People’ Attitude Towards Work Essay

People’s mentality to work shifts a ton for example comparable to the individuals’ individual experience and their general impression of others (managers, partners) and how they are really seen by others. As underlined by different key scholars (for example Frederick Taylor, Maslow, Douglas McGregor and so forth.) examined in Behavior At Work component 11.1, we (individuals) make presumption about others dependent on our own involvement with that, it is a method of understanding identifying with others. We each set ourselves certain measures and anticipate that others should hold fast to them, despite the fact that they may not share our perspectives and have various norms for themselves. Inspiration is both individual and complex and there is a distinction between what spurs individuals to perform better than expected and what prompts underneath normal execution. Douglas McGregor stressed that chiefs make either hypothesis X or Y suppositions about the manner in which others carry on. Hypothesis X presumption incorporates; * a normal person characteristically despises work and will maintain a strategic distance from it if conceivable thus, these kinds of individuals must be forced, controlled, guided or even undermined with discipline to get them to invest sufficient exertion at work. * a normal individual likes to be coordinated, wishes to evade obligation, has moderately little desire and needs security over some other thing. Hypothesis Y suspicions then again focuses on that; * individuals don't characteristically detest work and that the states of work reflects people groups fulfillment * individuals will by and large exercise self bearing and discretion in quest for the target to which they are submitted * individuals generally learn under appropriate conditions, not exclusively to acknowledge yet to look for duty * individuals are not being utilized by associations to their maximum capacity * so as to get responsibility from workers prizes ought to satisfy a people self completion needs Picking either Theory X or Y overallly affects individuals, be it positive or negative for example there will be an inclination inside an association for individuals to react to the manner in which they are overseen along these lines, if representatives feel that they are not being believed, this may bring about them carrying on in a less dependable manner. PEOPLE’S ATTITUDE TOWARDS WORK (CONT.) End: Because of the way that there is a scope of reasons why individuals carry on contrastingly in work circumstances, subsequently, it is ridiculous to make summed up suspicion about people mentality to work for example explanations behind performing preferred or more terrible over normal. Conduct of each gathering is well on the way to be capricious for example on account of our Young business endeavor, GNVQ bunch A dissimilar to assemble B invested a great deal of energy meeting regardless of the way that there was struggle between people, consequently we as a whole needed to set individual issues aside so as to accomplish a similar shared objective which on the other hand considers the effective exchanging completed by means of significant level of participation. People groups demeanor in a specific association can be estimated by executing methods, for example, * Preparation of polls which is dispersed to a specific number of chosen people in a specific association. (Ref. case of poll which might be utilized by associations †informative supplement 1) * Face-to-confront interviews †this alludes to really shaping a balanced correspondence procedure which manages acquiring vital data on representatives general disposition towards their work and what persuades them to work more enthusiastically and viably. Up close and personal meetings are principally used to acquire an immediate reaction from the individuals influenced by every strategy consequently, producing a progressively sensible emotional perspective on the representatives required instead of making a presumption. A portion of the inquiries which can be incorporated while doing a meeting are as per the following; (1) Can you depict any activity you have held where you were confronted with issues and weights which tried your capacity to adapt? (2) Can you give me a case of when you needed to adjust to an approach with which you didn't concur? (3) What animates you in your work and how does this inspire you? (4) Would you be happy to work in a position where you are required to settle on choices and by what method will you behave? (5) How would you feel about the manner in which you are overseen by your boss and what will add to you working far superior? * Surveys †reviews takes various structures relying upon the degree of laborers which are being inspected. It can likewise be viewed as a mix of the strategies referenced above for example in producing more reaction in order to get a general outcome for example an increasingly verifiable data with respect to workers, which can clearly be depended on. (Ref. Case of a staff execution pointer which can be utilized in featuring people groups demeanor to work †informative supplement 2) (Informative supplement 1) Survey (1) Would you view yourself as happy with the degree of duty your activity includes? Yes[] No[] (2) What rouses you to work? Money[] Promotion[] Occupation security[] Other †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. (3) How might you depict you working condition? V. good[] Good[] Average[] Beneath average[] (4) Do you like filling in as a group[] ; individually[] ; or both [] (5) Would you like to be remembered for dynamic or quality circle? Yes[] No[] Don’t know[] (6) What do you appreciate most in carrying out your responsibility? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. (7) Have you had any grievance according to your degree of cooperation in your activity? Yes[] No[] In the event that indeed, how would you see this †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. (8) How well do you manage analysis? V. well[] Normal [] Beneath average[] (9) Does analysis influence your general execution? Yes[] No[] (10) Would you see yourself as Exceptionally motivated[] Effectively motivated[] Not effectively motivated[] Don’t know[] Components AFFECTING MOTIVATION People’s level of inspiration is influenced by specific issues, which may prompt a broad breakdown in correspondence inside an association because of resistance among representatives and workers or representatives and bosses. These components incorporates; * Hierarchy of requirements †this bury identifies with Maslow’s hypothesis of human conduct for example that people have five degree of requirements which they tried to fulfill. The human needs as set up by Maslow states that the most reduced of our needs incorporate the fundamental physiological requirement for food, drink and sanctuary, when it is fulfilled, people then needs to ensure himself/herself against risk, danger and hardship from there on the degrees of necessities ascend through social needs, requirement for confidence and status to the requirement for self realization. This influences inspiration on an individual premise for example an individual may concentrate on each progression before really moving towards self realization subsequently, in the event that he/she isn't totally fulfill on any of the stages the individual will in general battle a great deal in attempting to his/her best capacity †this may not be the situation for heaps of others. Maslow’s Hierarchy of Needs Self realization (the need to accomplish the work we like) Regard (the need to feel commendable and regarded) Social needs (the should be loved/adored and to be an individual from a given gathering) Security (the need to have a sense of security and secure) Endurance (the need to remain alive, to eat, to drink, rest and repeat) Variables AFFECTING MOTIVATION (CONT.) * Job Satisfaction †this influences the manner by which individuals feel about their work as far as accomplishment or acknowledgment from others, the work in question, level of duty, open doors for progression, organization strategy and organization, oversights, compensation, relational relations and working conditions. For the situation where these are not managed in a productive way, it might offer ascent to an elevated level of disappointment at work which may thusly prompt diligent delay or non-attendance, underneath normal execution and genuine or envisioned ailment with respect to laborers for example because of a ruin in level of inspiration. * Challenge †if the work included isn't testing enough for specific representatives, it might prompt low staff resolve that is, laborers may not want to give the activity their closest to perfect. Then again, if the activity is too expansive contrasted with a generally low number of representatives, it might likewise have a similar negative impact in rousing the laborers. * Motivators, for example, reward, preparing, advancement and so on. In the event that these helpers needs an association, laborers will in general feel that their needs are not being cooked for, consequently, building up a negative demeanor towards managers which on the other hand influence the degree of work which is placed into the association for example laborers in this circumstance will just work since they want to work not on the grounds that they need to work. In any case, so as to get representatives completely included, different sorts of helpers for example common possession, money rewards and so forth ought to be acquainted with praise dedicated representatives in this manner, filling in as a wellspring of inspiration in that individuals really perform better when they are eager to work in order to meet a specific objective as opposed to bosses driving work on them since they need to. * Career Development †this demonstrates indispensable in keeping up or improving the degree of staff inspiration in that, individuals like to believe that their difficult work will take care of well instead of go unrecognized along these lines, if there is an o

