What Are Your Strengths and Weaknesses Interview Tips for Teachers

One interview question that can stump even seasoned job-seeking educators is What is your greatest weakness as a teacher? This question may come at you disguised as What would you most like to change/improve about yourself? or What frustrations did you encounter in your last position? This weakness question really tags as an opportunity to Describe your strengths. Your response can tip the interview in your favor -- or send your resume to the bottom of the pile. Forget Conventional Wisdom In the past conventional wisdom recommended putting a spin on this question by describing an actual strength camouflaged  as a weakness. For example, you might have tried to be clever and offered perfectionism as your weakness, explaining that you refuse to quit until the job gets done right. But in responding to your weaknesses, you should should stay away from any personal qualities. Save your personal qualities such as perfectionism, enthusiasm, creativity, or patience for describing strengths. In responding to a question about a weakness, you should offer more professional traits. For example, you may recall how you noticed your attention to detail, organization, or problem-solving may have needed improvement. Once you have provided the trait, you should provide details on how you purposefully worked to address this weakness. Include any of the steps you have taken or are currently taking to mitigate this weakness. Here are two examples of how you might respond to a question about your greatest weakness. Corrected Weakness: Organization For example, you can state that you have been less excited about the amount of paperwork that comes along with a classroom of students. You may admit that in the past you tended to procrastinate on assessing classwork or homework. You can also admit to having found yourself on more than one occasion scrambling to catch up right before the grading period ended. You might feel like your honesty leaves you vulnerable. But, if you go on to explain that in order to combat this tendency, you set a schedule for yourself this past school year that dedicated time every day to paperwork, you will be viewed as a problem solver. You might include other strategies you used such as self-grading assignments whenever practical, which allowed students to assess their own work as you discussed the answers together in class. As a result, you can acknowledge that you learned to stay on top of your grading and needed a short time at the end of each period to compile the information. For new teachers, examples like this could come from student teaching experiences. Now an interviewer will see you as self-aware and reflective, both highly desirable attributes in a teacher. Corrected Weakness: Seeking advice Teachers are independent, but that can lead to isolation in problem solving, and some problems may necessitate advice from others.This is particularly true in dealing with confrontational situations such as dealing with an irate parent or a teachers aide who arrives late to your class every day. You might admit that you may have tried to solve some problems on your own, but upon reflection, felt it was necessary to seek the advice of others. You can explain how you found the teacher next door to you or an administrator was important in helping you address different kinds of uncomfortable confrontations. If you are an educator looking for first job, you may not have classroom experiences to use as examples. But dealing with confrontations is a life skill and not limited to the school building. In this case, you can provide examples of problem-solving confrontations you may have had at college or at another job. Seeking the advice of others shows that you can identify people or groups that can be resources instead of trying to tackle confrontational problems on your own. Self analysis Employers know job candidates have weaknesses, says Kent McAnally, director of career services at Washburn University. They want to know that we are doing the self-analysis to identify what ours are, he writes for the American Association for Employment in Education. Showing that you are taking steps to improve is essential to making a positive impression, but more importantly, it is essential for developing your personal and professional goals and development plans. And THAT is the real reason for the question. Tips to Master the Interview Be truthful.Do not try to guess what the interviewer wants to hear. Answer questions candidly and present your authentic self.Prepare for the question but do not let your answers sound coached.Remain positive as you explain how your weakness could be seen as a positive in the job.Avoid using negative words like â€Å"weak† and â€Å"failure.†Smile!

The Effects Of Video Games On The Development Of An...

Literature Review The articles in track number two surrounded the topic of family influence on the development of an individual. All of the research studies revolved around how external sources effected the development of a person. Each study focused on a different age and aspect of an individual’s surroundings. Article one â€Å"Infant Development Outcomes: A Family Systems Perspective† focused on the early stages of infancy; birth to seventeen months, and the effects of the individual mental status of each parent and the relationship of the parents on the infants cognitive and physical development. The second article â€Å"Contextualizing video game play: The moderating effects of cumulative risk and parenting styles on the relations among video†¦show more content†¦diary† and a final assessment of the child in home to find evidence of behavioral issues. These families were compensated for their time by partial repayment of their phone bill. Finally, in the third articl e participants are the children of participants from a previous study. These individuals were those from low income families with a single or remarried parent running the household. Each of the individuals chosen to participate were interviewed and assessed for the existence of psychiatric issues. Each of these studies received the go ahead from one source or another as far as ethics is concerned. The first study received approval from the NHS Research Ethics Committee and their University’s Governance Committee. An example of ethical treatment in this study would be the requirement for the interviews to be done in house and the presence of one of both parents during the testing of the infant. The second study received institutional board approval and showed ethical treatment of the subjects by ensuring that their interview process was not mentally or physically harmful to the parents or children being studied. The third obtained informed consent from each of its study participants and showed this through the use of their signed written consent forms. These three studies adhered to the rules and regulations surrounding the study of human beings by obtaining and following ethical guidelines. Approval from a board of ethics, the absence of physical or mental harm toShow M oreRelatedVideo Games : A Form Of Entertainment1319 Words   |  6 PagesVideo games have been known as a form of entertainment since its introduction in the 1980’s. With an ever growing market driven by millions of people, video games have become one of the largest industries in the world. However as the video game industry has evolved, so has the content of the video games. 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Technology has gone fromRead MoreThe Pros And Cons Of Violent Video Games1534 Words   |  7 Pagesof violent video games. But, we can prevent the distribution of these disturbing games to children, where their effects can be negative.† (Kohl, Herb). Violent video games have been blamed for children poor school performance, mental development, and aggressive behavior; there are many studies conducted by different psyc hologists and experts in the area, and they came up with different results. Most people and studies believe that children are the primary victim of violent video games, and peopleRead MoreVideo Games and Child Development: Good? Or Bad? Essays678 Words   |  3 PagesVideo Games and Child Development: Good? Or Bad? It’s no doubt that video games are very influential toward a younger audience. But, what people fail to realize is, that a game can seem influential to one person, but have no effect on another. 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Negative Human Resource Practice Telecommunication in Bangladesh Free Essays

