should sit down with management and show them her emails from the client proving she was working on it. She's mad at me for not calling her everytime I called the client for a follow up (ok?). She's impossible to get a hold of..so that is tough but I get her point of view. She feels this made her look bad in front of management but then is telling me they told her to work on this back in July?? I don't know but I want to do the right thing. She is saying she didn't learn anything from me in this process..there was NOTHING to learn! It was followup calls and a page of standard paperwork. I advised her that the learning will be when we move forward with the true details of the deal and I will help her and guide her. Basically she is blaming me for making her look bad, not communicating with her after every phone call (there were 8, mostly voicemails I left..she never answers her phone), and then taking the money. I'm trying to make this right. Please offer advice. She doesn't realize that management gave this to me because they knew I'd get it done and that they haven't seen her as effective period.  more

Voting Question: a coworker thinks I made her look bad and screwed her over..help!?

I need some advice. I have a co-worker. She's a sales rep who is one year behind me in seniority. She's not doing very well overall and management does regret hiring her. She will come into the office in jeans at times which doesn't make her look like she's working and sends emails in pink font (just to give you snapshot). Anyways, she was on vacation and a huge opportunity came up to sign a multimillion dollar deal but it had to happen ASAP. My regional manager requested I do it and now. I typed up the contract and set up a meeting with the local supervisors. She went with me but we found out we had to go through corporate in TX. I emailed them the paperwork. All that was involved were followup calls and getting the paperwork back. It's worth 10mill over the next 5 years!! My management was so thrilled. I want to share the $ with her because it was her account. My management however said NO since she didn't do any work on it and would not be effective had she gone after this. She didn't have any notes on background work. I had to tell her. She was furious and went to our manager who told her he saw nothing backing up that she was working on this. I feel so bad and she hates me now. I called her today and said we should sit down with management and show them her emails from the client proving she was working on it. She's mad at me for not calling her everytime I called the client for a follow up (ok?). She's impossible to get a hold of..so that is tough but I get her point of view. She feels this made her look bad in front of management but then is telling me they told her to work on this back in July?? I don't know but I want to do the right thing. She is saying she didn't learn anything from me in this process..there was NOTHING to learn! It was followup calls and a page of standard paperwork. I advised her that the learning will be when we move forward with the true details of the deal and I will help her and guide her. Basically she is blaming me for making her look bad, not communicating with her after every phone call (there were 8, mostly voicemails I left..she never answers her phone), and then taking the money. I'm trying to make this right. Please offer advice. She doesn't realize that management gave this to me because they knew I'd get it done and that they haven't seen her as effective period. more

Voting Question: Can someone read this and fix any problems..Its long!?

Ok, so my mom wrote this and needs someone to review it and do any punctuations problems, grammar..etc! I know its long, so I am hoping someone has time, or is even willing to read it. Thank you so much.... Big Organizations are Unhealthy Environments for Human Beings Harold Leavitt an Organizational Behaviorist and as he states a “humanizer” has made it clear that his point of view is that large organizations are psychologically unhealthy environments. (Leavitt 2007)(253-263) He tries to give his articles two points of view, one from the humanizer’s side and one from the big organization’s side which he refers to as the systemizes. While he does do this it is apparent he is not on the side of the organizations at all. Leavitt’s use of the phrase “ Why big organizations are necessarily noxious environments for human beings.” (Leavitt 2007). I believe all people deserve to be treated fairly and with respect. I am uncertain that I agree with Leavitts that almost all big organizations are bad. I am also a believer that dehumanizing the people does have a negative impact, but you can ask for too much touchy feely and I believe this can have negative impact as well. Leavitt’s distaste of hierarchical organizations has a negatively biased feel to it. An organization with out boundaries may seem like “a happy we care abut our people feel to it“; what does it say about how well it is run? Organizations must have guidelines. “There is obviously no purpose in having an organization when individual unorganized action can serve the interests of the individual as well as or better than an organization; there would, for example, be no point in forming an organization simply to play solitaire. (A Theory of Groups and Organizations. Olsen, Nancur (1965) The Logic of Collective Action. New York Shocken. PP-5-52. Does there need to be a balance in the big organizations between the upper hierarchies and the grunt workers on the bottom? Yes. I believe that is where Organizational Behavior comes into play. I also believe in structure and upper line management. I see that even though Leavitt’s preaches high on his “soapbox” about how big organizations are the root of all evil he does also say that there are standards that need to be met and that “although we want to storm the Bastille, we don’t want to destroy it” (Leavitt 2007). While Leavitt sees big organizations as an anti-freedom environment, I see it as a place where there are rules and not everyone can just so as they like when they like. Again, instead of breaking down the divisions of rank there should be a way to bridge a gap. Starbucks closes the gap by calling their employees “partners.” They feel this will show the employees that while they need to follow policy they are cared about, wanted and a vital part of the overall bigger organization. (Handbook) Exelon was a merger between two electric companies in 2000, Unicon and PECO Energy. Palacios believed he could bring these two companies together and have a communicable merge by not only role modeling ethical behaviors but training the upper management and the entry-level workers. Exelon put in safety nets like a “helpline” for employees to lodge complaints if they believed unethical behaviors were going on. Exelon has a 16-person Ethic and Compliance Committee consisting of not only vice presidents but lower level employees. (Intro to OB) Pg. 84 It seems to me that Leavitt’s goes back and forth as he is pulled by how he feels and what he knows works. He blames the big organizations for their inhumanities yet still sees the evil as an effective way of getting large numbers of people to perform specific jobs for a common outcome. (Leavitt 2007) I do not see this in only large organizations. Even smaller more family run businesses have to have order and a hierarchy of sorts as someone has to have a say when things are not running smoothly. It can not go on haphazardly or who could stay in business? Jobs need to be assigned and accounted for somewhere in every business. There needs to be a hierarchy of authority . There is one area I agree with Leavitt. Leavitts talks about when he was in grad school most big organizations were doing manufacturing and he talks about “work simplification”. ( Leavitts 2007) This sounds like the Scientific Method referenced in our books and in our notes. I disagree with this method as I think we are dehumanizing our workers to a machine. I can see where Leavitts would have a problem with this. There are better and more efficient ways than to be told how many movements you are allowed for each task. Systemizers seem to be more based on a Kantian perspective of Ethics, Rule driven rationality and efficiency. (lecture Notes Pelletier) While humanizers want everyone to have jobs that lead to a more fulfilling life (Leavitt 2007). Systemizers are more uptight and impersonal where humanizers are more emotional. Some systemizers have the ten more

Resolved Question: Should you apply to jobs even if you don't meet the qualifications?

I am going to apply for a management job even though they want me to have experience. I have experience in other things that would make me an effective manager. Should I apply? more

Resolved Question: I want to lose 50 pounds and I found a diet- do you think it will work? plz skim and answer!?

To lose weight in 5 months, follow this simple diet routine, proved to be more effective: General Motors Weight Loss Diet, a.k.a. The GM Diet* - An e-mail received from Shri M Siddique (who recd from Ravindra Jaju) Have you heard of the Physics Diet? As common sense goes, prevention is always better than cure! The following diet and health program was apparently developed for the employees and the dependants of General Motors Inc. The program was developed in conjunction with the grant from the US Department of Agriculture and the Food and Drug Administration. It was first tried at the Johns Hopkins Research Centre and was approved for distribution by the Board of Directors of General Motors Corporation at a general meeting on August 15, 1995 . General Motors Corporation wholly endorsed this program and is making it available to all employees and families. This program will be available at all General Motors Food service facilities. It is the management’s intention to facilitate a welfare and fitness program for everyone. This program is designed for a target weight loss of 5-6 Kgs. per week. It will also improve your attitude and emotions because of its systematic cleansing effects. The effectiveness of this seven day plan is that the foods eaten burn more calories than they give to the body in caloric value. This plan can be used as often as you like to without any fear of complications. It is designed to flush your system of impurities and give you a feeling of well being. After seven days you will begin to feel lighter by atleast 10 pounds. You will have an abundance of energy and an improved disposition. During the first seven days you must drink 10 glasses of water each day. DAY ONE All fruits except bananas. Your first day will consists of all fruits you want. It is suggested you consume lots of watermelon and cantaloupe. DAY TWO All vegetables. You are encouraged to eat until you are stuffed with all the new and cooked vegetables of your choice. There is no limit on the account or type. Avoid oil and coconut while cooking vegetables. Have large boiled potato for breakfast. DAY THREE Any mixture of fruits and vegetables of your choice. Any amount, any quantity. No bananas yet and no potatoes today. DAY FOUR Bananas and milk. Today you will eat as many as eight bananas and drink three glasses of milk. You can also have one bowl of vegetables soup. DAY FIVE Today is a feast day. You will eat 1 (one) cup of rice. You also have to eat 6 (six) whole tomatoes and drink 12 (twelve) glasses of water today to cleanse your system of the excess uric acid you will be producing. DAY SIX Today is another all vegetables day. You must eat 1 cup of rice today and eat all the vegetables you want cooked and uncooked to your heart's content. DAY SEVEN Today your food intake will consist of 1 cup rice, fruit juice and all the vegetables you care to consume. Tomorrow morning you will be five to eight kilograms lighter than 1 week ago. If you desire further weight loss, repeat the program again. Repeat the program as often as you like, however, it is suggested that you rest for three days before every repetition. You have your system under control now and it will thank you for all the purging and cleansing you just gave it. Even more than a diet program it is good to follow this diet once in a while to clean your digestive system and remove toxic substances that have a accumulated in the system. ADDITIONAL COMMENTS The most important element of the program is the 10 (ten) tall glasses of water a day. You can also flavour the water will some lemon to make the drink easier. While on the program, take only black coffee and never more than one teaspoon of oil. Preferably do not use oil because the high calorific content. No fruit juices before day seven. Here is what happens to you body while you are on this program and how and why it works. Day 1: You are preparing your system for the upcoming program. Your only source of nutrition is fresh fruits. Fruits are nature's perfect food. They provide everything you can possibly want to sustain life except total balance and variety. Day 2: Starts with a fix complex carbohydrates in the form of a boiled potato. This is taken in the form of a boiled potato and taken in the morning to provide energy and balance. The rest of the day too consists of vegetables which are virtually calories free and provide essential nutrients and fibre. Day 3: Eliminates the potato because you get your carbohydrates from fruits. Your system is now prepared to start burning excess pounds. You will have cravings, which should start to diminish by day four. Day 4: Bananas and milk. You are in for a surprise. You probably will not be able to eat all the bananas allowed. But they are there for the potassium you have lost and the sodium you may have missed during the last three days. You will notice a definite loss of desire for sweets and you will be surp more

Resolved Question: What career,besides project management do you recommend from the following resume?

