Mao Study Guide

3 Steps to Acing Your Upcoming Group Interview You’ve been approached in for a board meet. Perhaps you’re threatened. Perhaps frightened. Possibly you’re not even sure you comprehend what that really involves. Whatever your degree of fear, here are three simple strides to traversing your board meet tranquilly and in one piece. Stage 1: BEFOREYou reserve the privilege to ask who will be on your board. Do this. At that point inquire about each board part as well as could be expected. You’ll have the option to make sense of a considerable amount and get ready better for what each may be generally quick to ask you. What does this specific gathering of individuals educate you regarding what the organization is attempting to assess?You can likewise ask to what extent (generally) the meeting should last. This will give you a nice sentiment for what amount to and fro conversation will be conceivable, how much space you’ll be given to pose inquiries, to what extent your answers can be, etc.Step 2: DURING Treat every individual on the board like an individual not simply one more anonymous face. This isn't an indifferent divider asking you inquiries. Every questioner on your board is another chance to make a human association and persuade that a lot more individuals in the organization what an extraordinary fit you would be.Be sure to observe everybody’s name as they are presented. Record every one if that causes you recall. When responding to questions, talk straightforwardly to the person who asked, yet then attempt to widen your answer out to cause the remainder of the board to feel remembered for the discussion.Step 3: AFTERYou’ve took in their names and put forth an attempt to interface with each board part presently thank every single one of them earnestly withâ solid eye to eye connection and a quality handshake. From that point forward, it’s the typical post-meet follow-up methodology. Be that as it may, recall that you have to keep in touch with one card to say thanks for each board part. It appears to be a torment, however it’s these little contacts that will help set you apart.The board talk with: 6 hints for previously, during, and after

The Benefits of Using a Sample of Informational Essay Template

The Benefits of Using a Sample of Informational Essay TemplateSpelling mistakes, grammatical errors, mistyped sentences and incorrect names are all well and good when you are writing your own educational essay but they can really make a huge impact on the essay that you submit to your professor or tutor. An informed student is a diligent student. They can spot these mistakes and rectify them before they get the chance to get the essay rejected. If they are serious about their studies then it would be sensible for them to utilize a sample of informational essay template.There are many sites where you can find these templates for free and with a little work you can put together a good one from these online sources. A template is nothing more than a collection of relevant information in one place. By placing the relevant information you are effectively giving your essay a structure that will make it easier for you to edit and revise the essays that you write. In this way, you will ensur e that each of your essays contains the information that you need to give it meaning.A sample of informational essay template is great for giving a student a place to begin their research, to work on a large number of different topics and to take their time while working on writing their final report. By using this style of writing and editing you will ensure that each of your papers is unique. You will also ensure that your papers contain the information that you need to be as effective as possible.By utilizing a sample of informational essay template, you will learn what you need to do in order to draft an essay that will provide the information that you need to present in the best possible manner. A standard template is created with one main topic, which is where you can start the research. After you have already made a brief outline of your essay you can then use the template to flesh out your topic further.Once you have outlined the information that you need you can begin worki ng on the key points that you want to cover in your essay. The key points should be listed in the first paragraph so that you can place them at the top of your paper. When you leave out a key point in your essay, place it in bold text so that you can see it and also give it the information that you need to include in your brief outline.Next, you will need to bring the information that you have covered into a few sentences. The sentences will act as your body of the essay. Once you have your body of the essay written, you can begin to work on the supporting information that you need to add to this body. As you read over the sample of informational essay template that you used, you will notice that the key points and supporting information are given in italics and in bold.Just as you have worked on the key points, you should now begin to work on your supporting information. This will include relevant references, pictures, quotes and other kinds of facts. If you did not have the time t o read the actual information that you needed to include in your essay, you can use the samples of informational essay template to find a website where you can look up the information that you need right now.At this point you will have the information that you need to include in your final version of your essay. With a sample of informational essay template, you will have done the most effective research possible, including the ability to add the information that you need in your final draft.

