...being un-supervised. Other people in the community speed over the limit posted and children play there and may be hit or injured. Even though the children play in the street it cause a safety risk to drivers that don’t speed or drive wreck less do to the children running in and out of the streets without looking for cars. The children are our future and they need to be protected. When a person is looking to buy a future home they want to see a nice neighborhood that looks respectable and not as if it’s a bad neighborhood. The appearance of a home in my belief can say a lot about the people who live there. Someone who takes care of their home for example pressure washing, not trash in yard, paint nicely applied. Also there are some resident that don’t have the money but the residents should do as much as they can. To give an example of this a resident in my neighborhood has fixed the garage door which is tilted half way closed and it’s not very appealing. The appearance of a residents lawn as well as home its self make a community. A yard or lawn care should at the minimum have the grass mowed. The plants should be not over grown or deceased. Living in Florida the grass isn’t always...
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...The poor people usually depends of this places for basic things like food or sleep,without that help some of them don`t survive winter. Most of these institutions exist thanks to donations made it by average people and not government assistance. Every day there is more people living on the streets and the help is simply not enough, even when these kind of institutions exist. The people which suffer of poverty even when we see them like a kind of dog in the street, they are human and they want a decent life like normal people. Is normal to say that those poor people are living on the streets by their own choice, but like I said before, that is ignorance. That people suffer a lot of things, even things that we never going to feel, for example the hungry . The sad of these situations is that most of these people is...
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...Furthermore, I have been awarded two trophies, three plaques, been placed in the top ten of my age group, and I have been placed number one in my age group for two years. During my time at my dance studio, Panorama Dance, I have been awarded Student of the Year twice. I was awarded Junior Ballet Student of the Year in 2008 for my enthusiasm and determination. Then in 2016, I was awarded Senior Student of the Year for my dedication around the studio, hard work, and positivity. As of 2017, I have been contacted by my dance studio to fill in as a substitute dance teacher when a teacher is away. This experience taught me how to be more responsible and organized. I would have the task of running the multiple classes that the regular teacher would have throughout the day. Being organized is also important because I need to make sure that I can get through the lesson plan and also keep track of the time so that I end the dance class on schedule. Sometimes, I would be notified at the last minute that the studio is in need of extra help. For example, I was asked on a Friday night if I was able to fill in for a teacher the next day starting in the morning until the late afternoon. This taught me how to be prepared even if I had minimum notice. ...
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...The elderly would be another population that I would be difficult for me to work with. For example, my mom used to work at a nursing home and she would invite me to her event days that was held for the elderly. Every time I went in the nursing home, I always directed myself to Mrs. Lu. She was very beautiful with white hair and blue eyes. I directed myself to her because she loved having conversations with me and she told me that I reminded her of her daughter. Ever since then every time I saw her she would want me to do different hairstyles to her hair because she said it made her feel young again. One day I went back to visit Mrs. Lu with a card for Mother’s Day and she was gone! Then nursing aids said that she had passed away. From this day forward, I try to keep my guard up and try not to cry because I never got a chance to say good...
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...A former third-grade student of mine, I will call her Megan, was diagnosed with ASD at a young age and presented with behavior difficulties very early on. By the time she reached third grade she continued to have difficulty with shouting out, interrupting, and transitioning in a timely manner. All three of these behaviors were quite disruptive to the learning/teaching environment at times. Megan performed well academically but her relationships with her peers often suffered. She disrupted the learning environment on several occasions making it difficult for others to complete their work successfully. In order to address these behaviors, I met with Megan’s mom, the school counselor, the special education teacher, as well as her teacher...
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...invaluable. I know they would describe me as a positive influence to be around and one with a charismatic instinct. I took pleasure in having fun at work telling jokes or sharing stories. They would describe my attitude toward personal life as one that values friendship, family, social and physical activities. My employees know I cared for them professionally and personally. I tried to have as much fun inside work as I did outside. I believe one of the major keys to happiness and well-being is having a good work/life relationship. In Walt’s instance, his employees would describe his attitude towards work of one that is inflexible, unprincipled, has very high standards, but motivated and results oriented. He was a successful manager and it proved to be that way, but his demands were extremely high. His work expectations were not the same as his employees. In some instances, his practices and behavior didn’t act in accordance with moral principles. His employee’s weren’t enjoying work or being acknowledged for their work. In some respects, Walt was too self indulged and only cared about his own desires. For Walt, there wasn’t much time for a personal life or a real work/life balance. He took much more pride in working hard than taking time for life outside of work. His employees seem disgruntled and unhappy about some of the work demands in correlation to their own personal lives. He rescheduled planned employee vacations and even enjoying a full lunch break was looked down upon...
