...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 the practice and checking the answers, I watched the teacher’s mouth open and shut but I could not hear her voice. So I took off the headphone and leaned against the back of the chair. “Is everything OK?” Dad found that I looked tired and asked with concern...
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...range of callbacks therefore we are able to calculate the average amount of callbacks on a given day. However, the most effective method that would be used of course would be finding the Median, Mean and Mode so that we are able to find the average reason for customers calling back within forty-eight hours and also the average My voice of the customer score coming from these particular customers. By these customer being routed to a special team of operations to assist this can also help to determine the feedback given by the representatives to help better assist the customers. Know because inferential statistics come from the sample to the population and determine the possible characteristics of said population based upon the sample. Inferential Statistics based upon the problem previously described of the Augusta Site reaching the number one spot in the nation will allow me to make my findings more generalized. There are a few inferential statistics that can play a big role in determining if the data set information will be beneficial to the company. One of them being the contingency tables because if we can determine if scores are...
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...The Humanistic-Encouraging scale measures our interest in people, our tendency to care about others, and our ability to encourage them to improve. Humanistic-Encouraging people are accepting of themselves, and accept others for who they are — without question or criticism. In fact, those scoring higher on this scale have unconditional positive regard for others. This absolute acceptance enables people to grow the most and take greater responsibility for themselves. Humanistic-Encouraging individuals believe they can assist others in fulfilling their potential by providing a supportive climate that inspires self-improvement. Although very high scores on this scale are uncommon, the Humanistic-Encouraging style is positive, healthy and effective. Those who use it are sensitive to people's needs, and will devote energy to counseling and coaching others. They have a refined knowledge of people, and demonstrate maturity and consideration when dealing with them. Humanistic-Encouraging people gain satisfaction through seeing others grow, and typically form meaningful relationships. Their willingness to take time with people makes them excellent leaders, managers and teachers. In general, this style is characterized by: • A focused concern for the growth and development of people • Appreciation of the strengths in others, and belief in their potential for improvement • Optimism regarding what people can accomplish • A nurturing approach to relationships • The willingness...
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...unique skills, knowledge, background and experiences to contribute to the Learning Team’s assignments and eventual success. As a result of the vast differences in the makeup of the team, teammate must first learn about each other, and a sure way to do this, is by creating a Learning Team Charter. A learning team charter can help the team to improve performance, in despite, the personality types, listening skills and the level of trusts each teammate has. Personality Types There are five members on the team and four different personality types. The four personality types are ENTP, ENTJ, ESTJ, and INTP. According to the individual personality results, four of the team members are extroverted and one introverted. The second part of the test concluded that four members were intuitive and one sensing, and all five team members have a thinking personalities (University of Phoenix, 2007). With the exception of one team member, the personality results basically, indicated that most of the members are outgoing, creative, realistic, individualistic, and are natural leaders. Listening Skills Much like the results of the personality types, the results of...
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...we needed to expand globally and the only way to sustain that level of growth was through Englishnization. I also feel that fast and direct communication is the only way to integrate across various businesses in different nations and to insert Rakuten into non-Japanese market. Change was necessary for the global growth that we were aiming at. The initial goal to achieve TOEIC score, over 650 by April 2012 was set. Lots of foreign media such as CNN, Financial Times, covered our challenge and Harvard Business School made a case study about Rakuten’s Englishnization. However, this is not a temporary campaign or a astunt for publicity, but a must-do thing in order for Rakuten to become a globally successful company. This is good thing for Rakuten employees because English will open up their vision to what’s happening all over the world. I strongly believe that Rakuten’s success in Englishnization will change the conservative custom and system in Japan. I had instructed three primary phases consisting of assessment and measurement, first where the staff was required to do a two hour reading, listening and comprehension for business English. Second was wherein guest lectures were invited to teach English. Third was proficiency where the people are encouraged to communicate their ideas, present and defend logical arguments. It does not make sense to teach until you actually apply. The initiative was faced with a lot of resistance on its...