Business Issues and the Contexts of Human Resources Assignment

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

Miramax Films To Hit Web :: essays research papers

Disney’s Miramax films chose to make twelve motion pictures which individuals will have the option to see on pay-per-see downloads through SightSound.com. Miramax is the main significant studio to show full-length motion pictures on-line. They have chosen to show twelve films however they feel this could get on and can possibly grow. Miramax feels everything looks good, they are attempting to advance beyond other film organizations. Miramax feels that demonstrating films on the Internet will acquire new crowds. The huge worry with web films is robbery Hower Antipiracy innovation is getting substantially more dependable. SighSound.com will utilize Microsoft’s computerized rights-the executives framework with encryption innovation. Clients will have the option to download the Miramax titles; the client can see them for 24 hours before they vanish from the hard drive. Miramax has not yet concocted a cost for the motion pictures. The films have not yet been chosen either ho wever in all likelihood there will be motion pictures out on home video.      I think it’s an extraordinary thought to put full-length motion pictures on the web. Miramax is an enormous industry so if the films don’t work they aren’t extraordinarily affected. In any case, being one of the primary significant examinations to begin demonstrating full-length films on the Web will draw clients simply out of sheer interest. Motion pictures on the Web will make it simpler for individuals to see them, they can remain at home, and they don’t need to stress over leasing or late charges. Web motion pictures will put Miramax over the remainder of the significant studios. Lauren Runk May 4, 2000 Additional Abstracts Seat #66 A Family Affair      With WB turning out to be so famous particularly in the most recent year, sponsors gave the system cash to think of all the more family-arranged arrangement like seventh Heaven. The system was given 1 million dollars, which will be utilized for creating contents. Numerous individuals considered this film risky however the Hollywood people group felt it was a smart thought, so administrators began searching for new contents. The WB administrators thought of three pilots out of eight and they accept every one of the three may really wind up on the systems fall plan. The three arrangement initially is called Finally Home, which stars Melissa Gilbert who plays a mother who lost her twin little girls and now chambers youngsters who lost kin or family members. The second is Gilmore Girls, which is a mother/little girl show set in an unassuming community in Connecticut. The last one is called DIG, which goes in the background of a Los Angeles School Department.