PROFILEA Project Manager desiring to quickly become an asset to your organization. Offering 5 years of outstanding leadership experience to assist the advancement of your company, ensuring project timeliness, adherence to budgets, and that obligations are met. Proficient in MS Project. EDUCATION2007-Present Keller Graduate School of Management Atlanta, GA Masters of Business Administration 2005-2007DeVry University Atlanta, GA Bachelor of Science Degree in Technical Management Concentration in Project Management Related Course Work: Contracts and Procurement  Project Risk Management  Advanced Project Management  Advanced Cost Management  Total Quality Management (TQM) COREProficient in Microsoft Office Suite  Effective Negotiation Techniques  Expertise in COMPETENCIES Conflict Resolution  Experienced in Leadership and Motivation  Knowledgeable in Inventory Management  Skilled in Providing Customer Service  Performance Management RELATED1999–2004United States Marine CorpsSan Diego, CA MILITARY Project Manager/ Director of Welding Program EXPERIENCE  Directly responsible for 40 employees and indirectly responsible for 200 employees. Lead successful projects with assets worth over $100 million dollars. Utilized project management techniques to achieve project goals in a timely manner. Increased ready for issue rate from 58% to 99%. Attended meetings and gave oral presentations to Commanding Officer and Executive Officer of Operations. Developed budget strategies which saved company overall cost utilizing untapped assets. Created and maintained contact with outside vendors. Worked closely with Quality Assurance representatives to ensure accuracy and quality production. Analyzed blueprints and technical publications and created innovative ways to manufacture products to save man hours. Developed Excellence in Leadership training courses, providing extensive training Achieved awards for outstanding work ethic, production, and leadership. Acquired new business selling design for ch46ce fast-rope frames. Oversaw project which entailed the transportation of a military logistics squadron. Developed action plans to reduce the impact of potential risks and hazards associated with a military combat zone. Conducted quarterly and annual audits. Acted as liaison between outside vendors, customers, and logistics squadron. ADDITIONAL2007-2008Old mutual Atlanta, GA EXPERIENCEInsurance Agent Extensive experience with CRM applications. Maintained an 80 percent close ratio in a slowing economy. Provided exceptional customer service by forming partnerships with business development, marketing, and other company divisions in order to determine most attractive offers for customers. Managed 40+ accounts simultaneously. Trained new agents on selling techniques and procedure in accordance with Georgia Department of Insurance. 2006-2007 United Rentals Acworth, GA Diesel Mechanic Produced sales from incoming customers to improve company revenue. Responsible for $12 million dollars worth of fleet rental equipment. Repair and maintain vehicles and equipment with mechanical, electrical, hydraulic and pneumatic systems. Awarded “Employee of the Month” 3 times. 2005–2006Northrop GrummanSunnyvale, CA Navy Submarine Assembly Propulsion Unit Mechanic Maintained and inventoried parts essential to the assembly of propulsion unit. Followed blueprints and process specifications provided by engineers to assemble critical pieces of hardware. Fabricated components measuring to the hundred-thousandth.  more

Resolved Question: Determining levels of prevention? Can someone please help?

Determining levels of prevention? analyze the scenarios and describe the level of prevention is primary prevention,secondary prevention, or tertiary prevention. Do you think the prevention strategy used in the scenario was effective? If not what would you do differently? Scenario 1: Violence Prevention in a High Risk Community Karyn, a social services worker, is confronted daily with issues such as homicide, suicide, child and elder abuse, battered women, sexual assault, and domestic violence in the community agency in which she works. Her job responsibilities are to build community and agency coalitions to help meet the needs of the community. One day, an enraged young man stormed into the agency demanding to know the whereabouts of his wife, whom he had ordered not to leave the house. The wife was cowering in Karyn’s office after being referred by her physician for suspicious bruises. The agency has a procedure for handling potentially violent situations such as this one, in addition to providing a panic button. Someone pushed the panic button behind the receptionist’s desk, which brought the police within minutes. The wife was later transported to a shelter for battered women. The shelter provides classes in self-esteem, parenting, and job training and placement. It also assists clients with access to eligible welfare benefits and housing. Scenario 2: Closure of a Planned Parenthood Clinic You are a social worker in your community’s county public health office. Of the 60,000 people living in your county, 12,000 are women of childbearing age. The teen pregnancy rate is above the national average. Twenty-five to 30 percent of the county’s births are unintended. With an annual per capita income of just over $13,000, most of the population lives below the poverty level. At your weekly team meeting, your manager announces that the Planned Parenthood Clinic in the county is closing due to lack of funding. Other county family-planning providers have waiting lists and cannot take new patients. Team consensus is that lack of accessible and affordable family planning services will lead to more unintended pregnancies, child abuse, and poverty. You organize a group of other health and human service providers in the county to solve the issue. After much discussion, the public health office decides to offer limited family planning services. Scenario 3: Homeless Health Care You are a case manager in a community mental health center. Many of your clients are homeless and have either mental disorders or substance abuse and health problems. Health problems in the homeless are exacerbated by their homeless status. Exposure to extreme temperatures and a lack of sanitary facilities, nutritious food, restful sleep, and support networks worsen infections and chronic diseases such as diabetes and heart disease. The homeless are less likely to take their medications for their mental and other physical diseases. Most homeless do not seek health care until they are so sick or injured that they have to be transported to the emergency room by ambulance. Although there is a community health center in the county, it is not accessible financially or geographically to the homeless. After determining the needs of the homeless population in your case load, you meet with the leaders of all the agencies that provide services to the homeless, including the health center. You learn that there are three shelters, one food bank, and two faith-based initiatives providing services to the homeless. A collaborative decision is made to provide basic health services in the shelters. The health center will supply the clinical providers, supplies, and equipment; the shelters will provide the space, furniture, and utilities; and the mental health center will provide on-site case management that includes counseling and support groups.  more

Resolved Question: Professionals only! Need help reviewing my resume and only beneficial critiques! ?

Please help me to make my resume better and give me some ideas for better advancement opportunities. I really appreciate this and will send thank yous to each individual. Tell me what is good and what doesn't need to be on the resume. (I didn't include my place of residence for security purposes) rasheenmiller@yahoo.com Objective To obtain a position with a company that will allow me to utilize my skills, knowledge, and experience in clerical office administration . Education -Widener University Chester, Pa. Business Management [Sept 2005- May 2007] BUS 110 Introduction to Business Concepts ACCT 204-ACCT 205 - Financial/Managerial Accounting ENGL 102 - Advanced Composition and Literature PRWR 215 - Effective Communication MGT 210 - Foundations of Management -Norristown Area High School Norristown, Pa. Graduated [Sept 2001-June 2005] Experience March 2008-Present [Billing Agent] -1 and 1 Internet | 701 Lee Rd, Chesterbrook, Pa 19087 Manage difficult customers who are late on payments, explain billing inquiries and invoices to new customers, update credit card and contact information on expired hosting accounts, reply to emails concerning locking and unlocking of accounts, receive frequent faxes for identification of accounts, assist customers through control panel and cancellations of accounts, unlock web space for customers who resolve outstanding balances, issue credits back to customers, responsible for answering 40 or more calls daily. July 2007-February 2008 [Sales Associate] -Littman Jewelers | 500 w Germantown Pike, Plymouth Meeting, Pa. 19462 Responsible for opening and closing store, diamond testedall jewelry before inspections and cleanings, case counted and book kept all high end jewelry over $1,500, received and transfered jewelry to various store locations, retagged sale promotions in store and cases. Also responsible for cash deposits and filing bank deposits for store inventory reporting. September 2005-May 2007 [Student Manager of Campus Affairs] -Widener University| 1 University Place, Chester Pa. 19013 Managed University Center files for weekly student functions, scheduled and broadcasted events in university databases, assisted in planning and organizing guest events, provided strong team leadership and supported student employee concepts , responsible for promoting special guests, supervised and trained 4 student employees for prompting evening events in Alumni Auditorium. May 2001- September 2004 [Department Associate] -Giant Supermarket| 1760 DeKalb Pike, Blue Bell, PA. 19422 Provided fast and friendly customer service during checkout, responsible for accounting daily cash and credit transactions, processed credit cards and issued money back for debits, aided in dairy and seafood departments when assistance was needed. Awards and Achievements Attended 2006 Association of College Unions International Student Leadership Conference [ Stonybrook, NY ] Widener University Men's Track and Field 2005 Middle Atlantic Conference Winner [ Widener University ] Qualifications Ability to prioritize and multi-task in a fast paced environment Work well under pressure with minimal or no supervision Outstanding communication skills, both verbal and written Very strong planning and organizational skills -References are available upon request  more

Resolved Question: Can any one help me to find a job to do.?

I am a financial controller who is searching for a job for last 3 months after made redundant. With general management and company development experience in various senior roles in construction, engineering consultancy, wholesale Distribution & service Industries. With a 24 year career history as a trustworthy, effective and efficient accountant. · Managing change – Turning round under performing activities. · Forming, managing and motivating teams – Achieving objectives. · Developing individuals – Analysing & evaluating training needs. · Meeting deadlines – Performs well under pressure. Earned a MBA in year 2005 with research interests in facilities management, e-commerce & IT.  more

Resolved Question: Mass Layoff at my husband's employer, security greeted them with boxes?

My husband has survived a mass layoff at his company again but as more and more people are fired, he is starting to get really nervous. In the latest mass layoff, the HR people spent alot of time working with senior management and a rent a cop company to provide for security. All kinds of employees were brought into the corporate cafeteria for a meeting and then were greeted by the Director of HR and told they were being laid off effective immediately. Each person was assigned a security guard (rent a cop) and given a box to put their personal effects. The guard saw that they did not take any company equipment and escorted them out of the building. They were not allowed to have any contact with their coworkers or spend any time on their PC. Everyone had 20 minutes to clear out their things. Everyone was given a check for their final paycheck and 2 weeks severence. All work projects that each of them were doing was stopped in mid stream. Is this common? more

Resolved Question: things people put on resumes?

