Selection of Sales Force Essay Example

Selection of Sales Force Essay The sales force is solely responsible for building the bottom line of an organization. It is the only department that brings in revenues amp; hence must be given due importance in the organizational structure. Selection of the sales force must be a careful process that ensures that top quality salesmen, who will exhibit motivation, a strong orientation towards results amp; loyalty to the company. Selection is the process of discovering the qualifications amp; characteristics of the job applicant in order to establish their likely suitability for the job position. A good selection requires a methodical approach to the problem of finding the best matched person for the job. The recruitment process consists of multiple phases. Sorting of Applicants: The available database of applicant resumes, which could be obtained through advertisements, referrals, open applications must initially be screened for the basic job requirements. The criteria for the job requirements could be based on the degree of experience, required technical knowledge, educational qualifications and capabilities that would be demanded by the job. This phase of the screening would be one of basic pattern matching of the requirements of the job with the available resume database. Interviews: The interviews could be conducted in phases as a preliminary amp; final interview, technical amp; HR interview or as a single interview to gauge all required skills of the applicant. Various types of interviews are available to gauge various skills of the applicant. The most common types of interview methods used are: * Behavioural Interviews * Situational Interviews * Patterned Interviews Behavioural Interviews: We will write a custom essay sample on Selection of Sales Force specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Selection of Sales Force specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Selection of Sales Force specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Questions ask applicants for specific examples from their past experiences of specific job-related issues Commonly used question format: â€Å"Tell me about a time when †¦. † Examples: For a sales position: â€Å"Tell me about your most difficult recent sale. What did you do? What happened? † If team leadership is essential to the job: â€Å"Tell me about a time when you were the leader of a team. What did you do? What happened? † If providing effective performance feedback is essential to the job: â€Å"Tell me about a time when you had to talk with a person about their poor performance. What did you do? What happened? † Each question has a scoring system to rate the applicant’s answers on numerical rating scales Use rubrics: For each question, write an example of what would be the: Best answer (e. g. , best answer = 5 points) Good answer (e. g. , good answer = 3 points) Bad answer (e. g. , bad answer = 1 point) To improve validity, use a panel of interviewers to evaluate each applicant’s interview Validity: good to great; this is usually our best choice of interview formats Situational Interviews 3 types of questions: Hypothetical: questions that describe a situation and ask what the applicant would do in that situation * Job-Knowledge: questions that ask applicants to define job-related terms, or explain a procedure, or demonstrate a skill * Job Requirements: questions that ask applicants about their willingness to comply with job requirements (e. g. , travel, shift-work, etc. ) Each question has a scoring system to rate the applicant’s a nswers on numerical rating scales To improve validity, use a panel of interviewers to evaluate each applicant’s interview Validity: Good Patterned Interview: Ask about education, work experiences, career goals, etc. Example questions: * Why did you pick your major? * What are your strengths and weaknesses? * What do you plan on doing 5 years from now? * Validity: moderate Having an interview â€Å"script† helps validity. Every applicant gets exactly the same questions. But the typical questions may not be all that helpful. What’s a good answer to â€Å"Why did you pick your major? † Psychological Selection Method A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: * Extroversion * Emotional stability * Agreeableness * Conscientiousness * Openness to experience Types of Psychological Tests * Aptitude tests : It refers to potentiality that a person has to profit from certain kind of training. * Achievement tests: It helps to measure the proficiency that a person has been able to achieve. Intelligence tests : It attempts to measure the intelligence—that is, basic ability to understand the world around you, assimilate its functioning, and apply this knowledge to enhance the quality of your life. Personality Inventories Myers-Briggs Type Indicator (MBTI) Validity: poor for selection purposes Might be okay, if carefully used, to help a team work better together Many psychologists who study personality today prefer a different measure of personali ty than the MBTI: * Big 5 Dimensions of Personality The Big 5 Personality Dimensions: â€Å"OCEAN† * Openness: curious, imaginative, variety of experiences * Conscientiousness: prudent, organized, thoughtful * Extraversion: sociable, outgoing * Agreeableness: cooperative, sympathetic, kind * Neuroticism: easy to anger, anxiety, depression Sometimes reverse-scored to get opposite of neuroticism: Adjustment: stable, calm, stress-tolerant Minnesota Multiphasic Personality Inventory (MMPI) The test is designed to diagnose mental health issues. MMPI-2 has almost 600 questions (true/false/can’t say) Dimensions (scales) include: Hypochondriasis, Depression, Hysteria, Psychopathic Deviate, Masculinity-Femininity, Paranoia, Psychasthenia, Schizophrenia, Hypomania, amp; Social Introversion It might be controversial to use for selection purposes. Validity for selection purposes is hard to summarize Cognitive Ability Tests might also be conducted to judge the mental ability, agility of the candidate as required by the Job Description. Medical Examinations, Work Sample Tests, Trainability tests might also be used to assess an applicant as per the requirements of the Job. Reference Checks: We should always carefully check the references of the finalists for the job before making a job offer. We could include the applicant’s former supervisors as references. But, some managers are reluctant to provide negative information about a former employee in a reference check They may only want to provide limited information such as the dates of employment and job title of the former employee. Sales Force Selection through Internal Sources Recruitment may be conducted internally through the promotion and transfer of existing personnel or through referrals, by current staff members, of friends and family members. Job posting refers to the practice of publicising an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, such as criteria of knowledge, qualification, skill and experience. The purpose of posting vacancies is to bring to the attention of all interested persons (inside or out of the organisation) the jobs that are to be filled. Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of recruiting. Advantages of internal sales force selection * The ability of the recruit is known so it is easy to assess potential for the next level. * â€Å"Insiders† know the organisation, its strengths and weaknesses, its culture and,most of all, its people * Internal recruitment is cheaper and quicker than advertising in various media and interviewing â€Å"outsiders† * Time spent in training and socialisation is also reduced. Disadvantages Difficult to find the â€Å"right† candidate within and the organisation may settle for an employee who possesses a less than ideal mix of competencies * Infighting, inbreeding, and a shortage of varied perspectives and interests may reduce organisational flexibility and growth, and resistance to change by those who have an interest in maintaining the status quo may present long term problems. * In times of rapid growth and during transit ions, the organisation may promote from within into managerial positions, regardless of the qualifications of incumbents. Selection from External Sources Internal recruitment does not always produce the number or quality of personnel needed. In such an instance, the organisation needs to recruit from external sources. This can be through encouraging walk-in applicants; advertising vacancies in newspapers, magazines and journals, and the visual and/or audio media; using employment agencies to â€Å"head hunt†; advertising on-line via the Internet; or through job fairs and the use of college recruitment. These methods have traditionally included newspaper/magazine/journal advertising, the use of employment agencies and executive search firms, and college recruitment. More often job/career fairs and e-Recruiting are reaching the job seeker market. Online Applications / Recruiting on the Internet Using the Internet is faster and cheaper than many traditional methods of recruiting. Jobs can be posted on Internet sites for a modest amount (less than in the print media), remain there for periods of thirty or sixty days or more at no additional cost and are available twenty-four hours a day. Candidates can view detailed information about the job and the organisation and then respond electronically. e-Recruiting Companies sometimes use specialised Job Sites that cater to specific industries. They could also enhance the Corporate Web Site as a tool to encourage potential job seekers to become interested in joining the company. Use of valid Search Engines helps sort candidates effectively, but will not discriminate against any persons or groups Another effective technique could be to create attention-grabbing newspaper advertisements that prompt people to visit the company’s website. They will then see all vacancies that are advertised; and encourage employees to e-mail job advertisements to friends. Job Fairs: The concept of a job fair is to bring those interested in finding a job into those companies who are searching for applicants. They are considered one of the most effective ways for job seekers to land jobs. Job fairs are open for a at which employers can exhibit the best their companies have to offer so that job seekers can make informed choices. Job Analysis of Various Companies LG India Tata Tele Services Google Area: Advertising Sales At Google, we organize ourselves and change around our users and customers. Googles Advertising Sales team embodies that pursuit: We are devoted to finding relevant solutions that meet our clients changing advertising needs. In that regard, Advertising Sales does more than simply make money for our company. Our efforts focus on ways that Google technology can and does enable the worlds largest advertisers to enjoy immediate and accountable communication with the consumer. Advertising Sales team members work hard to identify our clients business challenges, to collaboratively shape solutions that drive their strategic initiatives, and to keep them educated and informed of ways that current and future Google products can enhance their online and/ or offline presence. The role: Head of Media Sales, India and South East