legal position of directors Essay Example

legitimate situation of chiefs Essay Lawful POSITION OF THE DIRECTORS OF THE COMPANY Mrs. Kamya Rani Mrs. Sukhbir Kaurl An organization is a counterfeit individual made by law. It works through human operators who are altogether called Board of Directors. They are named as Trustees of the benefits of the organization who sees that organization business is carried on as per the Memorandum and Articles of Association of the organization. They chooses arrangements of the organization keeping in see the primary articles for which the organization was shaped. Just an Individual is qualified for arrangement as a Director of the organization. There are different kinds of chiefs: 1 . Official Directors I. e Managing Director, Whole time executive 2. Non Executive Director Nominee Director Institutional Nominee Promotional Institutional Nominee Lending Institutional Nominee Holding organization chosen one Collaborator Nominee Government Nominee us. 48B Debenture holder Nominee Independent Director Others The individual can't be a chief for in excess of 15 open constrained organizations. The Directors of the organization are overseers of the enthusiasm of the partners which incorporates: (I) Employees Shareholders Creditors Customers Society It is difficult to clarify the position that an executive holds in a corporate undertaking. An executive isn't a hireling of any ace. He is the controller of the companys issues. Chief of an organization is neither a representative nor a hireling to the organization. They are proficient individuals who were recruited by the organization to coordinate its issues. Anyway there is no limitation under the Act, that a chief can't be a worker to the organization. In Lee v. Dregs Air Farming Ltd 1961 AC 12, it was held that, an executive may, in any case, fill in as a worker in various limit. We will compose a custom paper test on legitimate situation of chiefs explicitly for you for just $16.38 $13.9/page Request now We will compose a custom article test on legitimate situation of executives explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom article test on lawful situation of executives explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer There is no unmistakable definition for irector under the Companies Act, 1956. Chief incorporates any individual who is involving the situation of an executive, whatever name called. Chief As Agents In Ferguson v. Wilson (1866) 2 Ch App 77, the court unmistakably perceived that chiefs are according to law, specialists of the organization. It was held that, the organization has no individual; it can act just through chiefs and the case is, as respects those executives, only the standard instance of a head and operator. At the point when the executives contract in the name, and for the benefit of the organization, it is the organization which is obligated on it and not the chiefs. In Elkington Co. v. Hurter 1892(2) CH 452, where the offended party provided certain merchandise to an organization tnrougn Its cnalrman, wno promlsea to Issue nlm a debenture at the cost, yet never did as such and friends went into liquidation, he was held not obligated to the offended party. Additionally, an executive was held to be by and by not at risk in a suit against a private chit finance organization. Connection of the property of the executive was held to be not admissible. Like operators, executives need to uncover their own advantage, assuming any, in any exchange of the organization. In Ray Cylinders Containers v. Hindustan General Industries Ltd(2001) 103 CC 161, held that, the chiefs are the operators of the organization and not of its individual individuals, aside from when that relationship emerges because of the uncommon realities of the case. Additionally conceded authorization to document a suit against an organization was not permitted to be treated as consent against chiefs too. In Sarathi Leasing Finance Ltd v. B Narayana Shetty(2006) 131 CC 798, the articles of affiliation engaged the overseeing executive to speak to the organization in legitimate procedures. It was held that a further approval was not important to empower im to record a grumbling for disrespect of check under Sec. 138 of Negotiable Instrument Act. Chiefs are the operators of an organization. They are following up in the interest of the organization. So the executives can't be held by and by obligated for any default of the organization. It was held that, for an advance taken by an organization, the chiefs, who had not given any close to home assurance to the loan boss, couldn't be made obligated simply on the grounds that they were executives. Chief As Trustees Directors are the trusties of the companys cash, property and their forces and such should represent all the funds over which they practice control and will efund any cash inappropriately paid away, and will practice their forces genuinely in light of a legitimate concern for the organization and all the investors, and not their own sectional premium. To whom the chiefs are trustee? Regardless of whether to the organization or to the individual investors. This rule was set down in 1902 in Percival v. Wright, and still holds ground as a fundamental suggestion. For this situation the court held that, executives have no obligation towards