College Visit Packing List What to Bring and What to Leave at Home

Come Prepared to Ask Questions and Take Notes on College Visits, But Leave Other College Apparel at Home College visits are a crucial part of the college search process. After all, the best way to learn about a college and its campus is to actually experience it first-hand. The spring semester is a great time to start planning college visits, as students have upcoming spring breaks that they can use to travel. What many families don’t realize, however, is that there is a significant amount of planning needed before hitting the road. It’s important for students to do their research and come equipped with questions to ask admissions officers and tour guides, and have an idea of what they want to see while they’re there. In addition to information sessions, tours, lodging, etc., families also need to plan what to pack! Whether you’re taking a day trip to visit a college nearby or embarking on a weeklong tour, here’s what you need to bring –and what you should leave behind. What to Bring: A recorder: Information sessions provide ample opportunity to gather important facts and details about a college, but it can be difficult to take quick, legible notes while still being alert and in the moment. The recording function on your smartphone is a great alternative to sloppy scribbling. The setup also makes it easy to access the taped information later—say, when working on an application form or personal statement. Of course, if an admissions officer requests that audience members do not record or photograph a portion of the session, you’ll have to abide by his or her rules! Be sure to ask first. A camera: During your tour, snap pictures of interesting places you discover on campus. The camera on your smartphone is great, but make sure you have enough space for lots of photos. These snapshots will come in handy down the road after you’ve completed multiple college visits and need help remembering certain places or details from other tours. Maybe looking back at an image of that pretty quad will even inspire you to get a head start on your application! A notebook and pen: While recorders are definitely helpful, there’s nothing wrong with having a good old notebook and pen on hand to make note of important pieces of information during an info session or tour. Making a physical note of dates and deadlines is always useful—a planner can come in handy here as well. You can also jot down any questions that occur to you, as well as names of intriguing speakers or programs. Weather-appropriate clothing and shoes: Comfort is key when touring a campus. Leave the high heels and blister-inducing flats behind, as you’ll certainly be doing a lot of walking and will need to keep up with the tour group. Make sure you check the weather before arriving on campus and bring anything (i.e. an umbrella, mittens, or sunscreen) that may come in handy during your visit. Your appetite: Come hungry and grab a bite in the dining hall before or after your tour—you may even get a special card or coupon from the admissions office that you can apply toward your meal. If you have extra time, it could also be fun to sample a restaurant in the school’s downtown area or try out the university snack bar in order to get a â€Å"taste† of the offerings both on campus and nearby. A student’s contact info: Maybe a family friend or former high school classmate is enrolled at the college you’re touring, but tracking him or her down the day of your visit will likely prove difficult. If there’s a student you’d like to meet up with, get in touch a week or so before your visit in order to compare schedules. The day of, make sure you have his or her cell phone number in tow—you may have more trouble than you anticipated finding him or her in a specific dorm or dining hall. Grabbing a meal or attending a campus event with a current student is always a great way to get a sense of a school’s culture and hear from someone other than a tour guide. An ID card or passport: If you’re wandering around on your own, you may need a form of identification in order to access certain buildings, such as the library. Keep this safe but handy in case it’s required. What to Leave at Home: Clothing from another college: It may seem obvious—but the odds are, your usual rotation includes a shirt or two bearing the name of a university. Similarly, it’s likely you’ve combined college visits into one big trip and have picked up some gear from one place or another along the way. Before you head out the door for a tour, make sure that you aren’t accidentally representing another college by mistake—you’ll thank yourself later! Some colleges track visits as part of demonstrated interest so don’t show up to your Brown visit wearing a Princeton shirt. Headphones: Once you arrive, put away the headphones and appreciate your surroundings—you came all the way to campus to get the full visitor experience, after all. You’ll also come off as more approachable while you’re exploring on your own. A negative attitude: Maybe a school just doesn’t seem as great as you had anticipated or you don’t find yourself relating to your tour guide. Just remember that this is one college visit and there are opportunities for many, many more. Even if you traveled a long distance to visit a college that turns out to be blah, don’t feel bad—better to realize you aren’t a fan of the place now than after you’ve sent in your tuition deposit! What essentials would you add to either of these lists? Let us know in the comments below!