Letter of Transmittal March 25, 2012 Tarana Aziza Khan Lecturer (BBA Department) Northern University Bangladesh Subject: Submission of a report – â€Å"Negative HR Practice in Telecommunication Sectors of Bangladesh†. Dear Madame, Here is an assignment on – â€Å"Negative HR Practice in Telecommunication Sectors of Bangladesh†. This assignment was assigned to us for the purpose of finding the negative practices in human resource of telecommunication sectors. We will write a custom essay sample on Negative Human Resource Practice: Telecommunication in Bangladesh or any similar topic only for you Order Now This report concentrates on the telecommunication sector in Bangladesh’s Perspectives. We tried to gather a collection of information to make our report specific. Through, the procedure of preparing the report we developed a clear understanding of total scenario of the negative practices in HR, of telecommunication sectors in Bangladesh. We tried our level best to make this report as reflective as possible. We appreciate to provide any information or classification if necessary. This assignment was a great learning experience in present organizational environment. Each aspect is considered and studied as required and as per direction of our course instructor. We would like to thank for assigning us such a responsibility and helping us on different aspects of the assignment. Yours Sincerely, Ariful AlamBBA26090370004Section: 8A| Kamrul HasanBBA26090370025Section: 8A| | | Ariful MalekBBA26090370023Section: 8A| | | Anisha FahrinBBA26090370009Section: 8A| Shipra BhattacharjeeBBA26090370008Section: 8A| Table of contents Sl. No. | Contents| Page no. | 1. | Acknowledgement| 04| 2. | Abstract| 05| 3. | Introduction| 06| 4. | About Grameenphone| 07| 5. | About Banglalink| 08| 6. Graphical and statistical analysis (question by question)| 09-28| 7. | Review of the HR situation and recommendation| 29-30| 8. | Comments| 31| 9. | Conclusion| 32| 10. | Appendix| 33| Acknowledgement The submission of this report of â€Å"Negative HR Practice in Telecommunication Sector of Bangladesh† is a great opportunity for us. The success of this assignment depends on the contributions of number of people especially who have shared their thoughtful guidance, c ontribution, suggestions and experience to improve this report. This assignment has created a great deal of interest in us. We must thank a few people who help and encouraged us to grow our interest. First of all we would like to thank our honorable course instructor Tarana Aziza Khan for her proper guidance and care. Without her guidance and suggestions we couldn’t have completed this assignment properly. She has instructed us how to prepare a report correctly. Also thanks to Grameenphone and Banglalink Telecom for being patient enough to co-operate with us and completing out the surveys successfully. We obviously would like to give a special thanks to the Almighty for giving us such patience and power for completing this assignment smoothly. Lastly we can say that, we have enjoyed in preparing this assignment and presented it for kind judgment. Abstract Purpose of this assignment is to analysis the HR situation in telecommunication companies of Bangladesh, from the Survey done with Grameenphone Ltd. , and Banglalink Telecom Ltd. We made human resource questionnaires and got Grameenphone and Banglalink employees to fill them up, and analyzed the statistic with graphs and textually. Because it’s impossible for us to survey all 3500 employees (summing up total employees of Banglalink and Grameenphone), we surveyed 33 employees from both the companies combined. Introduction Our project paper is all about â€Å"Negative Human Resource Practice in Telecommunication Sectors of Bangladesh†. For a long period, Grameenphone and Banglalink are ruling the Bangladeshi telecommunication market. Because, there was a great deal of opportunity is gradually increasing. For all the competitions upcoming there is a great negative impact on this sector. Thus, there are a lot of challenges and opportunities today for managers to use HR management. In our project paper we have analyzed the survey reports and statistics, and reviewed them comparatively with the negative HR practices. All the data are collected from the companies, meeting the employees face to face or over personal linkage and the primary data are collected from the interviewed survey. Our sample size is 33 individuals (both male, female entry/mid level worker and managers). We designed our questioner in a contemporary way. Almost 90% primary data has collected from the face to face interview with the respondent. Only a 10% data has been collected through the internet. Before Grameenphone’s inception, the phone was for a selected urbanized few. The cell phone was a luxury: a flouting accessory for the select elite. The mass could not contemplate mobile telephony as being part of their lives. Grameenphone started its journey with the Village Phone program: a pioneering initiative to empower rural women of Bangladesh. The name Grameenphone translates to â€Å"Rural phone†. Starting its operations on March 26, 1997, the Independence Day of Bangladesh, Grameenphone has come a long way. Grameenphone pioneered the then breakthrough initiative of mobile to mobile telephony and became the first and only operator to cover 98% of the country’s people with network Since its inception Grameenphone has built the largest cellular network in the country with over 13,000 base stations in more than 7000 locations. Presently, nearly 99 percent of the country’s population is within the coverage area of the Grameenphone network. Grameenphone has always been a pioneer in introducing new products and services in the local market. GP was the first company to introduce GSM technology in Bangladesh when it launched its services in March 1997. Grameenphone was also the first operator to introduce the pre-paid service in September 1999. It established the first 24-hour Call Center, introduced value-added services such as VMS, SMS, fax and data transmission services, international roaming service, WAP, SMS-based push-pull services, EDGE, personal ring back tone and many other products and services. The entire Grameenphone network is also EDGE/GPRS enabled, allowing access to high-speed Internet and data services from anywhere within the coverage area. There are currently nearly 2. 6 million EDGE/GPRS users in the Grameenphone network. Today, Grameenphone is the leading telecommunications service provider in Bangladesh with more than 36 million subscribers as of December 2011. Orascom Telecom Bangladesh Limited (â€Å"Banglalink†) is fully owned by Orascom Telecom Holding S. A. E, Egypt, (â€Å"OTH†); the ultimate parent company of the group is Vimpelcom, the 6th largest mobile phone operator in the world. Banglalink was acquired by OTH in 2004, and after a complete overhaul and the deployment of a new GSM Network, its telecommunication services were re-launched under the brand name Banglalink. When Banglalink began operations in Bangladesh in February 2005, its impact was felt immediately: overnight mobile telephony became an affordable option for customers across a wide range of market segments. Banglalink’s success was based on a simple mission: â€Å"bringing mobile telephony to the masses† which was the cornerstone of its strategy. Banglalink changed the mobile phone status from luxury to a necessity and brought mobile telephone to the general people of Bangladesh and made a place in their hearts. The mobile phone has become the symbol for the positive change in Bangladesh. This positive change that is quite correctly attributed to Banglalink has become the corporate positioning of Banglalink and is translated in their slogan â€Å"making a difference† or â€Å"din bodol†. Making a difference† not only in the telecom industry, but also through its products and services, to the lives of its customers. This corporate stance of â€Å"making a difference† has been reflected in everything Banglalink does. Banglalink attained 1 million subscribers by December 2005 and 3 million subscribers in October 2006. In less than two years which is by December 2007, Banglalink overtook Aktel to become the second largest operator in Bangladesh with more than 7. 1 million customers. Banglalink currently has 20. 05million subscribers as of April 2011, representing a market share of 27. 3%. Growth over the last years have been fuelled with innovative products and services targeting different market segments, aggressive improvement of network quality and dedicated customer care, creating an extensive distribution network across the country, and establishing a strong brand that emotionally connected customers with Banglalink. Graphical Analysis Options| Tally| Count| Stressed| IIII III| 8| Relaxed| IIII IIII III| 13| Okay| IIII IIII II| 12| Analytical Synopsis: In the question of how the employees are feeling, you can see most of them selected either they are relaxed or okay. 0% + 36% = 76% having the positive respond, we can infer that the work in telecommunication sector isn’t that much stressful, while about 24% of the em ployees are stressed on a daily basis. Options| Tally| Count| Work| IIII IIII| 10| Personal| IIII IIII| 9| Others| IIII IIII IIII| 14| Analytical Synopsis: In the question of how the employees’ stress level rises, you can see them selecting every option almost equally. However, the stress level rising from their professional life is only 30% from the sample of employees surveyed. Which leads the other 43% + 27% = 70% having the positive respond about their work, we can again infer that the work in telecommunication sector isn’t stressful to the majority. Options| Tally| Count| There is| IIII IIII IIII IIII IIII IIII III| 33| There isn’t| | 0| Somewhat| | 0| Analytical Synopsis: In the question of if there is enough employees for every work in their respective organizations, we can see that there is flawless victory in telecommunication sector for the recruitment count, having recruited enough employee for all the works they would need to be done. A hundred percent of the people that we surveyed have said they are being totally supported by their organizations by distributing their works properly among employees. Options| Tally| Count| Excellent| IIII IIII II| 12| Average| IIII IIII IIII I| 16| Flawed| III| 3| There isn’t any| II| 2| Analytical Synopsis: In the respondents’ feedbacks, majority (49%) of them having selected the communication among all the employees are average; and the 36% of them has rated the communication as excellent, while rest of the minority have rated the communication system of the organization in a negative way. Thus, we can infer from the majority having rated the communication system positively, it’s spot on. The minority probably have lack of interpersonal communication skills, causing them not to be able to interact or fit in with others. Options| Tally| Count| Yes| IIII IIII IIII IIII IIII III| 28| No| IIII| 5| Analytical Synopsis: In the question of how the organizations are supporting the employees with the technological support, we can see that there is dominant victory in telecommunication sector for the tech support, being based on full on digital works. About 85 percent of the people that we surveyed have said they are being totally supported technologically by their organizations. The other 15% are likely to be generally frustrated, and blaming it on the organization. Options| Tally| Count| Really high| IIII IIII I| 11| Fair| IIII IIII IIII| 14| No pressure| IIII III| 8| Analytical Synopsis: In the question of how the organizations are pressuring them to reach their monthly target or goal, majority of them have responded with the answer â€Å"Fair†, which means they are satisfied with the amount of pressure given by their respective organization. However, having a close win over the second highest selection â€Å"Really high† rate of pressure could either be good or a bad thing. It might be good because the organizations are working to make their employee more, generating more productivity out of them. On the opposite end, another close call for â€Å"No pressure† at all is also a win-lose situation. Win, because the employees will be relaxed, and less fatigued, but at the same time, the hard working employees will get de-motivated as their better works aren’t being appraised as good as they deserve. Options| Tally| Count| Yes| IIII| 5| No| IIII IIII IIII I| 16| Unsure| IIII IIII II| 12| Analytical Synopsis: This question basically determines how much the employees know about authority’s way of thinking about the human resource policy. About 36 percent of the employees are not confident about authority’s mindset about human resource, whereas the rest 64 percent have confidently answered the question with direct yes and no, having the majority in â€Å"yes†, we’ll take it that authority is quite confident about their HR policy being flawless. Options| Tally| Count| Fair| IIII IIII III| 13| Average| IIII IIII IIII II| 17| Flawed| III| 3| Analytical Synopsis: The majority of the employees (52 percent) have responded to it saying that they think the HR Policy is average, and another 39 percent have responded saying it is fair, both on positive account. So they’re most likely happy with the policy the way it is. The rest of the employees think the HR policy is flawed, but for their minority, it’s not a big deal. Options| Tally| Count| No, there isn’t| IIII IIII II| 12| There is| IIII I| 6| Unsure| IIII IIII IIII| 15| Analytical Synopsis: As about 46 percent of the surveyed employees have said there was no biasness in the selection process, 18 percent has confidently said that is biasness in the selection process, and rest 36 percent are unsure of it. There’s a chance for biasness if there’s more people in the critical zone (who think there’s biasness and people who are unsure), than people that are saying there isn’t any biasness. Options| Tally| Count| There is| IIII IIII IIII III| 18| There isn’t| IIII| 5| Somewhat| IIII IIII| 10| Analytical Synopsis: Majority of the surveyed people have let it be known that there’s equity among employees, as far as necessary at least. Although, 15 percent of the employees would beg to differ saying there isn’t any equity among employees. Considering minority level on the negative respondents, it’s probable that the minority could be wrong in some extent. Options| Tally| Count| Excellent| IIII IIII IIII| 14| Average| IIII IIII III| 13| Flawed| I| 1| There isn’t any| IIII| 5| Analytical Synopsis: Training is an important process for development of an employee. So we decided to ask them their opinion about the effectiveness of the training process that they had gone through. Majority have responded positively saying the training is Excellent (43%), or Average (39%), and about 15 percent haven’t gone through training yet, and the rest about 3 percent, they think that the training system might be flawed. Options| Tally| Count| Majorly| IIII IIII IIII| 15| Somewhat| IIII IIII| 9| Indifferent| IIII IIII| 9| Analytical Synopsis: This question basically determines how many employees are satisfied with their performance appraisal method. About half the employees of the organizations are happy with their performance appraisal method, and the other half feels the need of better improvising. Options| Tally| Count| Fair| IIII IIII IIII IIII | 20| Biased| IIII II| 7| Flawed| III| 3| Unsure| III| 3| Analytical Synopsis: Just as the selection method question, in this question we have tried to get their opinion about how good their promotion strategy is. 61 percent of them have answered positively, 9 percent were unsure, another 9 percent think the method is flawed and needs change, and about 21 percent thinks there’s definitely some biasness corrupting the process. So we can infer, there might actually be some biasness in the promotion strategy, which may not be too widespread though. Options| Tally| Count| Over the top| IIII II| 7| Pretty much| IIII IIII IIII| 14| Indifferent| IIII III| 8| It’s not| IIII| 4| Analytical Synopsis: This question determines the employees’ satisfaction level with their compensation, benefits and their switching tendency. According to the statistics data and results we can infer that around 43 percent of people are happy with their compensations and benefits and another 21 percent are more than happy with their compensations as they hink they’re getting treated better than any company would treat them. Out of the rest, there’s another 24 percent who feel the need to be treated better and are kind of in a confused state, where the last 12 percent wouldn’t miss a chance to switch to some other organization because they are really unhappy with their compensations. Options| Tally| Coun t| No| IIII III| 8| Reasonable| IIII IIII I| 11| Extreme| IIII I| 6| Unsure| IIII III | 8| Analytical Synopsis: The majority (34%) of respondents have said the favoritism tendency among same level employees is in a reasonable extent, while 24% have said there was no favoritism tendency. Also, another 24% is unsure about the idea of favoritism in their respective organizations, whereas 18 percent of surveyed people have said there to be an extreme level of favoritism tendency, which could just be some hoax. Options| Tally| Count| Great| IIII IIII I| 11| Average| IIII IIII III| 13| Indifferent| III| 3| Not much| IIII I| 6| Analytical Synopsis: Most of the surveyed respondents (33+40=73%) have replied in positive way saying there’s great / average opportunity to learn or grow in their organizations, whereas the other 27 percent would like to disagree saying there may not be as much opportunity out there for them. It could be that those employees are just bored at work because of having to do the same kind of work over and over again. Options| Tally| Count| Over the top| IIII | 5| Pretty much| IIII IIII IIII IIII II| 22| Indifferent| IIII | 5| It doesn’t| I| 1| Analytical Synopsis: Majority (67+15=82%) having responded in a positive way, arranges this scenario that the job is completely secured up to their expectation, even 15% among them thinks that it’s even better than their expectation. Another 15 percent of people think that their job security could be better, and are not really much impressed with their job security. Rest 3 percent responded plain negatively. Options| Tally| Count| Over the top| IIII IIII IIII I| 16| Pretty much| IIII IIII IIII| 15| It’s not| II| 2| Analytical Synopsis: From the statistic, we can tell the HR Departments of Telecommunication sector doesn’t hold back employees from having the chance to relax and let the stress wear off as, 49+45 = 94 percent of statistical population have responded positively, while 6 percent of the employees are probably for some reason left out, maybe for some biasness or whatsoever. Options| Tally| Count| Always| IIII IIII IIII II| 17| Sometimes| IIII IIII| 10| Rarely| IIII I| 6| Not at all| | 0| Analytical Synopsis: Since there’s 0 percent rate of â€Å"not at all† being reached out to when necessary, there is definitely a lot of support from the authority to their subordinates there, and there’s only 18% of employees have said the authority hears them out, it could possibly be for the reason of too much stuff on going for them, having to plan and implement bigger things. Majority being 52 percent, always having good communication with the authority and 30 percent only reaches them when they have issues in their hands. Options| Tally| Count| People that added extra comments| IIII IIII I| 11| People that didn’t add extra comments| IIII IIII IIII IIII II| 22| Analytical Synopsis: As one third of the statistical population made comments, mostly positive and a few about problems and suggestions, we might infer that the one third of the population are intellectual, and the majority two third of the statistical population not saying anything to the comment, could either mean that they’re most the time dedicated to their work, or the organization’s HR Policy isn’t giving them enough freedom to speak out, for which reason they are too timid to speak out. Review of the report and recommendations From the above graphical and statistical analysis, we can get a rough picture of the human resource practices in those telecommunication related organizations. The dimensional analysis puts up the following picture up in my mind. Employees are more relaxed than stressed every day, and the source of the stress is hardly work life, which is a success for HR department. Even with that, HR department may take a lot of stress reducing procedures to help ease the stress level and keep the employees keen on their work. The organizations also have good recruitment system, gathering enough skilled recruits to cover all the work as per organizational needs. There might be a little biasness in the selection process and promotion strategy, but it isn’t as bad as in other sectors, as it’s not affecting other employees’ mindset, also because even the worst recruit is skilled there. There’s also enough technical support because the organization wants their employees not to face any kind of frustration not being supported by any way. Authority is very confident about the HR policy being decent, while most of the employees are even aware of it. There’s good employee-to-employee, employee-to-authority, authority-to-employee communication, and most of them have strong interpersonal relationship, and even the acquaintances are friendly there, having affect on the motivation level, uprising it by a sky high level. There’s pretty much a good level on equity among the employees, there could be exception in some cases but still the rate would be very low. The organization sometimes might push the employee too much to achieve their monthly targets, but most the time the pressure level is reasonable for saying. The training process is quite good and effective but a few employees aren’t taken on any training program, whereas the employees are somewhat happy with their performance appraisal method. The compensation received is pretty much more than good for the employees, even with this highly priced lifestyle in Dhaka. Favoritism tendency is also in reasonable extent, which is not a big problem as all of them are getting the same chance to learn and grow from working in the organization. The employees are very happy with their job security also. Human Resource Department might be too tight on them sometimes when they’re speaking out, for that they fear to speak out about the organization most the times. I think the HR department and the organization could use some improvement to make the employee satisfaction level even higher to make the most out of them. Recruits shouldn’t be selected at all in bias conditions. * Promotion strategy needs improvising. * Hear out the employees more often. * Arrange more training for employees to make sure none’s left out. * Increase the compensation of underrated employees. * Less pressure on employees, as pressure might cause stress, which isn’t good. * Appraise performance in more ways. * Take more steps to reduce stress. * Let not the employees fear you, causing them to sit shut still. * Allow employees to speak out. I would rate the telecommunication sector as followings: HR Policy| | Recruitment Policy| | Selection Process| | Communication| | Chance to grow and learn| | Compensation and benefit| | Job Security| | Freedom| | Support| | Overall| | Comment From the data, we can say that most of the employees are pretty much satisfied with their HR policies and they are happy to work with the organization in both Grameenphone and Banglalink. Yes, they would need some improvement, but who doesn’t? There’s always room for improvement no matter how good you are. In other words, the telecommunication sector has one of the best human resource management system comparative to other sectors of Bangladesh. Conclusion In the end, we can say that negative practice in HR in telecommunication is in very low rate, keeping their employees satisfied with adequate compensation and facilities that they expect. If this situation keeps up, we expect the best for the telecommunication business in the future. Appendix * Grameenphone Ltd. * Banglalink Telecom Ltd. * The Internet * Personal References How to cite Negative Human Resource Practice: Telecommunication in Bangladesh, Essay examples