Asia You will spearhead our relationships with, among others, key consumer product and FMCG brand partners in India. You will evangelize branding opportunities on new media platforms and will be responsible for on-boarding leading brands and advertisers who have historically used conventional media channels. Additionally, you will be expected to drive advertising sales and branding opportunities through the Agency route, by partnering with them on media planning. You will develop a comprehensive agency policy that will include commissions, work flow methodology, agencys role in our ecosystem, training and upgrading their skill set and so on. Responsibilities: †¢ Work closely with the Google Direct sales and sales operations teams to optimize business opportunities and monitor channel complementarities. †¢ Evangelize 3rd-party executive teams about Googles advertising services, represent Google at industry events and effectively implement corporate initiatives to enhance 3rd-party activity. †¢ Contribute to the development of new systems/processes to increase efficiency of 3rd-party operators in Indian market.. †¢ Develop brand and agency business plans and set sales targets.. Close new business, grow existing business and work with the marketing team to direct the sales team’s focus through research, market analysis and collateral development. Requirements: †¢ BA/BS degree and MBA preferred or equivalent experience. †¢ At least 15 years of sales/marketing experience in media (offline and online), consumer products, FMCG. †¢ Experience with customer satisfaction measurement, custo mer segmentation analysis, advertising effectiveness research, and awareness amp; usage studies. Extremely strong customer-focused attitude. †¢ A proven track record of leading an advertising sales/ marketing organization or advertising/media association or executive level work experience in sales/ marketing at an FMCG/ consumer products organization. †¢ Knowledge of online advertising, ROI analysis amp; branding measurement; background supporting a global online advertising sales organization desirable. †¢ Ability to deliver results under pressure. HP Job Description Sales Business Development Manager – HP Software Education HP Software Education (HPSE) drives improved outcomes for our global clients through the development and deployment of market-leading education curriculum and delivery modalities. HPSE is part of the Professional Services Organisation (PSO) which is a global services organisation dedicated to delivering consulting, implementation and education services around the Business Technology Optimisation (BTO) and Information Management (IM) elements of the HP Software portfolio. As a BDM based within the India sub-region, you will bring deep contacts and enterprise IT Services amp; education sales expertise to lead education relationships within our key named accounts. Additionally you will cover the following outcomes †¢ Delivery of HP based training programs that produce desired business outcomes. Training plans, schedules, and delivery options †¢ Customised training programs for technical topics across the HP BTO portfolio †¢ Encourages participation and meets target audience needs to facilitate change management in client groups. Working with HP Software Sales Account management and Sales team in conjunction with PSO Client principles you will;- identify, qualify, shape, pursue and ultimately close multiple education opportunities. This expertise will have been gained by previous high levels of successful engagement with major clients across the India region. You will develop and maintain a consultative solution orientated approach, ocus efforts and resources on a few selected customers look for economies of scale and develop synergies in the engagement process to provide the right solution to the customer delivered by the engagement construct and commercial structure. You will structure pipeline and forecasts, target opportunities in key customers and define actions and align the right resources amp; programs to engage and pursue them through to closure. ? We want to hear from you if you can demonstrate aptitude for and/or evidence of: †¢ Strong relationships at C-Level (CEO, CFO, CIO, COO) with key-clients; Relationships within major accounts/resellers/distributors in India Sub Region at IT Management and C levels †¢ Business development (ability to identify/develop/qualify amp; manage to closure education opportunities) †¢ Business Management (ability to take a business led approach in engagement both internally and externally to define the optimal commercial structure for engagements including partners and HP resources) †¢ A breakthrough attitude Strong consultative approach (relationship amp; engagement skills): an ability to break out of conventional seller/ buyer relationship and build relationships that are better suited to long-term partnering and consultative advising †¢ Demonstrate a solid understanding of a clients business and how the education solutions fit within this picture as a total deployed s olution across the HP Software portfolio †¢ Selling skills (deal shaping, negotiation, closing): ability to effectively perform key sales tasks essential to â€Å"Winning† in the market place †¢ Strong level of professional skills amp; entrepreneurial attitude   †¢ Industry awareness and competency in Telco, Public Sector or Financial Services in India †¢ Good understanding of HP Solutions and their position within the marketplace. Minimum Qualifications †¢ Degree level qualification; (MBA Preferred) †¢ Must be fluent in English with excellent communication skills †¢ Relevant experience and track record in handling multiple opportunities   †¢ 7-8 years of IT services sales experience + †¢ Mandatory minimum of last 5 years of sales experience in selling software education services †¢ Demonstrated track record of success in carrying quota with education services and/or professional services consulting †¢ Should be willing to travel as per requirements †¢ Should be confident, self-motivated and target-oriented with positive attitude Role functions Identify, qualify leads amp; sales opportunities to develop business   †¢ Initiate, sustain amp; grow relationships within new and existing client base †¢ Develop new opportunities thru bundle amp; non-attach deals in conjunction with Software Sales team †¢ Ensure amp; leverage attachment to all Software amp; Services led engagements to follow solution offering framework (Software, Services amp; Education) †¢ Achieving personal amp; team goals by meeting quarterly sales and revenue targets †¢ Meet with business contacts on weekly/monthly basis and ensure a steady booking of orders throughout the year Airtel Naukri. com Analysis of Recruitment Process of Various Companies GE: About the Company: GE installed Indias first hydropower plant in 1902. Today, all of GEs global businesses have a presence in India. The company participates in a wide range of manufact uring, services and technology businesses in the country. It exports over $1 billion in products and services. Employment across India exceeds 12,000. GE is a diversified global infrastructure, finance and media company that is built to meet essential world needs. Job Analysis: Job Title : ECLP ( Experienced Commercial leadership program) Job Description : rotational leadership programs to implement sales process across businesses Man Specification : * An undergraduate degree in a relevant discipline * 4-6 years of marketing or sales experience in a relevant industry * MBA  is highly desirable * strong leadership * communication and analytical skills * geographic flexibility and mobility * fluent English as well as a second language Recruitment Process: Sources : Internal referrals, GE careers website Selection Process : ) Resume and telephone screen 2)  Corporate assessment centre 3)  Business interview and site visit where appropriate. Dominos About the Company: Dominos Pizza opened its first store in India in January 1996, at New Delhi. Today Dominos Pizza India has grown into a countrywide network of more than 300 stores with a team of over 9,000 people. According to the India Retail Report 2009, we were the largest Pizza chain in India and the fastest growing multinational fast food chain between 2006-2007 and 2008-2009 in terms of number of stores. Job Analysis: Job Title : Store Executives Job Description : 1. Execute the shift in the store as per the agreed plan. 2. Carry out Local sales marketing like door hanging, newspaper insertion, corporate calling etc. 3. To carry out staff meeting at periodic intervals amp; ensure motivation of the team. 4. Handling customer queries amp; staff concerns. Man Specification : B. H. M. / Diploma in Hotel Management with 0-1 year experience. Any Graduate with 1-2 years of experience in Retail. Recruitment Process: Sources : Advertisements in restaurants, local job centres, career fairs, website Selection Process : cv screening, interview(within 28 days of submitting if considered) Dr. Reddy’s Labs About the Company: Established in 1984, Dr. Reddy’s Laboratories (NYSE: RDY) is an emerging global pharmaceutical company. As a fully integrated pharmaceutical company, our purpose is to provide affordable and innovative medicines through our three core businesses:   * Pharmaceutical Services and Active Ingredients, comprising our Active Pharmaceuticals and Custom Pharmaceuticals businesses; * Global Generics, which includes branded and unbranded generics; and * Proprietary Products, which includes New Chemical Entities (NCEs), Differentiated Formulations, and Generic Biopharmaceuticals. Our products are marketed globally, with a focus on India, US, Europe and Russia. Dr. Reddy’s conducts NCE research in the areas of metabolic disorders, cardiovascular indications, anti-infectives and inflammation. Job Analysis Job Title : Medical Representative Job Description : Territory Analysis, Product Promotion, CRM, Business Development, Sales Target Achievement Man Specification :Required Education: Graduate (Science / Pharmacy preferred) with consistent record, plus MBA (desired). Experience: 1- 4 years Sales Experience Age not more than 27 years Recruitment Process Sources : Website, Referrals, Walk-in Interviews, Campus Selection Process : Campus : Case Study Analysis, Interview, Interview for others. TATA Croma About the Company: Croma is India’s first national, large format specialist retail chain for consumer electronics amp; durables. You can shop for 6000 products across eight categories in a world-class ambience. Croma is promoted by Infiniti Retail Ltd, a 100% subsidiary of Tata Sons. Woolworths, one of the world’s leading retailers, provides technical and strategic sourcing support, ensuring that you buy nothing but the best. Job Analysis Job Title : Laptop Sales Executives Job Description : Ensuring up to date knowledge and function of laptops. Giving excellent customer service. Understanding and keeping track of targets and achieving them. Man Specification :Fresh Gradutes Electical/ Electronical/ Computer Engineers Good communication skills. Good interpersonal skills. Ability to withstand pressure. Recruitment Process Sources : Website, Referrals, Walk-in Interviews, Newspaper Ads Selection Process : Interview

