...A Freelancer’s Guide to Earning More on Elance. Table of contents 1. Work Differently™: You’re gonna love it................................ 3 2. Your Profile: Shine like a diamond ........................................ 5 1. Write your Overview with the “ideal” client in mind ..... 5 2. Include an engaging and professional photo .............. 6 3. Take multiple Skills Tests ............................................ 6 4. Use your Portfolio to showcase talents ...................... 7 5. Join Elance Groups .................................................... 7 6. Miscellaneous tips, advice and others truths .............. 8 3. Your Job Search: Finding great work fast ............................. 9 1. Check your Opportunities daily................................... 9 2. Use Watch Lists to follow potential clients ................ 10 3. Use the Elance search bar to find jobs ..................... 10 4. Respond to Job Invites you receive.......................... 11 5. Miscellaneous tips, advice and others truths ............ 11 5. Your Workroom: Where jobs get tackled ............................. 17 6. Your Reputation: Stand out from the rest ............................ 19 1. Feedback is important. No, critical ........................... 19 2. Making sense of My Stats and Level ........................ 20 3. Managing your Feedback, Stats and Levels .........
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...were frauds. She corrected the deceitful events that involved two of the company’s production managers. Doc also reported directly and the manager and the other staff really thought highly of him. He received answers quickly because he knew that the ESD will not in any way accept the unfinished ideas and therefore channeled through the manager. The manager would then order ESD to halt recent projects to begin work on Doc’s awesome idea. You could tell that this wasn’t expected because the manager, who put his trust and confidence in Doc and would not fire him because of the great impact he has on the company of being a mastermind in his job and producing ideas that were profitable to the company. Doc had a major influence over the company and the manager because he was smart. When it comes to political influence, employees may be convinced about the plans and goals of the organization Doc was a mastermind; he clearly could persuade any position was protected and could save his employees from being relieved from their jobs. He used the fact that he was an expertise in his work to have the influence of the CEO to his advantage; in which in a way was pretty good for...
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...How to get back on track You don’t know this about me but I was 14 years old and won 2nd place in the regional Chess competition along with 3rd place in the state and 8th place in nationals (that’s 8th in 100 competitors). What I learned (beside that I am awesome) was that everything in life if a chess game and should be treated as such. Along the way I learned project managing and learned that everything in life requires management and a manager for it. So combining those concepts you get that everything in life needs to be managed with grace, foresight, risk and timing. Below is what my Thesis was for my BS called “Playing the Game Called Management” Got an “A” by the way and inducted into the tech honors society. But that’s another story. The Question There are things we need to establish to try to fix things. One was recognizing the causes of which we already mentioned in the email. In chess that’s viewing the board and the player the environment all causes to the end games all potentially harmful and none of it on your side. This is handled in PM by openly set the goals and make sure that they are understood. In chess that is to yourself in PM that is to the group. This would not be to re-write the project by this date. That’s not a goal, that’s a want/need. It means to lay out what are the real goals for each party (to look good, make money, do the job and go home, do a good job, learn etc.). This is kind of dirty but so is detoxing after a bad drug habit...
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...LEARNING TEAM CHARTER – TEAM “C” Course Title|HCS/341 Human Resources in Health Care| | ||||||| Team Members/Contact Information Name||Phone||Time zone and Availability during the Week||Email| Monika Dover| |719-243-8155||Mountain Time, evening 8:00pm-10:00pm Mon-Sun||monikdover@email.phoenix.edu monika.dover@yahoo.com| Kee Kee Newsome||919-432-7428||Eastern Standard Time 6:00-11:00pm Mon-Sun||keekeenewsome@yahoo.com| Mark Zimmerman||818-257-2695||Text message anytime. Calls 7pm-12 midnight Eastern time.||Bunso12@aol.com| Jackie Jennings||706-264-5421||Eastern time, 6pm-10pm Mon -Sat||babybirdruby@email.phoenix.edu orjjennings61410@yahoo.com| Sara Nelson||361-318-0884||Central time, Hours vary. Good way to contact me is thru text msg.||Heartlock10@yahoo.com| Kalkita Dodson||434-426-6559||10am- 5pm M-F Eastern time||kalkitad@gmail.com| ||||||| ||||||| Team Ground Rules and Guidelines What are the general expectations for all members of the team? Monika: Communication only through the team forum, and only in case of an emergency through email, phone call, and text. KeeKee: My general expectations for all members of the team is to communicate. Communication is the key to having a successful team and to be able to do well as a team. Mark: To participate and do their parts on the schedule given by the team leader. So that the team leader can have any final touches done by the submitted deadline. Jackie: communication is the key word that we need. Sara:...