AMPHITRYON Essay Example For Students

AMPHITRYON Essay A monologue from the play by Moliere NOTE: This monologue is reprinted from The Dramatic Works of Moliere, Vol. II. Ed. Charles Heron Wall. London: George Bell Sons, 1898. SOSIA: Who goes there? My fear increases every minute! Gentlemen, you see in me a friend of the whole world. Ah! what boldness in me to walk about at this time of the night! My master, all covered with glory as he is, plays me here but a wretched trick. What! if he had any regard for his neighbor, would he have made me set out on such a dark night as this, and would he not have waited till daybreak, before sending me to announce his return and the particulars of his victory? Ah! Sosia, to what slavery are not your days given up! How much harder is our life with the great than with humbler folk! Everything in nature must be sacrificed to them; day and night, through hail, wind, heat, cold, and danger, at any time and in all kinds of weather, we must fly at their bidding. Twenty years of most devoted service fail to obtain for us the slightest privilege, and at the first whim their wrath comes down upon us. Yet we are so infatuated that we cling to the false honour of belonging to the m, and try to feed on the thought, entertained by people about us, that we are happy to bear such chains. In vain does reason call us to retire; in vain, in our vexation, do we at times consent to listen to it; their presence has too great an ascendency over our zeal, and the small favour of a kind look fastens our chain anew. But in spite of the darkness, I see our house at last, and my fear is vanishing. I ought to have some ready speech for my embassy. I owe to Alcmena a military sketch of the great fight which drove our enemies away? But how shall I do it, considering that I was not there? Never mind, let us speak of cut and thrust like an ocular witness. How many people describe battles from which they have kept at a safe distance! To play my part properly, I must just rehearse it a little. Here is the room where I am brought as messenger, and this lantern is Alcmena to whom I have to address myself. Madam, Amphitryon my master and your consort, (good! a fine beginning!) who se mind is always dwelling on your charms, has selected me from amongst all others, to inform you of the success of our arms, and of the longing he has to be near you. Ah! truly, my good Sosia, I am delighted to see you again. Madam, you do me too much honour, and men will envy my destiny. (Well answered!) How fares Amphitryon? Madam, like a man of courage in all engagements where glory calls him. (Very well! a fine thought!) When will he make my heart happy by his dear return? As soon as he can, madam; but much later than his heart wishes. (Ah!) But in what state has war left him? What does he say? What does he do? Satisfy my heart a little. He says less than he does, madam, and makes the enemy tremble. (Dear me! where does my mind find all these pretty sayings!) What are the rebels doing? Tell me what has befallen them? They could not resist our shock, madam: we have cut them all to pieces; put Pteralas, their chief, to death; taken Telebos by storm; and already the whol e port rings with the news of our valiant deeds. Ah! what success! O gods, who would ever have believed it? Tell me, Sosia, how it all happened. Willingly, madam; for without boasting I can speak with knowledge of this victory. Fancy then that Telebos, madam, is on this side ; it is a town really almost as big as Thebes. The river is so to speak there, and here are our people encamped; and that place yonder our enemies occupied. Their infantry was upon an eminence there, and yonder on the right was their cavalry. Prayers were offered to the gods, orders were passed, the signal given. The enemy, thinking to put us to rout, formed their horse into three platoons; but their courage was soon subdued. You shall see why. Here is our vanguard quite ready for the fight. There the archers of Creon, our king, and here is the body of the army which, first . Wait, the body of the army is frightened; I believe I hear some noise. .u38bbc077802cd6966ee47fc08baff545 , .u38bbc077802cd6966ee47fc08baff545 .postImageUrl , .u38bbc077802cd6966ee47fc08baff545 .centered-text-area { min-height: 80px; position: relative; } .u38bbc077802cd6966ee47fc08baff545 , .u38bbc077802cd6966ee47fc08baff545:hover , .u38bbc077802cd6966ee47fc08baff545:visited , .u38bbc077802cd6966ee47fc08baff545:active { border:0!important; } .u38bbc077802cd6966ee47fc08baff545 .clearfix:after { content: ""; display: table; clear: both; } .u38bbc077802cd6966ee47fc08baff545 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u38bbc077802cd6966ee47fc08baff545:active , .u38bbc077802cd6966ee47fc08baff545:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u38bbc077802cd6966ee47fc08baff545 .centered-text-area { width: 100%; position: relative ; } .u38bbc077802cd6966ee47fc08baff545 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u38bbc077802cd6966ee47fc08baff545 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u38bbc077802cd6966ee47fc08baff545 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u38bbc077802cd6966ee47fc08baff545:hover .ctaButton { background-color: #34495E!important; } .u38bbc077802cd6966ee47fc08baff545 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u38bbc077802cd6966ee47fc08baff545 .u38bbc077802cd6966ee47fc08baff545-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u38bbc077802cd6966ee47fc08baff545:after { content: ""; display: block; clear: both; } READ: RICHARD III - A monologue from the play by William Shakespeare Essay