1. I am very detail-oreinted. 2. My intensity and focus are at inordinately high levels, and my ability to complete projects on time is unspeakable. 3. Thank you for your consideration. Hope to hear from you shorty! 4. Enclosed is a ruff draft of my resume. 5. It’s best for employers that I not work with people. 6. Here are my qualifications for you to overlook. 7. I am a quick leaner, dependable, and motivated. 8. If this resume doesn’t blow your hat off, then please return it in the enclosed envelope. 9. My fortune cookie said, “Your next interview will result in a job.” And I like your company in particular. 10. I saw your ad on the information highway, and I came to a screeching halt. 11. Insufficient writing skills, thought processes have slowed down some. If I am not one of the best, I will look for another opportunity. 12. Please disregard the attached resume-it is terribly out of date. 13. Seek challenges that test my mind and body, since the two are usually inseparable. 14. Graduated in the top 66% of my class. 15. Reason for leaving last job: The owner gave new meaning to the word paranoia. I prefer to elaborate privately. 16. Previous experience: Self-employed-a fiasco. 17. Exposure to German for two years, but many words are inappropriate for business. 18. Experience: Watered, groomed, and fed the family dog for years. 19. I am a rabid typist. 20. I have a bachelorette degree in computers. 21. Excellent memory; strong math aptitude; excellent memory; effective management skills; and very good at math. 22. Strengths: Ability to meet deadlines while maintaining composer. 23. I worked as a Corporate Lesion. 24. Reason for leaving last job: Pushed aside so the vice president’s girlfriend could steal my job. 25. Married, eight children. Prefer frequent travel. 26. Objective: To have my skills and ethics challenged on a daily basis. 27. Special skills: Thyping. 28. My ruthlessness terrorized the competition and can sometimes offend. 29. I can play well with others. 30. Personal Goal: To hand-build a classic cottage from the ground up using my father-in-law. 31. Objective: I want a base salary of $50-$60,000 dollars, not including bonus. And some decent benefits. Like a retirement plan, health insurance, personal or sick days. 32. Experience: Provided correct answers to customers’ questions. 33. Education: Graduated from predatory school with honors. 34. Never been fired, although it could happen anytime now. 35. I have happily been a “kept man” for the past 10 years. 36. Have extensive experience in turkey manufactures as well as new product development and implementation. 37. I am accustomed to speaking in front of all kinds of audiences. I make points as well as I can. 38. Personal: Five children. Dog: Jasper. Cat: Morris. Gerbil: Binky. 39. While in military, was instrumental in creation of a treat detection system. 40. My compensation package at my last job included a base salary of $64,500 with excellent benefits including flextime. I am looking for a position in which I can work a more flexible schedule. 41. Hire me and you won’t regret it - I am funny, cute, smart and creative… really. 42. Referees available upon request. 43. Previous rank: Senior instigator. 44. I have recently sold my home and I now live in a large RV so I will be able to relocate quickly. 45. Reason for leaving: They stopped paying me. 46. Cover letter: Desire the chance to showcase my delightful personality, intelligence and superior judgment, which are so hard to find these days. 47. Personal achievements: Successfully played “Chop Sticks” on a toy piano with my big toes. 48. Objective: To obtain a position where I can make a difference, infecting others with my professionalism, enthusiasm and dedication. 49. Strengths: Impersonal skills. 50. Special interests: I like any projects that are fun. 51. Please explain any breaks in your employment career: 15 minute coffee break while working at a home improvement store. 52. Vocational plans: Sea World. more

Resolved Question: Cumulative voting is a method of voting designed to allow minority shareholders representation on the board of

18. Damages awarded in a shareholder's derivative suit are paid to the shareholder who filed the suit. (Points: 4) True False 19. Delivery of intangible personal property must be done by symbolic delivery. (Points: 4) True False 20. A gift made during one's lifetime is a gift causa mortis. (Points: 4) True False 21. A gift made to a dying donee is a gift inter vivos. (Points: 4) True False 22. In a bailment, possession of the property is transferred to the bailee. (Points: 4) True False 23. In a bailment, title to the property is transferred to the bailee. (Points: 4) True False 24. For an effective bailment, the bailed property must be physically delivered to the bailee. (Points: 4) True False 25. A gratuitous bailment is one in which consideration is not required. (Points: 4) True False 26. Regional Bank wants to perfect its security interest in timber owned by Standard Lumber, Inc. Most likely, a financing statement should be filed with (Points: 4) the local chamber of commerce. the county clerk. the federal loan officer. the secretary of state's office. 27. Fine Furniture Store sells household consumer goods. To create a purchase-money security interest, Fine Furniture must (Points: 4) assign, to a collecting agent, a portion of its accounts payable. assign, to a collecting agent, a portion of its accounts receivable. extend credit for part or all of the purchase price of the goods. refer purchasers to a third-party lender. 28. Joyce works for Kappa Services Corporation as an independent contractor, and not as an employee, if (Points: 4) Joyce says that she works as an independent contractor. Joyce works on a permanent basis. Kappa does not control Joyce's work. Kappa withholds taxes from its payments to Joyce. 29. Holly takes temporary leave from her job at Interstate Assembly Company to care for her new baby. When she attempts to return to work, Interstate refuses to reinstate her. Under the Family and Medical Leave Act, Holly may be entitled to (Points: 4) damages only. damages or job reinstatement only. double damages, job reinstatement, a promotion, and more. nothing. 30. Standard Company denies a promotion to Tony, a member of a minority, when he fails to pass a required test. Few members of minorities have passed the test. The number of promoted employees who are members of minorities does not reflect their percentage in the local labor market. In a suit against Standard, if Tony can show a connection between the test and the number of promoted minority members, (Points: 4) it must be proved that Standard had discriminatory intent. it must be proved that Standard has other discriminatory practices. it must be proved that the test had a discriminatory purpose. no evidence of discriminatory intent is necessary. 31. Ken, who is Hispanic, applies for a job at Local Plant, Inc. The interviewer says that Local Plant does not hire Hispanics. This is (Points: 4) impermissible discrimination on the basis of race. permissible discrimination because it is an honest response. permissible discrimination because it occurs before employment. permissible discrimination because "Ken" is not an Hispanic name. 32. Macro Corporation replaces Neal, a fifty-two-year-old employee, with Olivia. Neal files a suit against Macro under the Age Discrimination in Employment Act of 1967. To establish a prima facie case, Neal must show that he was discharged under circumstances that give rise to (Points: 4) a certainty of discrimination. an impossibility of discrimination. an inference of discrimination. an unlikelihood of discrimination. 33. Eagle Equipment Corporation discharges Jay, who then sues Eagle for employment discrimination under Title VII of the Civil Rights Act of 1964. Eagle learns that Jay lied on his job application and argues that, had Eagle known of the lie, it would have fired him. This is (Points: 4) an affirmative action defense. a bona fide occupational qualification defense. a business necessity defense. no defense. 34. Amy wants to go into the business of construction contracting. Among the reasons that would probably convince Amy to set up her business as a sole proprietorship would be (Points: 4) its greater organizational flexibility. its limited liability. its perpetual existence. the ease of transferring the business to other family members. 37. Sandy is a limited partner in Total Enterprises, a limited partnership. To avoid personal liability for partnership obligations, Sandy must not (Points: 4) acquire an interest in the firm. contribute property to the firm. engage in activities independent of the firm's business. participate in the firm's management. 38. Dan is considering forms of business organization for his financial advisory firm. Like most states, Dan's state requires that to form a limited liability company, he must file with a central state agency (Points: 4) articles of certification. articles of formation. articles of organization. no specific documents. 39. Web Services, LLC, is a member-managed limited liability company. If the law in Web's state is like the law in most states, unless the members have agreed otherwise, decisions are made by (Points: 4) majority vote. minority vote. plurality vote. seniority vote. 40. Omega Sports Corporation licenses its trademark to Personality Products, Inc., to use in selling caps, sweatshirts, and similar goods. This is (Points: 4) a franchise. an entrepreneur. a principal-agent relationship. a sole proprietorship. 41. Jill and Kelly are architects and members of Jill & Kelly, P.C., a professional corporation. Jill supervises Lucy, an employee of the firm. As a member, Jill (Points: 4) is personally liable for any tort committed by Kelly. has limited liability for any of Kelly's acts of malpractice. has no liability for any torts committed by Kelly or Lucy. may be personally liable for malpractice committed by Lucy. 42. Stan is a registered agent for Transport, Inc., which incorporated in Utah. As a registered agent, Stan (Points: 4) agreed to buy stock in Transport before it existed. applied to Utah on behalf of Transport to obtain its corporate charter. does business for Transport in Utah. receives legal documents on behalf of Transport. 43. Lou and Mary act as the incorporators for National Corporation. After the first board of directors is chosen, subsequent directors are elected by a majority vote of National's (Points: 4) board of directors. incorporators. officers. shareholders. 44. Bart and Cary are directors of Digital Designs, Inc. Voting by Bart and Cary at corporate directors' meetings (Points: 4) may be cumulative. may be done by proxy in all states. must be done in person. all of the above. 45. Irma, Jim, and Kelly are the directors of Liberty Corporation. Liberty has nine officers and forty-six shareholders. Dividends are ordered by the firm's (Points: 4) board of directors. incorporators. officers. shareholders. 46. Visual Play Company makes DVD players. Visual Play is like most corporations in that its officers are hired by the firm's (Points: 4) board of directors. incorporators. other officers. shareholders. 47. Adam and Beth are officers of Computer Products Corporation. As corporate officers, the rights of Adam and Beth are (Points: 4) determined by their employment contracts. specified in state corporation statutes. the same as those of the directors. the same as those of the shareholders. 48. Applied Innovations, Inc., has thirty-five shareholders. The minimum number that must be present at a meeting for a shareholders' vote is (Points: 4) a proxy. a quorum. eighteen. thirty-five. 49. Tom is a shareholder of United Company. As a shareholder, Tom does not have (Points: 4) a right to compensation. dividend rights. inspection rights. preemptive rights. 50. April owns six 1967 Ford Mustangs in fee simple. April can (Points: 4) use the cars as she chooses, but not dispose of them or transfer them. use or dispose of the cars, but not transfer them. use or transfer the cars, but not otherwise dispose of them. use, transfer, or dispose of the cars, as she chooses. more

Resolved Question: How can I say it nicely?