The eNotes Blog Augusts Teachers Corner Column Schools of the Futureâ€Oh,My

Augusts Teachers Corner Column Schools of the Future- Oh,My Teacher’s Corner is a monthly newsletter from just for teachers. In it, experienced educator and contributor Susan Hurn shares her tips, tricks, and insight into  the world of teaching. This month, shes looking to the future of teaching with a skeptical eye. Check out this month’s Teacher’s Corner column below, or sign up to receive the complete newsletter in your inbox at . Predictions about how students will be educated one day are intriguing, but a few of them are downright scary when you think of the implications. Some visions of education in the future seem really off-the-wall, but others are not hard to imagine, for better or worse, considering the continuing impact of technology in the classroom and how it has already changed instructional practices. Here are a few highlights from the prognosticators: Schools will consist of interlocking modular pods that can be added to or removed from a basic structure to adjust for the increase or decrease in a school’s population. Modular schools will be portable, easily moved from one location to another as the general population shifts geographically. Students will be micro-chipped to facilitate supervision and safety. Classes will be conducted with robots providing instruction. Traditional schools will cease to exist. Students will complete individual studies on computers at community centers open 24/7, working when it’s most convenient for them and communicating with teachers by voice mail. All field trips will be virtual, and students will attend virtual workshops conducted by recognized authorities in various fields. Hands-on learning will be phased out; students will interact solely with 3-D models, touching only computer keys. Computer keyboards will be phased out. Students will use hand and eye gestures, like playing games on a Wii, to control electronic tablets. Students will write with digi pens. Large multi-national companies will have an increasing influence on curriculums and school resources. Some of these predictions, tossed in there with the robots and microchips and portable pods, really aren’t that hard to imagine. The last one seems entirely likely, considering the current emphasis on preparing students for the workforce in a global economy, the primary intent of CCSS. You can read more predictions about schools of the future in this Australian news article  and at educationworld.com. Also, check out â€Å"Five Future Technologies That Will Shape Our Classrooms† at edutopia.org. The technologies here and their applications may remind you of The Matrix. A couple of them are more reminiscent of Brave New World. What then will be the teacher’s role in the future? Except for answering voice mail now and then, it’s projected to be of little importance, no more than writing study programs to be delivered via students’ computers, the kinds of instructional programs that computers could probably generate for other computers to run. The human factor seems to be missing altogether, and that’s more than scary. It would be a disaster of untold consequence if eliminating the teacher-student relationship should turn out to be something other than science fiction. The fact is, however, that the expanded use of technology has already decreased the amount of time students spend interacting with their teachers and with one another. Many kids now earn high school diplomas without ever spending time with other human beings in a classroom; offering on line classes is an established practice at colleges and universities. Looking ahead from projected models of instruction and from current trends in how high school and college credits are being earned, it isn’t impossible to imagine teachers eventually being phased out of the process entirely, with lessons designed and delivered by curriculum centers. The personal interaction between teachers and their students could become as outmoded as kids writing on slates with chalk. What a tragic loss that would be, a deprivation that couldn’t be ameliorated through the most advanced uses of technology because it relates directly to the human spirit. Eliminating classroom teachers in favor of computer instruction would surely save billions of dollars, but to believe that their absence would not impact students is to deny human nature. How do you program a computer to jump-start a kid’s curiosity or instill a love of learning or make students believe they can when they’re convinced they can’t? How do you write computer programs that show students every day that they are important? A computer never smiles or hands out Kleenex during flu season or lends lunch money or carries on a spontaneous discussion that starts nowhere and ends up in an unexpected, spectacular place, nor does a computer model how we should treat each other. Computer programs can instruct, but they can’t teach. Carl Jung, who spent a lifetime studying the human psyche long before the advent of computers, knew the difference between instructing and teaching. â€Å"The curriculum is so much necessary raw material,† he said, â€Å"but warmth is the vital element for the growing plant and for the soul of the child.† Read Jung’s entire quotation and other observations about the vital importance of the teacher-student relationship here. Looking over the predictions about schools of the future, it occurs to me that the seers forgot to consider an important variable: parents. Parents might not embrace the idea that their children should report to community centers and be instructed by a computer that doesn’t know the color of their eyes or what they want to be when they grow up or that they are sad because their grandmother died. It’s hard to imagine that parents wouldn’t want their children to be valued and nurtured, as well as instructed. It’s also hard to imagine the stands filling up on Friday night so that parents can watch a virtual football game on their laptops. A silly notion, but I offer it to make the point that our schools are so thoroughly woven into the fabric of our communities that to eliminate them would destroy a big chunk of what holds us together. Schools of the future won’t become a dystopian vision realized, so long as everyone understands and remembers some essential truths: A school is more than a building, education is more than instruction, and since kids are human beings, educating them requires a human touch. Enjoy what’s left of the summer. The bell’s going to ring soon, and how great is that! Susan

