...The First Time of Taking TOEFL Test Outside the window, only a few houses still had their light on. The street lamps turned the glow color from white to yellow, a warm color that could pacify the anxiety of the passerby. I looked up at the sky. The dark blue sky extended to the boundless distant place, to the other side of the earth—America—the country where I wanted to go to school. To achieve this goal, I had to take two exams, the TOEFL and SAT. I took a deep breath, thinking about my TOEFL exam. Test Of English as Foreign Language, the first barricade I need to go through, now bothered me a lot. I was forced to practice it again and again, to make sure my score was good enough to apply the American universities. But my reading, listening, speaking and writing skills could not assist me to get an excellent grade. I knew it well. So I could not stay outside for a long period of time. I needed to come inside and begin my practice once more. “It’s time”. Dad sipped his hot tea, reminding me to continue my work. “Go do your work.” His gentle voice sounded like a ringing clock, low and deep but powerful, pushing me to obey his order. “Yes”. I responded, and turned on the computer to listen to the online TOEFL course. I attempted to note down all the key point the teacher said. She then started a listening practice. As the lecture began, I worked on taking note of the key words for the questions that would come out after the lecture. Hours later, after finishing...
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...Life Styles Inventory Paper Keller Graduate School of Management GM591: Leadership and Organizational Management Life Styles Inventory Paper Who am I? Where do I come from? What am I doing? Where am I going? And How do I get there are all questions we ask ourselves in one form or another throughout our lives. America is a place where one is not confined to who or what they are now. In fact one is in control of whom or what they will be tomorrow. In effect one can change the direction of one’s life. The key to doing so is to first understand one’s self. I recently took a life styles inventory survey to learn and get a better understanding of myself. Within the following paper I will identify the results of my survey to include my thinking styles, the impacts of my thinking styles and where I think I developed these styles. Thinking styles “The Life Styles Inventory measures 12 specific styles of patterns of thinking”(Human Synergy’s 2010) and is done by answering a series of questions. The chart following is a circumplex profile that was generated as a result of my answers to the survey. Primary thinking style The Circumplex indicates that my primary thinking style is dependent and is denoted by showing the higher shaded area. The Human Synergistic website (2010) describes that this style is characterized by “A passive attitude, Feelings of helplessness, the presence of rapid change or traumatic set-backs in one’s life, a lack of self respect, which results in...
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...HAND TEST DR. EDWARD E. WAGNER HISTORICAL DEVELOPMENT • The first scientific attempts in relating the hand to personality developed out of the study of the body types (asthenic/thin; atheletic/ muscular; pyknic/ stocky) by Ernst Kretschmer in 1931. o BODY TYPES--- TRAITS( PSYCHOPATHOLOGIES ▪ PYKNIC: friendly ( depressive ▪ ASTHENIC: timid, introverted ( schizophrenic • Charlotte Wolff (1943) studied certain characteristics of the hand and handedness and derived a practical method of the hand interpretation based on the studied characteristic. o The Hand in Psychological Diagnosis (1951) considers the significance of endocrinological dysfunction, its psychological effects and chirological manifestations & outlines how and why the hand reflects temperament and personality. • The first empirical research was a report by Carmichael, Roberts and Wessell (1937) which showed that , to some degree, emotions can be encoded in and decoded from dynamic body movements, gait, and manual gestures. • The Hand Test was originated by E. Wagner in 1958 and was primarily used to differentiate normal from schizophrenic. • In 1962, Bricklin Protowski and Wagner published a monograph with an initial rationale and scoring for the Hand Test. THEORETICAL FRAMEWORK • Hand Test was developed to meet the general criteria for a projective test and also to be easily classified for empirical examination ...
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...Culverhouse College of Commerce: AC210 Fall 2012 Course number and title: AC 210 Introduction to Accounting. Course description: Introduction to accounting and financial reporting concepts and the use of accounting information in financial and managerial decisions. Credit hours: Four hours, including a one-hour required lab. Prerequisites: EC 110. Instructor: Lisa McKinney Office address: 364 Alston Hall E-mail address: lmckinne@cba.ua.edu Phone number: 348-6679 Office hours: MW 9:30am – 11:00am. Other times by appointment. Instructor: Dr. Xiaochuan (Kelly) Huang Office address: 361 Alston Hall E-mail address: xhuang8@cba.ua.edu Phone number: 348-0577 Office hours: TR 1:00pm – 1:45pm & TR 3:30pm – 4:45pm. Other times by appointment. Instructor: Kelsey Brasel Office address: 329 Bidgood Hall E-mail address: krbrasel@crimson.ua.edu Phone number: 348-0150 Office hours: TR 11:00am – 12:15pm. Other times by appointment. Instructor: Amanda Beck Office address: 329 Bidgood Hall E-mail address: aebeck@cba.ua.edu Phone number: 348-0150 Office hours: MW 2:00pm - 3:15pm. Other times by appointment. Required text: Phillips, Libby, and Libby, Fundamentals of Financial Accounting, 3rd edition, 2011, McGraw-Hill Irwin, hardcopy or loose-leaf option. Also, you will need a Pass Code for Connect, the online homework program that accompanies the text. A Pass Code for the online homework is only valid for one semester so you cannot purchase...