Objective: Not to (nor sound) like a blackmail. Stress your point but remain courteous and respectful. Be taken seriously but not sound vindictive. Be professional. I wrote a powerful letter of complaint to a company. It turned out effective because I got the attention of 1 of the Board of Directors (BD) and 2- 3 Head Managers (HM). The BD and the HM replied apologizing and told me they will forward my email to the people answerable to the inconvenience the company have caused. I’ll reply to the BD and HMs, thanking them for acknowledging my complain BUT it has been 3 days now and no one from the accountable officers/ management has unofficially/officially replied/ called/ meet/ discuss with me on what they can do about it. It’s still all “We’re sorry.” No one from them is even telling me or assuring me that something is being done. I want to stress a specific request to the company, and I want to see action soon. It is a personal right I want to fight for.Please help me! Something like this, but how can I say it better: “I don’t want to be forced to resort to other means to make sure that I get what is due to me (with regards to compensation).” more

Resolved Question: Looking for a "good" job - in the Houston Texas area as Executive Administrative Assistant....Good Company

SUMMARY A high-energy team player who is a results-oriented administrative professional with comprehensive expertise in office management, event planning, telecommunications travel arrangements, corporate correspondence and reports. Serves as an effective liaison between all levels of an organization, ensuring the safety of confidential materials. Maintains the integrity of company policies and procedures by anticipating issues and preventing problems. EXPERIENCE DELOITTE & TOUCHE, LLP – Houston, Texas Administrative Assistant – 2007 Responsible for administrative functions for three Partners and staff of Auditors. Created invoices and tracking- DPS System, weekly and life to date reports (Excel). Coordinated domestic and international travel arrangements, acquired visas and passports as needed, arranged meetings, dinners and etc. to meet with clients (domestic and international). Weekly time reports and expense reports for Partners. ANADARKO PETROLEUM, The Woodlands, Texas Senior Administrative Assistant, 2001-2006 Performed daily administrative functions for the Marketing and Minerals Department, including the vice-president. Processed departmental invoices (SAP). Created Excel reports to track contract history for oilandgas abstracts. Designed presentations with PowerPoint. Developed department’s website using DreamWeaver. Coordinated domestic and international travel arrangements and daily calendars. Filed for visas and passports. • Collaborated with college recruitment team to interview students, filter resumes, prepared welcome packages, liaison with schools and the student internship. • Coordinated team-building events, award dinners, and department functions. • Composed confidentiality reports letters as well as served as liaison to upper management. NEUROBEHAVIORAL HEALTHCARE SYSTEMS, LTD, Conroe, Texas Executive Assistant, Vocational Counselor, 1992-1999 Facilitated transition from hospital setting to building long-term residential program, including residential, transitional, and vocational rehabilitation services for individuals with brain injury and neurological impairment. Worked one-on-one with clients. Supervised three assistants. Established daily routines for clients based on individual needs. Organized weekly outings in community. Attended weekly medical rounds with medical team. Participated in family meetings. Tracked behavioral programs. Developed cottage industry vocational program and designed business classes. ADDITIONAL WORK EXPERIENCE •LAWRENCE INDUSTRIES/DAILY OIL TOOLS, Conroe, Texas Executive Secretary, 1989-1992 •EXPERIENCE ENRON, Houston, Texas, Administrative Assistant III, 1987-1989 •HYDRIL, Houston, Texas, Office Executive Assistant, 1980-1987 •BAKER OIL TOOLS, Houston, Texas, Administrative Assistant COMPUTER SKILLS Microsoft Word, Excel, PowerPoint, Quicken, Money, SAP, Outlook, DreamwWeaver and DPS Personal Enjoys water sports, golf and jewelry design. Volunteers in the community and performs charity work. (Houston Livestock Show & Rodeo, Jimmy Buffet –Parrot Head, Jr. Achievement and Habitat) EDUCATION Presently working on Business Degree. more

Resolved Question: Is anyone familiar with Konstantin Stanislavski???

