Free Essays on Business Writing

Building Your Personal Brand Making a solid individual brand is basic to the drawn out accomplishment of any home loan originator. Top makers realize that individual marking starts with the acknowledgment that credits are not the focal point of what you sell. Or maybe, it is your insight, counsel and individual assistance that convey the most incentive to customers by making an astounding loaning experience. Remaining engaged and focused on these worth drivers ensures that you will manufacture long haul value in your own image. What are the activities that make an incredible loaning experience? Get some information about their general budgetary picture, and quietly answer each question. Remain quiet and arrangements situated even with issues, illuminate them rapidly, and keep the customer educated each progression regarding the way. Be quick, finish on your guarantees, and show the customer that you genuinely care about them. The best originators create a tremendous level of their volume from customers who give them rehash business and new client referrals. Dealing with your own image so every customer gets a high worth encounter is the key to guaranteeing a consistent development of your piece of the pie and pay. Building Creditability An effective home loan loaning vocation can turn into a maintainable, long haul annuity on the off chance that you have the premonition to â€Å"brand† your name and notoriety so that you are in a split second unmistakable in your market territory. More difficult than one might expect? Not on the off chance that you teach yourself to sidestep the prompt delight of snappy however inadequately dealt with arrangements and resolve to be in this business for the long stretch. You’ll start the excursion when you understand the essential truth that you are not selling advances. What you â€Å"sell† is your insight, experience, direction and counsel about effectively financing land. Individuals decide to exploit your mastery in the field when they accept you’re fair, ski... Free Essays on Business Writing Free Essays on Business Writing Building Your Personal Brand Making a solid individual brand is basic to the drawn out achievement of any home loan originator. Top makers realize that individual marking starts with the acknowledgment that advances are not the focal point of what you sell. Or maybe, it is your insight, counsel and individual assistance that convey the most incentive to customers by making a phenomenal loaning experience. Remaining engaged and focused on these worth drivers ensures that you will construct long haul value in your own image. What are the activities that make an astounding loaning experience? Get some information about their general monetary picture, and calmly answer each question. Remain quiet and arrangements situated despite issues, comprehend them rapidly, and keep the customer educated each progression regarding the way. Be fast, finish on your guarantees, and show the customer that you genuinely care about them. The best originators create a gigantic level of their volume from customers who give them rehash business and new client referrals. Dealing with your own image so every customer gets a high worth encounter is the key to guaranteeing a consistent extension of your piece of the overall industry and salary. Building Creditability An effective home loan loaning vocation can turn into a reasonable, long haul annuity on the off chance that you have the foreknowledge to â€Å"brand† your name and notoriety so that you are right away unmistakable in your market region. Actually quite difficult? Not in the event that you teach yourself to sidestep the prompt satisfaction of speedy however inadequately took care of arrangements and resolve to be in this business for the long stretch. You’ll start the excursion when you understand the major truth that you are not selling credits. What you â€Å"sell† is your insight, experience, direction and counsel about effectively financing land. Individuals decide to exploit your mastery in the field when they accept you’re legitimate, ski...

Hiring and Firing Essay

This exposition will distinguish and talk about the distinctive enlistment and determination practices of associations in the UK and these practices will be contrasted with the partners in the remainder of European Countries. The exposition will likewise remark on the traps in the UK associations which have prompted tied hands of the supervisors in these organizations. The ending rehearses in the associations of UK will likewise be talked about and the traps will be contrasted with the organizations situated in the European Countries. This is the motivation behind why less understudies are picking IT related fields in their advanced educations as there are no employments accessible for local people in these organizations. This is a trap that has been burrowed by these IT organizations themselves as they won't get any ability from the nearby market if there is a limitation of off-shoring later on (MarketWatch 2006). Poor Recruitment Practice in UK A people evaluation organization, Talent Q that helps bosses in overseeing and selecting ability, has seen numerous organizations and chiefs as taking poor choices routinely while employing representatives. There are numerous terrible outcomes of this poor recruiting practice as the fall in profitability is equivalent to GBP 2,400 for every annum for every specialist who winds up lost in an employment which he wouldn't like to do or isn't equipped for performing. Viably, the total sum goes up to GBP 5million per annum for the economy of UK (M2PressWIRE 2007). As indicated by an official review of Talent Q, 24 percent of the representatives who were selected were not approached to give a bent test and another 44 percent of the work force who were recruited were not short-recorded utilizing any character test. In view of 25 years of scholastic research across numerous organizations of enormous scope, these discoveries