Short Story Essay Topics That Make Us Laugh

Short Story Essay Topics That Make Us LaughShort story essays are appropriate for both high school and college level courses. As it is an easy format to understand, people that have a good grasp of language will find it easy to master. Other than that, it will make the life of a writer a lot easier as they can tell their story in just a few sentences.One of the most common short story essays that are submitted is about a movie. With a genre as popular as this, you can expect some great stories and tales to be in it. You will see young people talking about characters like the ones in Twilight and how they found the movies interesting. It will also show the importance of films in our lives. The readers are encouraged to go back to the movies, they are the ones that helped them get through their teenage years and give them a life after school.Short story essays can also be related to the novel being written or other media that is being created. Students who have been writing stories for many years would love to share their experiences with a writer, let them read their stories and compare their ideas to the writer's. This is also a good way for them to gain more insight into the creative process.Students who write for fun will love to share their stories and see their opinions of what they have written. For example, a professor might want to know what their favorite characters were or how they found their plots. The teacher will be able to draw parallels between their stories and the writer's.A student that has written a great story about their pet can submit it online and the professor or his assistant will read it. They will then decide whether to read it or not, based on the quality of the writing.Also, students who have not written any short stories before would like to write one that is related to the subject at hand. They can create a new story or one that they feel is their best work.What makes a story so special is that it gives a person the feeling of con necting with someone in real life. It can help the reader to take a step towards being a better person. People will be able to learn more about humanity and human interaction with the different scenarios in their short story essays.

Developmental Theories That Assist Social Workers Essay

Developmental theories are integral to a social workers approach when working with children, and families as they help to guide and explain situations and behaviours. As social workers have an ethical and professional responsibility to their clients, they need to have an established set of guiding theories which underpin their practice. If they work without these theories, they could place their clients at risk of harm by practising from personal assumptions. They also help the social worker understand and manage these situations and to reach the desired outcomes. As suggested by Teater (2014), â€Å"Theory is an essential ingredient in practice that guides the way in which social workers view and approach individuals, groups, communities and society†(Chap 1, p.1). This report will identify and focus on three important developmental theories that assist social workers in their practice. These consist of work by Erikson, Bowlby and Piaget. Erikson’s theory focuses on t he model of life stage development; Piaget’s theory focuses on the cognitive processes while Bowlby’s theory focuses on attachment. Despite these theories representing different aspects of social science, they all have the same guiding principle of development. Once the social worker has identified the relevant theory required, they then use a model to implement the theory. This report will examine and discuss the Collaborative Family Work Model. The Collaborative Family Work Model works in a step by step approachShow MoreRelatedMy Interview With Donna Portnoy889 Words   |  4 PagesMental Health Counselor working in the field of Intellectual Developmental Disabilities. She informed me that she feels it’s easier to find a job as a Social Worker in New York City. 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Bowlby theorized that the relationship established from birth by the primary caregiver is the foundation for the development of relationship building throughout the life cycle. This relationship instructs the infant how the environment will respond to crying, hunger, and emotional stimuli (2005). When the infant obtains a nurturing response to these stimuli the infantRead MoreUnderstanding Ethics Of Social Work1432 Words   |  6 Pages Understanding Ethics in Social Work Brandy Whatley Troy University April 15, 2016 Abstract As a professional practitioner in the field of social work a great practice is to develop a foundation structured around the ethical standard set by the National Association of Social Workers. Dilemmas can arise, creating issues that could have a massive effect on clients, families, clinicians, communities, and the organization involved. In order to find a solution to the issue(s)Read MoreEssay on Child Development Observation1013 Words   |  5 Pagesweaknesses of naturalistic observation through the key developmental milestones based in Mary Sheridan (2005) check-list and provide a theoretical explanation to support the naturalistic observation. First of all I would like to explain why the child observation is important for social workers. It is important because it focus on the problems that arise when a child‘s situation is not taken seriously and consequently have harsh consequences for both worker and child (Climbià © Report, 2002). ObservationRead MoreEvaluation Of Attachment Theory For Children With Disabilities2783 Words   |  12 PagesOverview of attachment theory Attachment theory shows an emotional bond that connects one person to another, in this essay, the theory is explained as how it relates to children with developmental disabilities and their families along with how it is practically applied. This theory was first explained by John Bowlby (1969) who regarded it as the earliest bond needed for survival of the young children. He emphasizes on caregiving relationships to reinforce positive behavior, it is dependent on the

Post-Impressionism and Van Gogh The Incomparable...