Can anyone take notes on this: BUILDING A CHARACTER Constantin Stanislavski CHAPTER FOURTEEN Toward an Ethics for the Theatre I “THE TIME has now come to speak of one more element,” Tortsov began today, “contributing to a creative dramatic state. It is produced by the atmosphere surrounding an actor on the stage and by the atmosphere in the auditorium. We call it ethics, discipline, and also the sense of joint enterprise in our theatre work. “All these things taken together create an artistic animation, an attitude of readiness to work together. It is a state which is favorable to creativeness. I do not know how else to describe it. “It is not the creative state itself but it is one of the main factors contributing to it. It prepares and facilitates that state. “I shall call it ethics in the theatre because it plays an important part in preparing us in advance for our work. Both the factor itself and what it produces in us and for us are significant because of the peculiarities of our profession. “A writer, a composer, a painter, a sculptor are not pressed for time. They can work when and where they find it convenient to do so. They have the free disposal of their time. “This is not the case with an actor. He has to be ready to produce at a fixed hour as advertised. How can he order himself to be inspired at a given time? It is far from simple. “He needs order, discipline, a code of ethics not only for the general circumstances of his work, but also and especially for his artistic and creative purposes. “The first condition towards the bringing about of this preliminary state is to follow the principle I have aimed at: Love art in yourself and not yourself in art. “The career of an actor,” Tortsov went on, “is a splendid one for those who are devoted to it and understand and see it in the true light.” “What if an actor does not do this ?“ one of the students asked. “That is unfortunate because it will cripple him as a human being. Unless the theatre can ennoble you, make you a better person, you should flee from it,” Tortsov replied. “Why?” we asked in chorus. “Because there are a lot of bacilli in the theatre, some are good and some are extremely harmful. The good bacilli will further the growth in you of a passion for what is fine, elevating, for great thoughts and feelings. They will help you to commune with the great geniuses such as Shakespeare, Pushkin, Gogol, Moliere. Their creations and traditions live in us. In the theatre you will also meet modern writers and representatives of all branches of art, science, of social science, of poetic thought. “This select company will teach you to understand art and the essential meaning at its core. That is the principal thing about art, therein lies its greatest fascination.” “Exactly in what?” I asked. “In coming to know, in working on, studying your art, its bases, methods and technique of creativeness,” explained Tortsov. “Also in the torments and joys of creation, which we all feel as a group. “And in the joys of accomplishment, which renew the spirit and lend it wings! “Even in the doubts and failures, for in them also lies a stimulus to new struggles, strength for new work and fresh discoveries. “There is too an esthetic satisfaction which is never altogether complete and it provokes and arouses new energy. “How much of life there is in all this!” “What about success ?“ I enquired rather shyly. “Success is transient, evanescent,” answered Tortsov. “The real passion lies in the poignant acquisition of knowledge about all the shadings and subtleties of the creative secrets. “Meantime do not forget the bad, the dangerous, corrupting bacilli of the theatre. It is not surprising that they thrive there; there are too many temptations in our theatre world. “An actor is on view every day before an audience of a thousand spectators from such and such an hour to such and such an hour. He is surrounded by the magnificent trappings of a production, set against the effective background of painted scenery, dressed often in rich and beautiful clothes. He speaks the soaring lines of geniuses, he makes picturesque gestures, graceful motions, produces impressions of startling beauty—which in large measure are brought about by artful means. Always being in the public eye, displaying his or her best aspects, receiving ovations, accepting extravagant praise, reading glowing criticisms—all these things and many more of the same order constitute immeasurable temptations. “These breed in an actor the sense of craving for constant, uninterrupted titillation of his personal vanity. But if he lives only on that and similar stimuli he is bound to sink low and become trivial. A serious minded person could not be entertained for long by such a life, yet a shallow one is enthralled, debauched, destroyed by it. That is why in our world of the theatre we must learn to hold ourselves well in check. We have to live by rigid discipline. “If we keep our theatre free from all types of evil we, by the same token, bring about conditions favorable to our own work in it. Remember this practical piece of advice: Never come into the theatre with mud on your feet. Leave your dust and dirt outside. Check your little worries, squabbles, petty difficulties with your outside clothing—all the things that ruin your life and draw your attention away from your art.” “Excuse me for pointing this out,” interrupted Grisha, “but no such theatre exists in the world.” “Unfortunately you are right,” admitted Tortsov. “People are so stupid and spineless that they still prefer to introduce petty, humdrum bickerings, spites and intrigues into the place supposedly reserved for creative art. “They do not seem to be able to clear their throats before they cross the threshold of the theatre, they come inside and spit on the clean floor. It is incomprehensible why they do this! “It is all the more reason why you should be the ones to discover the right, the high minded significance of the theatre and its art. From the very first steps you take in its service train yourselves to come into the theatre with clean feet. “Our illustrious forbears in acting have summed this attitude up in the following way: “A true priest is aware of the presence of the altar during every moment that he is conducting a service. It is exactly the same way that a true artist should react to the stage all the time he is in the theatre. An actor who is incapable of this feeling will never be a true artist!” 2 A great deal of discussion was caused in the theatre by a scandal in connection with one of the actors. He was severely reprimanded and warned that he would be dismissed if he repeated the intolerable offense. Grisha had as usual a lot to say on the subject: “I for one don’t think the management has any right to mix into an actor’s private life!” Whereupon some of the others asked Tortsov to explain his point of view to us. “Does it not seem irrational to you to tear down with one hand what you are trying to build up with the other? Yet many actors do that very thing. On the stage they make every effort to convey beautiful and artistic impressions and then, as soon as they step down from the boards, almost as though they had been intent on spoofing their spectators who a moment ago were admiring them, they do their best to disillusion them. I can never forget the bitter pain caused me in my youth by a famous visiting star. I shall not tell you his name because I do not want to dim his glory for you. “I was present at an unforgettable performance. The impression he made on me was so tremendous I did not feel I could go home alone. I felt the necessity to discuss my experience with someone. So a friend and I went together to a restaurant. When we were in the midst of an excited conversation who should come in but our genius. We could not restrain ourselves, we rushed up to him and unloosed the floodgates of our enthusiasm. The great man invited us to join him at supper in a private room and there before our very eyes he proceeded to drink himself into a bestial state. Under the gloss was hidden such human corruption, such revolting boastfulness, deceit, gossip—all the attributes of a vulgar showoff. On top of that he refused to pay his bill for the wine he had consumed. It took us a long, long time to pay off this unexpected debt. And all the pleasure we got out of it was the privilege of conducting our belching and roaring host to his hotel where they were most unwilling to receive him in that disreputable drunken state. “Mix together all the good and all the bad impressions which we received from that extraordinarily gifted man and try to determine what result you get.” “Something like the hiccoughs you get from drinking champagne,” suggested Paul brightly. “Well, mind you don’t have the same thing happen to you when you get to be famous actors,” said Tortsov. “It is only when an actor is behind closed doors at home, in his most intimate circle, that he can let go. For his part is not played out when the curtain goes down. He is still bound in his everyday life to be the standard bearer of what is fine. Otherwise he will only destroy what he is trying to build. Remember this from the very beginning of your term of service to art and prepare yourselves for this mission. Develop in yourselves the necessary self- control, the ethics and discipline of a public servant destined to carry out into the world a message that is fine, elevating and noble. “An actor, by the very nature of the art he serves, becomes a member of a large and complex organization—the theatre. Under its emblem and hallmark he represents it daily to thousands nf spectators. Millions read daily in the papers about his work and activity in the institution of which he is a part. His name is so closely bound up with that of his theatre that it is scarcely possible to distinguish between them. Next to his family name that of this theatre belongs to him. In the mind of the public his artistic and his personal life are inextricably linked together. Therefore if an actor from the Art Theatre, the Maly, or another, commits a reprehensible act, any crime, is involved in any scandal, no matter what alibi he may offer, no matter what denial or explanation may be printed in the papers, he will be unable to wipe away the stain, the shadow, he has laid on his whole company, his theatre. This, therefore, obligates an actor to conduct himself worthily outside the walls of his theatre and to protect his good name both on the boards and in his private life.” 3 “One of the measures calculated to insure order and a healthy atmosphere in the theatre is to reinforce the authority of the people, who for one reason or another, have been put in charge of the work. “Before they are chosen and appointed you may argue, wrangle, and protest against one candidacy or another but once that person has been elected to a post of leadership or management it is up to you to support him in every possible way. That is only fair from the point of view of the common good. And the weaker he is the more you should support him. For if he does not enjoy any authority the main motive force of the group will become paralyzed. What becomes of a collective if it is deprived of the leader who initiates, pushes, and directs the common work? We love to decry, discredit, humiliate those whom we have raised to high places, or if a gifted person climbs above us we are ready to use all our strength to beat him down and yell at him: How dare you presume to stand over us, you climber! How many talented and useful people have been destroyed that way. A few, in spite of all obstacles, have achieved general recognition and admiration. But on the whole the brazen ones, who usually succeed in bossing us, have all the luck. And we growl to ourselves and stand it because we find it hard to arrive at any Unanimity and we are afraid to overthrow those who terrorize us. “In theatres, with few exceptions, this is vividly exemplified. The struggle for priority among actors, regisseurs, jealousy of each other’s success, divisions caused by differences in salaries types of parts—all this is strongly developed in our line of work and constitutes its greatest evil. We cloak our ambition, jealousy, intrigues with all kinds of fine sounding phrases such as ‘enlightened competition,’ but all the time the atmosphere is filled with the poison gases of backstage back-biting. “Out of fear of all competition and because of its narrow-minded envy actors meet any newcomer in their midst with fixed bayonets. If he can stand the test he is lucky. Yet how many are terrified, lose all faith in themselves, and go under? “How close to animal psychology all this is! “Once when I was sitting on the balcony of a house in a small provincial town I had an opportunity to watch some dogs. They also have their own limits, lines of demarcation which they are keen to maintain. If an outsider dares to overstep a certain bound and he is met by the combined curs of that particular district. he succeeds in giving a good account of himself he wins recognition in the end and is accepted in the district into which he had intruded. Or he turns tail and flees, wounded and maimed, from his own fellow creatures, “And it is this very form of brute psychology which is rampant, alas, in all theatres with few exceptions, and which must be destroyed. It is in force not only among newcomers but also among the groups of old timers. I have heard two great actresses going for each other not only backstage but during performances and in terms that a fishwife would envy. I have been witness to the conduct of two famous and talented actors who refused to enter the stage through one and the same wing or door. I have been told about two celebrated stars, a man and a woman, who for years played opposite each other without being on speaking terms. During rehearsal they communicated with one another through a third person. He would say to the man directing the play: ‘Tell her that she is talking nonsense,’ and she would reply through the same channel: ‘Tell him that he is acting like a boor.’ “Why is it that such talented people are willing to destroy the and fine work which they themselves originally built up? For the sake of personal, trivial, petty insult and misunderstandings? “Such are the suicidal depths to which actors sink if they are not able to overcome in time their bad professional instincts. I hope this will be an example and vivid warning to you.” 4 “Let us suppose that one actor in a well and carefully prepared production, either through laziness, neglect or inattentiveness, departs so far from the true performance of his part as to act in a purely routine, mechanical way. Has he the right to do this? After all, he was not alone in producing the play, he is not solely responsible for the work put in it. In such an enterprise one works for all and all for one. There ‘must be mutual responsibility and whoever betrays that trust must be condemned as a traitor. “In spite of my great admiration for individual splendid talents, I do not accept the star system. Collective creative effort is the root of our kind of art. That requires ensemble acting and whoever mars that ensemble is committing a crime not only against his comrades but also against the very art of which he is the servant. 