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...“FIGHT”—For a Better Future Zhang Haitao SM 15204188 19th-Sep.2015 is a memorable day for me as I was re-enter in university after 7 years, I became a student again after I married and also been a father, this is one of the greatest milestone of my life. To USTC, I really have a lot of emotions. When I was at middle school I was heard a lot of story about USTC, I know this is a great and special university at China. I really wish I can be the student of USTC, but I know that is impossible because I know that I can’t reach the admission scores. When I was the senior class at university, I was participated the USTC master entrance examination. But I was failed; I didn’t catch the admission scores. So I was thought, USTC for me is only a dream at my heart. A very scared place for me. Last year, I want improve myself, I want be a master and have master degree. So again, at that time, the dream comes back again. I want be one part of USTC. So I apply the postgraduate enrollment examination again. But at that time, my wife is pregnancy and also I got a heavy workload at that time. I don’t have time for the examination preparation. I was giving up and didn’t want participate the exanimation. But in the end, my wife encouraged me to do a trial. Very fortunately, I reach the B line. Fortunately I pass the interview and became one part of MBA. During the two days orientation learning. The schoolmaster, the lead of USTC Management college and the outstanding schoolfellows was...
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...In-N-Out Burger Review | | | | | Santosh Gowda | | | IN – N – OUT BURGER 1. Feedback found on page 141. “. . . They were given specific on-the-job training during slow periods and a considerable amount of feedback on their performance.” 2. Communication found on page 136-137. “. . . Rich had relied heavily on verbal and visual communication techniques.” 3. Giving back to Community found on page 156 “. . . It came from Rich’s belief that improving the lives of children was the cornerstone to creating a better society.” Giving back to Community found on page 157. “. . . Rich looked to fund outlets that shared his desire to help, supporting several groups that aided victims of child abuse, organizing several fund-raisers. He was said to have denoted thousands of dollars to the Make-A-Wish Foundation, the organization that granted wishes to terminally ill children.” Giving back to community found on page 157. “. . . In 1984, they established the Child Abuse Fund specifically to raise awareness of and channel funds to abused and disadvantaged children in the cities and counties where in IN-N-Out Burger did business.” Giving back to community found on page 93. “. . . Harry and Esther believed in serving the communities in which In-N-Out operated. The Snyder’s made any number of charitable donations, and their efforts at promotion were often connected to grassroots community and philanthropic endeavors.” 4. Rumors found on page 197. “. . . Following...
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...Google Case Study Taylor Anderson, Trenton Moses, Jacob Pyeatte, and Nicole Simon Southeast Missouri State University Abstract Google is a large corporation that leads the business world in providing a high-quality work environment for its employees. This paper will discuss the benefits Google provides to its employees, how the company is able to provide said benefits, and the human resource policies and strategies implemented within the company. Furthermore, this piece will offer answers to several questions asked at the conclusion of the textbook article as well as provide facts and suggestions regarding Google’s corporate structure and policies by referencing primary sources and using personal feedback from the authors. Google Case Study In the textbook, Human Resource Management by Gary Dessler (2011), an article on the powerhouse corporation, Google, was written regarding the company’s benefits, human resource strategies and policies, and how the company is able to provide such a work environment. Research will show whether or not Google’s new job candidate screening process is effective, how Google affords to give out such elaborate benefits, how Google recruits its employees, and more. Google has implemented a new candidate screening process that correlates personal traits from current employee’s answers on a survey regarding employee performance (Dessler, 2011, pp. 712-715). Some believe that this strategy limits Google’s ability to find the right candidate, but...