were handled through a model which is all around acknowledged. This model shows the cast iron adequacy of the appraisal. The genuine degree of the issues for the businesses turned out to be clear when these outcomes were joined with pay information from Office for National Statistics. The CEO of Talent Q remarked that the associations regularly neglect to utilize individuals based on bent test and character test. Notwithstanding, utilizing individuals based on hunch is by a wide margin the most noticeably awful work method known, while numerous investigations have demonstrated that when bosses use evaluation procedures to discover the personaliy and fitness of an individual, they show signs of improvement results (M2PressWIRE 2007). Informal Recruiting The candidates who apply through verbal exchange are seen as more appropriate than the enlisted people acquired by publicizing and are bound to remain longer in the activity. In any case, it isn't generally the situation that the best contender for work is chosen through verbal applications. This training for enrollment is being drilled in the UK at higher rates among the senior levels and is known as scouting. The goal of these seniors is to fill the more lucrative employments with the individuals whom they know or are there family members (HRM Guide Network 2007). Guarantee of Bonuses The guarantee of rewards while enrolling the representatives has been the most exceedingly awful trap of the enlistment rehearses in the UK. Mercer Consulting has found through research that the general compensation of CEOs in the UK from rewards has developed from 13 percent to 19 percent in 2004 (Mercer Human Resource Consulting 2004). There has been a significant impact on the income development rates in the UK as a result of the huge number of rewards that were paid in the ongoing years (Freeman 2002). This act of pulling in ability through contribution rewards doesn't ensure a roused representative. This guarantees just that choices are made by the workers that get him the rewards and these choices may hurt the organization over the long haul. The organizations in the UK are likewise utilizing rewards as an apparatus for representative maintenance and this training is getting very regular in the UK economy. In any case, the new arrangement to draw in new ability and to lay off the current representatives isn't in the hands of the supervisors at center or lower level. The senior administration is a large portion of the organizations settles on such choices (Nisar 2007). Off-shoring in the UK Many organizations in the UK, particularly those identified with IT and development, are recruiting gifted however moderately modest work from abroad. This employing has been permitted by the administration as a result of which work allows and visas have likewise been allocated to a great many specialists from abroad. In spite of the fact that these financially savvy choices can't be overlooked by the administrators yet they discover their options limited when they find modest work which can enable the organization to decrease cost (MarketWatch 2006). The Responsibility of the Managers The directors and individual secretaries are getting progressively answerable for the enrollment of unfilled opening. Be that as it may, these chiefs can't be so certain about recruiting the correct individual or choosing a testing framework for the opening. Where these directors are approached to reduce expenses, they are likewise approached to enlist the best individual. Notwithstanding, tests, for example, bent test, character test, expertise test or psychometric tests can be over the top expensive. This is in logical inconsistency to modest employing and numerous supervisors end up in a place of recruiting an individual not fit for work due to fixed or constrained financial plan allotted for employing (Renshaw 2003). As per the leader of a psychometric organization, the greater part of the workers are employed inside the initial five minutes of a meeting which is finished with the assistance of senses. In spite of the fact that in these five minutes, the discussion doesn't go past grins and presentations however many imagine this is the best practice. Employing through stepping through examinations has been end up being the best strategy which numerous administrators in the UK don't follow. Those representatives who are recruited without these tests, they are bound to drench the organization in misfortunes (Renshaw 2003). Bringing down Hiring Requirements The organizations with opening in the Europe for the most part react with bringing down the recruiting necessities in order to bring down the expense related with employing. These odds despite the fact that expansion the odds of filling the opportunity however it likewise brings about a match that opposes or ends when he is hit by a necessity that he can't deliver to as a result of lower level of abilities or experience. When looking through expenses are high, the European managers are bound to recruit under qualified workers for impermanent positions. One of the outcomes of recruiting an under qualified individual is high terminating costs if the worker can get a lasting agreement (Brencic 2009). Brief Employment Practices in the Europe Numerous nations in Europe boycott or confine the utilization of brief specialists. Be that as it may, there has been a developing acknowledgment for the brief work in the district. Numerous organizations which would prefer not to surge in recruiting and afterward settle on an off-base decision are recruiting impermanent representatives. The UK, Luxembourg, Netherlands and Denmark are the nations among those which have brief work markets, yet the nations like Greece, Italy, Spain, France, Belgium, Germany Portugal despite everything have rigid strategies over transitory employing (Messmer 1994). Terminating Practices in Europe The economies of Europe have been terribly trailing US and other created nations due to timberlands of formality, tremendous