singular investors. From this it is evident that, the executives are trustees to the organization and not of individual investors. The standard of the case was repeated in Peskin v. Anderson. Conventionally the chiefs are not specialists or trustees of individuals or investors and owe no guardian obligations to them. Anyway we need to take the choice of Allen v. Hyatt(1914) 30 TLR 444. It was held that, the executives are trustees of the benefit to assist the investors. They can't generally act under the feeling that they owe no obligation to the individual investors. Be that as it may, it is of no uncertainty that the essential obligation of the executive is to the organization. Executive As Organs Of Corporate Body The natural hypothesis of corporate life regards certain authorities as organs of the organization, or whose activity the organization is held at risk Just as a characteristic individual is for the activity of his appendages. Subsequently the cutting edge chiefs are more than unimportant specialists or trustees. The Board is additionally accurately perceived to be an essential organ of the organization. Chiefs and administrators speak to the coordinating psyche or will of the organization and control what it does. The perspective of these chiefs is the perspective of the organization and is treated by law in that capacity. The functional impacts of these guidelines are that the chiefs individual shortcoming in the matter of the organization turns into the flaw of the organization; nelr motivation to Delleve Is attrlDutea to tne organization ana tne Intentlon to involve a premises as communicated by their lead is the goal of the organization. CHANGES MADE BY THE NEW COMPANIES ACT, 2013 The 1956 Act recommended least 2 executives for a private and 3 for an open organization separately to establish a Board. This standard has been held by the new Act, yet the greatest furthest reaches of executives on the Board has now been raised from 12 to 15. The Act has additionally evacuated the rigid consistence of making sure about earlier Central Government endorsement for raising the quantity of executives past as far as possible nd, rather, a relatively less difficult technique for endorsement by methods for an exceptional goals of the investors has been presented. Also, new changes remember required nearness of free chiefs for the Board of recorded open organizations and least one lady executive on account of certain class of organizations to be informed later, in this way bringing more straightforwardness and sexual orientation equity into the Board rooms. The enactment obviously characterizes the job of such free chiefs and has a point by point Code for autonomous executives annexed to it, which contains unequivocal rules for proficient lead, jobs and esponsibilities of such chiefs. They are limited by this Code to assume a job in the arrangements, assurance of compensation and evacuation of official executives, directors and key administrative staff. Taking into account the guardian position held by executives, unequivocal arrangements endorsing chiefs obligations have been added to the new Act. These remember avoiding circumstances for which they have clashing enthusiasm with that of the organization, obligation to make great in money related terms any undue increase/advantage with respect to the executives and so on. Autonomous executives: The arrangement o cause organizations to have 33% of their board individuals as free chiefs is fine on a fundamental level. Free executives (IDs) are additionally more severely characterized, and their residencies will be constrained to two terms signifying 10 years. IDs can likewise hold a limit of 20 directorships. The best thing about the new Companies Act is that it is basic, with more noteworthy clearness of expectation and reason. Sounds great? In any case, there are traps. For three reasons. To begin with, how autonomous would ids be able to be the point at which they are named and paid for by the advertisers? Will advertisers select genuinely autonomous individuals on sheets? Second, are there enough people accessible to be selected as IDs? In principle, indeed, in light of the fact that there are no capabilities for turning into an ID. Yet, by and by, when you tell the forthcoming individual the obligations he will bear, the genuine number of able and willing IDs reduces. Most IDs, truth be told, wind up decorating corporate loads up without the time or responsibility to work in light of a legitimate concern for investors. Third, if qualified IDs wind up taking up 20 directorships every, in what capacity can they truly serve every one of those organizations investors constantly? As indicated by a CNBC TV18 report, AnalJit Singh of Max India, for instance, went to just one out of 4 executive gathering of Dabur in three years, before he surrendered. How did he truly help secure Daburs investor premiums by staying missing? The end: it is a great idea to have numerous IDs, however corporate administration will require an overwhelming portion of guideline also to finish the image. Ladies executives: It is significant for corporate sheets to guarantee sexual orientation decent variety, yet before that occurs, a gracefully of ladies qualified for board positions should be made. As per GMI Ratings Women on Boards Survey 2013