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...presentation of Microsoft's New Envisioning Center. What is interesting is the rest of the headline I mean work, play and live which seems like the try to evoke the feeling that it could influence and mainly improve the whole life easily. But it is obvious what the video will be about from the headline I would say. Proairetic code: There is clear storyline and what I found out really interesting, it is amount of examples of new technology working. The whole video is one big example of using technology which consists of smaller examples and we can say presentations. So for me it is examples and presentations what is the most significant point in the proairetic code of this video. Semic code: The first impression on me was big preassure on international expressing of video. A lot of nationalities and actually the family was international as well. Also the family looks happy (probably thanks to new technology) and the man looks really professional in the work. It seems like the expression would have been that successful and happy people use the products. Symbolic code: I found actually just one full-faced symbol and it was the toy of lion when children were working with the new tech. It was trying to show that it is so easy to use that even small child is able to work with that (and actually grandmother as well). Maybe man's cooking apron was symbol of possibility to work (cook) and use the new tech in the same time because the using of new tech "makes the cooking simple"...
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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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...accountablePerson Person Specifies the Person that is legally accountable for the CreativeWork. aggregateRating AggregateRating The overall rating, based on a collection of reviews or ratings, of the item. alternativeHeadline Text A secondary title of the CreativeWork. associatedMedia MediaObject The media objects that encode this creative work. This property is a synonym for encodings. audience Audience The intended audience of the work, i.e. the group for whom the work was created. audio AudioObject An embedded audio object. author Person or Organization The author of this content. Please note that author is special in that HTML 5 provides a special mechanism for indicating authorship via the rel tag. That is equivalent to this and may be used interchangeably. award Text An award won by this person or for this creative work. awards Text Awards won by this person or for this creative work. (legacy spelling; see singular form, award) comment UserComments Comments, typically from users, on this CreativeWork. contentLocation Place The location of the content. contentRating Text Official rating of a piece of content—for example,'MPAA PG-13'. contributor Person or Organization A...
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...my workplace. Teams can be a group of individuals that are put together randomly or on purpose to work together to accomplish an assigned task they are given. They are working together for a common purpose. The set goals and have a common approach on how they will accomplish their goals. “Teams bring together complementary skills and experience that exceed those of any individual on the team. The different perspectives, knowledge, skills and strengths of each member are identified and used, by comparison most groups are extremely rigid, and members usually have assigned roles and tasks that don’t change. Teams however are flexible performing different task and maintenance functions as required. Roles and tasks may change depending upon the expertise and experience most pertinent to the work being performed” (www.excellerate.co.nz) Within my organization every year teams are put together to work on issues that come up from our employee survey that is taken yearly. Once employees take a survey all the information is gathered and the top issues that come up cause for concern. These issues can be a positive or a negative meaning the employees would like to see something added to the workplace or something that is a current process change. Human Capital (also known as HR) puts together teams that include HR and an employee from each Centers of Expertise groups, for example someone from Compensation, Internal Communications, Legal, Training and Development, and more. These...
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...Flexibility, Work Hours, and Work-Life Conflict: Finding an Extra Day or Two E. Jeffrey Hill, Jenet Jacob Erickson, and Erin K. Holmes Brigham Young University Maria Ferris IBM Global Workforce Diversity | Problem/ Solution | Content/ Reference | Work-life conflict | The reciprocal influence between the microsystems of work and life compose what is called the work-life mesosystem. When the boundaries be- tween these microsystems are permeable, characteristics associated with the work and life domains influence each other. Work-life conflict is identified as the linking mecha-nism through which work and life are related to one another and to individual and work outcomes.Work-life conflict consists of a cognitive appraisal of inter-role conflict in which individuals feel that the demands of paid work and life roles are incompatible. Incompatibility is experienced as participation in either paid work or life roles is made more difficult because of the demands of the other role.A plethora of studies have found that work hours are associated with greater work-family conflict and that workplace flexibility is associated with less work-family conflict.Judge, Boudreau, and Bretz (1994) found a strong relationship betweenthe number of paid work hours and work/family conflict, especially for those with preschool children.In an interesting twist, Jacob et al. (2008) found that the frequency of missed evening family meals because of work mediated the negative relationship between long work hours...