5 Our class was to meet for a rehearsal in one of the greenrooms backstage where the regular actors of the theatre company met their friends. Afraid of disgracing ourselves before them we asked Rakhmanov to give us some advice about how to act there. To our surprise the Director himself appeared. He said that he had been much touched to hear of our serious attitude toward the rehearsal. “You will realize what you need to do and how you should conduct yourselves if you bear in mind that this is a collective enterprise,” he said to us. “You are all going to be producing together, you will all be helping one another, all be dependent on one another. You will all be directed by one person, your regisseur. “If there is orderliness and proper distribution of work, your collective effort will be pleasant and productive because it is based on mutual help. But if there is chaos and a wrong atmosphere for work then your collective enterprise can become a torture chamber, you will be getting in each other’s way, pushing each other around. It is clear therefore that you must all agree to establish and support discipline.” p “How do we support it?” “First of all, you arrive at the theatre on time, a half hour or a quarter of an hour before the rehearsal is called, in order to go over the elements which are necessary to establish your inner state. “If even one person is late it upsets all the others. And if all are late your working hours will be frittered away in waiting instead -f being applied to your job. That makes an actor wild and puts him in a condition where he is incapable of work. But if on the contrary you all have the right attitude towards your collective responsibilities and come to your rehearsal with proper preparation you will create a splendid atmosphere which will challenge and encourage you. Your work will go along hummingly because you are all helping each other. “It is also important that you take the right attitude towards the object of each individual rehearsal. “The great mass of actors have quite a wrong idea about their attitude toward rehearsals. They believe that they need work only at rehearsals and that they can be idle at home. “Whereas this is not the case at all. The rehearsal merely clarifies the problems that an actor needs to work on at home. That is one reason why I place no confidence in actors who chatter a lot at rehearsals and do not make notes on planning their home-work. “They pretend that they can remember everything without notes. Nonsense! Do they think that I do not know that they cannot possibly remember everything because, in the first place, the regisseur mentions so many details both major and minor that no memory could retain them, and, in the second place, they are dealing for the most part not with definite facts but with feelings stored up in emotion memory. To understand, to comprehend and recall them, the actor must find the appropriate word, expression, example, some means of description with the aid of which he will be able to evoke, to fix the sensation under discussion. “He will have to think about it at home before he will be able to find it again and call it forth from his inner being. That is a tremendous piece of work. It requires great concentration in his work both at home and also at rehearsal when the actor first receives the comments of the regisseur. “We, the regisseurs, know better than anyone else what credence to give to the assertions of inattentive actors. We are the ones who are obliged to repeat the same things to them over and over again. “That kind of an attitude on the part of certain individuals toward a joint piece of work acts as a great brake. Seven will not wait for one. Remember that. Therefore work out for yourselves the right kind of artistic ethics and discipline. This will force you to prepare yourselves properly at home in advance of each rehearsal. Let it be a source of shame and badge of disloyalty to you before your whole group if you are the cause of making the regisseur repeat something he has already explained. You have no right to forget the regisseur’s remarks. You may not comprehend them all at once, you may have to return to them in order to study them more thoroughly, but you may not merely take them in one ear and send them out of the other. That is a crime against all the other workers in the theatre. “Therefore, in order to avoid that misdemeanor, you must teach yourself how to work independently at home on your part. This is no easy task but it is something you must learn how to do thoroughly and well while you are in training here. Here I can take all the time which may be necessary to go into the details of that work but at rehearsals I cannot come back to these things without running the risk of their being turned into lessons. Out on the stage the demands made on you will be far stricter than in the class room. Bear this in mind and prepare yourselves for it.” 6 “How does a singer, a pianist, a dancer, start his day ?“ Tortsov asked at the beginning of today’s class. “He gets up, bathes, dresses, has breakfast and at a time appointed for this purpose he begins his exercises. The singer vocalizes, the pianist plays his scales, the dancer hurries to the theatre, to his practice bar in order to keep his muscles in trim. This is done day after day, winter and summer. A day omitted is a day lost and a detriment to the art of the performer. “Tolstoy, Chekhov and other great artists considered it a necessity to sit down every day at a given hour to write, if not on a novel or short story or play, at least in a diary, to record thoughts and observations. The main point was day by day to cultivate the most delicate and precise ways of rendering all the subtle intricacies of human thoughts and feelings, visual observations and emotional impressions. “Ask any artist and he will tell you the same thing. “Nor is that all: I know a surgeon (and surgery is also an art), who devotes all his free time to playing with the most delicate kind of oriental jackstraws. After tea, while conversing with others, he cleverly fishes out some item underneath a complicated pile of little sticks just to keep his hand in. “And it is only the actor who, when he has gotten up in the morning, dressed and breakfasted, hurries out into the street or calls on friends or does other personal errands, because that is his free time. “That may well be. But the singer, the concert pianist, the dancer do not have any more time. They have rehearsals, lessons, performances too. “Nevertheless it is always the excuse of the actor, who neglects his home-work on the technique of his art, that he has ‘no time.’ “What a pity! As I have said before, an actor, more than any other special artist, is in need of that work at home. Whereas a singer has to be concerned only with his voice and breathing, a dancer with his physical apparatus, and a pianist with his hands r an instrumentalist with his breathing and lip technique—an actor is responsible for his arms, his legs, his eyes, his face, the plasticity of his whole body, his rhythm, his motion and all the program of our activities here in the school. These exercises do not stop with graduation, they go on through your whole lives as artists. And the older you get the more necessary it will be for you to point up your technique and consequently to maintain a system of regular work-outs. “But since the actor has ‘no time’ for such practice his art at best will mark time or at worst run down hill because it consists of only an accidental technique drawn by necessity from unthinking, false, untrue, mechanical rehearsing or badly prepared public appearances. “And yet an actor, especially the ones who complain most about lack of time, those who play roles of second or third in importance, actually have more freedom than anyone else active in various artistic professions. “Just look at the schedule. Take an actor who plays in the mob scenes in, let us say, Tsar Fyodor. He must be ready by 7:30 p.m. He appears in the second scene (the reconciliation of Boris with Shuiski). Then there is an intermission. Do not think that the actor needs to use all of it to change his make-up and costume. No, indeed! Most of the actors keep the same make-up and change only their outer garments. Let us assume that ten out of the fifteen minutes normally assigned to an intermission is used up. “Following that is the short scene in the garden, a two minute wait and then the long scene in the Tsar’s chamber. It plays not less than half an hour, therefore if you add that to the intermission you have approximately thirty-five plus ten—forty-five minutes. “Then come the other scenes which you can calculate for yourselves and arrive at a general sum total. “That is how the matter stands for our colleagues who play in the mob scenes. There are also a number of actors who play bits or even larger parts which are episodic in character. After his episode is finished the actor is either free for the rest of the evening or he waits for another five minute appearance in the last act and the whole time is loafing around the dressing room and being bored. “That is the way actors divide their time when engaged in one of the more complicated and large productions, like Tsar Fyodor. “And now what about the large number of others who are not playing on this particular evening? They are free and they spend their time appearing in pot boiler performances. Let us make a note of that. “So much for the evening occupations. What happens during the daytime at rehearsals? In some theatres, take ours for instance, rehearsals are called for eleven or twelve o’clock. Until then our actors are free. And that is only right for various reasons that are connected with the peculiarities of our lives. An actor’s performance finishes late, he is wrought up and it takes some time for him to calm down sufficiently to go to sleep. At an hour when most people are sound asleep our actor is playing the last and most difficult act of a tragedy. When he comes home he takes advantage of the quiet to concentrate, without being interrupted, on the new part he is preparing. “So what is surprising about the fact that on the following morning when everyone else is already up and at work our tired actor is sound asleep after his long hours of wear and tear on his nerves? “He has probably been on a spree—is what many say about us. “And there are theatres, which pride themselves on keeping their actors on their toes with their iron discipline and model order—so-called. They have rehearsals at 9 a.m. (incidentally after finishing a Shakespearean tragedy at ii p.m. the previous evening). “Such theatres, which boast of their organization, do not take their actors into consideration and in a way they are quite right. Actors in those theatres can die three times a day with utmost comfort and they can rehearse three different plays every morning. “‘Tra-la-la. . . . boom, boom. . . .‘ the leading actress trills in a low voice to her partner in a scene, and adds: ‘I cross to the sofa and sit down!’ “To which the leading man replies in half tones: ‘Tra-la-la. . boom, boom. . . .‘ etc., and then: ‘I cross to sofa, drop on one knee and kiss your hand!’ “It often happens when we are on our way to a rehearsal at noon that we meet an actor from one of those other theatres who is strolling around after a whole morning of rehearsals. “‘Where are you off to?’ he asks. ‘To rehearsal.’ ‘What? At noon! At such a late hour!’ he exclaims not without irony and venom and obviously thinking to himself: ‘What a sleepyhead and shiftless creature!’, and then he says aloud: ‘What a way to run a theatre! Why, I have already finished my rehearsal. We ran through a whole play! We begin work at nine a.m.!’ This last is said with a touch of boastfulness by the mechanic-artist who measures with condescending eye our belated actor. “But I have said enough. I already know in that instance what so-called ‘art’ is in question in those theatres. “And now here is my problem: there are many managers in good theatres who are seriously trying to achieve a degree of genuine artistry who really believe that the so-called iron discipline and order of the mechanical actors is right and even ideal. How can such people, who judge the product and conditions of work of a real artist according to standards established by book-keepers, cashiers, and accountants, be put in charge of the direction of artistic accomplishment or even understand how it is to be carried on, how much nervous energy, life, and the highest spiritual outbursts are laid on the altar of their beloved art by true actors who ‘sleep until noon and are the cause of endless disorder in the schedules set up by the repertory office!’ “How can we get away from such managers with petty tradesman or bank clerk mentalities? Where are we to find people who understand and, above all, who sense what the main object of true artists is and how to deal with them? “Meanwhile I am putting more and more pressure on these already over-burdened real artists, regardless of whether they are playing long or short parts: I am asking that they take their last remaining free time—the intermissions and the waits between their entrances and the hours between rehearsals—to work on their technique. “For such work, as I proved to you by figures, there is plenty of time.” “But you want to exhaust the poor actor, and take away his last breathing spell !“ “No, indeed, I assert. The most exhausting thing for an actor is to loaf around his dressing room waiting for his next entrance.” 7 “There are many actors and actresses who do not take creative initiative. They do not prepare their roles outside the theatre by letting their imaginations and subconscious play on the character they are to portray. They come to the rehearsal and wait around until they are led along a path of action. After a great effort the regisseur can sometimes succeed in striking sparks in such passive natures. Or these lazy persons may catch fire from watching others take hold, they may follow their lead and become infected with their feelings about the play. After a series of such vicarious sensations, if they have any gift at all, they may be able to arouse their own feelings and acquire a real grasp on their parts in their own right. Only we regisseurs know how much work, inventiveness, patience, nervous strength and time it takes to push such actors of weak creative impulse ahead, away from their dead center. Women, in such cases, are apt to excuse themselves charmingly and coquettishly by saying: How can I help it? I cannot act until I feel my part. As soon as the impulse comes everything will turn out all right. They say this with a touch of pride and boasting as though that procedure were a sure sign of inspiration and genius. “Need I explain that all such drones, who profit by the work and creativeness of others, are an infinite drag on the accomplishment of the whole group? It is because of them that productions are often delayed for weeks before they can be released. They not only are slow in their own work but the cause of delay in that of others. Indeed the actors playing opposite them have to exert themselves to the utmost in order to overcome their inertia. This in turn produces overacting, ruins their parts especially if they are not any too secure in them anyway. When they do not get the right cues the conscientious actors make violent efforts to stir the initiative of the sluggish actors, thereby impairing the true quality of their own playing. They get themselves into an impossible state and instead of facilitating the performance they clog it up by making it necessary for the regisseur to deflect his attention away from the general to their particular needs. Consequently we see not only the one passive actress contributing exaggerated, false acting to the rehearsal instead of lifelike, true emotions, but also the men who are playing opposite her as well. It takes no more than two actors straying down the wrong path to deflect a third or even a fourth. In the end one actor can derail a whole performance that was running smoothly and send it tumbling down hill. Poor régisseur! Poor actors! “You may say that it would have been better to dismiss those actors with undeveloped creative initiative and corresponding technique, but it is unfortunately true that among them there are a great many with talent. Less gifted actors would not dare to be so passive, whereas the more gifted ones, feeling unimpeded, allow themselves more leeway; they sincerely believe that they are in duty bound and indeed have the right to wait for the favorable wind, the rising tide of inspiration. “From all of which it should be clear to you that no actor has a right to take advantage of the work of others during a rehearsal. He must provide his own living emotions with which to bring his own part to life. If every actor in a production would do that he would be helping not only himself but the work of the whole cast. If on the contrary each actor is going to depend on the others there will be a complete lack of initiative. The regisseur cannot do the work of everyone. An actor is not a puppet. “So you see every actor is obliged to develop his own creative will and technique. He, along with all the others, is bound to do his own productive share of work at home and at rehearsal, always playing his part in the fullest tones of which he is capable.” 8 “The problem for our art and consequently for our theatre is— to create an inner life for a play and its characters, to express in physical and dramatic terms the fundamental core, the idea which impelled the writer, the poet, to produce his composition. “Every worker in the theatre from the doorman, the ticket taker, the hat-check girl, the usher, all the people the public comes into contact with as they enter the theatre on up to the managers, the staff, and finally the actors themselves—they all are co-creators with the playwright, the composer, for the sake of whose play the audience assembles. They all serve, they all are subject to the fundamental aim of our art. They all, without exception, are participants in the production. Anyone who in any degree obstructs our common effort to carry out our basic aim should be declared an undesirable member of our community. If any of the staff out front greets any member of the audience inhospitably thereby ruining his good humor, he has struck a blow against our general objective and the goal of our art. If it is cold, dirty, untidy in the theatre, if the curtain is late in rising, if the performance drags— then the mood of the public is depressed, they arc not receptive to the main thoughts and feelings offered to them through the joint efforts of the playwright, the regisseur, the company and the actors. They feel they had no cause to come to the play, the performance is spoiled, and the theatre loses its social, artistic and educational significance. “The playwright, the composer, the cast, all do their share to create the necessary atmosphere on their side of the footlights, and the administrative staff does its part in creating an appropriate mood in the audience and backstage where the actors are getting ready for a performance. The spectator as well as the actor is an active participant in a performance and therefore he too needs to be prepared for his part, he must be put in the proper mood in order to be receptive to the impressions and thoughts the playwright wishes to impart to him. “This absolute dependence of all the workers in the theatre on the ultimate aim of our art remains in force not only during performances but also during rehearsals and even at other hours of the day and night. If for any reason a rehearsal is unproductive those who obstructed the work were undermining our general purpose. Artists can operate successfully only under certain necessary conditions. Anyone who upsets those conditions is being disloyal to his art and to the society of which he is a part. A bad rehearsal does harm to a part and a distorted part prevents an actor from conveying the thoughts of the playwright, in other words from accomplishing his main job.” more