Visual opulence, creativity, inimitable vision, and a style that is highly influential are the many characteristics of an admired movement in art history called Post-Impressionism (1875-1892). This movement, which was the by-product of the Impressionism movement, is the bridging gap between the two movements known as Realism and Expressionism. Post-Impressionism takes on some of the stylistic characteristics of these movements; however, it does not contain the all too glossy visuals of Realism or the heavily fantastic visuals of Expressionism, rather it is the intermediary of these two poles. My paper will discuss why this link was absolutely essential to the history of art movements, and I will be specifically using the artworks of†¦show more content†¦Nonetheless, over time, it became universally lauded as one of the seminal movements in art history. According to David W. Galenson and Bruce A. Weinberg in their article, Creating Modern Art: The Changing Careers of Painters in France from Impressionism to Cubism, the goal of the Post-Impressionism artists was to symbolize, rather than describe nature. Therefore, this in turn, allowed them to use more innovating techniques to express their emotions rather than just being an observer. Gauguin and van Gogh were particularly zealous about using their emotional state to convey the content and symbolism of their paintings. A quote taken directly from Galenson’s and Weinberg’s article perfectly describes this attitude of emotion, rather than observation, as the key artistic foundation for Post-Impressionistic artists: â€Å"Vincent van Gogh and Paul Gauguin drew their inspiration from emotions. Van Gogh declared that instead of trying to reproduce what I have before my eyes I use color more arbitrarily in order to express myself forcibly, whereas Gauguin advised a fellow painter: Go on working, freely and furiously, you will make progress.... A strong emotion can be translated immediately† (Maurice Malingue, qtd. in Galenson and Weinberg_2). Consequently, this notion of an imposing vision creates the truly compelling, haunting artworks of Post-Impressionism; particularly in the works of the artist, who needs no