government assistance, overregulation and prohibitive recruiting and terminating rehearses. Terminating Limitations in UK Due to the usage of a few equivalent business opportunity acts and laws in the United Kingdom, the businesses are confined to terminate or cutback representatives. This actually tosses a chief at his seat with his options limited as he can't terminate any worker who isn't performing. As indicated by the laws, in light of the individual status of the specialist, a business may not set up employing or enrolling standards. Managers are not permitted to fight back against, lay-off or fire their representatives refering to reasons dependent on the individual status sketched out in the government enactment of hostile to segregation. The work is ensured with the demonstration of punishments and plan of action which says that if a representative is separated in the zones of terminating and recruiting, he may gather all the fiscal harms that are finished by the business (Pearson 2010). Terminating Practices in Germany In December 2000, the Vauxhall Motors Luton reported the conclusion of an office with terminating of roughly 2000 individuals. No subtleties were declared freely about the terminating of workers and what advantages would they get. The representatives being influenced were not told about the choice that the administration was going to take about the conclusion of an office. The representatives were not explained why the office was shut or for what reason were they being terminated (Butler, Sweeney and Crundwell 2009). This shows the terminating rehearses in Germany are altogether different when contrasted with UK, where an organization has restricted capacity to terminate perpetual workers. In Germany, in any case, the organizations have capacity to lay-off the workers at whatever point they need without introducing any explanation. Similitudes of Firing Practices in UK and other European Countries In this season of monetary downturn, when numerous huge enterprises are taking part in cutting back practices, the nations like UK, Italy, France and Germany are focusing on the more established representatives for lay-offs. The purpose for is very legitimate as the representatives develop more established, they become less beneficial and the organization discover progressively skilled youngsters to supplant them (Cattaneo et al.â 2010). The associations in the vast majority of the economies of Europe see more seasoned workers as progressively dispensable and give little an incentive to them (Barth et al. , 1993; Eastman, 1993; Loretto and White, 2006). End There are sure similitudes in the UK and Europe organizations with regards to laying-off or enlistment of the workers. Notwithstanding, the distinctions are more as the UK organizations are limited by laws and severe guidelines for terminating representatives which actually ties the hands of the directors with regards to terminating and recruiting of the workers.

The 8 Types of Company Culture

The 8 Types of Company Culture Each company consists of many different people and every single person contributes to that company in different ways.All the habits, thoughts, beliefs, practically any and every aspect of ones life reflect on the way he/she acts at work.Here we shall discuss 8 different types of company culture and explain why are they important.It’s an inevitable and inseparable part of every company.Somehow it comes naturally, people don’t  even think about it, but it plays a very significant role.THE IMPORTANCE OF COMPANY CULTUREFirst of all, if one is to ask should a company establish its own culture in the very beginning or it is better to let it come as the time goes by,  what would be the right answer?Actually, the truth is that it should be a bit of both.It’s a common fact that no country can exist without culture. The definition itself describes it as something that happens when people gather.If we try to apply and explain it as a part of an organization, that would be a mix of desirab le values for an organization to be prosperous and successful.Let us say that some set of rules and ideas exist as a foundation which unites people around a common goal.That would be something which defines the direction a company should head to, some values that will make it stand out above the competition.That’s where each person plays a very significant role in building and growing those ideas to make them stronger and more quality.Company culture, as we see it, should be  a mission and vision  which represent both established ideas and personal impacts united in one goal.You have probably heard that content and motivated employee will be more productive, and that can only bring good.And when the entire team is like that, the company can only have multiple benefits from that.  Think of it as a  perpetuum  mobile!A happy employee works more productively which leads to success in the company, and when there’s a success on that level, that makes employees happy! As you see, even the description itself has that continuous motion! WHO IS YOUR INNER CIRCLEBefore we get down to explaining those  8 types, you need to know that there are two concepts which are responsible for forming all of them on a two-dimensional axis.People interactionsRanging from highly independent to highly interdependent they both have different approaches.The independent values individuals who thrive on their own, while the interdependent takes group effectiveness to measure the overall success.Response to changeThis one ranges from stability to flexibility, allowing people to express themselves in different ways. Stability  favours  rules and hierarchy whereas flexibility means innovation and diversity.These dimensions result in eight types which we shall describe here. Just so you know,  things don’t necessarily have to be black and white. These values often mix and are prone to change, if the situation requires so.Their purpose is to make some general division for the sake of pract ical definition.As