Hrm Case 3 Essay Example

Hrm Case 3 Essay HRM Incident 3: The Controversial Job David Rhine, compensation manager for Farrington Lingerie Company, was generally relaxed and good-natured. Although he was a no-nonsense, competent executive, David was one of the most popular managers in the company. This Friday morning, however, David was not his usual self. As chairperson of the company’s job evaluation committee, he had called a late morning meeting at which several jobs were to be considered for reevaluation. The jobs had already been rated and assigned to pay grade 3. But the office manager, Ben Butler, was upset that one was not rated higher. To press the issue, Ben had taken his case to two executives who were also members of the job evaluation committee. The two executives (production manager Bill Nelson and general marketing manager Betty Anderson) then requested that the job ratings be reviewed. Bill and Betty supported Ben’s side of the dispute, and David was not looking forward to the confrontation that was almost certain to occur. The controversial job was that of receptionist. Only one receptionist position existed in the company, and Marianne Sanders held it. Marianne had been with the firm 12 years—longer than any of the committee members. We will write a custom essay sample on Hrm Case 3 specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Hrm Case 3 specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Hrm Case 3 specifically for you FOR ONLY $16.38 $13.9/page Hire Writer She was extremely efficient, and virtually all the executives in the company, including the president, had noticed and commented on her outstanding work. Bill Nelson and Betty Anderson were particularly pleased with Marianne because of the cordial manner in which she greeted and accommodated Farrington’s customers and vendors, who frequently visited the plant. They felt that Marianne projected a positive image of the company. When the meeting began, David said, â€Å"Good morning. I know that you’re busy, so let’s get the show on the road. We have several jobs to evaluate this morning and I suggest we begin Before he could finish his sentence, Bill interrupted, â€Å"I suggest we start with Marianne. † Betty nodded in agreement. When David regained his composure, he quietly but firmly asserted, â€Å"Bill, we are not here today to evaluate Marianne. Her supervisor does that at performance appraisal time. We’re meeting to evaluate jobs based on job content. In order to do this fairly, with regard to other jobs in the company, we must leave personalities out of our evaluation. † David then proceeded to pass out copies of the receptionist job description to Bill and Betty, who were obviously very irritated. See questions below. ob can be reclassified / re-evaluated if the duties or responsibilities of an employee have significantly changed or expanded over time, and the expanded duties have remained in place for at least six months. In these cases, the same review criteria are used as with new positions. Based on the rating system, the employee may be moved to a higher pay band, and may receive retroactive pay. QUESTIONS 1. Do you feel that David was justified in insisting that the job, not the person, be evaluated? Discuss. Job evaluation is a technique used to determine the value of each job in relation to all jobs within the organization. The job evaluation and the employee evaluation are based on two entirely different scales. The job evaluation clearly identifies and describes the task, creates the basis for the job description and relates to the tasks involved with the position itself The basic purpose of job evaluation is to eliminate pay inequities which may exist because of illogical pay structures, such as might develop over time if care is not taken in how compensation is determined. Job evaluation programs are generally administered by the human resource department and are usually conducted by a committee. The jobs people have are major determinants of the amount of financial compensation they will receive, and organizations pay for the value attached to certain duties, responsibilities, and other job-related factors, such as working conditions. The relative worth of jobs is usually determined through a combination of job analysis, job descriptions, and job evaluation. The employee evaluation measures the employees overall performance of their tasks as it relates to the overall success of the company. David was asked to evaluate the job for compensation purposes, which involves the job function, not the person who is performing the job. I do feel that David was justified in insisting that the job, not the person be evaluated. 2. Do you believe that there is a maximum rate of pay for every job in an organization, regardless of how well the job is being performed? Justify your position. Employers use pay scales to calculate salaries. The rate range for a job grade consists of a minimum, midpoint, and maximum rate of pay unrelatedly to how well a job is performed. Many employers use a system job evaluation tool to rank jobs based on skill, education, experience, and duties to assess the job description. There should be a maximum rate of pay, which should be based on the individual’s job performance. The starting rate and maximum rates should be the same for all employees in the same position but, their individual rates may be different depending on their performance. However, once an employee has reached the maximum rate of pay for the position the employee should not receive any more pay raises. A job should have its maximum pay rate depending on many factors. In most cases jobs that do not require high level of education are the jobs that do not lead to a life long career. In this case, there is a limit of value that a receptionist like Beth could bring to the company. It wouldn’t make much financial sense to pay a receptionist equal to an operations manager. Even in this example where the receptionist has elevated value due to her interpersonal skills, ultimately she does not provide attainable financial betterment to the company outside of her job description. Therefore, the employee should be paid based on their quantified value as an asset to the company; and a job should have a maximum rate of pay.