Summary of an article Essay Example | Topics and Well Written Essays - 500 words

Summary of an article - Essay Example Therefore it is no more a rare occasion for the hospitals to encounter the patients whose money is tight. In facts, according to the survey conducted by the American Hospital Association as early as in November 2008, 50 per cent of their members are facing the considerable increase of the number of patients who are willing to save money and switch onto cheaper health insurance schemes. Certainly the situation must be aggravated even more now that the national unemployment rate has increased 8 per cent. However, doctors – and this is a no surprise – have humane feelings, and are willing to help their patients in need. During this turbulent times, they are concerned not only about the state of their patients’ bodies and minds but also about the wellbeing of their purse or banking account. Some doctors, like, for example, Dr. Moritz whose advice to the patients has been quoted in the article, ask their long-term patients whether they are still employed first thing during the appointment. If the answer is no, then doctors assure them that their medical bills can be negotiated. How? First thing to remember is – doctors and hospitals are used to negotiating, as they have to do it themselves with the insuring companies. The cost of every single medical procedure may differ depending on which insurer the hospital does it for. Therefore, a patient’s wanting a discount will hardly get hospital’s accounting department shocked. What are the pieces of advice to those struggling to reduce their medical bills? When talking to doctors, take into account the following: speak up if you need help – as doctors will always help on this occasion. It is better to say blatantly about your financial difficulties, and you are most likely to get a good price break. As there is a very widespread problem with unpaid bills that causes hospitals to lose thousands of dollars annually, your offer to pay them cash upfront will make them happy,

Socrates, Plato, and Aristotle Essay Example | Topics and Well Written Essays - 500 words

Socrates, Plato, and Aristotle - Essay Example Aristotle rejected Plato's notion and brought about the foundation of modern logic, which is syllogism. Aristotle did not accept that something was true just because someone said so. He was interested in why it was true. From Aristotle's complex system of inquiry have evolved the tools of modern logic and empirical study, using both induction and deduction in the material world. To Aristotle, nothing can be more than what it is designed to be. Socrates was the consummate lover of the soul. He abhorred the senses, discounting them as biological demands standing in the way of the attainment of true knowledge. His concern was focused on enlightenment rather than inquiry, since the senses could not be trusted to yield anything unbiased. Plato took these concepts and added the components of mathematics and astronomy as the keys to true knowledge. Plato's love of mathematics, astronomy and geometry led him to believe that the pursuit of these subjects was fundamental to any other instruction. His methods for acquiring knowledge did not include empirical observation; rather, he favored abstract concepts. Aristotle agreed with Plato to a point, but took it a step further in adding the necessity of gathering data and empirical study. He is credited with being the founder of modern methods of scientific research. Socrates held fast to the idea that the highest love is personal

How Schools Kill Creativity Essay Example | Topics and Well Written Essays - 1250 words

How Schools Kill Creativity - Essay Example According to Ken Robinson, recently the system of education has been built in the way that is very utilitarian. Education was never a public system before the 19th century. The educations primary goal is to meet the industrialism need. The effect of industrialism still exists in the today’s school system. Most countries do believe that citizens who do provide abilities of work areas useful citizens and are highly valued more than other citizens of the state (Robinson, 2006). In recent times with the experienced population growth, people have great opportunities to get into college. According to Ken Robinson in the next 30 years, from UNESCO findings many people around the globe will be graduating from colleges. The number is much greater than what history has ever recorded. Contrary to many people having the opportunity of joining college, a degree is not as important as it was taken during the past. Having a mere degree cannot guarantee anyone a job anymore unlike n the past. Today many university graduates go home to carry on playing video games merely because they a masters degree to get a job where in the past you only needed a bachelors degree. It is a process of academic inflation that indicates that the whole system of education is moving beneath our feet. Another significant aspect that contributes to schools killing creativity is that students spent a lot of time on humanity subjects such as political science classes and history classes rather than mathematics and sciences (Robinson, 2006). In most countries around the globe, many students spent the least amount of time on art classes that are usually considered as the admission test of most regular universities. In addition, some subjects are considered more important than others in the art are. For example, Art and Music are given a great importance in most cases and Dance and Drama are viewed as less important.