we already mentioned, it’s those basic rules which unite which each person’s habits and thoughts and  all together form a culture.When a company leadership sees that certain pattern works fine, they grow and support it, because it leads to success.Many different factors have an impact over these two, such as geographical location, type of company itself, the number of people working in it and so on.The idea is to recognize the positive sides and use them for mutual benefits. If you think of culture as a living creature, all this makes lots of sense, because it’s susceptible to daily changes.And now…DEFINING COMPANY CULTUREAs said, there are eight different types. Even though there is a precise division here, it doesn’t mean that each of them is the only one present in some company.Yeah, one is usually dominant, but the other may intertwine with it.1. CaringThis system’s main focus is on mutual trust and relationships. One would describe such an environ ment as welcoming and warm place, where people are highly collaborative.The main idea is to support and help each other. What unites employees is loyalty.Company leaders put the main emphasis on positive relationship, sincerity, and teamwork. This type of team is excellent for those whose well performance takes motivation from a positive working relationship.Disney  is the most common example to represent this.2. PurposeHere is all about altruism and idealism. People who work in such places are open-minded and compassionate, and the idea to do good for the world’s long-term future unites them.They focus on global communities and sustainability. Contributing to the greater cause by sharing ideals is the mutual mission leaders put emphasis at.We could list  Whole foods  as an example to depict this type of culture.  3.  Order  This type of environment is structured and unambiguous, so this is a perfect environment for those who are methodical and like to play by rules.Respect, struc ture and shared norms, as well as  time-honoured  customs, are the qualities leaders put stress too. Moreover, cooperation strongly unites all the employees.SEC  is the company which serves as an example of this.  4.  LearningCuriosity is the quality  that  leaders desire here.All the employees like to explore alternatives, spark new ideas, expand and create, they are highly inventive. Leaders like to stress knowledge, adventure, and innovation as main goals to unite people working there.People working in such places are the ones who value stability and personal achievement. They value learning over things that might be attained through work.We could list  Tesla  as such company.5. EnjoymentExcitement and fun- that-s all this type is about. The atmosphere in such places is light-hearted, full of daily excitement, where people feel happy about working there.Stimulation and playfulness are the ideas which motivate the employees to perform the best they could. Leaders appreciate a good sense of  humor  and spontaneity as key virtues.A good example of such a company is  Zappos.6. ResultsAchievement, winning, success are the characteristics which unite all the employees. This is an ideal place for those who do their best when there are set goals which lead to winning results.All the employees are usually merit-based and outcome-oriented, with the aspiration to achieve top performance. Goal accomplishment is the virtue leaders?highly appreciate.GSK  is a company which reflects this kind of culture.7. AuthorityDecisiveness and boldness, as well as the strong control and highly expressed competitiveness, are the qualities employees possess.Leaders emphasize that people working in such places are dominant and confident ones.Simply put, here personal advantage motivates more than organizational success. Those people are constantly looking  ahead,  they like to compete a lot.An example of such a company is  Huawei.8. SafetyUnlike some less strict types of company culture , this one is all about being risk conscious and conscientious.The employees think carefully prior to making any decision and the desire to feel protected and anticipate changes unite them.Such environments are predictable, pragmatic, where everybody makes plans carefully. Those are the qualities leaders appreciate.A good example of such company is  Lloyd’s of London.  As you could see, each type has strictly defined goals which unite them as well as qualities which the leaders of such companies appreciate and grow in their working environments. Some of them are different in almost every aspect, while you have types with certain similarities.The main point is the people who want to work in any of such places are able to identify with it. That all the characteristics we mentioned here are the ones one finds in  him/herself  because that way one will contribute to the team.Otherwise, it makes no sense pushing yourself if you cannot find any of these aspects to motivate you. THE FRAM EWORK OF INTEGRATED CULTURERemember the two concepts which precede the eight types we described here?They fit into each other based on people interactions and response to change. That’s where all the types can or cannot work together. People and the company they work in should coexist in harmony.Speaking of all these types, you may say that each one of them has their own advantages and disadvantages. But none of these is good or bad by itself, or better than the other. It’s all up to individual styles which seek like-minded environment to grow in personal and business aspect.Sometimes an employee may get confused for a moment when there are more types which coexist. For example, wanting the employees to be result focused and caring simultaneously may seem to confront in the first place.However, all the big companies consist of several teams and finding the one which exactly matches your ideas is not so difficult.The most important thing is that the  overall atmosphere is positiv e,  and when you have that, the rest comes naturally.This framework is very useful for managers to