Laugh in Spanish With the Verbs Reír and Reírse

Is there a difference in meaning between reà ­r and reà ­rse? Dictionaries give the same definition for both. The two verbs, which mean to laugh, mean basically the same thing. Although you will find some regional variations, reà ­rse is the more common of the two. Thus, while reà ­ would be understood to mean I laughed, it would be more common to say me reà ­. Reà ­r by itself can sometimes sound poetic or old-fashioned. When Reà ­r or Reà ­rse Is Required There are at least two cases where one form is required: More commonly, when followed by de, the reflexive form reà ­rse usually means to make fun of or to laugh at: Me reà ­a de mi hermano, pero ahora somos amigos. (I used to make fun of my brother, but now were friends.)14. 3/19. Expanded, fixed error, added takeawaysSe reirà ¡n de su falta de sofisticacià ³n computarizada. (They will laugh at your lack of computer sophistication.)Me quiero reà ­r de mà ­ mismo. (I want to laugh at myself.) If you are talking about  what makes a person laugh, the reflexive form isnt used. Hacer is typically used as the verb for to make: Me hace reà ­r cuando estoy triste. (She makes me laugh when Im sad.)Austin Powers no me hizo reà ­r mà ¡s de una vez. (Austin powers didnt make me laugh more than once.)Ayer me hiciste daà ±o y hoy me vas a hacer reà ­r. (Yesterday you hurt me and today youre going to make me laugh.) Theres no logical reason why reà ­rse de is used to mean to laugh at rather than reà ­rse a or even reà ­rse en. Thats just the way it is. This is one of those cases where you should learn the preposition along with the verb. Conjugation of Reà ­r and Reà ­rse Reà ­r is one of the very few -ir verbs with an accent on the final syllable. It is conjugated irregularly, but only in terms of writing, not pronunciation. An written accent is needed in many forms to prevent the e of the stem and and à ­ of the ending from forming a diphthong. And example of the written irregularity can be seen in the indicative present forms with the irregular forms shown in boldface): yo rà ­o, tà º rà ­es, usted/à ©l/ella rà ­e, nosotros/as reà ­mos, vosotros/as reà ­s, ustedes/ellos/ellas rà ­en. Words Related to Reà ­r Among the Spanish words related to or derived from reà ­r: la risa — laugh (noun), laughterrisible — laughablerisià ³n — mockery, ridicule (noun)la risita — chuckle (noun)el riso — chuckle (noun; word used in limited areas)la risotada — guffawsonreà ­r — to smilesonriente — smiling (adjective)la sonrisa — smile (noun) Among the few English words etymologically related to reà ­r are derision and risible. All these words come from the Latin  ridÄ“re, which meant to laugh. Phrases Using Reà ­r or Reà ­rse Here are four common expressions that use these verbs, most often reà ­rse. Translations other than those given here can be used: reà ­rse a carcajadas — to laugh ones head off, to laugh ones tail off, to roar with laughter, etc. (A carcajada is a loud laugh or a guffaw.) — Nos reà ­amos a carcajadas de las cosas que decà ­a el cà ³mico. (We roared with laughter at the things the comic said.) A more colloquial way of saying the same thing is reà ­r a mandà ­bula batiente, literally to laugh with a flapping jaw.reà ­rse entre dientes — to chuckle (literally, to laugh between the teeth) — La tenista rià ³ entre dientes y sacudià ³ la cabeza. (The tennis player chuckled and shook her head.)reà ­rse hasta el llanto — to laugh until crying — Muchos dà ­as nos reà ­amos hasta el llanto. (Many days we would laugh to the point of crying.)reà ­rse para adentro — to laugh on the inside — Me rà ­o para adentro cuando recuerdo lo que escribià ³. (I laugh on the inside when I remember what she wrote.) Key Takeaways Both reà ­r and its reflexive form, reà ­rse, mean to laugh, and they are often interchangeable with little to no change in meaning.The reflexive form reà ­rse is used in the phrase reà ­rse de, meaning to laugh at, while the simple form reà ­r is used in the phrase hacer reà ­r, meaning to cause to laugh.Reà ­r and reà ­rse are conjugated regularly in terms of pronunciation, but a written accent is often needed to maintain that pronunciation.

Persuasive Essay Quit Smoking - 1445 Words

Devry University Professor Emily Gorman-Fancy April 06,2011 Quit Smoking Today | The Dangers of Smoking Cigarettes | Katie Coomes | Quit smoking today! I tell myself that every day and every day it gets harder. Are you a smoker? Do you know someone who does smoke? If so maybe this is what you need to read on reducing your chances of Heart Disease, Emphysema and Cancer the moment you quit smoking. No matter your gender or age smoking is the leading cause of death for men and women across the country. Statistics show that the negative health effects of smoking result in more deaths in the U.S. than murder, drug abuse, alcohol, vehicle crashes, suicide and even AIDS together. (CDC,2011) The majority of smokers are likely to die from†¦show more content†¦Let me just warn you that once you do quit smoking, you can NEVER just smoke one. Once you do, you are right back to smoking again. So dont do it. The first night you quit smoking it wont be as hard as you may think but the next day will be a whole different story. From personal experience quitting before the best advice I can give you is to stay busy. If y ou are bored or just sitting around you will want to smoke a cigarette; so plan ahead before you quit. Line up activities, take some classes, go out with friends (hopefully non-smokers). When you quit smoking you can expect to gain a big appetite. I think it is a combination of emotional eating and a hand to mouth gesture. Heavy smokers burn around 200 calories a day. Dont let a little weight gain get in the way of holding you back from a healthier life. (Martin, T.2008) Most people and I was one of them, replace cigarettes with food. You want to munch all the time. Sleep deprivation is another big one when quitting smoking, for about 2 weeks. When I would go to bed I would listen to relaxation or meditation music to help me relax and fall asleep. 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Managing Organizations and Leading People Liability

