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. What started out with family games like Super Mario and Donkey Kong that involved maneuvering over obstacles, evolved into violent games such as Call of Duty, and Grand Theft Auto which requiredRead MoreThe Effects of Video Games on Children1288 Words   |  6 PagesThe Effects of Video Games on Children Technology today has progressed rapidly from generation to generation. Children and young adults are both into video games and the latest gadgets out there. Video games have been available to customers for the last 30 years. They are a unique way to entertain individuals because they encourage players to become a part of the games script. Victor Strasburger an author of â€Å"Children, Adolescents, and the media† stated â€Å"The rising popularity of video games hasRead MoreViolent Video Games Effect People1720 Words   |  7 PagesVideo games are almost always present in any house that is home to an adolescent child. While video games are popular among people of all ages, adolescent children are usually the most involved. An article was developed by three members of the Psychopathology department at a university in the Netherlands. While addressing the use of video games the statement was made that â€Å"Today, in the United States, 91% of children between the ages of 2 and 17 play video games†(Granic, Lobel, Engels). ChildrenRead MoreThe Effects Of Violent Video Games On Children Essay1670 Words   |  7 Pagesadamant about their teenagers refraining from playing violent video games. Specifically, parents worry about their children playing mature-rated video games that feature blood, gore, vulgar language, use of drugs, and intense violence. Quite a few of these parents believe that their children can be heavily influenced by these brutal video games, which will in turn raise their teenagers to become violent, aggressive, and criminal minded individuals. In hindsight, these parents have good reason to protectRead MoreThe Impact Of Video Games On Children1594 Words   |  7 PagesTylor Staffileno 12 April 2017 The Impact of Video Games on Children Introduction â€Å"Video games are bad for you, that’s what they said about rock-n-roll† (Shigeru Miyamoto). Video gaming is regarded as a ubiquitous part of children and adolescents’ life. Children who are daily involved in this activity in the US account for 97% of their total. Additionally, for those at an average of 8-13 years old, approximately, 8.5% of them are addicted to playing video games. Moreover, children at the age of 13-18Read MoreThe Effects Of Video Games On Children1034 Words   |  5 Pagesenjoy video games in their leisure time and even prefer them to studying that, in its turn, can contribute to their poor performance in the class. These days, video games have become an issue that has brought concern to many people from parents to scholars about their potential effect on the future of children through influencing their conduct. They feel that the violent behavior or any other negative consequence can occur as an undesirable result of letting their childr en utilize these games to spendRead MoreThe Impact of Technology1443 Words   |  6 PagesTechnology, mainly computers and video games, have made a vast difference in our society. Many years ago there were not very many forms of technology that existed. People often used type writers, went, dancing, did puzzle, and played board games for entertainment. Nowadays, the use of computers has become extremely popular. If an individual is not using a computer for some form on entertainment, they are most likely using it for something along the lines of school or work. 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. The level of influence a game has on a person, depends on their mental state, and their perception of reality; however, it still can also have a positive effect on these individuals. To people that know the difference between pixels on a screen and actualRead MoreVideo Games And Its Effects1074 Words   |  5 PagesVideo games have some adverse effects, but they are also valuable learning tools. Research about the role of video games as instruments of higher education is inadequate. The data is also limited by the lack of long-term studies and inconsistent findings. Anyone that has not participated in the activity of playing video games may look down on those that do, because it is not seen generally as a productive use of one’s own time. If playing video games were to be compa red to other activities that are

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