Cosmetic Surgery essay Essays

Cosmetic Surgery essay Essays Cosmetic Surgery essay Paper Cosmetic Surgery essay Paper Cosmetic Surgery Did you know that the number of parents giving their eighteen year old graduate girls breast implants has recently tripled? One out of fifty- seven thousand cases of cosmetic surgeries end in death. Those deaths are either due to blood clots, anesthesia complications, seizures, heart attacks, or high fever. Despite the risks, Cosmetic Surgery is on the rise among men and women. Cosmetic Surgery was once viewed as a taboo subject. Mainly it was only the wealthy that could afford the surgery and it was not discussed or announced they had any work done. Today, Cosmetic Surgery has become one of the most popular trends in America. Surgery has also become more affordable for everyone. There is no question that celebrities have also played a huge role in the trend.   Whether you are watching television or reading a magazine, you are very likely to hear or read something about Cosmetic Surgery. The past few years, there have been several shows about the subject such as â€Å"Extreme Makeover†, and â€Å"Dr. 90210†. MTV has also started targeting young adults with shows such as â€Å"I Want a Famous Face†. Such shows have contributed too much of the popularity, increasing the number of surgeries performed. Cosmetic Surgery first began in the eighth century by physicians in ancient India. They were using skin grafts for reconstructive surgery. It was also common for them to perform rhinoplasty, due to barbaric rituals of cutting off noses and upper lips of one’s enemies. (Wikipedia, 2008). The United States first plastic surgeon was Dr. John Peter Mettauer born in Virginia in 1787. He performed the first cleft palate operation with tools he had designed himself. Dr. Mettauer studied medicine in Philadelphia. He also founded a private medical school, which became the first medical department. (American Society of Plastic Surgeons) During World War II, the severities of the soldier’s injuries gave surgeons the chance to practice their skill. Some of the injuries were shattered jaws, blown off noses and severe head wounds. Soon after, some surgeons were sent to Third World countries to teach other physicians the techniques to help give their citizens a better way of life. In the 1940’s, the American Society of Plastic Surgery was born. This organization was designed to give memberships to surgeons specializing in the Cosmetic Surgery field. To become a member, the surgeons had to pass an exam in order to qualify and earn the right to call themselves Plastic Surgeons. Currently, in order to become a member, a surgeon must earn a Board Certification by earning a degree from an accredited medical school, complete three years of surgical surgery, three years of supervised residency in plastic surgery, have at least two years of professional practice and must pass a written and oral exam. (Becoming Board Certified, www.newimage.com). Modern technology has made it easier to find a Board Certified Surgeon. The internet is a great source in finding a surgeon that fits your needs and criteria. A good rule of thumb when researching a surgeon is to find one that specializes in your type of surgery. It is also a good idea to make sure the anesthesiologist is also certified. (American Board of Anesthesiology, www.newimage.com) Recently, a famous rapper lost his mother due to complications after liposuction. The surgeon who performed the operation was not Board Certified. It is up to the patient to do their research when locating a surgeon. There are many reasons why people seek Cosmetic Surgery. Most of the time vanity contributes an important part. â€Å" A misconception some patients have is that a surgeon can make a specific feature to the exact specifications of the patient.† (McCurdy, 1981) Surgeons use a screening process to ensure the potential patient’s motive is valid and realistic. The cosmetic defect must be obvious to the surgeon. Not all patients are accepted for surgery. Those with potential psychological problems will be recommended an evaluation with a psychologist before the surgeon will accept the patient. People that are physically unhealthy, such as having diabetes, heart disease, high cholesterol or malnourished are considered high risk and are not considered good candidates. Also, being overweight puts added stress on your heart during the operation.   A person that smokes and wants to have surgery must quit and be smoke free for two weeks before and after surgery. This is so that the patient can heal properly. Smokers also have a greater chance of having infections and anesthesia complications. It is advised to talk openly with your surgeon about any health conditions or concerns a patient has so that they can better explain the risks and complications that can occur. There are many options when it comes to types of surgical cosmetic procedures a person can have performed. Body Contouring, Breast Surgery and Facial Surgery are to name a few. There are also non surgical cosmetic procedures that are very popular such as Botox, Laser Hair removal and Laser Skin Resurfacing. According to the American Society for Aesthetic Plastic Surgeons, Surgeries performed in 2007, were mainly women with a ninety one percentile. Men had the other nine percent. The top surgical procedure performed on women was breast augmentation, coming in a close second was liposuction. The top non surgical procedure was Botox. For men, the top surgical procedure was liposuction with eye lid surgery being second. Their top choice for non surgical procedures was Botox with Laser Hair removal second. (Plastic Surgery Research, www.plasticsurgeryresearch.com) The combined, surgical and non surgical procedures performed in 2007, for men and women in the United States were nearly 11.7 million people. American Society for Aesthetic Cosmetic Surgery has reported an eight percent increase in surgeries performed since January 2000(American Society of Aesthetic Cosmetic Surgery, www.asacs.com) Statistically, there were 347, 524 Breast Surgeries and 301, 882 liposuction procedures performed in The United States in 2007.   Method Participants Apparatus Procedure   Results Discussion References American Board of Anesthesiology. (n.d.). Retrieved July 22, 2008, from aba.com American Society of Aesthetic Cosmetic Surgery. (n.d.). Retrieved June 8, 2008, from asacs.com American Society of Plastic Surgeons. (n.d.). History of Plastic Surgery. Retrieved from asps.com Becoming Board Certified. (n.d.). Retrieved July 22, 2008, from newimage.com McCurdy, j. (1981). The Complete guide to Cosmetic Surgery. New York: Frederick Fell Publisher. Plastic Surgery Research. (n.d.). Retrieved July 22, 2008, from plasticsurgeryresearch.com Wikipedia. {2008}. History of Plastic Surgery.

Employment Law Essay Example | Topics and Well Written Essays - 1000 words

Employment Law - Essay Example 1). The employment issue, which exists, is whether it is right for resumes of unemployed people to be discarded by employers. An operations analyst in the information technology sector is an example of a person who is discriminated by the employment act. According to a recruiter, not working for six months is an obstacle towards finding employment. This ideology seems to have spread to almost all the American employers. Furthermore, the number of Americans who do not have jobs is at 14 million, and finding work is a problem. Some of America’s known Job websites such as Craigslist, CareerBuilder, and Monster.com are not employing the unemployed. This situation has a historical context like that, which took place during the Great Depression. During that time, many workers were left unemployed, and this is due to the crisis. It does not make sense when employers demand that potential recruits be currently employed. There are some people who are fresh out of college and have never worked, yet they have the skills and knowledge. They should be given a chance to prove their capability, and thus, this employment discrimination is problematic (Rampell, 2011. 1). According to a legal view, like race and age there is no protected status in matters related to employment. Experts further believe that there is no discrimination that occurs as a result of this practice. The employment laws, which exist, are not violated in any way. It has emerged that the most vulnerable groups affected by this practice are blacks and elderly people. The latter is according to information provided by Equal Employment Opportunity Commission (EEOC). The latter has not yet decided whether the case on the unemployed is illegal in any way. In fact, they have hearings on this matter, which are taking place at the moment. The unemployed are crossing their fingers, in order for a law to be passed concerning this matter (Livingston et al, 20005. 114). Employment discrimination has become a men ace, and a law has been passed by New Jersey concerning this matter. Other states such as Michigan and New York are considering having such a law. The economy is being affected, as there are no people who are employed to earn revenue for the economy. There will no longer be a scenario where unemployed workers are discouraged from applying due to their unemployment status. The plight of workers is being addressed by the National Employment Law Project (Decker, 2002. 42). It advocates for politicians to find ways to outlaw adverts that discriminate against the unemployed workers. Furthermore, it advocates for the unemployed to obtain benefits, as well as engage in the labor market studies. Almost all professions are involved in this discriminative practice, and including even top American companies. It seems that this matter cannot be solved easily as Congress is not that influential. Companies are the ones who have the upper hand in this matter, since they are the ones who hire indiv iduals. They choose the people they want, and congress cannot interfere. If the matter is taken to court, proving that discrimination occurred will be extremely hard. There is enough evidence to prove that workers who have stayed for long without being employed may not be beneficial to the work place. Some of the reasons why they are unemployed is because they lack competence, and are laid off as there is no work. In some

Drug profile Essay Example | Topics and Well Written Essays - 2000 words

Drug profile - Essay Example Indications: - bronchial asthma (RACGP, 2006; Lullman et al., 2000), - bronchitis (RACGP, 2006) - exercise-related dyspnea (RACGP, 2006) - other breathing problems (RACGP, 2006). - pre-term labour (Morgan et al., 1987). According to the Medical Reference Manual by Adult Retrieval Victoria (2011), Salbutamol (5-10 mg or 8 puffs 10-15 minutely) is one of the standard therapies for refractory asthma. Continuous nebulised Salbutamol is also used for maximum pre-intubation therapy. As well, the Queensland Ambulance Service (2011) lists approved emergency indications as bronchospasm and suspected hyperkalaemia with QRS widening and/or AV dissociation (Medical Director’s Office 2011 p. 69) for adult and paediatric administration (p. 70). Contraindications against paramedic use of salbutamol have been reported to include potential synergism with other sympathomimietics. It should also be used with caution in patients with diabetes, hyperthyroidism, and cerebrovascular disease (Albuter ol 1999, p. 1). List of drug-drug interactions with Salbutamol (Albuterol 2011) Medicine name Strength Atomotexine – may cause CVS effects such as tachycardia and hypertension case reports Digitalis – hypokalemia induced by salbutamol may cause cardiac glycoside toxicity Mechanism already elucidated Diuretics – hypokalemia Steroids – hyperglycemia or hypokalemia Sympathomimetics – additive effects Theophylline – additive effects Xanthine derivatives –hypokalemia Bendrofluazide – augments hypokalemia, cardiac effects, arrhythmia Signal Transduction Mechanisms for ?2 Receptors Figure 1.The messenger system starting with the activation of receptor, which stimulates the G-protein to dissociate into its subunits. The ?-subunit then activates the enzyme converting ATP to cAMP. Figure from Guyton, A. C. and Hall, J. E. 2006. Textbook of Medical Physiology. Philadelphia: Elsevier. Salbutamol is an agonist of the beta 2 adrenergic recep tors found on the smooth muscle lining airways of the lungs (Lullman, 2000). The intracellular components of the receptor are associated with G protein. In turn, G protein has three sub units (alpha sub unit, plus tightly associated beta, and gamma sub units). Upon binding of salbutamol to ?2 receptor, the latter activates the G protein, causing GDP (guanosine 5'-diphosphate) associated with the G protein to be phosphorylated to GTP (guanosine 5'- triphosphate), which initiates detachment of alpha subunit. The alpha subunit binds with adenylyl cyclase, which catalyses the conversion of ATP to cAMP (adenosine 5'-triphosphate to adenosine 3',5'-monophosphate) (Guyton and Hall, 2006). cAMP then inhibits myosin light chain kinase which is responsible for the contraction and hence constriction of bronchial smooth muscle (Klabunde, 2008). The inhibition of myosin light chain kinase promotes the physical relaxation and hence dilation of the smooth muscle lining of the affected airways whic h improves the potential for improved respiration which is key to addressing several pulmonary disorders Evidence of Clinical Effectiveness Despite being the most used ?2-agonist, research on the clinical effectiveness of Salbutamol had contradicting results. In a randomized control trial on salbutamol against preterm labor, 100 women, ages 17-32 years old and between 20-37 weeks pregnant, were recruited.