Question: Discuss about the Managing Organizations and Leading People Liability. Answer: Line managers implementation of HRM objectives: The plan and progress of HRM practices in an organization are the liability of HR professionals, whereas the line managers are accountable for implementing those HRM practices on the operational work floor. As per Storey (2014), the designing ways of the HRM practices by the HR professionals and the implementation of the same by the line managers play an important role in determining the success or failure of those practices. The line managers implementation process of the HRM practices is primary for employee satisfaction and motivation to that of the design of those practices by the HR people. The role of line managers is crucial in the way they influence employee behaviors and attitudes through translating the designed HRM practices in the best possible way. Their influencing plays a primary role in determining the performance of an organization. The Line Managers do get involved in the process of recruitment and selection, though this function is generally carried out by the HR people (Bratton and Gold 2012). At certain times the line managers do take an active part in decision making even though they do not influence much over such activities. The Line managers have shown an effort to get involved in the developmental activities of the employees. An extended part of the performance appraisal process, the line managers (LM) recognizes the developmental and training needs of the employees. Their increased involvement in such activities boosts employee satisfaction at work and their performance. The LMs also get occupied in career developmental process along with their HR counterparts. The HR people do see LMs as people who do not have the required skill to manage the career developmental activities. (Alfes et al, 2013) have explored the contribution of LMs in structuring the pay and benefits which depends on the situation. Th ey took into consideration the scenario of Edward Hospital Trust, an institution which is partly owned by the government which impacted the limitations within which decisions regarding pay and benefits were to be determined. For example, when the government adduced a policy which is cost-neutral in determining local pay, the line managers had little prospect of exerting an influence. But, the organizations decision to shift towards a framework of local pay to solve a certain operational problem can open the door for LMs to commence and pressurize the content of the framework (Townsend 2014.). This states that the roles of LMs tend to vary and sometimes act as a link between the operational and tactical level of activity. Critically evaluating on drawing on contingency or best fit perspectives to human resource management In the recent scenario, operating organizations persist with their survival for different goals in accordance to the organizational plan and types. These organizations can be categorized as private, public and non-governmental institution. The three have the business of providing quality service. Human resource is the common ground that binds these three organizations. Only a strong financial resource system will not guarantee success for an organization, it is the human resource people who have it in them to bring success. In current circumstances, an organization is shaped in which the human resource of the past is not taken into consideration. Organizations are faced with circumstances that require explanation for thorny challenge of incorporate business and needs of people. It states that the practices of human resource management improve the effectiveness of organizations along with its performance through magnetize, recognize and preserve employees with information and skill and making them perform in a certain way that would support the objectives and mission of the organization. The usefulness of the HRM practices is based on the engenderment of suitable behavior and attitude in employees. In recent times the Hr departments are expected to add to the performance of the organizations and there is a general belief among the organizational people that the process of strategic management depends largely on the degree to which the function of the HR is involved. The best fit approach to strategic human resource management (HRM) investigates the relationship that exists between the HRM and strategic management by judging the control of vertical integration (Stone 2013). Leverage in vertical integration is gained through linking closely the HR practices and policies to the objectives of business and is regarded as the key essential of strategic HRM. The best fit school of HRM centers on the close association between the strategy of the organization and the other systems. According to Paauwe et al, (2012), all the systems of the organization must commence with the strategies in business as it identifies what the company wants to achieve and the level of performance to be demonstrated in order to be effective. The organizational needs of the staff are to be acknowledged through the best fit policies and practices. Best fit practices are based on picking the most valuable HR policies depending on matching them suitably to the environment of the organization. The dependent factors persuade HR strategy comprises of the strategies pursued in business, management skills, economic conditions and industry sector. For best fit, the strategies of organization are first followed by the organizational systems and practices that follow. In the best fit model, the HR manager recognizes first the external fit related to the strategies of marketing and operations and tries to fit them with the strategies of the HR. The system of best fit illustrates a high margin of assurance in agreement to the pay as a motivator. The expectancy theory is followed where it is taken into consideration that people will achieve more and do better if they consider their endeavor will be satisfied through rewards. The best fit practices hubs on the financial aspects and assists it as a driver for commercial human resource. Lincoln Electronic of U.S. applied the best fit strategy aimed at enhancing the abilities of employees along with their business and technical knowledge through considerable investment in the best practices of training method that are globally recognized. Certain training programs for sales trainees are to be conducted along with providing regular vocational trainings for knowledgeable workers. Such actions are considered for supporting and maintaining the best effective objectives generating a competitive advantage and a core competency as compared to industry rivals. Lincolns advancement to train their employees is similar to that of Toyotas immersion training for achieving higher efficiency and superiority. The best fit approach was also implemented by the company in its employee participation program. The company follows an open door policy where there is a direct communication between the management and employees. Effective reward management systems are fair reward management systems. In a business organization, reward management is the way to execute policies and strategies to reward the employees to a fair average according to the organizational values (Armstrong and Taylor 2014). Reward management in business organizations consist of evaluating the remuneration of employees along with other benefits. The main aspiration of the reward management is to compensate the employees in fair manner for their performance. The reason for reward managements existence in organizations is to stimulate employees for better work performance to achieve the pre-determined organizational goals. Reward management comprises of not only the financial rewards but also the non-financial ones like development and training of employees, increase in job responsibility and recognition of employees. Richard Mayer owned a business of air-conditioning and heating