evaluate, diagnose and describe all the diverse patterns that occur, regarding both  behavior  and working style.That’s how they evaluate whether a person is compatible with the company’s overall goals.Here are some of the benefits of well-defined framework managers can use:When a new executive is assigned, they help him orient in that model and determine the most effective way to lead the teamEvaluate how if employees are consistent in their views over a longer period of timeGives them a better understanding of a company’s culture, with excellent insight into effects, both intended and unintendedWhen the  merges  and acquisitions happen, the framework points out the differences between the cultures and helps in finding compromisesA well-defined framework also serves to create a balance between individual leadership style and overall organizational cultureEach culture has subcult ures, and this may also help in identifying them, both those of higher and lower performanceIt serves as a guide to design aspirational culture and infiltrate new ideas and changes when necessaryCHANGING THE CULTURE- IS IT POSSIBLE?  Sometimes there are situations which require for  company culture to change. As with everything, trends constantly change.What might have been working well at some point may not be consistent in contributing at some other point of time.When it comes to developing and executing a new business plan, things are rather easy, as that doesn’t necessarily have any influence over employee’s personal aspirations and working style.However, changing the culture is an entirely different thing. This directly hits each and every person, as their style is the one that has to change. Having in mind the things we said about uniting with like-minded people when seeking for an ideal working environment.It’s a thing which involves emotions and one’s personal dynami c.But, be at ease, as there are some really good and successful ways which can make this happen without major problems.1. Articulate the aspirationThe first thing to do is analyze the current situation and see what  are the necessary changes that should occur.As we said, many things change as time goes by. Trends are almost like living creatures, so keeping up with them can sometimes be very challenging.Leaders must find the things in common for the existing type and the one they are planning to establish.This is something that they can discuss openly, as every single opinion and idea matters in this transitional period.This is where the organizational skills of a higher level are deeply appreciated, as changing the culture is a very complex process. That doesn’t come overnight.Whoever is the person in charge to deal with the major part of transition must point out real and present situation’s advantages and disadvantages and stress out why the change is necessary.2. Leadership turnover- how to select and develop the right person who matches the target cultureSome would say that this is the most challenging part of the cultural transition. It’s not only the type of culture that changes but as the new one will be established, it’s so natural that the leader won’t be the same as before.However, in companies where you have a healthy working atmosphere such things are not necessarily stressful and problematic. That’s because team members are aware of all the aspects that go along with a big and significant change.But, there are actually two ways to make this work. One is to change the leader and the other is to educate and train the existing one to move the organization to a new mode.Some people are aware that they simply don’t fit the new ideas, and they leave the position themselves. On the other  hand, some of them are asked to turn the position over, because they are unsuitable for the necessary evolution.As we mentioned, every big corporation co nsists of several teams and finding the suitable one is not always a stressful and shocking thing to do. This may serve as a  compromise  in the above-mentioned situations.3. The power of organizational conversations about the culture underscoring the importance of change  Talking and discussing things is always important, for every aspect of one’s life. You can apply the same logic to cultural transition in companies. The employees are encouraged to discuss the situation and use mutual skills and ideas give some useful directions.That’s the power of teamwork!  Such  behavior  has one more positive impact- leaders will be encouraged to deal with it more relaxed, as employees are willing to contribute and help the change takes its place as easier as possible.As for conversations, there are different types- formal, informal, in a real meeting or some team building. Of course, new technologies serve to make the whole thing more approachable and easily understandable.4. Organizatio nal design as a weapon to reinforce the desired change  When all the parts of puzzles are ready, what is left is to put it together.Again, this is where organizational skills are of vital importance.The change has to be done on multiple levels, team by team. People should get proper education and training to understand the new type which will be established so that they feel comfortable working in a new cultural model.As we said, emotions are involved here, so the one who’s the main in charge of the changes to happen should be someone who understands people. That person has to ensure people that they will still be equally productive and important for the company, as soon as they catch up with innovations.FINAL THOUGHTS ON CULTURAL TRANSITION IN COMPANIESAs you can see, the whole procedure is very complex, but not necessarily complicated.The purpose of changes is to help us learn something new about ourselves, about the company we work in. Every change brings lots of positive thing s and helps us grow in every aspect of our lives.One should not be afraid of changes. As long as there’s a good plan to follow, along with these steps you learned here, you can guarantee the success!