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...Analysis of Team Charter Week three collaboration between team C members resulted in interesting similarities and difference between team members in reference to personality types, listening skills, and trust level. Post the self assessment offered by Prentice Hall through the University of Phoenix; each team member got a better understanding of his / her team member strength and weaknesses, knowing that based on the self assessment there are no such “right” answer and neither extreme better than the other. The personality different types for team C can be summarized as follows: 1. xxxxxxxxxxxxxx = ENFJ 2. zzzzzzzzzzzzzzzz = ENTJ 3. eeeeeeeeeee = ENTJ 4. rrrrrrrrrrrrrrrrrrrrrr = ENTJ “ENTJ = is outgoing, visionary, argumentative, have low tolerance for incompetence, and often seen as a natural leader. As far career the survey lists; possible career as a manager, management trainer, stockholder, lawyer, chemical engineer, or police officer. ENFJ = is charismatic, compassionate, and highly persuasive. Possible career as a TV producer, fundraiser, drama teacher, or health adviser”. How often that; it works to have 75% of team members personalities are similar; we have three members (xxxxxxxxxxxxxxxxxxxx) earned type ENTJ in the Prentice Hall Self-Assessment and one team member ) earned different type ENFJ. The mix is not equivalent to experience different personalities; however, having the same personalities is a challenging factor...
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...ENUMA NGENE PSYC 2301 04-16-14. PERSONALITY The personality test shows my results as follows; Extroversion: I got a low score of 21. I totally agree with it and I know deep within me that am not very outgoing. I like to go out every once in a while but so much outings could weigh me down. I would rather prefer to be indoors most of the time doing things I enjoy doing like watching movies, listening to music, browsing and so much more. I like to have my quiet moments indoors. Generally speaking, I am cool, calm and collected. Conscientiousness: In this part I scored a percentage of 66. In other words I was slightly above average. I tend to agree with the test result because over the years, I have seen myself working hard to achieve what I want in life. I tend to be more of perfectionist because if things do not turn out the way I want it or the way it should be I get a little frustrated. I would stop at nothing till I obtain the required result, only then will I feel satisfied or at ease with myself. I also know when to slow things down when the need calls for one. Neuroticism: I scored a high of 75. I disagree with this result because I do not see myself as being moody, only once in a while and even when I feel that way, it does not take long for me to get over it. Envy and jealousy is not a trait I find myself to possess despite the fact that every human has those abilities. It is not dominant in me. Also I tend to look on the bright side of everything...
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...and self-examination. The best use of these data for individuals is to design a personal development plan to address areas of concern surfaced through the assessment. The second objective is to improve overall organizational performance. As an organization’s leaders develop their abilities to work, manage, and lead, the performance and attitudes of corresponding workgroups will improve. Therefore, the entire organization stands to benefit as individuals improve. To assist you in this process, your personalized 360 Feedback Report contains the following elements: This Introduction to the 360 Explanation of 360 Leadership Roles Interpretation of the 360 Data Your Overall 360 Profile Role Comparison Scores and Item Score Breakdown Open Ended Question Listing Appendix A - All Scores Summary Appendix B - Personal Development Planning 360 Leadership Roles Communicator Leader Manager Facilitator Professional The data are grouped into five roles (Communicator, Leader, Manager, Facilitator and Professional) to provide a framework for understanding the information. These roles represent the most common facets exhibited by those in leadership positions in an...
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...were intuitive. Thinking or feeling refers to the third letter. We have two members who are feeling and three who are thinkers. The fourth letter P or J is referencing perceiving or judging. Again all five members are judging. According to the analysis and interpretation a possible career choice for Kim is psychologist, librarian, drama teacher, novelist, or human resources manager. The information provided she is reflective, introspective, creative, and contemplative. Alexandra’s discoveries revealed she is skeptical, critical, independent, determined, and often stubborn. Possible careers for Alexandra could be a business analyst, environmental planner, lawyer, reporter, engineer, or scientist. Amique and Morgan shared their score as outgoing,...
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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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