in Austin. During the early 90s, the man faced a major problem of cost cutting, as demanded by his customers who were mostly commercial property management businesses. To achieve this cost cutting factor, the commercial management businesses resolute to end their terms with Richard Mayer and employ their own handymen. Lay off of the 200 person odd workforce would have been a bit harsh and Richard did not want it either, instead he made sure to restructure his workers into territories. Each worker was assigned to their own territories by Richard, as if they were operating their own business. Each area director was put through training procedures in negotiating, budgeting, estimation of costs and ways to handle consumer complaints. Richards belief was that his employees, if trained to be technically sounded, ambitious and friendly, could successfully operate as small-town handymen, even after being a part of a large enterpr ise. Richard Mayers idea connected well with his actions and the area directors improved themselves to have a strong sense of pride and ownership in their territories. Scheduling own work, handling own equipments, advertising campaigns and developing their own estimates became an easy affair for the employees. Such rewards were well deserved by the employees. The wages of the employees increased because of Richards program. Before this scenario, an employee working for Mayer used to earn $55,000; this program in its first year has increased his earning figure to $95,000. Richards employees were extremely happy for being rewarded in such a manner and Richard was benefited with a growth of 175% of his business in a period of just 24 months. Internal equity: When being compared to others in the business, the rewards must be valued as fair. Allocation of rewards to the employees should consist of fair and reasonable reasons and criterion for everyone in the organization. Acceptance of such allocation of rewards to employees should come from all the parties in an organization (Marchington and Suter 2013). Consistency is the key in applying those rewards throughout the organization. HR professionals managing compensation programs do keep in mind the legal considerations associated with the reward system. Internal pay within an organization must always be equitable, though the general norm among the organizations is to reward high performers with more money, creating a difference in pay among the employees engaged in same kind of work. HR must be aware of the facts that employees performing the same job should not be paid differently on the basis of gender, color and age as it is against the laws. External equity: The rewards must be perceived as a fair one when compared to those that are being offered outside the organization for such comparable work. External equity is the position that subsists when the pay rates of an organization are equal to the market rates. An employers aim should always be to pay that is required to draw, keep and inspire a fair number of employees who are qualified. The compensation rates are being compared to bring in competitiveness. However, there are people who complicate this process. For example, hiring the head of the administrative department might require the talent for competition to be from a different set of companies than when the organization is hiring a software developer. Employee involvement and participation positively impact on organizational outcomes Employee participation is a way of sharing opinions and decisions among the individuals who hierarchically are unequal. Employee participation can also be defined as a term consisting of two elements; one where grievances are expressed by the employees in facing problems in work process and the second, employees participation in the decision making process of the organization. Only decision making process is not the only way for employee participation, it takes into account the entire welfare of the employees. Over the years the trade unions have been the voice of the employees in most of the countries. Most of the employee concerns are being voiced through their relevant trade unions. The trade unions have played a major part in varying the way the employees are treated in the businesses. The effect of participation and involvement of employees is a diverse phenomenon. Specific organizational goals determine the strategy of employee involvement. Job satisfaction: The job satisfaction of the employees plays an important role in determining the way they carry out their responsibilities and duties. Employees resign when they are not satisfied with their job responsibility. According to Gallie (2013), the Human Resource Management people have been enhancing productivity and developing human capital for a long time through proper employee participation and satisfaction of the employees in performing their jobs. Researchers deem job satisfaction as the inconsistency that exists between the values of an employee and what the situation has to offer to that particular employee. The employees feel much confident about their work and presence in the organization when their decisions are trusted by the management and have a positive result on the businesss outcome. As per Simons (2013), employee participation is the way through which workers can let go their stress, ideas and related concerns of the business. According to certain schola rs, satisfied employees have a propensity to value more and exploit the organizational opportunities provided to them. The Human Resource Manager at Google argues that an organizations improvement or development is not possible unless there is a significant level of employee involvement. Nowadays, most of the employees want to contribute in many other ways than just performing the work as directed by the management. Employee Involvement: Involvement of employees produces an environment that calls for sharing of ideas and innovation with their respective managements. If a certain organization lacks proper employee involvement, the enterprise will face the challenge of employee absenteeism and shortage of staff (Pinder 2014). Researchers have found out through their study that Britain faces a major challenge of non-involvement of their employees in organizational decision making, thus giving rise to low job satisfaction. Such employees do not find the zeal to perform their duties and have poor innovation power. This is an important factor on why employees resign from their jobs and go in search for better opportunities that offers effective employee relation (Cummings and Worley 2014). There are certain employee involvement programs that play their part in encouraging and motivating the employees. Ideas Campaign: Involvement of employees through promotion of ideas campaign can be a major booster for the organization which can be achieved by placing dry-erase boards in each of the departments (Vanichchinchai 2012). Employees having new ideas for smooth running of the business can put their opinions or suggestions on the board. That same employee having the idea or suggestion would be