Silliman University College of Business Administration A Comparative Study between Fines and Community Service In the Perspective of Silliman University College Students Enrolled in S.Y. 2015-2016 MEMBERS: Belarmino, Katherine Dela Cerna, Ramon Fabileña, Ida Jayari, Juan Carlo Pinili, Alessandra Sabrina Recto, Monique Schelling, Anke Tomarong, Coleen TABLE OF CONTENTS CHAPTER I The Problem and Its Scope Introduction …………………………………………………………………….......... 3 Theoretical Background …………………………………………………………
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edu/cehsdiss Part of the Child Psychology Commons Acar, Ibrahim H., "Predictors of Preschool Children's Peer Interactions: Temperament and Prosocial Behavior" (2013). Open Access Theses and Dissertations from the College of Education and Human Sciences. Paper 170. http://digitalcommons.unl.edu/cehsdiss/170 This Article is brought to you for free and open access by the Education and Human Sciences, College of (CEHS) at DigitalCommons@University of Nebraska - Lincoln. It has been accepted for inclusion
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Introduction Previous researches (Hofstede 1991; Schneider and Barsoux, 2003) confirm that management control is practiced differently in different parts of the world and the development of national management practices is a function of its environmental factors. Although it is hoped that globalization, technological development and improved methods will make harmonization of management control practices all over the world, it is not yet happened due to the intercultural differences among nations. The
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information. Black hat hackers are the most rare and elite of all the hacker groups. Most are connected with criminal activities, such as espionage. (2001) Not all hackers labeled black hat hackers are connected with criminal activities in real life. There are many "old school" hackers considered black hat. They are the ones that are usually from the 1960's and use the word hacker with honor and freedom. (Quinter 2) Most of these hackers do not have a negative intent they are usually programs
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example. Compared with the early success literature, the writings of the last 50 years seem superficial to me - filled with social image consciousness, techniques, and quick fixes. There, the solutions derive not from the Character Ethic, but the Personality Ethic: Success is a function of public image, of attitudes and behaviors, of skills that lubricate the process of human interaction. I don’t say these skills are unimportant. But they are secondary. If there isn’t deep integrity and fundamental
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larger-than-life figures. Collins was the first to blow that belief out of the water. Level 5 Leadership TheTriumph of Humility and Fierce Resolve by Jim Collins What catapults a company from merely good to truly great? A five-year research project searched for the answer to that question, and its discoveries ought to change the v^ay we think about leadership. I n 1971, a seemingly ordinary man med Darwin E. Smith was named cfeief executive of Kimberly-Clark, a stodgy old paper company
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Aptitude Testing and the Legal Profession 6 June 2011 Dr. Chris Dewberry Birkbeck, University of London 1 Acknowledgement: I wish to thank Chris Hutton for his help in compiling information in the section of this report entitled Aptitude Tests Currently Used in the Professional Services Sector, Appendix 3, and Appendix 4. 2 Contents Executive Summary ................................................................................................................... 6 The
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Journal of Vocational Behavior 73 (2008) 242–253 Contents lists available at ScienceDirect Journal of Vocational Behavior journal homepage: www.elsevier.com/locate/jvb A model of career success: A longitudinal study of emergency physicians q Sarah Pachulicz, Neal Schmitt *, Goran Kuljanin Department of Psychology, Michigan State University, 262 Psychology, E. Lansing, Michigan 48824-1116, USA a r t i c l e i n f o a b s t r a c t Objective and subjective career success were
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banking/financial sector in Pakistan comprises of Commercial Banks, Development Finance Institutions (DFIs), Microfinance Banks (MFBs), Non-banking Finance Companies (NBFCs) (leasing companies, Investment Banks, Discount Houses, Housing Finance Companies, Venture Capital Companies, Mutual Funds), Modarabas, Stock Exchange and Insurance Companies. Under the prevalent legislative structure the supervisory responsibilities in case of Banks, Development Finance Institutions (DFIs), and Microfinance Banks (MFBs)
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utmost importance of Training and Development programs. Any organization’s strength lies in the human resource. But if this precious resource is not taken care properly, then in due course of time, becomes obsolete because of the drastic change taking place in almost every sphere of work and related aspects such as knowledge base, or skill base, or be in technical aspects. Keeping this in mind every organization must promote learning. The training and development department must prepare such training
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