Factors Affecting Tea Production Schemes

Factors Affecting Tea Production Schemes FACTORS AFFECTING FARMERS’ CHOICE REGARDING PRODUCTION SCHEMES OF TEA PRODUCTION IN PHU THO PROVINCE, VIETNAM I. INTRODUCTION 1.1 Background of the Study Since the economic reform named â€Å"Doi moi† in 1986, Vietnamese economy transformed from centrally-planned economy to socialist-oriented market economy. Thanks to the reformation, Vietnam gained remarkable achievements in economic development. In period from 1986-2010, annual per capital GDP growth of Vietnam was 5.3%, staying at the second to the fastest GDP growth rate among Asian countries (McKinsey Global Institute, 2012). Consequently, poverty rate has declined significantly from approximately 70% at the end of 80th decade to about 10% in 2004 and Vietnam became a low middle-income country in 2008 (Tran, 2013). Along with the development of economy, agricultural sector has experienced improvement and contributed significantly to overall economy. Production value of agriculture, forestry and aquaculture in 2012 according to constant price in 1994 was 255.2 thousand billion dong, increasing 3.4% compared to 2011. Moreover, export value of agricultural and forestry produc ts reached 17.7 billion USD in 2012, increasing 18% compared to last previous year (General Statistics Office, 2013). Tea is recognized as one of the strategic commodity for exportation of Vietnam. In particular, in 2012, Vietnam exported about 146.7 thousand tons of tea and export value was 224.6 million USD, increasing 8.67% in terms of quantity and 9.29% in terms of export value compared to 2011 (GSO, 2013). Vietnam is the fifth largest exporter of tea in the world after India, China, Sri Lanka, and Kenya in terms of export volume. Export market of Vietnamese tea ara Pakistan, Taiwan, Indonesia, Russia, China, USA, etc. In order to have such achievement in terms of export, tea production has expanded over last 12 years. In 2001, harvested area of tea in Vietnam was 74.7 thousand ha and it was expanded to 115.8 thousand ha in 2012, compound annual growth rate for the period 2001-2012 was 4.06%. Meanwhile, compound annual growth rate for tea production in such period was 7.8%, from 340.5 thousand tons in 2001 to 923.1 thousand tons in 2012 (GSO, 2013). Tea is planted in many places in Vietnam, but mainly focus on five regions: Northwest (Son La, Lai Chau), Northeast (Ha Giang, Tuyen Quang, Lao Cai, Yen Bai), Northern midlands (Vinh Phuc, Phu Tho, Bac Can, Bac Giang, Thai Nguyen, Nam Tuyen Quang), North Central (Thanh Hoa, Nghe An, Ha Tinh), and Central Highlands (Lam Dong, Gia Lai, Kontum). 1.2 Statement of the Problem Phu Tho is an upland province located in Northeast of Vietnam. This region has high poverty rate of Vietnam with 17.39% in 2012 (MOLISA, 2013). In which, the poverty rate of Phu Tho province in 2011 was 17% (GSO, 2012). Thanks to natural conditions that are favorable for tea production, tea product from this region has been well-known in Vietnam. Tea production plays an important role in economic production of Phu Tho province. Tea production has been expected to created job opportunities and enhanced income of tea farmers. In order to encourage tea sector in local area, Phu Tho province has many favorable policies, programs to support farmers regarding seeds, fertilizers, techniques, extension services, and so on. Specifically, decision 23/2001/QÄ -UBND dated 20th December 2011 of People Committee of Phu Tho province mentioned support of agricultural programs in period 2012-2011, including tea commodity. However, tea production in Phu Tho province still has existing problems. Tea productivity is low due to old tea trees. In 2011, average productivity of tea in Phu Tho province was only 0.84 ton/ ha (Quoc, 2013). Furthermore, the problem of overuse of pesticides also brings about low quality of tea products. Moreover, the integration in production and consumption among farmers and tea processing enterprises in Phu Tho province is weak. Last but not least, tea farmers lack of knowledge and skills of modern production techniques and harvesting techniques as well. According to Thang, et al (2004), tea farmers have 4 different classifications including: unlinked farmers, contract farmers, worker farmers, and cooperative farmers. Corresponding with that are 4 schemes of production: Individuals, contract farming, waged agricultural workers and cooperatives. However, Wal (2008) stated that there are three main schemes of production corresponding to three types of tea producers in Vietnam: individual farmers (mostly smallholders), contracted farmers and worker farmers. 1.3 Objectives of the Study The main objective of the study is to determine factors that affect famers in selection of production schemes of tea production in Phu Tho province, Vietnam. Moreover, this study specifically aims to: + Identify the production schemes of tea farmers in Phu Tho province. + Identify difficulties and opportunities of farmers in each type of tea production; and + Recommend solutions that would help farmers to promote tea production and to improve their livelihood. 1.4 Significance of the Study The study of â€Å"Factors affecting farmers’ choice regarding production schemes of tea production in Phu Tho province, Vietnam† would help local officials and policy makers to have better understanding about those types of tea production. Therefore, appropriate policies would be recommended. Then, tea production and livelihoods of tea farmers in Phu Tho province would be improved. II. REVIEW OF LITERATURE 2.1 Review of contract farming 2.1.1 Definition of contract farming Contract farming has been applied all over the world for long time and there are many definitions about contract farming from different scientists and studies. Eaton and Shepherd (2001) stated that contract farming is a kind of agreement which farmers and processing or marketing firms agree with each other in integration regarding production and supply of agricultural products at fixed prices. Contract farming is also considered as a form of vertical integration in agricultural commodity chains. The firms, therefore, would have better control over production, quantity, quality, and the time to decide what commodity is produced (Prowse, 2012). 2.1.2 Types of contract farming The form of contract farming can vary in reality depending on the agreement of farmers and firms. According to Eaton and Shepherd (2001), contract farming can be divided into five models: The centralized model; the nucleus estate model; the multipartite model; the informal model; and the intermediary model. The centralized model: This is a kind of vertical integration where the firm purchases products from farmers and the firms will process and market the products. This kind of contract farming is often applied for tobacco, cotton, sugar cane, bananas, coffee, tea, cocoa and rubber. The extent of the involvement of the firms is diversified. The firms can provide only seed or provide land preparation, seeds, fertilizers extension services, and so on. The nucleus estate model: The firms have their own estate plantation where they make a pilot model of production for particular crop. Then, the firms will introduce the techniques of such models to farmers. The model is often used for people who are resettled and transmigrated. The multipartite model: This model involves a number of stakeholders including legislative bodies with farmers. Those bodies would be international company, provincial companies, joint-venture companies, and village committees, etc. Each stakeholder with be responsible for each stage of production and marketing such as inputs, credit, processing, and marketing. The informal model: This kind of model is suitable for individual enterprises or small firms. Specifically, the firms have contracts with farmers based on season that is why such contract is applied to fresh vegetables, and tropical fruits. In this kind of model, inputs are limited to seeds and fertilizers. Apart from that, technical advices are only available for grading and quality control. The intermediary model: When it comes to this kind of contract farming, the firms usually purchase products from collectors or middlemen who have informal contract with farmers. Since collectors appear between farmers and the firms, it brings about problems of lower income for farmer, and poorer quality. 2.1.3 Benefits to farmers from contract farming Access to reliable market: Market can be considered as one of the most important issues for farmers. Farmers usually face difficulty in terms of market, they lack of information and they do not know where they can sell products with better price. Thus, farmers should know where they can sell their products before they produce it. Contract farming can help farmers to deal with this issue by linking farmers with reliable markets. This is consistent with study of Eaton and Shepherd (2001) and Setboonsarng (2008). Access to credit: Farmers often encounter problem of credit to buy inputs or to expand production. This problem for small-scale farmers is more pressing than that of large-scale farmers. Setbonarng (2008) argued that farmers are constrained to credit in developing countries, even in places where microfinance exist. This is due to the fact that bank usually offer loans to microenterprises rather than agricultural production. Consequently, many smallholders cannot access credit at all (Glover Kusterer, 1990; Hayami Otsuka, 1993). The study of Simmons (2002) also has same conclusion regarding credit issue. + Provision of inputs: By joining contract farming, farmers can be provided inputs by firms or contractors. Those inputs would be seeds, fertilizers, and pesticides. Provision of inputs would reduce transaction cost per unit of output (Nagaraj, et al, 2008; and Bijman, 2008). + Reduction in risk of price fluctuation: farmers, who do not have contract and often sell their products to the spot market, usually have to face price fluctuation. Contract farming would overcome this problem. This is owing to the fact that the firms would specify the price in advance and this process is made during the time of contract negotiation (Eaton and Shepherd 2001; Setboonsarng, 2008; and Baumann, 2000). + Improvement of technology: Simmons (2002) argued that in the absence of contract farming, farmers have to face high cost of gathering technical information. Frequently, contract farming requires a certain level of quality. Also, the firms would support extension services and introduce new technology to farmers in order to have better quality for the products. This is also the same with conclusion of Bijman (2008) and Eaton Shepherd (2001). 2.1.4 Empirical studies on contract farming in agriculture The situation of contract farming between Tanganda Tea Estate and farmers is an example. Tamgada Tea Company has operating an outgrower schemes for large-scale farmers for several years. Then in 1975, they started their business with small-scale farmers. The form of contract is verbal in English and vernacular and there is no definite duration for the contract. Under the agreement, the company supported inputs such as seeds, fertilizers, and credit with low interest rate to farmers. The payment will be deducted at the payment of final green leaf. Company also provided free technical advice and transport services to farmers. In 1998, the company had full-time outgrower Extension Officers who help small-scale farmers to increase technical production (Woodend, 2003). Can (2008) stated that the largest contract farming in rice sector exists between Ankor Kasekam Roonoeung Co Ltd (AKR), a private company, and rice farmers. The company mostly exports Neang Mails (an aromatic Cambodian rice variety) to international market. The number of people joining the contract with the company has been increasing from 100 farmers at the beginning to 27,345 farmers in 2003 and 32,005 farmers in 2008. Under the contract, the company plays an important role in every stage of production and marketing as well. The company is the one who choose suitable area for growing rice, establish farmers associations, recruit new farmers, deliver seeds and technical support, monitor and solve problems in production, collect and purchase rice from farmers, sort and classify milled paddy into different kinds, and export to other countries including European countries, Australia, and Hong Kong. According to the contract, the company distributes Neang Mails seeds in credit to farmers in July, and then the company will buys output from October to January of the following year. The contract clearly includes the amount of seeds that the farmers have to return, the minimum prices, and penalties for contract violation. However, the contract does not include explicitly the penalties to the companies when they do not buy output of farmers at the negotiated prices. Moreover, the company establishes commune associations to support implementation of the contract. Each association has function of monitoring process and reporting to the company. Aside from that, associations also provide technical advice to their members. Setboonsarng, Leung, and Stefan (2008) had study about rice contract farming in Lao PDR. Authors mentioned a case study of contract rice farming in Vientiane province. Lao Arrowny Corporation was established in 2002, a joint venture between Lao and Japanese investors. The company produces Japanese rice and exports to Japanese expatriates in Southeast Asia. In 2004, the company had contract with approximately 2,000 farmers and total rice land of 800 ha. The criteria of the contract include three main points: farmers own their own rice land; farmers who want to become member of farmers’ association have to work hard and the decision will be given by fellow farmers; and farmers are not allowed to use chemical fertilizers in production. By implementing contract with the company, farmer will receive premium price which is included in the contract. In addition to this, the company supplies seeds, fertilizer and technical assistance. 2.2 Review of cooperatives 2.2.1 Definition of cooperatives 2.2.2 Benefits to farmers from cooperatives 2.2.3 Empirical studies on cooperatives in agriculture III. CONCEPTUAL FRAMEWORK 3.1 Conceptual framework 3.2 Hypotheses of the study V. RESEARCH METHODOLOGY Types and Sources of Data Primary data would be collected by deep interviews key informants in production chains of tea sector at Phu Tho province. Also, deep interviews will be implemented with Department of Agriculture and Rural Development of Phu Tho province, Northern Mountainous Agriculture and Forestry Science Institute, etc. Moreover, Implementation of participatory rural appraisal (PRA) in order to collect general information about current situation of tea production and factors that affect choice of tea farmers among production types at Phu Tho province. Last but not least, questionnaire survey will be conducted to collect information about situation of tea production, factors that affect choice of tea farmers in production integration at Phu Tho province, constraints and opportunities of farmer in each chain of tea production. In terms of secondary data, Documents related to tea production at Phu Tho province will be collected to have better understanding of current situation of tea production at Phu Tho province. 4.2 Sampling Method Sample size will be chosen by Yamane formula (1967) as follows: Where:n = sample size N = population size e = sampling error, e = 5% Analytical Tools To analyze factors that impact farmers’ choice in production types, the multinomial logit (MNL) model will be used. Because sum of the probabilities must equal to one, we have J types of production, and therefore we have J-1 estimated equations. And the most common type of production will be chosen as reference category. According to Greene (2003), the general formula for MNL is as follows: Where: Yi is random variable that denotes the farmers’ decisions among production types. xi is 1xK vector of farmers’ characteristics. ÃŽ ²j is a Kx1 vector of parameters. From equation (1), we can compute J log-odds ratios: Marginal effects could be computed by taking derivative of equations (1) with respect to xi as follows: LITERATURE CITED BAUMANN, P., 2000. Equity and Efficiency in contract farming schemes: The experience of agricultural tree crops. Working paper 139. UK: Overseas Development Institute. BIJMAN, J., 2008. Contract farming in developing countries. CAI, J. et al., 2008. Rice contract farming in Cambodia: Empowering farmers to move beyond the contract toward independence. ADB Institute Discussion Paper No. 109. DECISION 23/2001/QÄ -UBND dated 20th December 2011 of People Committee of Phu Tho province mentioned support of agricultural programs in period 2012-2011. DECISION No. 80/2002/QD-TTg of June 24, 2002, on policies to encourage agricultural product sale via contract farming. EATON, C. and SHEPHERD, A.W., 2001. Contract farming – Partnerships for growth. FAO Agricultural Services Bulletin 145. GLOVER, D. and KUSTERER, K., 1990. Small farmers, big business: Contract farming and rural development. Macmillan, London. HAYAMI, Y. and Otsuka, K., 1993. The economics of contract choice. Oxford University Press, Oxford. MCKINSEY GLOBAL INSTITUTE, 2012. Sustaining Vietnam’s growth: The productivity challenge. MOLISA, 2013. Decision 749/QÄ -LÄ TBXH dated 13 May 2013 about approval of result of poverty household in 2012. NAGARAJ, N. and et al., 2008. Contract farming and its implications for input-supply, linkages between markets and farmers in Karnataka. PROWSE, M., 2012. Contract farming in developing countries – a review. QUOC, V., 2013. Baophutho.vn, Efficiency improvement of tea commodity in Phu Tho province: current status and solutions, [online] available at: http://baophutho.vn/kinh-te/cong-nghiep/201210/nang-cao-hieu-qua-cay-che-phu-tho-thuc-trang-va-giai-phap-2200410/> [Accessed 26th Jan 2014]. SETBOONSARNG, S., 2008. Global partnership in poverty reduction: contract farming and regional cooperation. SETBOONSARNG, S., LEUNG, P. and STEFAN, A., 2008. Rice contract farming in Lao DPR: Moving from subsistence to commercial agriculture. ADB Institute Discussion Paper No. 90. SIMMONS, P., 2002. Overview of smallholder contract farming in developing countries. THANG, T.C. et al., 2004. The participation of the poor in agricultural value chains: A case study of tea. TRAN, V.T., 2013. Vietnamese Economy at the Crossroads: New Doi Moi for Sustained Growth. WAL, S.V.D., 2008. Sustainability issues in the tea sector. A comparative analysis of six leading producing countries. WOODEND, J.J., 2003. Potential of contract farming as a mechanism for the commercialization of smallholder agriculture, the Zimbabwe case study. APPENDIX Appendix: Export volume and export value of tea commodity in period 2002-2012 GSO and trademap, 2013