responsible for making it happen. For example, an employee recognizes the fact that in moving parts from one table to another it is consuming a lot of time of the workers having the job to assemble the parts. Her solution is to rearrange the tables one next to another in a long row which get rid of the steps that were required to be taken previously. This idea can be immediately implemented and tested out for two weeks to find out whether there is any increase in the productivity. On successful implementation, the idea can be adopted. Employees generating ideas which are approved and adopted succes sfully by the organizations should be presented with some kind of rewards (Boxall and Macky 2014). Safety Committees: Workplace accidents are a common factor, but reducing the same would help in improving the productivity level and attendance of employees. Safety committees are being implemented at workplaces to attain this goal. Each of the committee members should be given a one year term to serve. There should be a proper place for these safety meetings where involvement of at least one member of management is necessary to consider the suggestions. The suggestions and safety programs should go through the committee members. Contests can be held to find out the department that is injury free for the longest period of time to be handled by the committee. An oil refinery with around 350 employees engages its workers in a lot of ways. The employees of the oil refinery acts as monitors of health and safety related issues allocated to precautionary safeguarding contractors. They are the people responsible for improving and revising the safety work procedures. They comprises of a team that improves and evaluate safety analysis regarding jobs. Suggestion Box: Suggestion Box has long become old-fashioned but a suggestion box with a thrust can involve all the employees from throughout the company. Employees can be informed through company memo that all the suggestions will be read on Mondays. A chosen suggestion will be showcased in the newsletter of the company. The worker who has prepared the suggestion can be rewarded with a two hours off with pay any time she selects in the coming next 30 days. Ritzer refers to as McDonaldization and assess the extent to which it applies as a model of organization used in business across industrial sectors According to Ritzer, McDonaldization comprises of four mechanisms which are efficiency, calculability, predictability and control. Efficiency is the most optimal method for achieving a task. Competence in McDonaldization defines that every organizational feature is geared towards time minimization (Senge 2014). From the viewpoint of a customer, efficiency is realized in the best possible way from being hungry to being full. Efficiency takes into consideration the interests of the industry, but serves as a beneficiary to the customer (Kerzner 2013.). Examples of such can be the ATMs, Voice Mail, salad bars. In the efficiency part customers end up doing what has already been done for them. It is for the privilege part that the consumers pay. As per Ritzer and Dean (2015), calculability absorbs the emphasis part on things which needs to be counted and quantified. Quantification takes into account the propensity to highlight quantity rather than excellence. Examples of this can be: Big Gulp and Big Mac and Biggie Meals. It also takes in the time-quicker factor which is often recognized as being better like Losing weight fast and microwaves allowing, Spending much fewer time in kitchen. Workers in organizations as such are evaluated on how fast they can achieve their jobs and not on the quality they produce. Predictability (Engle 2012), refers to an attempt made to constitute our environment in a way that surprise does not influence our sensibilities. The prime example of predictability is the movie industry which is in the habit of churning out sequel after sequel. Author Tom Clancys success along with many others is a depiction of predictability. People get to follow their favorite programs and characters which assure a predictable profit for producers. Shopping is also a predictable factor, taking place in the malls, often happening in the same stores and layouts. The workers in the organizations go through their daily jobs which is highly repetitive and predictable (Larsen, Manning and Pedersen 2013). Control (Dustin 2016), takes into account the standardized form of people who are often replaced or substituted by the non-human technologies. Ritzers argument was that McDonald, on entering a country unifies the patterns of consumers along with westernizing the local cultures through starting of food chains. The best example for such would be the present day classrooms and schools that are becoming way too familiar with that of the Western world. This signifies the fact that the Western Culture which was focusing on the efficient part of knowledge transfer has been spread across the globe. Compare and contrast contingency theory and strategic choice perspectives on what makes for an appropriate and successful organizational structure Contingency plans are effective in making sure that businesses operate in a smooth manner when posed with difficulties and challenges. The contingency theory takes into account the facts that there is absence of any possible way of organizing a corporation, leading a company or making important decisions regarding the same (Van de Ven et al, 2013). Moreover, the main action course is dependent upon the external and internal situation. In Images of Organization, as depicted by Gareth Morgan, organizations are open systems that require cautious administration to balance the internal needs and to familiarize oneself to the circumstances of the environment. Moreover, there is no best way in organizing things, the appropriateness of the form depends on the task kind or the environment that one is part of. Above everything else, management must apprehend in achieving alignments. Fiedlers contingency model focuses on the contingency model in organizational leadership. This contingency model includes the existing relationship between the style of leadership and the situations favorability (Goetsch and Davis 2014). Three empirically derived dimensions are being described by Fiedler to explain the situational favorableness: Leader-member relationship: is generally high if the leader is well accepted and respected Task structures degree: is generally very high if the task is structured Leaders power position: is generally high if a great covenant of power and authority are properly accredited to the position of the leader. Joan Woodward discovered that manufacturing organizations which were financially successful with varied work technologies differed in terms of management levels and the degree of specialization of worker. Joans view was that certain forms of organization were appropriate for certain technologies of work. The size of the organization is another contingent factor to have an impact on the effectiveness of the organizations. Small organizations can be