Assessment of recent developments in financial reporting Essay - 1

Assessment of recent developments in financial reporting - Essay Example 84). This essay focuses on the most recent trends in UK financial reporting standards analysed on the example of the Annual Report of BAA plc for 2004/05. The essay argues that the movement towards convergence with international accounting standards is helpful enough to provide shareholders with more transparent information on companies' performance. Yet, changes that are made have their drawbacks, which are also discussed. Standartisation in accounting becomes of greater importance as business relations continue to stretch over national borders converging into an integrated global international environment. A number of companies operating worldwide increases; therefore it is more effective to prepare one universal report for shareholders of different countries rather than make adjustments along with national accounting regulation policies. It is a global trend with the UK finding itself in the middle of it. "The progress toward attaining a global financial reporting framework has accelerated, and many significant steps have been taken The restructuring program, begun in 2000, is the culmination of a series of movements toward the global convergence of accounting standards" (Casabona and Shoaf 2002, p. 16). .. "The drive for international accounting standards seems out of all proportion to the benefits. Most of the issues are so arcane as to be a million miles from those increasingly rare parts of economy where wealth is actually created" (Hilton 2004, p. 35). Nevertheless the industry (and surely, financial reporting is the one) grows larger and requires additional activities to be implemented by companies guaranteeing their reports will be easily understood throughout the world. For instance, BAA has stated in its annual report 2004/05 the following matters that were changed: - Recognition of the annual valuation surplus on investment properties in the income statement - Recognition in the income statement of fair value gains and losses on derivative financial instruments, subject to hedge accounting - Recognition of derivative financial instruments and related hedge accounting entries in the balance sheet - Separation in the balance sheet of the debt and equity elements of BAA's convertible bonds, and a consequential increased finance cost recorded in the income statement - Recognition of a charge for share-based payments in the income statement - Valuation of the majority of operational land assets on transition and use of this as the deemed cost for future periods, in accordance with the first-time adoption rules of IFRS - Recognition of additional deferred tax liabilities, particularly in relation to temporary differences arising on investment property and operational land revaluations - Recognition in the balance sheet of proposed dividends only when approved - Changes to the format of primary statements. To be more illustrative rather than descriptive the essay goes on

Cultural Distance How Is It Measured Commerce Essay

Cultural Distance How Is It Measured Commerce Essay Culture is a wide concept whose definition may vary depending on the discipline it comes from, and many litterateurs have attempted to give it a precise and unique definition, which could be taken as valid in every field, always in vain. This essay will dwell upon the significant role culture plays in the global market, given that it is a vital element not to be neglected for a successful career when doing business abroad. Academics of various subjects, especially anthropologists, have been wondering about the definition of culture for decades, with the result of conveying plenty of explanations about its core and how it is perceived among populations. As already said, while this notion has been quested and analysed throughout the anthropological field, it had been widely disregarded in other fields (Taras Steel, 2009). The first intellectual who moved his analysis of culture to the market sector was Geerte Hofstede (Taras Steel, 2009). Thus, this articles intention is to focus on a different approach to culture, i.e. how cultural difference is able to affect marketing operations around the globe. Firstly, this text will go through Hofstedes method (1980) and elucidate why, despite being a broadly criticised model, it still remains the most relevant reference work for cross-cultural successive analysis. Secondly, it will compare and contrast the famous concepts of Hofstede, Trompenaars and Hampden Turner and Schwartz Value Inventory. Subsequently, the article will try to give empirical evidence of how culture diversity affects the markets of the whole planet by providing the example of various cultural clashes of a famous American fast food company in three different Asian countries. Hofstedes model: Lots of criticism but still the most used in the world Hofstedes model of cultural dimensions (Hofstede, 1980) was a pioneering method elaborated in order to measure cultural distance. It was developed during the late 70s after an attentive examination of work-related values in the IBM employees in 40 countries (Lee Carter, 2012). As the first model ever created, all subsequent studies relate to it, by evaluating, comparing, analysing and obviously criticising e.g. Hofstedes model of national cultural differences and their consequences: A triumph of faith a failure of analysis (MacSweeny, 2002). Among all those aforementioned relations to the study, criticising is the one which most drew the attention of the people who approached Hofstedes research. Nonetheless, there are also some scholars which take Hofstedes side and question MacSweenys fallacious presuppositions, by thoroughly analysing his work and by pointing out his main misunderstandings; MacSweenys critique lacks consistency in terms of clarification about the paradigm he uses to confute Hosftedes cultural research. (Williamson, 2002). Despite being a source subjected to pure criticism, the work of Geert Hofstede, a Dutch organizational anthropologist, is perhaps the most widely used and accepted approach to cross-cultural analysis (Lee Carter, 2012, p. 130). Hofstedes work is still considered to be the most exhaustive and easy-to-understand study of cultural diversity (Holden, 2003). Culture is a broad concept and its definition may vary depending on the context it is related. In fact, it was argued that conceptualising such a wide topic like culture and apply it to every random context could be considered quite presumptuous, surely awry and as a misguided attempt to measure the unmeasurable (MacIntyre, 1961; Smelser, 1992 cited in MacSweeny 2002, p. 90). As a consequence of what just asserted, Hofstedes research was accused of being carried out only in one field and, besides, in a non-market field in which the test persons of IBM were not examined as consumers, negotiators or market intermediaries (Holden, 2003). Afterwards, because its data collection dates back to the late 70s, it was claimed the impossibility of implementation in a plausible current market scenario. Hence, it was judged as out of date, considering that the society had changed (2003). Furthermore, it is bizarre that the most used investigation related to global marketing operations in the worl d has been written by an anthropologist who has nothing to do with being a real marketer (2003). Although these understandable criticisms, Hofstedeans work Cultures Consequences (1980), cited more than 5000 times, still remains the most accepted and utilised method in the cross-cultural analysis. Hofstedes model in comparison and contrast with Trompenaars and Hampden Turner and Schwartz Value Inventory The data, vital for the elaboration of the model, was collected during a certain laps of time and both Hofstede and Trompenaars and Hampden Turner extrapolated their data from questionnaires distributed among workers, with a tiny difference though: Hosftede opted for employees of a specific company, whereas Trompenaars and Hampden Turner for managers of various organisations (Dahl, 2004). Expanding the research into different companies could have been a notable advantage, because it allowed the study to get different perspectives from the respondents. In terms of question typology, Hofstede, as previous stated, decided to ask people about precise work-related value questions, while Trompenaars and Hampden Turner did not only concentrate on the work situation but on the leisure one as well (2004). In any case, they both questioned their actors about preferred state and behaviours. Unlike the other two researches, Shalom Schwartz with his Schwartz Value Survey (1992) took a differen t questioning approach and asked 60,000 people from 63 countries to appraise 57 values as guiding principles of ones life. (Lee Carter, 2012). Schwartzs method (1992), unlike Hofstede (1980) and Trompenaars and Hampden Turner (1998), gives a different vision by evidently separating the individual-level from the cultural-level analysis and by differentiating value types from value dimensions (Dahl, 2004). As a result, Schwartz method allowed to create a category as a value dimension by take into consideration one of the value type identified by the respondent and its opposite value type. The cultural-level and individual-level analysis are separated and their data cannot be evaluated as a whole, i.e. knowing the actors individual values is not necessary to deduce the culture of each individual (Javidan et al). Hofstede used to call this assumption ecological fallacy (Dahl, 2004). According to MacSweeny (2002), Hofstede did not used to make a differentiation between the meaning of culture at large and national culture. He treated it as a nationally discrete part, core, a nucleus (MacSweeny, 2002, p. 92); in other words, he c onceived it as a shared constituent of culture which is made of other different sub-cultures (MacSweeny, 2002). In order to remark Hofstedes idea that a population within a nation, in a certain way, shares the same culture, MacSweeny gives an explicit example by declaring that Hofstede treats the country Great Britain as a single nation with a unique national culture. Regrettably, it is debated that Scotland, even though being inside Great Britain, does not have the equivalent culture of an English citizen. Unlike the aberrant supposition called ecological assumption, both Hosftede and Trompenaars and Hampden Turner accept the so called onion assumption, which has layers to be peeled off (Dahl, 2004), that explains why knowing values in a culture tell us what actually happens in that culture (Javidan et al, p. 899). Yet, a substantial difference lies in the conception of this onion-like model, i.e. Hofstede conceives it as four layers onion, whereas Trompenaars and Hampden Turner fantasise it as a only two layers onion. Still, in spite of the different cognition of the onion, both Hofstedes and Trompenaars and Hampden Turners methods represent the same concept as Cowley and Hanna (2005) assert: The objective of this unit was to learn to exfoliate the perceptible manifestations of culture (artefacts and products), to peel away the layer of norms and values, to discover the core. The most emblematic diversity from these two models is that Hofstedes study investigates through the values of the respondents, while Trompenaars and Hampden Turner is more focused on their behavioural attitudes both in work and recreation moments (Lee Carter 2012). Another comparison can be made in terms of identification of some given value dimensions. Hofstede identified four (with a later fifth in addition) (Hosftede, 2001?), the Schwartz Value Inventory classified ten value types and four main value dimensions and finally Trompenaars and Hampden Turner categorised ten. All these results can be associated and most of them seen as parallel in concept terms, e.g. Hofstedes Power distance bears a resemblance to Trompenaars and Hampden Turners Achievement vs. ascription (Lee Carter, 2012). In addition, another dimension might be considered almost identical: Communitarism vs. individualism of Trompenaars and Hampden Turner with Individualism vs. collectivism of Hofstede (2012). In his work, Hofstede wanted to create a valid framework which was able to classify and distinguish different cultures, and to be aware of potential cultural collisions within a business environment. Thus, Hofstedes interpretation of culture envisages a tight correlation between an invisible level, values and a visible level in which these values manifest, in other words practices (Javidan et al). Empirical evidence of cultural distance impact on global marketing operations Obviously, cultural distance is an issue that affects large companies which are able to broaden the horizons and look for great fortune abroad. Start setting new investments into a foreign market requires a high volume of money and that is why only great organisations can afford such a treacherous move. Why treacherous? A foreign market can absolutely be as profitable as disadvantageous, depending on how much companies take the cultural factors into account. According to Pankaj Ghemawat, (2001) economist and global strategist at the IESE Business School of Barcelona, graduated at Harvard University, many companies are so attracted by foreign markets that sometimes they underestimate the financial threat they are running into. Following, the article is going to present a clear example of how the Asian culture shaped the business of a worldwide company like McDonalds. It will go through all the changes the company had to make in three different countries: Japan, Hong Kong and China. According to what Harris P. (Managing Cultural Difference, 2002) wrote, there is a big gap between the western culture and the eastern one. Through this table (Figure 1), it is quite self-explanatory in what the main principles differ one from another and what the American fast food company McDonalds had to be aware of when moving its brand to Asia: (Figure 1) When people think about McDonalds, the first word crossing their mind might be standardization. Hofstede (1980) would have thought of organizational culture instead. McDonalds is the emblematic example of a company which aims at keeping the same level of quality, cleanliness, customer service, food taste and value. Its main strengths rely on fast service and standard taste of the food, and these have demonstrated to be very profitable in the western market. Unluckily, Asian people were not used to having lunch or dinner in a dozen of minutes, for this reason McDonalds had to cogitate a strategy to get customers and make profit. Referring to Hofstedes classification of power Distance countries worldwide (geert-hofstede.com), Japan has been rated as one of the countries with the lowest score (55), which means it is less inclined to accept a high organizational culture as McDonalds. Nonetheless, the famous fast food company, thanks to some strategies, managed to succeed and survive the Nippon market. First issue of the organisation was that the Japanese society is famous for eating rice during the day as a filling meal. Because of that, McDonalds introduced new products made of rice in the market, like Chinese fried rice, curried rice with chicken and fried egg burger. Thanks to the lanching of these new products the company managed to be taken into consideration from the Japanese society. Secondly, in Japan, such as in other countries like Italy or Spain, there is an elevated sense of commensality, something which is not included in the McDonalds brand. Notwithstanding, the company had to do something to get around this cultural problem and, as a result, it started furnishing its restaurants with tables and chairs where Japanese could eat and spend some time together as being home. Finally, another problem arose when the Japanese society regarded the typical hamburger as snack and not as a whole meal. McDonalds implemented a good strategy by taking this misleadin g perception and converted it into an advantage to create then a place suited for young people who want to get a fast meal and chill out for a while. (McDonalds in Japan, 2009) The situation slightly changed in the state of Hong Kong. According to Hofstedes chart of Power Distance countries, Hong Kong has been rated a little bit more than Japan (68) which, as a consequence, described this country as more open to a centralized organization as the American McDonalds. In fact, People of Hong Kong were already familiar with a market fast food conception, but despite this, McDonalds was doubtful about spreading its companys values onto this Asian market. McDonalds first step was to leave the sign of the company in its original language without any translation, and in addition the founder of the restaurant in Honk Hong, Daniel Ng, opted for a smart solution which consisted of transliterating the name. Transliteration is a good strategy to avoid a cultural translation issue. It renders the English sound of the word into Chinese characters, without running into the problem of translating the meaning of the word. It would be a tough task to avoid. The strength McDon alds used, relied on not imposing the companys values to the locals, but on shaping its organizational culture in order to get approval from them (McDonalds in Hong Kong, 2009). China, in Hofstedes Power Distance chart (1980), has been rated with a very high score (80), therefore McDonalds problems had got nothing to do with the adaptation of a centralized organizational culture. What happened in Beijing was the emblem of cultural difference a big organisation such as McDonalds must take into account: Despite having accessed the Chinese market, McDonalds was not able to clearly convey the values of its work to the locals, and for this reason could not get rid of the competition. Chinese people, even though were familiar with the fast food chain, did not consider it part of their cuisine culture. After years, they kept seeing it as an American brand in Chinese territory. Hence, this was not an advantage at all. Ideological, political and economic differences were an obstacle for an American brand which was operating in the Chinese market. The resolution to this issue lied on the fact that the organisation had to start blending more with the local culture, avo iding to stress firmly its Americanism. Understood so, McDonalds began to introduce Chinese traditional food in its menu in order to show the Chinese population its inclination to respect and use the territorial food culture. In addition, all the restaurants were decorated with Chinese paper-cuts design. This way, customers commenced to trust the brand and see it from a different perspective. This is the same path KFC had to follow to be a very profitable company in the Chinese market nowadays (KFC and McDonalds a model of blended culture, 2004). Conclusion The aim of this article consisted in giving a brief analysis of the models used in cross-cultural distance in order to provide a general understanding. The essay has taken exactly three methods into consideration: Hofstedes, Trompenaars and Hampden Turner and Schwartz Value Inventory. Their investigation is all about identifying cultural differences among people who live in different part of the globe and the usage it has been done with these methods is the most relevant feature this article wants to point out. Big organisations which operate in different countries have to study and analyse the culture of the place they would like to settle in, because culture is the key to be successful, increasing popularity and cash flows. These companies, such as McDonaldss, make use of the cross-cultural distance methods in order to evaluate all the cultural factors they could be running into and be prepared to overcome them easily with an effective strategy implementation. To sum up, these models are vital for a company which sets its investments outside the borders of its country and