What is The German Question? Essay -- Germany German Essays

What is â€Å"The German Question†? What is â€Å"The German Question†? This is a question that has been posed by many analysts over the years, each having their own views on what fulfills this question. However, each agrees that it is a question of high complexity. According to Constantin Frantz, â€Å"The German Question is the most obscure, most involved and most comprehensive problem in the whole of modern history†. What makes Germanys’ question so difficult to pinpoint is the fact that for all of its existence, until 1871 and again in 1990, it has struggled to unify a nation into a single state. As history shows, the German nation has struggled to create its own nation-state. Unlike France and Britain, Germany was a nation before it was a state. That is, its people had a strong sense of nationalism and common identity as a social entity but they were lacking a strong state, or a form of political organization that claims the exclusive right to govern a specific piece of territory. As Dahrendor f states; â€Å"We want to find out what it is in German society that may account for Germany’s persistent failure to give a home to democracy in its liberal sense†. But can we really analyze the problem in this way? It has not always been the same â€Å"persistent failure† hindering Germany from giving a home for democracy, but rather the problems faced by Germany throughout history. To truly understand the German situation and its multiple struggles for unification, it is important to know the history of the present day Germany. This history is a very unique one, one very different from other European nations such as France and Britain. Therefore one can draw sharp contrasts between the process of national unification in Germany as compared to France or Britain. However, once established; â€Å"Compared with its historical precursors in England and France, industrialization in Germany occurred late, quickly, and thoroughly†. Early German history can be traced back to the House of the Hohenzollern. A family of German rulers, originating as a family of counts in Swabia in the 11th or 12th century. The Hohenzollerns ruled Prussia and eventually united and ruled Germany until the end of World War I. Their strong, rigidly disciplined armies gave Prussia a reputation for military excellence. During the 16th and 17th centuries, territorial rulers and city counci ls in Germany expanded their ... ...have provided some insight on answering these two very important aspects of â€Å"The German Question†. â€Å"When is Germany? Roughly speaking, in the last hundred years. Where is Germany? In all territories that belonged to Germany during this span of time.† I believe this is truly the most important aspect of the German Question given the countries’ constant struggle for unification. Now that Germany is finally reunited it is on a straight track to the great country it should be. Bibliography Conradt, David P. The German Polity, Longman Publishing. New York, 2001. Dahrendorf, Ralf. Society and Democracy in Germany, Norton & Company. Lamborn & Lepgold, World Politics into the Twenty-First Century. Prentice Hall, Upper Saddle River. 2003 Microsoft Encarta Premium Online; Germany. Encyclopedia Source. History of Germany. 2004. Niewyk, Donald. Lecture Notes; Inside Nazi Germany. 2004 Rosinus, Franz. Interview; Topics; German government, Helmut Kohl, political parties. 2004. Sax, Benjamin. Inside Hitler’s Germany. Heath and Company, Lexington Massachusetts. 1992. Walbruck, Harry A. Deutschland; Ein neuer Anfang. National Textbook Company, Lincolnwood, Illinois 1992.