Resolved Question: are all Commercial weight loss diets similarly effective?!?

Commercial weight loss diets are all similarly effective at 6 months, and those with support are more effective at 12 months, according to the results of the randomized BBC "diet trials" reported in the June 3 issue of the BMJ. Participants in these trials were filmed as part of a BBC television series. "Most adults in the United States diet at some time, and trends in the United Kingdom are similar," write Helen Truby, MD, from the University of Surrey, Guildford, United Kingdom, and colleagues. "Long term success rates are poor, with 50% of weight loss being regained within one year. Although commercial diets provide consumers with a plethora of choice, data on their comparative efficacy are limited." Using a community-based sample of otherwise healthy overweight and obese adults, this 6-month, multicenter, unblended controlled trial compared 4 popular commercial weight loss programs with a control group. These diets were the Slim-Fast plan (a meal replacement approach), Weight Watchers pure points program (an energy-controlled diet with weekly group meetings), Dr Atkins' new diet revolution (a self-monitored low carbohydrate eating plan), and Rosemary Conley's eat-yourself-slim diet and fitness plan (a low-fat diet and a weekly group exercise class). Primary endpoints were changes in weight and body fat during 6 months. Compared with the control group, all diets were associated with a significant loss of body fat and weight during 6 months, but outcomes in the 4 diet groups did not differ significantly from each other. Intent-to-treat analysis revealed that average weight loss was 5.9 kg, and average fat loss was 4.4 kg during 6 months. Although the Atkins diet resulted in significantly higher weight loss during the first 4 weeks, it was no more or less effective than the other diets by the end of the study. At 12 months, 158 participants (54% of the original sample) returned data, and only 58 (45%) were still compliant with their assigned diets (9 to Atkins, 20 to Weight Watchers, 9 to Slim-Fast, 20 to Rosemary Conley). More participants in the unsupported programs (Atkins diet and Slim-Fast) withdrew than in the supported programs (P = .04), and weight rebound after the initial 6 months was higher in the unsupported programs. All diets resulted in a clinically useful weight loss of around 10% after 12 months in participants who had kept to their original diet. "Clinically useful weight loss and fat loss can be achieved in adults who are motivated to follow commercial diets for a substantial period," the authors write. "Given the limited resources for weight management in the NHS [National Health System], healthcare practitioners should discuss with their patients programmes known to be effective." Study limitations include varied compliance with each diet, small number of participants, and effect of media interest on motivation to meet goal weights and patients' expectations of weight loss. One of the authors has disclosed receiving consulting fees for serving on the scientific advisory panel of Slimming World. In an accompanying editorial, David Arterburn, MD, MPH, from the Group Health Center for Health Studies in Seattle, Wash, notes the high costs of some commercial diets and the low rate of ongoing compliance with the assigned diets at 1 year. "The challenge to researchers in obesity is to take weight loss studies, especially those involving commercial programmes and private funding, to the next level," Dr Arterburn writes. "'Diet Trials II' would serve us best by evaluating long term health outcomes, cost effectiveness, and novel strategies of improving adherence and weight maintenance. Such strategies might include economic incentives for participants and researchers collaborating with employers and healthcare providers." more

Resolved Question: chosee the best answer ..human resource mangement....?

Due date for quiz submission is Thursday, 1st November, 2007 1._________ is the process of acquiring, training, appraising and compensating employees, attending to their labor relations, health and safety and fairness concerns. a.Labor Relations b.Organizational Behavior c.Human Resource Management d.Organizational Health and Safety Management 2.Which of these refers to the temporary, part-time and self-employed workers? a.Internal labor force b.Contingent work force c.High-performance work systems d.Downsized employees 3.Which basic function of management includes delegating authority to subordinates and establishing channels of communication? a.Planning b.Organizing c.Leading d.Staffing 4.Over the past 25 years, all of these areas of legal environment have influenced HRM except: a.Equal employment opportunity legislation b.Employees pay and benefits c.Employee competition legislation d.Job security 5.One of the most popular methods of increasing employee responsibility and control is _______. a.Outsourcing b."Military model" of management c.HRIS d.Work teams 6.Which of these is a major dimension of HRM practices contributing to company competitiveness? a.Compensating human resources b.Acquiring and preparing human resources c.Managing the human resource environment d.All of the given options 7.How has technology changed HRM practices? a.Recruiting using the web generates smaller, more focused applicant pools. b.Employee training is offered through scheduled classes rather than on demand. c.Electronic resumes take less time to evaluate than paper resumes. d.None of the given options. 8.How do companies facilitate workforce diversity? a.Rely on external support systems for minority workers. b.Encourage employees to challenge the beliefs and values of other employees. c.Build in accountability through surveys and audits. d.Reinforce traditional values. 9.Employee involvement requires extensive additional HRM activity in which of these areas? a.Training b.Benefits c.Labor negotiation d.Marketing 10.Managers who meet designated goals are _______. a.Assertive b.Efficient c.Effective d.Entitled 11.David conducts new employee orientation for a large organization. His work is within which basic HRM function? a.Management b.Motivation c.Career planning d.Training and development 12.Employee relations specialists are involved in which of these activities? a.Handling employee complaints b.Working with position control specialists in compensation c.Negotiating benefits packages d.Coordinating interview schedules 13.The father of scientific management is ________. a.Deming b.Burns c.Taylor d.Hawthorne 14.A large organization is an EEO employer with an affirmative action plan. Which of these activities is performed as part of the plan? a.All job applicants must have a recommendation from current or past employee b.Insurance premiums from former employers of all applicants are analyzed c.Job requirements are determined based on skills, knowledge and abilities d.Job announcements are posted on the company bulletin board 15.Which of these items would be in the highest security category of a typical HRIS? a.Employee name b.Former employers c.Salary d.Work location 16.Which of these decreases in the labor supply is the easiest to predict? a.Transfers-in b.Retirements c.Voluntary quits d.Prolonged illnesses 17.Wal-Mart differentiates its business by offering the lowest prices. Offering the lowest prices is Wal-Mart’s _________. a.Functional strategy b.Competitive advantage c.Distinctive competence d.Corporate strategy 18.__________ is the process of assessing progress toward strategic goals and taking corrective action as needed. a.Strategic management b.Strategic planning c.Strategic control d.Diversification 19._________ is the right to make decisions, to direct the work of others and to give orders. a.Leadership b.Authority c.Delegation d.Management 20.Which of the following is considered a qualitative approach to job analysis? a.Position analysis questionnaire b.Interviews c.Department of Labor approach d.Functional job analysis more

Resolved Question: chose the best answer from the following question accprding to human resource mangment?

1._________ is the process of acquiring, training, appraising and compensating employees, attending to their labor relations, health and safety and fairness concerns. a.Labor Relations b.Organizational Behavior c.Human Resource Management d.Organizational Health and Safety Management 2.Which of these refers to the temporary, part-time and self-employed workers? a.Internal labor force b.Contingent work force c.High-performance work systems d.Downsized employees 3.Which basic function of management includes delegating authority to subordinates and establishing channels of communication? a.Planning b.Organizing c.Leading d.Staffing 4.Over the past 25 years, all of these areas of legal environment have influenced HRM except: a.Equal employment opportunity legislation b.Employees pay and benefits c.Employee competition legislation d.Job security 5.One of the most popular methods of increasing employee responsibility and control is _______. a.Outsourcing b."Military model" of management c.HRIS d.Work teams 6.Which of these is a major dimension of HRM practices contributing to company competitiveness? a.Compensating human resources b.Acquiring and preparing human resources c.Managing the human resource environment d.All of the given options 7.How has technology changed HRM practices? a.Recruiting using the web generates smaller, more focused applicant pools. b.Employee training is offered through scheduled classes rather than on demand. c.Electronic resumes take less time to evaluate than paper resumes. d.None of the given options. 8.How do companies facilitate workforce diversity? a.Rely on external support systems for minority workers. b.Encourage employees to challenge the beliefs and values of other employees. c.Build in accountability through surveys and audits. d.Reinforce traditional values. 9.Employee involvement requires extensive additional HRM activity in which of these areas? a.Training b.Benefits c.Labor negotiation d.Marketing 10.Managers who meet designated goals are _______. a.Assertive b.Efficient c.Effective d.Entitled 11.David conducts new employee orientation for a large organization. His work is within which basic HRM function? a.Management b.Motivation c.Career planning d.Training and development 12.Employee relations specialists are involved in which of these activities? a.Handling employee complaints b.Working with position control specialists in compensation c.Negotiating benefits packages d.Coordinating interview schedules 13.The father of scientific management is ________. a.Deming b.Burns c.Taylor d.Hawthorne 14.A large organization is an EEO employer with an affirmative action plan. Which of these activities is performed as part of the plan? a.All job applicants must have a recommendation from current or past employee b.Insurance premiums from former employers of all applicants are analyzed c.Job requirements are determined based on skills, knowledge and abilities d.Job announcements are posted on the company bulletin board 15.Which of these items would be in the highest security category of a typical HRIS? a.Employee name b.Former employers c.Salary d.Work location 16.Which of these decreases in the labor supply is the easiest to predict? a.Transfers-in b.Retirements c.Voluntary quits d.Prolonged illnesses 17.Wal-Mart differentiates its business by offering the lowest prices. Offering the lowest prices is Wal-Mart’s _________. a.Functional strategy b.Competitive advantage c.Distinctive competence d.Corporate strategy 18.__________ is the process of assessing progress toward strategic goals and taking corrective action as needed. a.Strategic management b.Strategic planning c.Strategic control d.Diversification 19._________ is the right to make decisions, to direct the work of others and to give orders. a.Leadership b.Authority c.Delegation d.Management 20.Which of the following is considered a qualitative approach to job analysis? a.Position analysis questionnaire b.Interviews c.Department of Labor approach d.Functional job analysis more

Resolved Question: Human Resource management?

1._________ is the process of acquiring, training, appraising and compensating employees, attending to their labor relations, health and safety and fairness concerns. a.Labor Relations b.Organizational Behavior c.Human Resource Management d.Organizational Health and Safety Management 2.Which of these refers to the temporary, part-time and self-employed workers? a.Internal labor force b.Contingent work force c.High-performance work systems d.Downsized employees 3.Which basic function of management includes delegating authority to subordinates and establishing channels of communication? a.Planning b.Organizing c.Leading d.Staffing 4.Over the past 25 years, all of these areas of legal environment have influenced HRM except: a.Equal employment opportunity legislation b.Employees pay and benefits c.Employee competition legislation d.Job security 5.One of the most popular methods of increasing employee responsibility and control is _______. a.Outsourcing b."Military model" of management c.HRIS d.Work teams 6.Which of these is a major dimension of HRM practices contributing to company competitiveness? a.Compensating human resources b.Acquiring and preparing human resources c.Managing the human resource environment d.All of the given options 7.How has technology changed HRM practices? a.Recruiting using the web generates smaller, more focused applicant pools. b.Employee training is offered through scheduled classes rather than on demand. c.Electronic resumes take less time to evaluate than paper resumes. d.None of the given options. 8.How do companies facilitate workforce diversity? a.Rely on external support systems for minority workers. b.Encourage employees to challenge the beliefs and values of other employees. c.Build in accountability through surveys and audits. d.Reinforce traditional values. 9.Employee involvement requires extensive additional HRM activity in which of these areas? a.Training b.Benefits c.Labor negotiation d.Marketing 10.Managers who meet designated goals are _______. a.Assertive b.Efficient c.Effective d.Entitled 11.David conducts new employee orientation for a large organization. His work is within which basic HRM function? a.Management b.Motivation c.Career planning d.Training and development 12.Employee relations specialists are involved in which of these activities? a.Handling employee complaints b.Working with position control specialists in compensation c.Negotiating benefits packages d.Coordinating interview schedules 13.The father of scientific management is ________. a.Deming b.Burns c.Taylor d.Hawthorne 14.A large organization is an EEO employer with an affirmative action plan. Which of these activities is performed as part of the plan? a.All job applicants must have a recommendation from current or past employee b.Insurance premiums from former employers of all applicants are analyzed c.Job requirements are determined based on skills, knowledge and abilities d.Job announcements are posted on the company bulletin board 15.Which of these items would be in the highest security category of a typical HRIS? a.Employee name b.Former employers c.Salary d.Work location 16.Which of these decreases in the labor supply is the easiest to predict? a.Transfers-in b.Retirements c.Voluntary quits d.Prolonged illnesses 17.Wal-Mart differentiates its business by offering the lowest prices. Offering the lowest prices is Wal-Mart’s _________. a.Functional strategy b.Competitive advantage c.Distinctive competence d.Corporate strategy 18.__________ is the process of assessing progress toward strategic goals and taking corrective action as needed. a.Strategic management b.Strategic planning c.Strategic control d.Diversification 19._________ is the right to make decisions, to direct the work of others and to give orders. a.Leadership b.Authority c.Delegation d.Management 20.Which of the following is considered a qualitative approach to job analysis? a.Position analysis questionnaire b.Interviews c.Department of Labor approach d.Functional job analysis more

Resolved Question: Ok peoples who are good with words I need a little assistion.?