informal in their work process and structure, whereas for big organizations things have to be in formalized shape (Battilana and Casciaro 2012). Small organizations can be controlled by the owner himself, but in case of larger organizations it necessitates a complex and control mechanism which is indirect in nature. The strategic choice perspective (Hill, Jones and Schilling 2014) is a systematic theory. The main idea of the theory is to build a belief of interaction in which negative aspects are taken into consideration in order to attain the goals. Problem is not with the predictions that are being made. The analysis part is done at the macro level of the organization in which the cause and effect factors are associated with each other in a linear manner. Little attention is provided to the micro-diversity whereas the interaction part is taken as an uniform manner and harmonious. The strategic choices made forms a part of the learning process in an organization that takes into account both the external environment as well as the internal situation related to politics. It can be so difficult to change organizational culture. Changing an organizational structure is never an easy job. The present scenario will throw a lot of such companies who successfully wants to achieve the goal of changing culture but have failed to attain the same (Alvesson and Sveningsson 2015). Even if there are certain success stories down the line, it is only a part that has been successfully altered. This gives rise to the question on why is it difficult to change an organizational culture. The answer can only be that people are habitual by nature. Changes of such sort can be good, but then it has to overcome the barrier of peoples comfort level and daily routines. Another important aspect can be people not understanding the procedure or importance of creating an organizational structure, thus not putting much effort in areas that needs more attention and nurturing in order to have a healthy organizational culture. It is important from an individual or a groups point of view to know the culture that already exists in an organization and which needs to be changed. The final goal of transformation is an important factor that needs to be known in order to bring in a cultural change in the organizations (Schneider, Ehrhart and Macey 2013). Often it happens that bringing in smaller changes can affect the bigger picture and it is only possible if the people who are assigned for that particular job know in full details on what the existing culture is all about. Change can only be possible if one knows what exists before. Changing the culture of an existing organization is a hard job. It requires a lot of shifting which forces the employees to discard the old assumptions, values and other routine works before incorporating to the new changes in their normal agenda (Daft 2012). For a change to happen in the organizational culture, company executives need to offer a persistent support along with a well structured and executed training program. Examples of such a scenario can be when a new chief executive gets selected from outside the organization. In such circumstances two things can follow; either a substantial period will follow with modest changes taking place till the time the chief executive gets to know about the organization, or a stressful period along with personnel turnover while a new business culture gets developed. According to Nielsen and Randall (2012), at times change becomes inevitable, and organizations under extreme pressure do get inclined towards that changes and such pressures can be either external to the association or a consequence of a very tough leadership. Mr. Ramsford, the president of PSB College, hired his cousin Peter, whose selection raised a few eyebrows and became a worrying factor among the college staffs. Peter made his way from the high-tech university. At PSB people never felt anything needs a change. In the first month at PSB, Peter made a few changes regarding the dress code and policies regarding the dining policies. Wearing jeans or eating at their desks during class time became prohibited. The main idea of Peter was to create an environment that could attract a new target market of students. The staff at PSB was pretty used to their old ways and attitudes, so much so that they became aggrieved to small changes. They stick together refused to change their ways and habits. One morning when Peter was making his way through the hallways, he observed that Professor William was having his burger while working with a science student. Later that day he noticed Professor Matthew wearing flip-flops during a sociology lecture. Eve n Mr. Ramsford was marked wearing his preferred Hawaiian shirt on campus. The staff of the college looked up to Mr. Ramsford whose relaxed attitude and behavior created a casual work environment. The culture needed a change and the changes were being met with resistance. The influence that social and cultural factors can have upon any attempt at planned organizational change Organizations have to adjust for certain social and cultural environmental changes. Social changes can take place for things like spreading of knowledge and education, and efforts taken in by the government (Cummings and Worley 2014). Social factors like providing equal opportunities to women, equal work pay are some of the challenges that the management faces in the current scenario. The management has to pursue definite social norms in structuring its marketing, employment and certain other policies. An organizational cultural change necessitates some insights to what the existing culture is all about and how altering it can bring about a meaningful change. Organizational Structures: This is about the hierarchy, or who reports to whom and why Rituals and routines: Group interactions are prepared in a business setting, the simple example being having meetings on a weekly basis. The sex of the employee: This does affect an organizational culture. There are certain organizations where there is still male dominance over their female counterparts. Male employees are generally very aggressive whereas the female are rather caring and softhearted. The foremost factor influencing culture is the individuals work process with an organization. In their own way the employees contribute to the workplaces culture. Attitudes, mentalities, perception of employees also affect the organizations culture. Examples: Defense background people generally follow a strict culture where their employees abide by the policies and guidelines. They are never late to work. The mindset of employees generally forms the culture of the place. Youngsters in an organization promote healthy competition. Certain procedures and strategies are designed in a way to attain the objectives of the organization that contributes to its culture. Fast paced industries such a s event management and advertising anticipate their employees to be more considerate, belligerent and actively hyper. Reference: Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), pp.839-859. Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Battilana, J. and Casciaro, T., 2012. Change agents, networks, and institutions: A contingency theory of organizational change.Academy of Management Journal,55(2), pp.381-398. Benn, S., Dunphy, D. and Griffiths, A., 2014.Organizational change for corporate sustainability. Routledge. Boxall, P. and Macky, K., 2014. High-involvement work processes, work intensification and employee well-being.Work, Employment Society,28(6), pp.963-984. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Daft, R., 2012.Organization theory and design. Nelson Education. Dustin, D., 2016.The McDonaldization of social work. Routledge. Engle, J., 2012. McDonaldization: An Analysis of George Ritzer's Theories and Assertions.J. Peace Prosperity Freedom,1, p.113. Gallie, D., 2013. Direct participation and the quality of work.Human Relations,66(4), pp.453-473. Gatenby, M., Truss, K., Rees, C., Soane, E. and Alfes, K., 2014. Managing change, or changing managers? Challenging the role of line management in UK public services.Public Management Review. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. pearson. Hill, C.W., Jones, G.R. and Schilling, M.A., 2014.Strategic management: theory: an integrated approach. Cengage Learning. Hrebiniak, L.G., 2013.Making strategy work: Leading effective execution and change. FT Press. Kerzner, H.R., 2013.Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Larsen, M.M., Manning, S. and Pedersen, T., 2013. Uncovering the hidden costs of offshoring: The interplay of complexity, organizational design, and experience.Strategic Management Journal,34(5), pp.533-552. Marchington, M. and Suter, J., 2013. Where Informality Really Matters: Patterns of Employee Involvement and Participation (EIP) in a Non?Union Firm.Industrial Relations: A Journal of Economy and Society,52(s1), pp.284-313. Nielsen, K. and Randall, R., 2012. The importance of employee participation and perceptions of changes in procedures in a teamworking intervention.Work Stress,26(2), pp.91-111. Paauwe, J.A.A.P., Boon, C.O.R.I.N.E., Boselie, P.A.U.L. and Hartog, D., 2012. Reconceptualising fit in strategic human resource management:Lost in translation?.HRM and performance: Achievements and challenges, pp.61-78. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Ritzer, G. and Dean, P., 2015.Globalization: A basic text. John Wiley Sons. Schneider, B., Ehrhart, M.G. and Macey, W.H., 2013. Organizational climate and culture.Annual review of psychology,64, pp.361-388. Senge, P.M., 2014.The fifth discipline fieldbook: Strategies and tools for building a learning organization. Crown Business. Simons, R., 2013.Levers of control: how managers use innovative control systems to drive strategic renewal. Harvard Business Press. Stone, R.J., 2013.Managing human resources. John Wiley and Sons. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Townsend, K., 2014. The role of front line managers in employee voice.The handbook of research on employee voice: Participation and involvement in the workplace, pp.155-169. Van de Ven, A.H., Ganco, M. and Hinings, C.R., 2013. Returning to the frontier of contingency theory of organizational and institutional designs.The Academy of Management Annals,7(1), pp.393-440. Vanichchinchai, A., 2012. The relationship between employee involvement, partnership management and supply performance: Findings from a developing country.International Journal of Productivity and Performance Management,61(2), pp.157-172.

Restaurant Research Proposal Essay Example

Restaurant Research Proposal Essay A restaurant is a type of business which focuses on cooking food and serving drinks to its clients. Generally, restaurants are specialized in the cooking of complicated dishes which can not be prepared easily at home. Today a restaurant is a serious business which can bring high profit. On the other hand, it can be additional option of big hotel and other business, because every serious company has a firm restaurant which supports the main business with the additional income. The first restaurants appeared hundreds years ago. China is known to be the motherland of the first restaurants which were established more than 1500 years ago and specialized on the cooking of the definite dishes. Restaurants in their common understanding appeared in Europe approximately 300 years ago and since that time they have become popular all over the world and lost their primary function of having a drink or a meal, because a restaurant is a symbol of meeting and private conversation. We will write a custom essay sample on Restaurant Research Proposal specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Restaurant Research Proposal specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Restaurant Research Proposal specifically for you FOR ONLY $16.38 $13.9/page Hire Writer There are several types of restaurants which are classified according to the quality of service and quantity of the clients they can satisfy. There are VIP-restaurants which serve extremely expensive and unique dishes often using unique ingredients combining the meal with top-quality service. Middle-class restaurants offer more standards choice of dishes, convenient atmosphere but for more affordable price. There are also the restaurants of the first class or fast food restaurants which offer standard dishes, low prices and self-service; this type of restaurants is popular among busy young people. Primarily, a restaurant is an establishment where one can have a meal and spend time positively, that is why a student who wants to research the problem deeper should try to prepare a successful restaurant research proposal in order to gain the permission to investigate the chosen topic profoundly. A good research proposal should persuade the professor that the topic is worth his attention, so one is supposed to explain the reason of the choice, the purpose of the research, its value and relevance. One should provide a rich list of literature review and methodology which can demonstrate his desire to research the topic professionally. A student can try to create his own ideal image of a restaurant in order to impress the professor. With the help of the Internet the process of research proposal writing can become easier and more productive. It is possible to find a well-analyzed free example research proposal on restaurant and understand how to compose the paper correctly. Moreover, one can improve his knowledge on the topic and format of the paper just having looked through one of the successful free sample research proposals on restaurant prepared by an expert. At EssayLib.com writing service you can order a custom research proposal on Restaurant topics. Your research paper proposal will be written from scratch. We hire top-rated PhD and Master’s writers only to provide students with professional research proposal help at affordable rates. Each customer will get a non-plagiarized paper with timely delivery. Just visit our website and fill in the order form with all proposal details: Enjoy our professional research proposal writing service!