Children and Play Essay

In my experience I have witnessed many children challenging themselves to take risks, for example when my target child was playing outside he challenged himself to climb higher on the climbing frame, which he achieved and then after I explained to him how this activity provides risks for him and other children, also I explained to him that there is nothing wrong with taking risks and that they help you learn how to do certain things. Another time when one of the children at my setting was challenging them self was when they were learning how to ride a bike, I saw the child getting frustrated and angry with them self because they kept stumbling and nearly falling off, I then stopped the child and told him how learning to ride a bike is a challenge and a risk for them and explained that it is fun but it comes with a few risks e. g. possibly falling off and injuring themselves. After I told him this he was more careful on the bike and after some encouragement he felt more comfortable when challenging himself and taking risks in the near future. Children benefit from play activities that challenge them in many ways, one way is that it provides them with a learning curve to try new things even if they can’t do them at first, for example climbing high ropes. Everyday life always involves some kind of risk and children need to learn how to cope with this. They need to understand that the world can be a dangerous place and that care needs to be taken when negotiating their way around it. Inevitably the most powerful learning comes from not understanding or misjudging the degree of risk. Similarly the toddler who ignores the warning, for example if the child says â€Å"don’t climb too high, you might fall†, and experiences this then they are not likely to make the same mistake again. Being told about possible dangers is not enough, children need to see or experience the consequences of not taking care. When I observe young children, I have seen that from an early age, they are motivated to take risks; they want to learn to walk, climb, ride a bike and are not put off by the tumbles they experience as they are developing coordination and control. In my setting children find their own physical challenges and, in doing so learn about their own strengths and limitations. Children who are sheltered from risk and challenge when young will not be able to make judgements about their own capabilities and will not be well equipped to resist peer pressure in their later years.

Free Essays on Gang Activity

Gangs Activity Gangs are a violent reality that people have to deal with in today’s cities. What has made these groups come about? Why do kids feel that being in a gang is both an acceptable and prestigious way to live? The long range answer to these questions can only be speculated upon, but in the short term the answers are much easier to find. On the surface, gangs are a direct result of human beings personal wants and peer pressure. To determine how to effectively end gang violence we must find the way that these morals are given to the individual. Unfortunately, these can only be hypothesized. However, by looking at the way humans are influenced in society, I believe there is good evidence to point the blame at several institutions. These include the forces of media, the government, theatre, drugs and our economic system. On the surface gangs are caused by peer pressure and greed. Many teens in gangs will pressure peers into becoming part of a gang by making it all sound glamorous. Mone y is also an crucial factor. A kid (a 6-10 year old, who is not yet a member) is shown that he/she could make $200 to $400 for small part time gang jobs. Although these are important factors they are not strong enough to make kids do things that are strongly against their morals. One of the ways that kids morals are bent so that gang violence becomes more acceptable is the influence of television and movies. The average child spends more time at a TV than he/she spends in a classroom. Since nobody can completely turn off their minds, kids must be learning something while watching the TV. Very few hours of television watched by children are educational, so other ideas are being absorbed during this period of time. Many shows on television today are extremely violent and are often shown this from a gang’s perspective. A normal adult can see that this is showing how foully that gangs are living. However, to a child this portrays a violent gang e... Free Essays on Gang Activity Free Essays on Gang Activity Gangs Activity Gangs are a violent reality that people have to deal with in today’s cities. What has made these groups come about? Why do kids feel that being in a gang is both an acceptable and prestigious way to live? The long range answer to these questions can only be speculated upon, but in the short term the answers are much easier to find. On the surface, gangs are a direct result of human beings personal wants and peer pressure. To determine how to effectively end gang violence we must find the way that these morals are given to the individual. Unfortunately, these can only be hypothesized. However, by looking at the way humans are influenced in society, I believe there is good evidence to point the blame at several institutions. These include the forces of media, the government, theatre, drugs and our economic system. On the surface gangs are caused by peer pressure and greed. Many teens in gangs will pressure peers into becoming part of a gang by making it all sound glamorous. Mone y is also an crucial factor. A kid (a 6-10 year old, who is not yet a member) is shown that he/she could make $200 to $400 for small part time gang jobs. Although these are important factors they are not strong enough to make kids do things that are strongly against their morals. One of the ways that kids morals are bent so that gang violence becomes more acceptable is the influence of television and movies. The average child spends more time at a TV than he/she spends in a classroom. Since nobody can completely turn off their minds, kids must be learning something while watching the TV. Very few hours of television watched by children are educational, so other ideas are being absorbed during this period of time. Many shows on television today are extremely violent and are often shown this from a gang’s perspective. A normal adult can see that this is showing how foully that gangs are living. However, to a child this portrays a violent gang e...