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...seven members with varying degrees of professional expertise in strategic marketing. That expertise ranges from backgrounds in the non-profit sector to occupational therapy, financial analysis, logistics, international consultancy, and corporate management. The specific work expertise related to marketing that is relevant to this class is also varied with some members having strong expertise in marketing, sales and business and financial relations, while others have had no experience at all in marketing. This sets up the members for an interesting working relationship. All have had ample experience doing group work in past classes at Liberty University. The group is dynamic in nature. All in all, the individuals are go-getters who work well both as managers and as team members or followers. There seems to be a common work ethic where all members have a strong sense of initiative and are autonomous and self-motivated. While clearly acknowledging that no one is perfect, all seem committed to strive for excellence. Most of the members are process oriented and there is a strong sentiment that the tasks, guidance and specific roles for each individual in the group will need to be clear at all times. All members work reasonably well under pressure, but some members feel that stress is best...
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...|Date Issued | |Business Environment | |Week beginning 11/02/13 | |Student Name |Student ID |Due Date – 03/06/13 | |Lecturer Name: Ibrahim kevin, Sujata,& Issac |Internal Verifier Name | | |Mr. M. Azam | Rules and regulations: |Plagiarism is presenting somebody else’s work as your own. It includes: copying information directly from the Web or books without | |referencing the material; submitting joint coursework as an individual effort; copying another student’s coursework; stealing coursework from| |another student and submitting it as your own work. Suspected plagiarism will be investigated and if found to have occurred will be dealt | |with according to the procedures set down by the College. Please see your student handbook for further details of what is / isn’t plagiarism.| Coursework Regulations 1. Submission of coursework must be undertaken according to the relevant procedure – whether online or paper-based. Lecturers will give information as to which procedure must be followed, and details of submission procedures and penalty fees can be obtained from Academic Administration or the general student handbook. 2. All...
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...Interview Project My person of choice to interview for this project was my mother. She has personally in business for well over 15 years. She is talented and knows what she is doing through and through, and has helped lead her team to the top many times. My mother Jill works as an area manager for SunTrust in the Charlotte area. I decided to pick her, not only to have someone to interview, but also to get to know her on a more personal level and to see personally how she truly feels about what she does. I set up the interview via email. It becomes difficult trying to get together and be able to sit down and personally conduct the interview when she is out and about working. I attempt to visit as often as I can, but there are some nights that she doesn’t get home until really late. She was welcome and willing to do it, and her answers gave me more of an insight of what she really does. Here are the following questions, as well as answers. 1.) a. How do you measure success? In many ways… as a leader I measure success by how well my team achieves various key measures. My personal success is when my team is considered successful by others. b. Where does that measurement stand now? Currently we are exceeding key metrics and a majority of the 18 branches I lead are at or above target for the 4th quarter. c. What actions are you taking to change the measurement(s) (in the right direction)? My goal is to have all branches achieve their goals so for those that are not at...
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...Notes for using the Job Analysis template Job analysis is an in-depth study of a job (not the person in the job). It provides information for job descriptions. In doing the analysis, you will need to gather information about the job, eg by interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from other sources such as related units of competency. Whatever sources you use to get basic information on what the job entails, the analysis should end up with written results that can be reviewed by the incumbent, or other employees who know the job. During the review, duties, competencies, knowledge, skills, abilities, and other characteristics of the job can be added, deleted or modified. Job analysis is designed to provide a reliable method of quickly and effectively identifying critical competencies (ie knowledge, skills and abilities) and establishing the qualifications for a job or role. The step-by-step process below will assist you to complete a job analysis using the template provided. |Process |Explanation | |Step 1. Understand the job |Start by developing a complete understanding of the position. This is the foundation on which training (and | |including duties and tasks |other human resources processes) is based. The basis...