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...If sprintAverage == 800 ThenDisplay “Sprint download rate is 800”End If | Sprints download rate is 800 | If attAverage >= 1300 OR tmobileAverage >=900Display “Select either carrier”End If | Select either carrier | Score | Employment Category | Interview Possibility | 85 or above | Definite | Yes | 70- 84 | Likely | Yes | 60-69 | Maybe | Yes | 59 or below | No | No | Main Module() //Declare variable on the next 3 lines //Declare Interger testScore = 0 //Declare String category = “ “ // Declare String inverview = “ “ //Make Module calls and pass necessary variables on the next 4 lines //Module getScore() //Module employCat() //Module interviewPoss() //Module displayInfo() End Main Module getScore(Interger Ref testScore) //Ask the user to enter a test score End Module Module employCat(Integer testScore, String Ref category) //Determine what employment category they are in based on their test score //Similar to if the score is less than 60, then category is “No” //Otherwise, if score is less than 70 then category is “Maybe” //…and so on End Module Module interviewPoss(Integer testScore, String Ref interview) //Determine if they qualify for an interview based on their test score //Similar to if the score is less than 60, then interview is “No” //Otherwise, interview is “Yes” End Module Module displayInfo(Interger testScore, String category, String interview)...
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...can derive an un-weighted gap score or a weighted gap score. Weighting depends upon how you allocate 100 points among the five SERVQUAL categories. A modified use of the questionnaire is to limit it to just the total or average Perception score. This is called SERVPERF and is used when Expectations are likely to be all the same (typically high). Weights can be applied here as well. STEPS TO OBTAIN UNWEIGHTED SERVQUAL SCORE Step 1. Select a business the service quality of which you want to assess. Using the SERVQUAL instrument, first obtain the score for each of the 22 expectation questions. Next, obtain a core for each of the perception questions. Calculate the Gap Score each of the statements (Gap Score = Perception – Expectation). Step 2. Obtain an average Gap Score for each dimension by assessing the Gap Scores for each of the statements that constitute the dimension and dividing the sum by the number of statements making up the dimension. Step 3. In TABLE 1 transfer the average dimension SERVQUAL scores (for all five dimensions) from the SERVQUAL instrument. Sum up the scores and divide it by five to obtain the unweighted measure of service quality. STEPS TO OBTAIN THE WEIGHTED SERVQUAL SCORE Step 1. In Table 2 calculate the importance weights for each of the five dimensions constituting the SERVQUAL scale. (The instructions are provided along with the table). Step 2. In Table 3 enter the average SERVQUAL score for each dimension (from Table...
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...76 range. Organizations with employees who score low are more likely to experience higher absenteeism and turnover. Gary is reliable and always on time. He is frequently counted on to ensure tasks are completed by other employees and has good leadership qualities. His time management is definitely a concern. He waits until the last minute to accomplish tasks and leaves team members scrambling when trying to accomplish tasks. Am I Engaged? Gary scored a 9 indicating that he is very detached from his current duties. Those who score high are more likely to have job satisfaction, work through problems and challenges, and devote more time to their jobs. Gary has the ability to overcome his lack of interest in his position though his work ethic. If challenged with different tasks it will spark his creative side and gain his attention again. If Gary has no interest in his assignments then he won’t give 100% to the team which will lessen his engagement. How Are You Feeling Right Now? Gary scored 33 from a range of 10 to 50. Higher numbers indicate more positive emotions, which benefit the organizational culture. Gary knows how to compose himself when in a work setting. He does fly off the handle at employees or make anyone nervous. Gary focuses on the negatives rather than the positives. This action tends to bring employees down around him. What’s My Affect Intensity? Gary scored 31 from a range of 10 to 50. The higher the score the more emotionally intense people tend to...