How and When to Use Roman Numerals

How and When to Use Roman Numerals How and When to Use Roman Numerals What did the Romans ever accomplish for us? All things considered, in addition to other things, they gave us a method of composing numbers. These are known as Roman numerals, and chances are you’ve seen them utilized regardless of whether you’re not certain how they work. Go along with us, at that point, for a brief glance at how to utilize Roman numerals accurately. The most effective method to Use Roman Numerals At the point when we consider numbers, we for the most part consider Hinduâ€Arabic numerals. These are the images 0, 1, 2, 3, 4, 5, 6, 7, 8, and 9. The Romans, be that as it may, utilized letters to speak to numbers: Numeral I V X L C D M Worth 1 5 10 50 100 500 1000 These images can be joined to make new numbers. This halfway works by including numerals until you arrive at the necessary worth. For example: V (5) + I (1) = VI (6) L (50) + X (10) = LX (60) M (1000) + L (50) + X (10) + V (5) + I (1) = (1066) Notwithstanding, if a number requires utilizing a similar image multiple times in succession, you take away from the following most elevated an incentive. We show this by setting the littler numeral before the bigger one. I before V or X takes away 1 (e.g., IV = 4) X before L or C takes away 10 (e.g., XL = 40) C before D or M takes away 100 (e.g., CM = 900) This framework works for numbers up to 3,999. Be that as it may, you can likewise adjust the numerals above for bigger qualities. This includes putting a line over them to show that you’re managing thousands. Thusly, 4,000 would be composed as â€Å"IV† with a line over the numerals. You can see a few models underneath. Enormous Roman numerals. When to Use Roman Numerals Roman numerals are uncommon nowadays, however they are as yet utilized for: Part/area numbers in books and plays Page numbers for early on material in a book Numbering things in a rundown Demonstrating the time of creation for motion pictures and TV appears Titles of film or game continuations Versions of long-running games The titles of rulers Numbers on certain tickers and watches This isn’t a total rundown, yet it covers a few spots you’re prone to see Roman numerals in regular daily existence. On the off chance that you’d like any assistance watching that you’ve utilized numerals accurately in your composition, connect for all your editing needs! Outline: How Do Roman Numerals Work? Roman numerals use letters to speak to numbers. What's more: The essential numerals can be joined to make new qualities. This includes including numerals (e.g., â€Å"V† is 5 and â€Å"I† is 1, so â€Å"VI† is 6). Be that as it may, if a number requires utilizing a similar numeral multiple times straight, take away from the following most noteworthy incentive rather (e.g., â€Å"IV† is 4). Commonly, Roman numerals are just utilized for initial pages or section numbers in a book; be that as it may, they’re likewise utilized for things like long stretches of creation in TV and titles of film spin-offs.