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...Math and Me Vanessa Bashore MM212: College Algebra “We both just did out fives yesterday, how can she be doing her sixes already today?” I can remember thinking this like it was yesterday instead of 29 years ago. I was in first grade, and we were doing our times tables. I had been the first one to do all of my numbers so far in the class, and now Sara was up there doing her sixes before I knew them. That would just not do for me, so that night I went home and learned the rest of my numbers, six through nine, to be able to do them for the teacher the very next day. I guess you can say that this is where my love for math started. I am not saying that I never had to study or that I have never struggled with any math in my life, but for the most part, most of the math classes I have taken in my life have come pretty easily to me. I love when you are struggling with something in math and all of a sudden you have that a-ha moment where everything suddenly makes sense. In the past I have taken all the basics in math including Algebra and Geometry. However, these courses were also taken almost 20 years ago, and I have to admit that I am a bit rusty when it comes to all of the formulas and properties. Even though I may not remember all of the formulas, I still consider my previous courses a success. I may not remember the exact formula, but I do remember that the formulas exist and it is just a matter of looking the formula up and plugging in the right numbers to get the correct...
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...profession in or subjects that we feel we are good at. However, all of this means absolutely nothing if we are not satisfied with the environment in which we work. In this assignment I will be discussing three companies from FORTUNE Magazine’s annual ranking of America’s “100 Best Companies to Work For”. I will be describing the work environment of these companies and identifying elements that promote motivation and cohesion among employees in these workplaces. Additionally, I will be relating my observations to materials found in our textbook. The first company that I will be discussing is Dreamworks Animation. According to the about section on their website, “DreamWorks Animation creates high-quality entertainment, including CG animated feature films, television specials and series and live entertainment properties, meant for audiences around the world. The Company has world-class creative talent, a strong and experienced management team and advanced filmmaking technology and techniques” (http://www.dreamworksanimation.com/company) Dreamworks Animation has also made this list of FORTUNE’S best companies to work for, for the last five years. An element within this company that fosters group cohesion is the area in which they work that allows for on campus events and activities that includes friends and family in addition to work colleagues. Throughout the year, Dreamworks...
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...particular is effective followers. How does an effective follower work and what does is it that drives them? There are five main characteristics that we are going to focus on for an effective follower and they are: dedication, independent thinker, active in the organization, self-management, and willing to take risks. Dedication is defined as the quality of being dedicated to a task or purpose, but it can also be interchanged with loyalty. An effective follower is someone who a colleague or manager can count on because they know that they will give it one hundred percent when it comes to completing a task. They tend to really believe in what they are doing and that is where the sense of dedication comes from. For example a dedicated employee would be willing to put in the long hours and extra time that it would take to complete a project. Their boss trusts that the work will not be sloppy or incomplete because their loyalty is outstanding. Dedication is very important to being an effective follower. A second important quality is being an independent thinker. In reference to the project example mentioned above an effective follower would be the person who would think outside the box for a solution to a problem. They do not rely on others when contemplating the options. This does not mean that they do not work well in teams. They are perfectly capable of participating in a group, but they do have the ability to work solo on an issue that might arise. It is because of this that they...
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...adding to the complexity is the fact that from time to time the stated reason hides the real deep personal reason. I have learned to recognize that people work through a psychological change process as they give up the old and come to embrace or reject the new. People may experience initial denial, and then begin to realize that the change can’t be ignored. Sometimes strong feelings may emerge, like fear, anger, helplessness and frustration. A person can accept the change either negatively, with feelings of resignation and complacency or positively, with enthusiasm to capitalize on the changes. You should always watch out for the ones who get stuck in one phase, and offer your support. Allow space for people to work through the stages and give them time to breath and listen with empathy. I have learned that there are many reasons why people are resistant to change, the first reason is that the person is in general against or negative towards all that is different or new. They would say things like we just don’t have time for that or its too early or too late for that. The second reason is that the person is not interested in the idea or change, or he/she has other goals that he/she wants to pursue. The third is that the person doesn’t understand the message and/or the consequences that the change will have on his /her work situation. The Forth reason is that the person doesn’t trust the person who communicates the change initiative. The last one is fear, like for example...
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