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...Total Points: 100pts (25 points per critique) Instructions: 1. Each student must review FOUR peer’s ePortfolio sites. Review it carefully for all required items. 2. Score each site using the below Peer Critique Worksheet. Please provide comments justifying the score issued (this is required!). 3. Submit on Blackboard using the assignment link all FOUR critiques by the due date and time. Due Date: • Monday, March 20, 2012 by 11:59 pm. (NO LATE SUBMISSIONS ALLOWED!) Your Name: __________________ Peer Name (Site you Critiqued): ____________________ Skill Exceptional: [20 points] Effective: [15 points] Acceptable: [10 points] Unsatisfactory: [5 points] (Did not turn in an ePortfolio) [0 points] Student Score Response to ePortfolio Assignment (Required Content Areas) Followed all of professor’s directions; completed the assignment; added extra material. Followed most of the professor’s directions; completed the assignment. Did not follow most of the professor’s directions or failed to complete part of the assignment. Disregarded professor’s directions and failed to complete a significant part of the assignment. Did not complete the ePortfolio assignment. Creative Use of Technology Innovative use of graphics, sounds, e-mail, links, additional software and Internet resources: superior presentation. Several creative sounds, graphics, and links used; presentation: keeps readers attention. Some uses of interesting sounds...
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...| State Code of Eligibility: (14) HIMACHAL PRADESH | Percentile Score in Qualifying Examination : Paper I : 79.73 Paper II : NA | All India Percentile Score in JEE(Main)-2014 Paper I : 87.93 Paper II : NA | JEE (Main) Score (a) | Qualifying Examination Normalized Score (b) | Total {60% of (a + 40% of (b)} (c) | Paper | Subjects | Marks Obtained | | | Paper - I | Physics | 24 | 79.24 | 83.90 | | Chemistry | 50 | | | | Mathematics | 13 | | | | Total | 87 | | | Paper - II | Mathematics | NA | NA | NA | | Aptitude Test | NA | | | | Drawing Test | NA | | | | Total | NA | | | | | B.E./B.Tech | B.Arch/B.Planning | | Overall Rank | Category Rank | Overall Rank | Category Rank | ALL INDIA | 211656 | 9451 | ------ | ------ | STATE | 1159 | 102 | ------ | ------ | Remarks : | B.E./B.Tech :- | Permitted to fill up choices online for counselling | B.Arch/B.Planning :- | | | | Note: 1. The Category and Sub –Category has been indicated as mentioned by the candidate in the application form. 2. State Ranks are based on State Code of Eligibility ie. State from where the candidate has passed +2 examination. Those who have not filled up State Code of Eligibility, their State rank have not been indicated. State Rank is provisional subject to verification of documents at the time of counselling. 3. Percentile Score in Qualifying Examination has been calculated...
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...that the test was accurate because some of the questions were trick questions and I believe that there was no right answer for any of them. I do feel a simple test like the one that we had to take can determine what someone’s IQ is. The test said my IQ was an 87 and the average of people who take the test get a 100. When they say the average is 100 that makes me think of 100% and I would think the score I got would be closer to an average score. I feel that the test is biases because the way the test was conducted was not very legit. If someone else were to take it I feel as if they would be offended because they would think to themselves well I am not the average then what am I retarded. In order for it not to be biases they also need to get opinions from other sides instead of just its own because it is a computer and how can a computer tell you how smart you are. I do not like these scores being used to compare to me another person because I do not like being compared to other people in the first place. I think in order to use these scores to compare you would need more scores to use. You cannot use just one because what if this test is wrong and the IQ you got is not the right one. You will never know unless you find another site to use. Everyone has their own IQ and should not be compared to others using the average because we are all...
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...ratings of job performance and of theft, discipline problems, and excessive absenteeism” (Robbins & Judge, 2011, pg. 1). As a manager for Riordan Manufacturing, three employees took a series of self-assessment tests for my organization. The analysis and interpretation scores of all three are positive and all three would make a great contribution to the organization. Positive people cognitively process more efficiently and are more productive. Job Satisfaction and Engaged High job satisfaction was above the range that determines lower levels of absenteeism, and their general attitude toward work is positive. Their engaged scores were also high, which defines these employees are in a positive state of motivation and fulfillment. “Individuals who score high in this category are loyal, dedicated, willing to devote considerable time to work, feel inspired by and proud of their work, and become immersed and absorbed while performing their work” (Stephen P. Robbins/University of Phoenix, 2005-2009). My employees are content coming to work and will possess good work ethics and values. They are self motivated will perform to high standards and will create a positive work. Emotional Emotional intensity scores for all three were a bit higher than the average scale. Emotions, moods, and dispositions have an impact on job performance, decision making, creativity, teamwork, and leadership. However, this is good if emotions are displayed in a positive and not...