Writing Homework For Me - Set Your Plan Up

Writing Homework For Me - Set Your Plan UpThe easiest way to write your homework assignments is to work on your assignment for me. This means that you work to complete your assignment, but also to complete it for me. That way, your assignment for me gets written and filed so that it never has to be forgotten. The reward of writing assignments for me are far greater than the rewards of any assignment that may come your way.Work to completion on your assignment for me. Do not waste time on any unnecessary thing. If you want to get to a better grade in the course, you must write your assignments for me and do your homework so that you can obtain an A.Make a simple idea. Have a plan. Do not try to overwhelm yourself with things you do not need to accomplish. Have a list of the things you need to do to get your homework done. One way to keep your ideas organized is to have a list of ideas that you need to do.Now that you have some ideas that you need to get your homework assignment done, create a document that will be your homework assignment. Make sure that this document is set up with a computer that has no e-mail. Keep it simple. Keep the format simple. Do not worry about how you will make your homework assignment look like.Make a plan. Set out a schedule for yourself for completing your assignment for me. When you are in class, keep track of your assigned tasks and do them when you are ready. Make sure that you are getting your assignment done each day. Do not fail to show up on your assigned task even if you are feeling tired or you are not as efficient as you should be.End your test early if it is difficult for you to finish it. It is important that you avoid paper jam or you will lose points on your test. Once you are done with your assignment for me, ask the instructor to review your grade. If your instructor gives you a negative review, take note of it.Do not be afraid to take on more projects for yourself. The reward of writing assignments for me can be gr eater than your rewards from one assignment. You are ready to move on and become a great writer.

MBA Essay Tip Responding to Criticism

2012 MBA Applicant posted recently that thanks to an upcoming employment review he will have material for the question, What is the toughest criticism you have ever received and what did you learn? While were glad that 2012 MBA Applicant has material, I thought you (and maybe even 2012 MBA Applicant) may want tips on how to answer that and similar questions. Regards, Jennifer Bloom You spend innumerable hours preparing essays that highlight your strengths and achievements, why on earth would you want to then take up space in your application with examples of situations in which you didnt measure up to your managers expectations and were the object of their criticism Unfortunately, this is exactly what many MBA programs ask applicants to do both in their essay questions and their letter of recommendation forms. In todays post, Ill explain why the schools ask this question, and Ill detail methods for answering these types of questions to the benefit of your application. In the past few years we have seen a significant increase in the number of programs that are asking for examples of situations in which the applicant doesnt measure up to expectations. For example: Tuck 3: Discuss the most difficult constructive criticism or feedback you have received. How did you address it? What have you learned from it? Wharton 4b: Tell us about something significant that you have done to improve yourself, in either your professional and/or personal endeavors. Chicago 2: Describe a time when you were surprised by feedback that you received. What was the feedback and why were you surprised? Chicago LOR: Please provide a written letter of recommendation. Be sure to includeareas of development, including efforts the applicant has taken to show improvement. Stanford LOR: Describe the most constructive feedback you have given the candidate. Please also detail the circumstances that caused you to give the feedback. These questions are all seeking the same two attributes from the applicants: the ability to accept when their methodology or style just isnt right, and to repair that shortfall. So why has this capability become such an important aspect in evaluating the applicant pool? The people who will benefit most from an MBA program are those willing and able to change their approach when introduced to a better one. In other words, it does absolutely no good to show someone at Tuck, Wharton, Chicago, or Stanford, for example the best way to do business, manage people, and guide companies if he is unwilling and/or unable to integrate that method into his own working style. So how do the admissions committees determine who has the potential to actually learn from their programs and become a better manager? They seek applicants who have proven in the past that they have the ability to learn about their shortcomings and then integrate new and better methods into their decision making. Prove to the top MBA programs that you possess the maturity to accept and grow from criticism, and you will be one step closer to the thick acceptance envelope. The best way to demonstrate that an applicant possesses an attribute in essays, interviews, and letters of recommendation is to share specific examples of times in which you demonstrated those attributes in the past. First, the answer should explain what the circumstances were: what actions had you taken and what impact, or lack of impact, had they made? Second, what was the feedback you received? What had this person felt was missing from your approach or what did s/he say you did wrong? Third, discuss how you took this criticism. Frankly, if someone immediately accepts criticism without analyzing it, I suspect the person of being a doormat*; instead, I want to hear why the advice rang true for you. Finally, share what you changed about your own behavior or actions following that criticism and the impact that you had as a result. Obviously, for the letters of recommendation you cannot write the answer to the criticism question for your recommender. However, your recommenders might find this post helpful in writing their responses. In addition, you may offer to discuss specific examples of advice that you benefited from to help them thresh out potential topics for their answers. Using space in your application to show you possess the introspection and maturity to grow as a manager is essential to earning a place in a top MBA program, and my fellow editors and I are here to help you identify and write about the best examples of these attributes for your essays. *doormat: (figurative) Someone who is overly submissive to others Senior Editor Jennifer Bloom has been successfully helping applicants demonstrate their readiness for the top MBA programs for 10 years.