the history of the internet :: essays research papers

Where would we find ourselves without the Web today? It provides us with a vast amount of information and communication. The world is accessible to us with a click of a button. Maps, stocks, chat and news can all be found in a matter of seconds. Things have greatly evolved from the home PC of the 1980’s - Commodore 64’s and IBM 8088’s, and a life of direct dialing into BBSs at all hours of the night. Every small town of the USA has Internet access; the world is interconnected.   Ã‚  Ã‚  Ã‚  Ã‚  Upon dialing into your Internet service and launching your browser, you open up a gateway to a variety of information resources. One resource available to you is the portal, Yahoo!. Found at http://www.yahoo.com, this web site includes a plethora of selections, including chat. There are different ways of communicating with this feature. You may download Yahoo! Messenger, an application that works in conjunction with Yahoo! Chat web page. In chat, you can enter rooms of topics of your interest, such as sports, music, or business and speak with people all over the world. You don’t need to download any web browser plug-ins to access chat. You may still converse with people using the Yahoo! Messenger program.   Ã‚  Ã‚  Ã‚  Ã‚  Yahoo! Messenger is one of many different instant-messaging programs out there. Similar applications such as ICQ or EGN can be used, but they are independent of any web portal, like Yahoo!. There are advantages and disadvantages to each program. No instant messaging service can communicate with any other. You have to have an account with the same service, as who you want to speak with. But incase you don’t know someone on the service, you can make friends by meeting people in chat rooms or random chat, set up by that particular service. Random chat gives you the ability to meet people, by random, based on what their interests are. Once you have acquired people on your contacts/friends lists, with multiple services (i.e.: friends on AOL/IM and friends on ICQ), you may want to look into downloading Universal Messenger. This program combines your lists of people, from the most popular programs you may have. These include ICQ, AOL/IM, Yahoo!, PowWow, and MSN Me ssenger. This saves on memory (RAM), so you don’t have to run each individual program on your home computer. You must know your logins and passwords for each service, when you first set up Universal Messenger.

By What Means Do The Poets in These Five War Poems Convey Their View Of War? Essay