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...Finding the Leader in You: Self-Assessment / Johari W Leadership and Organizational October 24, 2013 Develop a profile of your personality characteristics and assessment results My career development has turned me into the person that I am today within my work environment. I have learned and overcome many obstacles along the way. I would like to think of my career as consistent growth and change. I am always willing to adapt and adjust within my position as time goes on and technology becomes more enhanced. My career has leaded me to a path where I can always advance within my job and there is always knowledge and experience to grow from. One of my biggest personality traits that are of importance to me is to hold high ethical and moral standing within my company. I had to progress in my company from a server to working within the Human Resource Department. It is my duty as an HR assistant to ensure that all of our employees are treated fairly and equally as for their human rights. As professionals, we are expected to exhibit individual leadership as a role model for maintaining the highest standards of ethical conduct. And we are ethically responsible for promoting and fostering fairness and justice for all employees and their organizations. We are also entitled as HR professionals to consider and protect the rights of individuals, especially in the achievement and propagation of information while ensuring truthful...
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...Attitude Survey Paper In today’s economy, measuring attitudes is important. According to Hogan (2007), an attitude is usually defined with respect to its object. Objects include concepts, practice, group, institutions or an individual (p. 573). Attitudes consist of three components: cognitive, emotional and behavioral. I designed an attitude survey using the SERVQUAL approach to assess the attitudes of my coworkers at Ralcorp Frozen Bakery Products (RFBP). The purpose of the survey is to gain an understanding of the attitudes and perceptions that RFBP employees have toward the company. The purpose of the paper is to discuss the design, administration, scoring, and interpretation of the survey as well as any issues I experienced while creating the survey. Design According to Fink and Kosecoff (1998), surveys are a collection of data used to obtain information from individuals. The design of the survey was based on the SERVQUAL approach. The survey was designed for two purposes: employees to express his or her concerns toward Ralcorp and measure his or her expectations of the company while employed. The audience for this survey was employees who have been with the company for less than a year and for employees who have been with the company more than five years, to see if any improvements have been made. The survey will be administered two weeks after he or she comes off probation through a written format. This survey consisted of 11 items and took each employee...
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...Republic of the Philippines BATANGAS STATE UNIVERSITY Alangilan, Batangas City COLLEGE OF ENGINEERING, ARCHITECTURE, FINE ARTS, AND COMPUTING SCIENCES Chemical and Food Engineering Department Consumer Acceptability Test (Sensory Evaluation and Product Development) Submitted by: Group 3 Culiat, Lea G. Dimasacat. Mariel Garejo, Nikki Rose S. Pasia, Nekke Lettie Joy A. Submitted to: Engr. Marielli Katherine C. Untalan February 16, 2013 I. Introduction: Consumer acceptability tests are one form of quantitative affective test. Quantitative affective tests are those which determine the responses of a large group (50 to 400) of consumers to a set of questions regarding preference, liking, sensory attributes, etc. The analysts use Hedonic Scale Rating Test for determining the consumer acceptability of the product sample. This method shows the degree of liking for a product sample to be evaluated and indirectly shows preference. However, it does not show the reason for acceptability. In addition, it cannot be used for quality control purposes since it does not show product development. II. Objectives: 1. To learn to conduct acceptability tests. 2. To know and understand the different types of consumer acceptability tests 3. To understand the principle involved in consumer acceptability test 4. To learn and understand how to analyze data from consumer acceptability test III. Materials: * Watermelon wine ...
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...MGT 380 WEEK 4 DQ 1&2 A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=mgt-380-week-4-dq-12 Visit Our website: http://hwsoloutions.com/ Product Description MGT 380 Week 4 DQ 1&2, 1- My scores from the Leadership Frame of Reference Assessment were as follows: For the structural frame, I scored 13. For the human resource frame, I scored 20. For the political frame, I scored 14. For the symbolic frame, I scored 13. I scored low in the structural frame. According to our textbook, “A low score may mean a blind spot,” (Weiss, 2011, p.154). This means that I would most likely not flourish in a bureaucratic-type culture. I find it odd that I would score so low on the structural frame as I really enjoy procedure and structure in my personal and work life. I scored highest in the human resource frame. I really appreciated scoring high in the human resource frame as my minor is in human resources. This means that I focus on people, developing their skills, seeing their growth as a personal accomplishment, and seeing them as not just a means to and end– but as the most important part of the organization. 2- Vision is the foundation of a successful organization. It is the base on which mission statements and strategies must be built on. According to An Introduction to Leadership, “It provides direction for the company’s course by outlining a destination, and invites participation through its positive and uplifting description,” (Weiss, 2011, p...
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