Julius Caesar Essay Decision Making in Julius Caesar

Decision Making in Julius Caesar nbsp; Making the right decisions is an ongoing struggle for man, because making decisions is never easy, and the wrong decision can lead to endless perils. Decisions must be made when dealing with power, loyalty, and trust. Yet, unlike other decisions, ones that are about these three fields are the most important, due to the risk involved, and because of the consequences that might follow. nbsp; Power- power is the complete domination of others, and since all men want to dominate those around them, power is valued as one of the most important possessions. Power is highly sought after, thus the correct decisions must be made to obtain it, and this is clearly proven by Shakespeares Julius†¦show more content†¦This is because of his quest for power, it blocks his normal thought process, and sense of reasoning, causing him to make irrational decisions. The two characters with the most power, Brutus and Caesar, do not make very wise decisions, and that is why neither of them survive. Loyalty goes hand-in-hand with power, and one that has trouble balancing his power is sure to have problems with loyalty. nbsp; Loyalty is one of the feelings that is used the most in Shakespeares Julius Caesar, this is shown by the numerous people that are loyal to either Caesar or Brutus. Having followers that are 100 percent loyal is imperative. When Caesar says Do this, it is performed. Caesars decision to recognize Antonys loyalty is very wise, since it will be Antony who eventually avenges Caesars death. People can change who they are loyal to in a brief instant. Live, Brutus, live, live! The citizens of Rome are angry with Brutus for killing Caesar, but after a short speech they have forgotten about Caesar, and are now praising Brutus. Brutus decision to let Antony speak last is a costly one, he should have realized how vulnerable the crowd is, and that they are easily influenced. Loyalty must be kept on the correct level for it to be useful. Good night, my lord. Cassius shows loyalty to Brutus, yet unlike Antony he does not take his loyalty to extremes. Loyalty must be kept on anShow MoreRelatedThe Tr agic Hero Of Julius Caesar By William Shakespeare1241 Words   |  5 PagesTragic Hero Essay A tragic hero is a main character that is usually of noble birth, suffers a catastrophe, and has a tragic flaw during his or her role in a novel or play. In The Tragedy of Julius Caesar by William Shakespeare, Marcus Brutus is the tragic hero. 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Life Is Like A Box Of Chocolates - 1625 Words

CAREER RESEARCH PAPER 2 Nick Carter once said, â€Å"It s like Forrest Gump said, Life is like a box of chocolates. Your career is like a box of chocolates - you never know what you re going to get. But everything you get is going to teach you something along the way and make you the person you are today. That s the exciting part - it s an adventure in itself†. According to the Bureau of Labor Statistics, the average worker currently holds ten different jobs before age forty, and this number is projected to grow. Forrester Research predicts that today s youngest workers will hold twelve to fifteen jobs in their lifetime. In class we received an assignment about career planning. I constantly dream about living in a huge house with two cars, and working in San Diego as a Family Counselor. In this assignment we assess our career aspirations, and possibly alternative career paths. I filled out three worksheets for my assignment; Natural Talents, Interests Checklist, and Exploring Your Day Dreams. In fi lling in the natural talents worksheet, I identified that I am an athlete, a great writer, and a critical thinker. This worksheet expanded my possible career choices. After assessing my natural talents, I am capable of being successful in my numerous careers. In being an athlete, I have the knowledge of plenty of sports. This makes me a great candidate for a career path withShow MoreRelatedForrest Gump Said That, â€Å"Life Is Like A Box Of Chocolates,1912 Words   |  8 PagesForrest Gump said that, â€Å"life is like a box of chocolates, you never know what you are going to get.† Highly Effective Instructors know that this is not the case. These type of instructors know there is usually a guide (an organization) on the inside lid which indicated what each type of chocolate contains. Trait number six is ORGANIZED (PICTURES) Organized area, Sloppy area Instructor organization can be divided into two broad areas: 1) administrative organization and 2) educational organizationRead MoreFate Portrayed in Forrest Gump Essays794 Words   |  4 PagesA general theme in Forrest Gump is fate. We see it everywhere; in Jenny, in Lieutenant Dan, in the feather, the box of chocolates, even Forrest himself. The film tells the story of Forrest’s life. The good and the bad, the people he meets, the things he accomplishes, and the hardships he faces are all part of a plan. Fate can be pretty funny. Forrest started out with bad legs, no friends, and no education but throughout the movie he makes many friends, saves lives, becomes very wealthy, andRead MorePeople and Chocolate: Intriguing Similarities and Differences643 Words   |  3 PagesChocolate is a widely favoured treat that comes in more varieties than any one person could imagine. Forrest Gump once said, â€Å"Life is like a box of chocolates. You never know what you’re going to get.