I know what I wanna say just not please with the wording please read rearrange and correct word for me please. Read and reword ASAP for me please Yes, I would consider creating team performance evaluations in the future because it is an understanding theory and its potential impact is critical to understanding the role performance between employee and management. It a written record and an agreement between the supervisor and the employee that serves to become part of the employee's record creating a personal history with the organization. There are four basic steps to formal performance evaluations: Preparation, Communication, Agreement, and Follow-up. I feel all steps and performance evaluations are important because management need an effective performance evaluation system; establish in writing the goals and objectives that the job requires and that the employee needs to meet is necessary in every company. more

Resolved Question: i want to settle in edmonton , C.A.,need audit or import manager for garment importer directory website need

ISITHORE LOURDURATHINAM Email: isithore@rediffmail.com or newmen@rediffmail.com Dear In the August of this year I will be permanently relocating to the Edmonton area. I am forwarding the attached resume for your evaluation because of my desire to contribute my comprehensive experience in the accounting and auditing field. I have 12 years experience involving all aspects as a C.A can do. My responsibilities include range of activities ,noted in my resume. My experience also include Accounting practice, book keeping, ERP implementation, system analyst for software development, internal audit, consultancy, inventory and stock audit, audit of Nationalised bank, taxation service etc., Thank you for your consideration. Sincerely, Isithore OBJECTIVE Seeking a challenging position in the field of Internal Audit /Cost Audit/ Book keeping/ERP Implementation Projects, where my practical work experience & education can be utilized. Also within an Organization which will allow me to implement all of my skills & experience, preferably in Accounting Firm or Knitted garment manufacturing/trading unit. SKILLS SUMMARY •Over Seven years experience as Cost auditor, as integral part of my audit practice profession. •Practicing Chartered Accountant for 12years as F.C.A., under ICAI Act INDIA. •Experienced working with software projects, as system analyst , consist of Flow chart preparation for each modules, Logic framing and Entry screen formats MIS Report designing •For composite knitted garment large scale unit, and Aluminium industries. •Knowledge of Knitted garment manufacturing system including costing and budgeting •Computer skills with MS-Office, Tally Accounting Package, also using many tailor made packages and book keeping, internet. •Equally effective working in management project and as a member of Team. •Ability to motivate, support and train team members •Ability to think open-mindedly and be creative evens in most routine of situations. •Effective team worker with excellent initiation, co-ordination and motivational skills. •Focusing and objective in my work approach with an attitude of getting the work done, especially under pressure. •Possessing garment Merchandiing and Quality control Diploma WORK HISTORY Practicing Chartered Accountant: 1995 to Till Date F.C.A under The Institute of Chartered Accountant Act as full time practitioner As consultant & service provider in the following Field: - •Income Tax, Sales Tax – Preparation, Finalization, Representation. •Book keeping through various Accounting Packages •System Analyst for software projects •Cost auditor for Composite knitted garment industries & other manufacturing industries, on assignment basis. •Arrangement of Financial Assistance for corporate and non-corporate from various Financial Institution. •Installation of effective Internal Audit system for various industries & implementation of systems & training for audit team. •ERP implementation contract on assignment basis, which consist of: - Installation of ERP Packages Selection of staff requirement from the unit Framing internal audit systems Training and evaluation of performance Conducting review meeting Framing corrective action Generating MIS reports Submission of MIS reports to top level management Removing operational conflicts Maintaining the ISO standards EDUCATION •Bachelor of Commerce from Madurai Kamaraj University •Chartered Accountant from Institute of Chartered Accountant of India, New Delhi •Diploma in Computer Application at Micro Computer Systems PROFESSIONAL TRAINING •Completed 200 hrs at various specialized seminars under Continuous Professional Education by Institute of Chartered Accountants of India. •Attended various seminars by Taxation Authority COMPUTER SKILLS •Working knowledge of Ms-Office, Word, Excel & PowerPoint •Tally Accounting Package, I more

More For Effective Meeting Management Results

Be more Efficient with Effective Project Management | PROJEQUIP ...

A project manager must make sure that the project is meeting deadlines and keeping goals in sight. Effective project management will utilize software and other technology available to keep the project on target and meet scheduled goals. ... more

FEMA flood management meetings and open house are Tuesday – Peoria ...

Basically, there is a meeting with the Illinois Department of Natural Resources and the Federal Emergency Management Agency from 2-4 p.m. Tuesday, July 7, at the Peoria Public Library Auditorium. A “flood risk” open house will follow ... more

GROUP FINANCIAL CONTROLLER JOB VACANCY

Qualified Accountant, preferably; Track record of successful finance management, including development of effective teams; Able to deputise for the FD at Board meetings and in external relationships; Good networker, with the proven ... more

Meetings: Discouraging Late Arrivals « Class in Session: Project ...

Typically a small amount of money is collected for charity from anyone who arrives late, or they are asked to buy donuts or some kind of treat for the next meeting. This technique can be reasonably effective if consistently enforced. ... more

Tips for Meeting Management

Effective meeting management preserves their time. Managing competing conversations in meetings builds positive work relationships. Co-workers feel that their time and contributions are valued and respected when interpersonal ... more

Big Cat News: Tripartite Mou To Ensure Effective Tiger Conservation

The Cabinet today approved a tripartite Memorandum of Understanding (MOU) between the Ministry of Environment and Forests, State Governments and Tiger Reserve Management to ensure effective tiger conservation. ... The Cabinet Committee on Economic Affairs (CCEA) in its meeting held on 30th January, 2008 approved the continued implementation of the ongoing Centrally Sponsored Scheme of Project Tiger during the XIth Five Year Plan, at an estimated cost of Rs. 600.00 crores, ... more

EPFO meeting to decide rate of interest on PF today

NEW DELHI - The Central Board of Trustees (CBT) of the Employees Provident Fund Organisation (EPFO) is meeting today to discuss the rate of interest for provident fund for the current financial year. ... 2009 NEW DELHI - The Punjab National Bank on Thursday reduced its benchmark lending rate by 50 basis points to 11 percent. The Benchmark Prime Lending Rate (BPLR) has been slashed from 11.5 per cent to 11 per cent effective tomorrow, the bank said in a statement. ... more

Smart Lemming Action Items: Becoming a Happier Person, Improving ...

The Key to Shorter, Better Meetings: for career newbies, learning meeting management can be an embarrassing process. It's not like they teach you how to run a meeting or how to conduct yourself in a meeting in school. ... Being an effective change agent requires asking and answering the right questions. Check out Bill Taylor's post at his blog, Practically Radical at HarvardBusiness.org. Task Index Cards Revisited: productivity is a key to success. ... more

Life+Work: Stakeholder Management: Key to Success for Projects and ...

Over the 15 years I've been doing business coaching and meeting facilitation work, stakeholder management is one of the top factors I've seen lead to success or failure. One particular experience stands out in my mind. ... more

E9 Climbing: Management meeting at 5000 meter

Management meeting at 5000 meter. I attended the Big Expeditions fixed rope meeting today in BC and it was like a comedy for the clueless. The proposition from the Big Boys on the strip is that every team member has to pay to use the ... more

Branding a Business? Benefits and Costs

Many business owners consider a company's brand to be one of its greatest assets. How can you create a brand for your small business that will deliver this value premium? How much will it cost? And, p... more

OEM Agreements in China

Copyright (c) 2009 Gregory Sy Needless to say, China has become the world's leading manufacturing base. However, with the recent product safety scares and the constant media attention, "Made in China... more

How to Improve Memory Power - Find Out Today!

A standard parable about good memory : it's a gift that only a few persons are born with. Many adults believe that they could not do anything about continually forgetting facts and things they sho... more

Mithril Technology Uses M5's Best Business Solutions to Enable Mobile Workforce

Many companies worldwide are opting for VOIP services and applications for their business operations. It is the main objective of every enterprise or company to offer their customers with the more

Franchise Confectionery Australia

The SOS continues to show excellent growth as highlighted in the recent issue of BRW magazine's "Fast Franchises... Australia's 50 Fastest Growing Franchise Successes" The SOS is a truly Nati... more

Web Designing Company Delhi,Web Development Company Delhi

We are Website Designing Company based at New Delhi, India offering high quality Website Design India, more

The Top 10 Time Management Mistakes Costing Time and Productivity

As a leading time management expert, I'm often asked what are the top mistakes I see people make, so they can get an idea of where to start and how much these issues impact their own lives. Readers, c... more

Music Teachers Resources: Your Online Survival Guide in Teaching Music

This post on the most effective and timely music teachers resources is written for music teachers out there who wish to not just achieve professional growth but also obtain self-fulfillment from teach... more

Going Far Beyond the Show and Tell -- Tips for Successful Sales Presentation

The sales presentation is your best opportunity to show and tell, but there's more to it than just showing and telling. You also need to think strategically about the customers buying process and need... more

How To Achieve Personal & Professional Success In Just 6 Months At Aventis School Of Management

Sprawling bungalows, chic car, Armani suits - is the dream of many young professionals. But the chance of turning the dream into reality looks bleak without the MBA strap on the shoulders. Though ther... more