IHRM Essay for Cross Cultural Essay - myassignmenthelp.com

Question: Write about theIHRM Essay for Cross Cultural Essay. Answer: Introduction Described as the work systems and its employment practices of any firm, the human resource management of a company embraces both the collective and individual aspects of the people management. It is not restricted to any ideology or style but engages energies of both specialist and line managers and includes the responsibilities of HRM such recruitment and selection practices, training and development of employees, and human resources planning. Not only that the function of the HRM also include instituting reward and payment systems, assessment related to the performance of different employees and various initiatives to align the development of employees to corporate strategies. There are two types of HRM management at different levels and they are at the domestic and international level (Boxall, Purcell, 2011, pp. 34). About IHRM With continuous research and development in communication and internet technology, more and more companies are expanding their operations throughout the world in a quest to reach out new markets, expand the marketing and sales of their products and services and increase their revenue and profit. An important of the organization, the main focus of HRM is to identify requirement of personnel, recruit suitable candidates, attract the best talent, train and develop their skill-set, and retain them for a successful business or venture, and increase market share. In their research article Welch Bjorkman, (2015) state that, IHRM is subsumed into or overlap with the related research areas of cross-cultural management or comparative human resource management. Not only that, in their research work, Briscoe, Schuler Tarique (2016), describe IHRM as the study as well as an application of all types of human resources management activities that impact the management process of human resources in any company in the global environment. The key word here is the global environment that includes diverse workplace or the office premises in different cultural or cross-cultural societies and this remains the greatest challenge faced by IHRM in any global or multinational corporation (Manroop, Boekhorst, Harrison, 2013). IHRM is mainly concerned with HR issues that cross national borders or when this function is conducted in various locations other than the home country offices. The main focus of IHRM is to create, and maintain the relationship between the HR department of an organization and foreign environment in the areas of operation of that particular organization Pudelko, Reiche, Carr, 2014). The IHRM include various aspects such as recruitment and selection, staff induction, performance appraisal, career management and occupational health and safety. Defined as a business environment where citizens of different region or countries and bring different viewpoints, values, and business practices, the cross-cultural issues remain the core problem in IHRM whose resolution can decide the extent of success and failure of that particular organization in the market (Shen, Chanda, Dnetto, Monga, 2009). During its functions, the IHRM faces a wide-range of challenges related to cross-cultural issues such as cross-cultural communication, cultural differences, sustaining international operations and host and foreign countries issues (Pudelko, Reiche, Carr, 2014). One of the best examples of the seriousness of the cross-cultural issues remains the recruitment and selection of the employees. Recruitment and selection of the employees and cross-cultural issues The recruitment and selection of the employees in the organization remain the core activity of the HRM department whether it is at the domestic level or the international level. In this regard, the main focus of this department remains to attract and retain the best talent available in the market (Vaiman, Brewster, 2014). For this purpose, IHRM practices take four approaches that have become very common as more and more companies try to seek out best talent throughout the world. These four approaches include ethnocentric, polycentric, geocentric and regiocentric approach (Luu,Rowley, 2016). With the ethnocentric approach, IHRM seeks to fill-up the key positions by the nationals of the parent company. Similarly, the polycentric approach, IHRM seeks to fill-up key position with the host country national for the management of the subsidiary in the host country. The third approach is geocentric recruitment approach where the organization seeks to recruit best people regardless of their nationality (Hongvichit, 2015). The last and final approach is known as regiocentric approach where the organization seeks to recruit the best people within the region where the subsidiary of the company operates (Hongvichit, 2015). The IHRM chooses its approach based on many factors such as characteristics of the existing staff, type of industry and markets that are being served, the cultural preferences as well as the type and degree of internationalization (Allen, Vardaman, 2017). Some of the best examples related to cross-cultural differences between different cultures when it comes to recruitment and selection of the employees include the different perspectives related to the importance of the skill-set to the employers (Chan, Cheung, 2008). Interviews are often described as the conversation between two people, each of whom has something required by other person. However, when both people belong to different cultures, it is very easy to misunderstand and send wrong signals as the verbal and non-verbal language differ from others (Chan, Ye, Xu, 2016). For example, when a North American person interviews an Indian candidate, although they both speak English, the cues they give are completely different. An Indian candidate would not shake hand with the person who belongs to opposite gender and may start with his or her family history when asked to offer information about them. In contrast, the North American employer would select the candidate who would refuse to shake hands or tell his or her family history in this reference (Allen, Vardaman, 2017). The next aspect where the cross-cultural issue plays an important part includes the performance appraisal. Performance appraisal and cross-cultural issues Also known as performance evaluation, review, employee appraisal, the concept of performance appraisal refers to documentation and evaluation of employee performance (Selvarajan, Cloninger, 2012). An essential part of the function of HR department, the main focus of performance appraisal is to review the employee performance as per specific parameters (Selvarajan, Cloninger, 2012). As the organization employs different type of workers and executives such as expatriates in the host country, some factors it needs to include in the performance appraisal differ from location to location and the type of employees (Abu-Doleh, Weir, 2007). For example, when a company needs to conduct the performance appraisal of an expat, it needs to take various factors in consideration such as his or her ability to adapt to the host country environment, employee behavior, and the culture in addition to the normal performance evaluation that is connected with the position and department. Not only that t he type of performance appraisals differ for different types of the employees who work not only for the employees in the host country but also in the foreign country. Conclusion Human resources remain one of the most important inputs that determine the difference between the success and the failure of any organization and HRD or HRM remains an essential part of any organization at any level, whether it is domestic and international. As the organization continues to increase their operation throughout the world, the importance of the IHRM continues to increase at the rapid rate. Like any field, this field also faces many challenges including the cross-cultural issues such as the difference in language, customs, traditions, power-distance, and method of operation. The situation becomes more complex with an increase in the diverse workplace. As the main focus of IHRM is to recruit, select, maintain and retain talent that is required by the organization, it needs to take a broad approach to fulfill its objectives in any region of the world. For that purpose and find the resolution, the IHRM need to customize its approach to every matter that includes cross-cultu ral issues. References Abu-Doleh, J. Weir, D. (2007). Dimensions of performance appraisal systems in Jordanian private and public organizations.International Journal of Human Resource Management, 18(1),75-84. Allen, D. G., Vardaman, J. M. (2017). Recruitment and Retention Across Cultures.Annual Review of Organizational Psychology and Organizational Behavior,4(1), 153-181. doi:10.1146/annurev-orgpsych-032516-113100 Boxall, P. F., Purcell, J. (2011).Strategy and human resource management. Basingstoke: Palgrave Macmillan, pp 34. Briscoe, Dennis, Schuler, Randall Tarique, Ibraiz. (2016).International Human Resource Management. Prentice Hall, NY, pp 14. Chan, D., Ye, T., Xu, H. (2016). Culture Differences and Challenges in Localization of Senior Executives of International Luxury Hotels in China.Journal of China Tourism Research,12(2), 196-215. doi:10.1080/19388160.2016.1224209 Chan A. W. H.,Cheung H. Y.(2008).Common cultural relationships in corporate governance across developed and emerging financial markets. Applied Psychology: An International Review, 57:225-245. Hongvichit, S. (2015). The Relationship Between Cross Cultural Adaptation and Turnover Intention: A Study of Lao Employees in Foreign Enterprises.International Business Research,8(8). doi:10.5539/ibr.v8n8p164 Luu,T.T, Rowley, C, (2016) "The relationship between cultural intelligence and i-deals: Trust as a mediator and HR localization as a moderator",International Journal of Organizational Analysis, Vol. 24 Issue: 5, pp.908-931,https://doi.org/10.1108/IJOA-03-2015-0848 Manroop, L., Boekhorst, J. A., Harrison, J. A. (2013). The influence of cross-cultural differences on job interview selection decisions.The International Journal of Human Resource Management,24(18), 3512-3533. doi:10.1080/09585192.2013.777675 Pudelko, M., Reiche, B. S., Carr, C. (2014). Recent developments and emerging challenges in international human resource management.The International Journal of Human Resource Management,26(2), 127-135. doi:10.1080/09585192.2015.964928 Selvarajan, T. T., Cloninger, P. A. (2012). Can performance appraisals motivate employees to improve performance? A Mexican study.The International Journal of Human Resource Management,23(15), 3063-3084. doi:10.1080/09585192.2011.637069 Shen, J., Chanda, A., Dnetto, B., Monga, M. (2009). Managing diversity through human resource management: an international perspective and conceptual framework.The International Journal of Human Resource Management,20(2), 235-251. doi:10.1080/09585190802670516 Vaiman, V., Brewster, C. (2014). How far do cultural differences explain the differences between nations? Implications for HRM.The International Journal of Human Resource Management,26(2), 151-164. doi:10.1080/09585192.2014.937969 Welch, Denice Bjorkman, Ingmar. (2015). The place of International Human Resource Mangement in International Business.Management International Review, 55.3, 303.