† This statement explains a variety among chocolates in terms of flavour, size, and shape. The same statement can be applied to the people we meet in the journey of life. Regardless of appearance, personality and the overall impression someone leaves on you, they will always be favoured by some, dislikedRead MoreA Formal Analysis of Lindts Advertisement683 Words   |  3 PagesAdvertisement This is an advertisement of a renowned Swiss chocolate company, Lindt. What is being advertised is the companys well-known product, Lindor. It is a chocolate truffle with a hard chocolate shell and a smooth chocolate filling. The ad is composed of several objects: In the foreground of the image, a chocolate truffle with chocolate filling pouring into it is placed on a marble table; in the background, a chocolate maker with only his half face shown is gazing at the truffle. A sentenceRead MoreMy Father925 Words   |  4 Pagessucceed in my life and how to cherish time. He is always gone through a lot of ups and downs in his life, but my father faced the difficulties with great courage and a strong will, I have learned a lot from him, and this makes my father and me closely. My father is my role model and I will do my best to become a person like him. He also impresses me most with his optimism, hard--working and confidence, which I also inherited. He always tells me life is just like a box of chocolate; you have toRead MoreDon Marquis V.S. Judith Jarvis Thomson. Two Abortion Arguments.1474 Words   |  6 Pagesabortion arguments Judith Jarvis Thomson and Don Marquis both have different views on abortion. Thomson believes that in some cases, abortion is morally permissible, due to the life of the mother. Marquis believes that abortion is almost always morally impermissible, except in extreme circumstances, because the fetus has a future life. I will simply evaluate each of the authors reasoning’s that defend their belief, and give my argument for why I believe Judith Thomson’s essay is more convincing. ThompsonRead MoreForrest Gump Analysis Essay1125 Words   |  5 PagesWord Count: 1,124 Random Chocolates When you open a box of assorted chocolates, what do you see? Some people look, and they know that there are some chocolates mixed in that are absolutely horrid, and they do their best to escape them. Others see the candies and know that one of them will be their demise, but they eat them all anyways. However, a few people gaze into the box and see an opportunity for surprise with each morsel. In the movie Forrest Gump, the concept of destiny is viewed byRead MoreLife Of The Mother By William Shakespeare1360 Words   |  6 Pageslife of the mother. Marquis believes that abortion is almost always morally impermissible, except in extreme circumstances, because the fetus has a future life. I will simply evaluate each of the authors reasonings that defend their belief, and give my argument for why I believe Don Marquis’ essay is more convincing. (SUMMARY DEFENSE OF ABORTION) Thompson begins by stating â€Å" a fetus is a person and that killing a person is, in essence, murder, and thus morally wrong.† Thompson uses many analogiesRead MoreInformative Speech: Chocolate Essays1396 Words   |  6 PagesSpecific Purpose Statement: To inform my audience about the production of chocolate Central Idea: Explain how cocoa beans are processed to produce the chocolate we all know and love Method of Organization: Chronological Visual Aid: Before my introduction and before class begins, I will have a chocolate collection for people to choose from as a snack. It will not be handed out during my speech so that it will notRead MoreEssay on Commentary on Like Water for Chocolate by Laura Esquivel613 Words   |  3 PagesCommentary on Like Water for Chocolate by Laura Esquivel The novel Like Water for Chocolate is the story of a woman fighting tradition in quest for love and freedom. The novel has diverse relations of apathy and love between the characters. The author Esquivel illustrates these relations by the use of the colors red and white. Throughout the novel Like Water for Chocolate, Laura Esquivel uses the colors red and white to symbolize love and apathy in the relationships

NMCI Project Assessment Free Essays

The following is my assessment of the project: That when developing the project care was never taken to read carefully the set objectives and whether or not they were being met. As a result only two of them were met which indicated there was a need to overhaul the system. None the less expansion continued as if nothing was wrong. We will write a custom essay sample on NMCI Project Assessment or any similar topic only for you Order Now Modern development tools like prototyping were never used properly. System users were never involved in the development as the project was only handled by the experts. As a result serious mistakes were never detected let alone being solved in time. The size of the project needed the use of modern networking hardware, fast enough to cope with the heavy traffic created by the over 650,000 users. Instead of replacing the