Using Data to Intensify Behavioral Interventions for Individual Students

Using Data to Intensify Behavioral Interventions for Individual Students A tiered intervention is one of the most powerful techniques used to both prevent and overcome students behavioral problems. While a Tier 1 intervention presents only basic instructions, the following ones address a certain person and certain problems. Such kind of individualization allows to determine the core of a problem and succeed in solving it.Advertising We will write a custom essay sample on Using Data to Intensify Behavioral Interventions for Individual Students specifically for you for only $16.05 $11/page Learn More A Brief Summary of the Article Kern and Wehby (2014) describe a tiered intervention aimed to improve a behavior of one of the students of Highland Middle School, named Isaac. Firstly, teachers try a Tier 1 approach, which is school-wide (Kern Wehby, 2014, p. 45). Since the students behavior does not improve, they supplement Tier 1 with new instructions and proceed to Tier 2. Finally, the last one, a Tier 3 intervention is presented an d proved successful.  According to Kern and Wehby (2014), Isaac has both academic problems, (refuses to do his homework, appears unprepared for lessons, etc.), and difficulties getting along with his peers, which usually lead to aggression and even fistfights (p. 45). The first phase of intervention was based on Highland High Five Expectations, which were Be Ready, Be Responsible, Be Respectful, Be Safe and Be Kind (Kern Wehby, 2014, p. 46). The students were encouraged to meet those demands, as well as aware of the consequences of not meeting them. However, Isaacs behavior remained the same, so a Tier 2 intervention was developed. As Kelley and Goldstein (2014) claim, a Tier 2 intervention is not a replacement of Tier 1, but a supplement. At this stage, personal information is also investigated. So, firstly, all students every day and after each period had to get points (from 0 to 2) for their adherence to each of Highland High Five Expectations. Secondly, the support team studi ed which of these expectations were the most difficult for Isaac and expanded the list for him. Nevertheless, he still managed to gain only the half of the possible points.  Finally, during a Tier 3 intervention, all of Isaacs problems were examined in details. He had to train his organizational skills, solve math problems and attend the homework club. He also got a specific schedule and was taught how to solve conflicts with his peers without any aggression. Finally, the support team members even managed to encourage Isaac to do all of these by letting him attend the sports team. As a result, Isaacs behavior improved, he showed better results in education and stopped having fights with his peers.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Article Analysis The student Isaac, whose story is described in the article, is fictional. However, his behavior model and the problems he faces ( both academic and social ones) are very common. Kern and Wehby (2014) explain how these problems can be solved even in the most difficult cases. As it is stated in Ephesians 6:4, Fathers, do not provoke your children to anger, but bring them up in the discipline and instruction of the Lord. In other words, discipline is everything. Students should always be led by right teachers in order to develop their best qualities.  The approach presented by Kern and Wehby (2014) is supported by more than ten sources, including previous studies made in this area, what makes the information reliable. Article material is presented clearly and understandably and also sustained by several tables. I assume, an idea to show how intervention plans work on a particular example is very well-turned because it helps to understand the concept better. Finally, the information presented in this article is valuable since it can be applied to many other cases. As it was already mentioned before, a tiered int ervention is one of the most efficient methods of solving behavioral problems. References Kelley, E., Goldstein, H. (2014). Building a Tier 2 Intervention: A Glimpse Behind the Data. Journal of Early Intervention, 36(4), 292-312. Kern, L., Wehby, J. H. (2014). Using Data to Intensify Behavioral Interventions for Individual Students. Teaching Exceptional Children, 46(4), 45-53.

Sarcophagus Depicting a Battle between Soldiers and Amazons Essay

Sarcophagus Depicting a Battle between Soldiers and Amazons - Essay Example As described in one of the pages the official website of the Museum of Fine Arts entitled 100 Highlights of the MFAH, the military soldiers wear helmet, short tunics, and body army; and are equipped with swords and round shields. The Amazons, on the other hand, ride in horses with their companions lying dead on the ground. The outcome of the battle is depicted in the four corners of the sarcophagus—with the military soldiers waving the Amazon’s weapons like claimed trophies and the Amazons kneeling with their hands bound behind their backs. On the other hand, the lid of the sarcophagus is designed in the shape of a Roman temple, with fine rows of vertical tiles that end in the heads of the lion. Its edges are ornamented with round shields. It is important to note, therefore, that the artwork in the sarcophagus highlights the triumph of military soldiers against the Amazons. At this point, I wish to divide this paper into two parts. The first part will focus on the essen tial elements that constitute the artwork. Thus, I intend to investigate how the different artistic elements collaborate in creating a unified message of the painting. For the next part, I will use the assessments made in the first part to come up with a firmer analysis of the sarcophagus. In this light, I aim to explore the main theme of the artwork by appealing to both its superficial and its subliminal messaging. Assessment of Artistic Elements In examining the artistic elements of the sarcophagus, I have to first present the core idea of the artwork. It is apparent that the Romans wanted to underscore the triumph of the military soldiers in the battle. Since the sarcophagus was intended to serve as the final resting place for the Roman military commander, the artwork essentially immortalized the great vigor, courage, and aggressiveness not only of the Roman soldiers but more importantly of the Roman commander. By examining the sarcophagus part by part, I wish to reinforce my cla im on the core idea of the artwork. First, I like to focus on its overall form. The exterior design of the sarcophagus is a Roman temple, as observed in its lid and body. For the lid, it is apparent that it follows the intricate and carefully adorned roof of a Roman temple. The sophistication of the roof’s design is evidenced by the round shields that are placed on its edges; the heads of the lions that are situated on the roof panels; and the wavy-shaped ornaments that are positioned at the center of the roof. For the body, the warrior figures serve as its primary design. The various battle situations depicted in the sarcophagus further add to its dramatic feel. Taking the discussion from a visual to a perceptual point-of-view, it is obvious that the artwork, through the use of various artistic elements like movement and texture as delivered by the wavy lines and round-shaped ornaments, is able to successfully capture: firstly, the liveliness and the brutality of the battle; secondly, the triumph of the Roman warriors against the Amazons; and lastly, the greatness of the Roman race in general. It is important to take these three interrelated concepts to better understand the main theme of the artwork. Assessing the Main Theme In assessing the main theme of the artwork, it is necessary to go beyond its form by focusing on its substance. For this matter, I wish to include a socio-political perspective to enrich my qualitative examination of the artwork. While the triumph of t