The Rebirth Of Shakespears Globe Essays - Shakespeares Globe

The Rebirth Of Shakespear's Globe The Rebirth of Shakespeare's Globe Imagine standing in an octagonal shaped structure, enclosing a roofless inner pit. You are standing on a shell-carpeted floor and in front of you is a projected stage; a theater. Behind you are wooden seats and oak balusters. Have any idea of where you are? You are standing in the pit of Shakespeare's famous Globe Theater. An English actor, Richard Burbage, constructed the Globe Theater in 1599. Unfortunately, it was burned down fourteen years later. In 1613 a cannon, discharged during a performance of Henry VIII, set fire to the thatched roof and destroyed the building (Microsoft Encarta Encyclopedia 2000). The theater was rebuilt in 1614 but the Puritans destroyed it 30 years later, in 1644. The idea to honor Shakespeare and his plays by reconstructing the Globe was by an American actor and director, Sam Wanamaker. This had been a 27-year epic adventure of the dreams of Wanamaker (Smithsonian Magazine, November 1997). To his content of his trials and tribulations, he ?wheedled and cajoled? the British into rebuilding the Bard's theater (Smithsonian Magazine, November 1997). He began formal fundraising efforts in 1970. He founded the Shakespeare Globe Trust to start the reconstruction that was nearly 400 years late. It would be built from scratch on its original site in Southwark, London, on the South Bank of the Thames River (Smithsonian Magazine, November 1997). Wanamaker died in 1993, and Globe architect Theo Crosby passed away the following year, before the project could be finished. This ambitious undertaking took more than 25 years of effort to recreate an important part of Shakespeare's life and work (Microsoft Encarta Encyclopedia 2000). It took a whopping $45 million, and now finished, it is a faithful reproduction of its predecessor. From the thatched roof and oak balusters to the wooden seats and shell-carpeted pit, every effort was made to use Elizabethan materials and methods in constructing the theater. The 20-sided wooden theater opened in 1996. A 1500 member audience can feel free to interact with the actors, just as they did in the 16th century. The first production at the newly reconstructed Globe was Shakespeare's The Two Gentlemen of Verona, on August 21, 1996 (Microsoft Encarta Encyclopedia 2000). As in the original Globe, the stage of the new Globe is made of bare boards. It is five feet high, which makes it quite difficult to climb onto or jump from, but it insures that most of the standing audience can see the action. The stage wall, or Frons Scenae, is decorated in marble and stone. It is illustrated with real and fake statues of god and planetary. Behind the wall, is the Tiring House. This is the part of the playhouse where Elizabethan actors would get dressed. Most productions at the new Globe add hangings between the doors and curtains in the balcony, or Lords' Room, both of which were likely features in the original Globe. The balcony runs across the whole of the Frons Scenae, and is divided into three sections. The musicians usually use the central section, while audience members sit in the side sections. In the Renaissance, the aristocracies favored these seats because they could be seen and heard as well as see the actors from very close. That is why they were called the Lords' Rooms (The University of Reading 2000). The frieze is above the Globe stage. It presents six planetary deities that govern the destinies of the human beings whose lives are represented on the stage below, (according to astrological beliefs). Pauline Knox-Crichton and Peter Crombie painted them, from an Elizabethan original by Virgil Solis (The University of Reading 2000). Some examples of the gods and planets are: Jupiter, Saturn, Venus, Luna, and Sol. Each of the gods has a meaning, and each planet is associated with a Zodiac sign. The gods all function in pairs, echoing the duality of the pillars that hold up the Heavens. The temporary Heavens presented a lunar decoration. They were painted with modern emulsions as opposed to the permanent building. Indigo was the chosen color for the Heavens. The actors on the stage can be seen visibly enacting destinies influenced by the movements of the stars and planets (The