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...Is it more important to do work that one finds fulfilling or work that pays well? People have different thoughts about what work they would want to choose, and two of the many categories which affect the choice are the money they can earn and how much they fulfill by working for the job. But, it is more important to do work that one finds fulfilling than doing work that pays well. Firstly, working for something that someone finds fulfilling will give the person to have less stress from work than working for something that pays well. For an example, if a person does works at a place he does not want to work at, but is working for it to get large amounts of money, he is going to get stressed out because he will not know why he is really working for the job apart from the fact that he is going to get more money. On the other hand, if a person works for something that he finds fulfilling, he knows why he is working for it, and will feel more content and happy about it. Secondly, working for something that someone finds fulfilling gives more chances to the person compared to a person who works for something that pays well. For example, if a person likes doing something, he will get excited about it, which will boost up his capabilities and skills, and help him succeed in getting a higher position, or get more things out from the job. But, if a person works for something just to get more money, he will dislike the things he is doing compared to the person...
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...Chace Community School- BTEC Business Assessment Front Sheet |Name | |Form | | |Course |BTEC Level 3 Extended Diploma in Business | |Unit |Unit 4 |Assignment Title |Understanding Business Information | |Assessor | | |Issue Date | |Submission Date | | |Grading Criteria |P1, M1, D1 | |Resources |Text, Internet, Lesson Notes | |Available | | Assessment Title: Assignment One “Understanding Business Information” In this assignment you will have the opportunity to provide evidence against the following criteria. |Criteria Reference |To Achieve Criteria the evidence must show that you can: |Task # |Links to PLTS ...
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...rather than speculation. * I also believe in consulting with my team members. Not only do they feel more valued, but often I learn something new. Example required. 2. Are you a team player? 3. How do you handle differences between your team members? 4. What steps do you take to make each team member feel important? 5. What are the key values of a leader? How do you demonstrate these values? 6. What’s the difference between a manager and a leader? 7. How open minded are you to other team members and a leader? 8. Do you consult members? 9. Give an example of a risk you had to take. Why did you decide to take the risk? 10. How do you maintain a relations with a person in cases where you cant agree? Sample excellent response: Luckily, I have quite a bit of previous team experience, and have faced this situation a few times in the past -- so let me tell you how I've learned to handle the issue. The most important first step in dealing with an underperforming subordinate or team member is honest communications -- talking with the person can lead to some surprising discoveries, such as the person not understanding the assigned tasks to being overwhelmed with the assignment. Once I discovered the problem, I could then forge a solution that usually solved the problem and allowed the work to move forward. So often in situations like this, the problem is some combination of miscommunications and unrealistic expectations. How to keep...
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...performance in one dimension influence your rating of the person in other dimensions; assuming that good performance in one dimension means the person is also as competent in other dimensions. Example: You are filling out the Recommendation of Readiness (ROR) for an employee with whom you have a great relationship. This employee volunteers for unpopular after-school activities, and comes up with creative solutions to problems. Therefore, you have no doubt that the individual is one of your strongest employees in terms of initiative and innovativeness. You don’t know much about the individual’s other abilities. Since you work well with this person you decide to give a recommendation. LENIENCY EFFECT: The tendency to be somewhat less critical than is appropriate in the evaluation process - i.e., to be too 'easy' and forgiving in assigning ratings. Example: You are aware that this employee is weak in some dimensions, but you feel that over time and with the right principal as a mentor, this individual has the potential to be a good administrator. Therefore, you recommend the employee even though there are work areas that are in need of improvement. HARSHNESS ERROR: The tendency to be more critical than is appropriate in the evaluation process; the opposite of leniency effect. Example: You are meeting with an employee who is ready to assume the job of an administrator. Despite being an above-average employee, this person is far from perfect, so you make a decision not to recommend...
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