We have studied five poems of that only two poems- â€Å"The Charge of the Light Brigade† and â€Å"Who’s For The Game† are pro-war the other three are anti-war. â€Å"Who’s For the Game† is a poem aimed at all those young men at the time of the First World War to try and get them to enrol in the army. It talks about the war, as a fun game and that you should join with your mates as a bit of a laugh and kill some Germans while you are at it. In the first verse Jessie Pope the poet who wrote the poem compares the war to a game of rugby with lines such as â€Å"who’ll grip and tackle the job unafraid†. This puts the idea in the readers head that only strong tough rugby player will be able to fight for their country and that only the weak men who are scared stay behind while everyone else has the fun and gets praised and cheered. In the second and third verse they use the idea of inspiring guilt in the men into joining the army by saying such things as â€Å"Who’ll give his country a hand† it personifies the country as a human that is in a fight and you are the only person that can help it. It also uses the idea of all your mates going and having all the fun without you and you being left behind. It uses ballad rhythm very well to get the reader to read it in an up beat way like a song or a chant. â€Å"The Charge of the Light Brigade† is also the other pro-war poem. It’s a poem about a cavalry charge in the Crimean war that goes on a suicide charge to their deaths because a mistake was made in the communication between the officers. This poem is all about how the cavalrymen were prepared to charge to their deaths for Britain and because of this they become heroes. It starts with a use of feet in the rhythm it uses anapaestic diameter. This gives the idea of hooves galloping â€Å"Half a league, half a league, half a league onward,† This rhythm is broken in the third line, the poet does this to emphasize the word â€Å"Death† as it is an important word in this poem. In the second verse the poet expresses that the cavalry were oblivious to the situation they would be in soon as they rode into the valley, â€Å"Not tho’ the soldiers knew someone had blundered.† There is a sense of patriotism, as they do not ask why they just do, â€Å"Theirs not to reply, theirs not to reason why Theirs but to do and die,† In the third verse the poet emphasizes the fact that they are trapped by repeating the word cannon to the left to the right and in front of them this works and brings up he idea of despair. It also personifies death as a horrible monster that has big powerful jaws, â€Å"Boldly they rode and well, into the jaws of Death, into the mouth of Hell.† In the fourth verse the poet stresses the fact that even though the cavalry was greatly out numbered they still went in ‘all guns blazing’ as the saying goes, with the sabres in the air fearless. It also talks about the amount of men at the end of each verse it talks of there being six hundred at the start of the poem â€Å"Rode the six hundred† but as we go through the poem the number slowly depletes â€Å"Then they rode back but not the six hundred.† At the end of the poem they tell us to honour them, â€Å"Honour the charge they made! Honour the Light Brigade, Noble six hundred!† The next three poems are all anti-war programs ‘Drummer Hodge’ is a poem written by Thomas Hardy it is a poem about The Boar War were they used to hire under age drummers that were too young to join the army to fight but they used to join so that they could play the drums for the soldiers. In this case there is a young boy that loses his life along with a lot of other boys. â€Å"They throw in Drummer Hodge, to rest uncoffined-just as found† this is the first line in this poem and it uses the word throw to almost mean that he was forced to his death or as the poet puts it â€Å"to rest†. The poet stresses the fact that Drummer Hodge was just a young boy from Wessex that did not know anything about the war and was not involved with the cause of the war yet still has to go and die in it, â€Å"Young Hodge the Drummer never knew- Fresh from his Wessex home- the meaning of the broad Karoo.† The Drummer doesn’t even get any acknowledgement or funeral but is just left to rot without a coffin, underneath the stars. He never even gets taken home but left there in a strange place along way from home. The poet gives us the impression that he is a long way from home by bringing the fact that there are strange stars that he has never seen before, â€Å"Strange stars amid the gloam†¦ And strange-eyed constellations reign†. Also in the last line, â€Å"His stars eternally† this is the poet’s way of saying that even though he didn’t get a funeral and no one even realized he had gone but the stars will always remember him. The next poem is I called ‘Disabled’ and it is written by Wilfred Owen. It is a poem about a man that served in the war that has lost his all his limbs. In the first verse he talks of â€Å"his ghastly grey suite† this is a suite that he would be made to wear it because it has been specially made for him without any limbs. It goes on to say that he hears the boys playing like used to before he became disabled and this saddens him, â€Å"Voices of boys rang saddening like a hymn.† He looks forward to the nurse coming to him and putting him to bed to blot out his sorrow and take him away from this world, â€Å"Till gathering sleep had mothered them from him.† In the second verse he goes back to before the war and talks about how he used to swing and swagger down the street on a Saturday night in the town. Now he knows that he will never be appealing to girls again and now they touch him with no love or care but just purely professionalism and no passion or attachment, â€Å"Girls’ waists are, or how warm their subtle hands; all of them touch him like some queer disease.† He then goes back to talking about when he was before the war and says that he used to have artists wanting to paint him because he had such a good looking face but since the war it is almost as if he has had all the blood drained from his body, when he lost his limbs and all the colour has been lost from his face. All that is left is a pasty white body. â€Å"He’s lost his colour very far from here, Poured it down shell-holes till the veins ran dry†¦ and leap of purple spurted from his thigh.† He carries on talking about how when he used to play football with his mates that he would like a bit of blood on his leg because then it would look like he had played hard, â€Å"One time he liked a blood- smear down his leg, After the matches, carried shoulder high.† He goes on to say how he didn’t even join up to the army for any real reason it was just because he had had too much to drink and he did it to impress the ladies and he wasn’t even old enough. He joined because he thought he would look good in a kilt and would like to pose in front of the ladies. He wanted to join up with his mates and have a laugh with them and bond with them. He talks about when he came back from the war he got a small cheer off some people but not as much as when he scored a goal in football. He feels that he got let down by the country as all that he got back was a small thank you off a priest and some fruit but he gave all his limbs, â€Å"Some cheered him home, but not as crowds cheer Goal. Only a solemn man who brought him fruits.† He reflects on how he must take pity like benefits from the nurses and also and how the girls were the main reason he joined up in the first place but now they look upon him with pity and turn to the other whole men, â€Å"To-night he noticed how the women’s eyes passed from him to the strong men that were whole.† At the end of the poem he can’t wait till the nurses come and put him to bed so he can drift away into his dreams and get out of this world, â€Å"How cold and late it is! Why don’t they come and put him into bed? Why don’t they come?† The last Poem is called ‘The Night Patrol’ and it is written by Arthur Graeme West. It is about a night patrol in the second world war that goes out into ‘no mans land’ to listen to the Germans and see if they are up to anything. In the first verse it is direct speech presumably by an officer telling the soldiers what to do. Once the soldiers get over the top of the trench the poet goes on to explain in detail about what it is like in ‘no-mans land’ the poet gets the point across that this patch of land has not been used for its original use for many years, â€Å"tufts of crackling cornstalks, two years old, No man had reaped,†. The poet also goes into detail about the things that are strewn there from recent attacks, â€Å"Packs, rifles, bayonets, belts and haversacks, shell fragments, and the huge whole forms of shells.† He then goes on talk about the dead laying there and he talks of â€Å"the vile sickly smell of rottenness;â €  which spares no feelings for the senses. There is no dignity for the soldier they even put them in weird positions so that they can guide their way back to their trench. The poet then talks of coming to the next obstacle which happens to be a number of dismembered corpses. This angers the soldiers because it is easy to dodge one dead corpse on your belly but it is harder to dodge lots of pieces of dead corpse, â€Å"All blown to bits, an archipelago of corrupt fragments, vexing to us three.† In the poem the soldiers finally get to the German wire the poet and the poet write of them lying down like the dead listening to the Germans, â€Å"We lay in the shelter of the last dead man , ourselves as dead,†. At the end of the poem they get back to the trench past all the dead corpses â€Å"and through the wire and home, and got our rum,† rum being the reward for doing what they did. Out of all the poems I think Disabled by Wilfred Owen is the most hard-hitting and moving. It talks about touching him like a â€Å"queer disease†. It is similar to ‘Drummer Hodge’ as it stresses the fact that there is no reason for these wars and these innocent lives to go to waste. I think ‘The Charge of the Light Brigade’ and ‘The Night Patrol’ are also similar as they both tell a story about a group of soldiers. Even though one of them is anti-war and the other one is pro-war. I think that ‘Who’s for the Game’ is on its own because it is written by a woman that has no experiences of war like the other poets.

Business Gravitas and Language

Business Gravitas and Language Business Gravitas and Language Business Gravitas and Language By Maeve Maddox Tech columnist Rob Walker questions whether anyone still has gravitas in the Internet Era. gravitas (noun): high seriousness, as in a person’s bearing or the treatment of a subject; seriousness of conduct, bearing, speech, temperament, etc. According to Walker, â€Å"if you want to be taken seriously in our post-gravitas culture, you must demonstrate that you do not take yourself too seriously.† Walker makes his case for the disdain of gravitas in the entertainment media (and that includes much of what is called â€Å"news coverage†), but the pride in ignorance and love of vulgarity that dominates the popular media does not seem to apply in corporate America. The Web teems with consultants and business coaches who list gravitas as a characteristic of â€Å"executive presence,† an elusive quality that leads to promotion and is required in positions of leadership. According to an article at Forbes, the gravitas associated with executive presence comprises â€Å"confidence, poise under pressure and decisiveness.† Closely associated with this quality are speaking and writing skills. Executives who possess gravitas: do not sprinkle their speech with vulgarities. do not mumble, but enunciate their words and pronounce them conventionally. do not let their voices rise at the end of sentences that are not questions. On the other hand, they do: avoid nonstandard usage that would make them sound uneducated. speak in a pleasant rhythm and modulate their voices to avoid shrillness or nasality. express themselves coherently and grammatically, even in email. Kyle Wiens, CEO of iFixit, and founder of Dozuki, believes that carelessness with language is symptomatic of carelessness in other areas: Grammar signifies more than just a person’s ability to remember high school English. I’ve found that people who make fewer mistakes on a grammar test also make fewer mistakes when they are doing something completely unrelated to writing - like stocking shelves or labeling parts. His policy of refusing to hire anyone who cannot pass a grammar test has stirred heated controversy. His critics feel that mastery of one’s native language should apply only to employees involved directly with written communication. For example, contrary to Wiens, writer John McWhorter would require the ability to tell the difference between â€Å"your† and â€Å"you’re† only of those whose jobs require â€Å"taking dictation, writing technical directions and blog entries, teaching school, etc.† McWhorter even suggests that people who don’t demonstrate mastery of standard usage are not necessarily lazy, but are â€Å"more likely† victims of ineffective public education. Whatever the cause, a large segment of the American workforce lacks basic writing skills. A survey of 120 American corporations conducted by the National Commission on Writing, a panel established by the College Board, concluded that a third of employees in these companies wrote poorly enough to require in-house remediation costing as much as $3.1 billion annually. The tragedy of all this waste is that CEOs are not looking for people who can write like prize-winning novelists. All they want are people who can speak and write clearly enough to get their point across in a standard form of basic English skills that can be mastered by eighth-graders. TV shows and car ads may get laughs by poking fun at gravitas, but speakers who want to get ahead in the business world will master a form of standard English and know when to use it. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Business Writing category, check our popular posts, or choose a related post below:Possessive of Proper Names Ending in SDoes "Mr" Take a Period?10 Writing Exercises to Tighten Your Writing