How to Make the Most of Your Entry Level Job

How to Make the Most of Your Entry Level Job It’s no secret that an entry level job probably isn’t the fulfilling job of your dreams, where you get to do something you love while you make bank. These jobs are, by necessity, an experience-building step so that you can make connections, get experience, and bulk up your resume for better opportunities. So while it may feel like a slog when you feel frustrated with menial tasks or with being the most junior person in the office, it’s important to power through. 1. Reasons Not to Waste Your Time2. How to Get the Most Out of an Underwhelming JobReasons Not to Waste Your Entry-Level TimeThough it may not seem like you’re doing Earth-shattering work in your role, you shouldn’t be discouraged, or take the experience for granted as you put in your time in the trenches. Here are 5 reasons why you should be super-proactive during your time as an entry-level employee.1. You don’t want to get stuck.What’s that old saying about those who donâ⠂¬â„¢t learn from history being doomed to repeat it? It’s on you to push yourself to the next level(s) of your career. If you don’t take your time as a lower-level employee seriously and start gathering the tools and resources you need to move on eventually, you could end up staying in this entry-level role for an uncomfortably long time. Years can have a way of sneakily passing on you, and you really don’t want to get five years into your career and be in the same spot where you started. Even if you just started your entry-level job, start thinking about how it may relate to your next2. Your time is valuable.Even when it feels like you’re just punching the clock or keeping a seat warm in case someone needs you for a task, it’s not free time. If you can take meaningful skills and experience from your role, it’s not a matter of just sitting through your days until you get to some magical time threshold. Your days should count, which means you r hours spent at work should count too, no matter what you’re doing.3. You’re doing work that needs to get done.If your role weren’t necessary, wouldn’t the company find other ways to get the work done? You were hired because you bring a certain level of skills and potential, and the company thought you were a good bet to do this work. Remember that, even when it feels suspiciously like you’re doing things that a moderately-trained helper monkey could do. You’re doing tasks that free up others in the company to get their work done- and you shouldn’t discount your importance as a part of that process, no matter how unglamorous that work might be. For example, writer Trent Hamm literally shoveled dirt all day long in his first job. Fun? Nope. A necessary evil for his company’s bottom line? You betcha.  4. It’s not an internship.You’re there to learn, in the sense that you’re just starting out, but youâ€⠄¢re also being paid to perform a function. This change in mindset can be a subtle one (especially if you were the intern a year ago), but it’s important to start thinking of yourself as being on your career path now, not just doing prep work anymore.5. It’s not forever.The day feels long, sure- especially if the projects you enjoy doing are rare and secondary to more tedious tasks. But the beauty of the entry-level job is that at some point, you will have what you need to move on and seize other opportunities. It may take a year or several to build what you need for your next steps, but there is light at the end of that tunnel.Once you start thinking about your entry-level time as a transition period (albeit one without a specific expiration date), it helps you get into the right mindset for making the most of that time.How to Get the Most Out of an Underwhelming JobBut how does one do that, you ask? It’s great to have the mindset of â€Å"I need to take advan tage of my time,† but that can be†¦unclear. Let’s look at some strategies for seizing that work day.Be positive.If you wake up every day and tell yourself how much the day is going to suck, guess what? Your day is going to suck. Instead of thinking about how boring your day will be, or how much you’d rather be doing something (anything) else, come up with three things you want to accomplish at work that day. It doesn’t have to be huge accomplishments- maybe it’s cleaning out a supply cabinet that’s been driving you crazy. Or maybe it’s as simple as having a conversation with a colleague. If you have a set of purposes throughout the day, and you hit those mini-goals, you’ll end your day on a more satisfied note.RELATED:  10 Ways to Stay Positive About Your First Job Out of CollegeSeek out the perks.Does your company offer a discount, or free tickets to local events? Back when I was an editorial assistant with a thankless s et of tasks and even lousier pay, one saving grace was having access to my company’s books for free. And even when I wasn’t interested in the books themselves, it was great to have them as a resource (read: gift/bribe) for friends and family who were. It was a nice perk to have, even when I despised my job some days. Even if it’s just free bagels once a week in the break room, or an employee discount at a store, take advantage. If your entry-level job is like most of ours, the salary isn’t huge, so free/cheap stuff can go a long way. Perks can make it more bearable to go in day after day when you’re not feeling totally engaged in your to-do list.Build your skills.The skills you already have are great- after all, they got you hired in the first place. But will they get you to the next milestone in your career? The answer to that is â€Å"probably not.† No matter where we are in our careers, we can always pick up new skills or spiff up the one s we have. If you’re trying to figure out which skills you should work on, do a little research into what people a little further along on your career path have, by looking at job listings.  RELATED:  13 Skills You Need to Put on Your ResumeYou can start building those skills in a very straightforward way: talk to people! Start conversations with colleagues you don’t know well, especially if you’re an introvert. Take opportunities to make presentations, or speak up in meetings. Learn as much as you can about what your company does, who does it, and what’s involved in those jobs. If your goal is to move beyond your entry-level job at some point, then taking your soft skills to the next level will help you achieve that faster.Don’t mess around.If you have a lot of down time during the day, don’t spend that time messing around on Facebook or playing Yahtzee on your phone. Find little things to do, like organizing. Talk to your boss about ot her things you can do to flesh out your responsibilities. You don’t want to go overboard to the point where you’re feeling overwhelmed, but if you have time to check your personal email, you have time to do other things. Remember: at this point in your career, you’re still looking to establish yourself. Your boss and others at the company will notice if you’re proactive in finding things to take on, rather than doing just the bare minimum required by your job description.Find a mentor.This might be your boss, or someone at the company who used to be in your role. You can ask this person for advice on how to handle challenges at work, or pick their brains on how to move forward in your field. It’s a great way to build relationships and your network, but also those communication skills as well. Plus, it can make you feel less alone if you’re feeling blah or unhappy about your job.Be punctual.That means no slipping through the door, slightly di sheveled, at 9:30 instead of your expected 9:00 start time. That means making sure you’re on time for meetings or scheduled time with coworkers. That means not blaming your commute four days out of five. Regularly showing up late is a very clear way to say â€Å"I don’t really care about this,† and people do notice, even if you don’t get in trouble for it. On the flip side, people also notice if you’re in and ready to go at 9:00, and appreciate it that you’re available when needed. It’s one of those â€Å"low effort, big return† investments in your work day.You will move on eventually, to a different job or a different company when you figure out what your next career step is. But in the meantime, make sure you’re getting everything you can out of this job. It’s important careerwise, but also for your sanity- what’s the point of going through all this if you’re just going to be unhappy? Maximizing yo ur entry-level job is also about maximizing your personal stake in it, and making it work for you.

Death Penalty, Kantian Ethics, and Utilitarianism Essay

Death Penalty, Kantian Ethics, and Utilitarianism - Essay Example The argument that almost everyone would prefer life imprisonment than execution is often put forward by these people. But I do not agree at all with this argument as it does not hold any weightage in my point of view. My first argument against the claim of these activists is that they are talking solely about the preference of the criminals who commit capital crimes. They are not taking in the full picture here. The simple and straight forward truth of the matter is that most of these so called human right activists belong to either the neutral group or the group whose relatives or friends are facing such punishments. If you ask from the person who has lost a love one at the hands of these criminals, he would never advocate anything less than a death penalty for the guilty one. And it is their opinion that should hold more weightage, the one who has been wronged has the final say in deciding to punish the wrong doer, not the wrong doer himself. If the argument is that we should think humanely when dealing with these criminals, then my question is simple in this regard; is the killing of another person humane? If it is not, and I am sure you would agree that it is not, then the criminals who are gu ilty for murder have no right to ask for a humane punishment themselves. The supporters of utilitarianism will probably retaliate to this by asking of the specific usefulness of this particular act, i.e. putting a murderer to death. The utilitarian approach holds that all actions should be judged of their usefulness by looking at their consequences. The best action, according to this philosophy, is the one that maximizes the overall happiness. So, they hold the argument that life imprisonment isolates the bad people from the society forever, which should result in the satisfaction of all, the wronged and the wrong doers and the society in large. Then why opt for such a brutal punishment as the death penalty? But do we really know the consequences of any of our action? The repercussions and reverberations of a single action can span decades or even centuries. For me, the threat of an immediate punishment of death is the biggest deterrence humanity has against humans who have forgotte n humanity! The fear of this penalty might be stopping many people from taking someone’s life. Because humans instinctively fear all fears, and giving an exemplary punishment to someone instills that fears in the hearts of like-minded people (Rosen, 2003). I am advocating capital punishment only for the people who play any part in the wrongful killing of another human being. Countries that use death penalty for other crimes like drug related etc. should re-analyze their punishments in light of the contemporary deontology philosophy. This philosophy holds out that if harm to a few can save the majority, then it is justified for the greater good, if that harm is an aspect of the greater good itself. Therefore, if by executing someone like Osama bin Laden can remove the unease of a vast majority of the people, and can save lives, than it sure is justified. But drugs and adultery are acts that do not threaten to take someone’s life, so, the countries where death is given i n punishment to even these crimes; they should rethink the logic behind it and abolish it (Kamm, 2007). Now we come to the view of the ethical egoists. This philosophy and its adherents say that people ought to act in

Asia pacific business Essay Example | Topics and Well Written Essays - 2000 words

Asia pacific business - Essay Example Asian countries had faced a critical financial crisis in 1997, which was attributable to a high level of liquidity and volatility in foreign markets. The financial crisis brought down many economies such as Thailand, Korea, Japan, and Indonesia. More specifically, Thailand and Korea are two of the Asian countries affected by the 1997 financial crisis that managed to recover in a shorter time than expected. Therefore, when the global financial crisis of 2008 emerged, these countries had the opportunity to use the strategies developed in 1997 to recover easily from the crisis. This paper will seek to evaluate the responses of both Korea and Thailand during the global financial crisis and whether they reflect important lessons learned in 1997. On July 1997, Asian countries woke up to the reality of a salient economic crisis that threatened many economies in the region. Although it was assumed to become a global financial crisis in the end, it only remained a sectional financial crisis. Countries that were affected by the horrible crisis included, South Korea, Thailand, Malaysia, Indonesia, Singapore and Philippines (Tosompark 2014, p. 63). A close analysis of the history surrounding the Asian financial crisis reveals that it began in Thailand. This was after the Thailand currency, the Baht, registered a high level of devaluation. Initially, the Thailand government hoped that the Baht would recover its previous status without much intervention. Unfortunately, it only continued to register a declining value. The government was compelled to rely on the foreign currency market to fix the standing of the Baht. Notably, the loss of value by the Baht was accompanied by an immense foreign debt huge enough to declare the country b ankrupt (Durham 2007, p. 58). Worth noting is the fact that the accumulated foreign debt happened before the collapsing of the Thai currency. These circumstances contributed to the emergence of a financial crisis. The crisis was not limited to