obsolete old hardware with the new ones the project continued to build on them which created more disaster. The monitoring process was never put into use as the Navy personnel who appeared to have vested interest in the project kept on defending it rather than bringing correcting and useful comments during the development process. They only focused on being able to provide some service whether that service was reliable or dependable was never the issue was never an issue. The Navy system is normally classified as critical and needs special methods   to minimize and tolerate some faults during its development. Such methods were never used. For example reliability, safety and security assessments were never done. Performance tests were never carried even though it was clearly known such tests were mandatory. The programming languages used were never compatible with modern   distributed operating systems. There was need to use Object Oriented Systems to enhance later modification compatibility THE AFI NEW SYSTEM PROPOSAL Introduction Purpose of the Document This document is prepared for use by the following people and for the following purposes: User Name Why need the Document System Customers Check if needs are met and specify any changes that may be required Managers/ Officers To plan for the system bid and its development System Engineers To Know and be guided on what system to develop System test engineers To develop validation tests System Maintenance Engineers To understand the system parts and its totality Scope of the Product This system is meant to be used by the current air force staff and it will take into account their current number and the projected number in the year 2030.. It will use the most current network technology including their topologies, transmission media, and distributed operating system architecture. System Overview Why use networks To allow for efficient sharing and use of computer resources To facilitate efficient dissemination of messages, notices to air force staff To provide connectivity to other armed forces and air force personnel in US To research and read widely about events taking place in US, and outside world. In particular those that are a threat to the US To perform trade and other commercial activities The connectivity and expected workload Ethernet products will be used due to its simplicity and widespread use Fiber optics cables will provide major connectivity Wireless hone technology will be used Expected Achievements and Failures All the cited failures in the NMCI project will be avoided, specifically: The integrated system life cycle will be used which is proper fact finding, system design, system implementation through prototyping, system integration and testing; system parallel operation, evaluation and maintenance. User involvement at all levels of system development User training through in house training programs; seminars and workshop attendance System Constraints The major constraint will be lack of awareness on the part of users . Computer technology is changing very rapidly and the organization will be properly informed and well prepared to accept such changes as inevitable. Methods and Procedures Network Models Used System Anticipated Evolutions Recommendations Conclusions References: Internet as given from NMCI system namely: http://www.gao.gov/new.items/d0751.pdf http://www.govexec.com/dailyfed/1206/120806ts1.htm http://www.eds.com/news/news.asp?news_id=2905 Ian Summerville : Software Engineering How to cite NMCI Project Assessment, Essay examples

Thomas More Utopia Essays - Utopian Novels, Utopia, Utopian Fiction

Thomas More: Utopia The historical Thomas More, the author of Utopia, was an extraordinarily complicated man who tied up all the threads of his life in his heroic death. The Utopia is the sort of complicated book that we should expect from so complicated a man. It is heavy with irony, but then irony was the experience of life in the Sixteenth Century. Everywhere--in church, government, society, and even scholarship--profession and practice stood separated by an abyss. The great difficulty of irony is that we cannot always be sure when the ironic writer or speaker is being serious and when he is being comical. We find that difficulty in Utopia. Edward Hall, the great chronicler of English history of More's time wrote, For undoubtedly he beside his learning had a great wit, but it was so mingled with taunting and mocking that it seemed to them that best knew him, that he thought nothing to be well spoken except he had ministered some mock in the communication. (*) In Utopia three characters converse, and reports of other conversations enter the story. Thomas More appears as himself. Raphael Hythlodaeus is the fictional traveler to exotic worlds. More's young friend of Antwerp Peter Gillis adds an occasional word. Yet the Thomas More of Utopia is a character in a fiction. He cannot be completely identified with Thomas More the writer who wrote all the lines. Raphael Hythlodaeus's name means something like Angel or messenger of Nonsense. He has traveled to the commonwealth of Utopia with Amerigo Vespucci, seemingly the first voyager to realize that the world discovered by Columbus was indeed a new world and not an appendage of India or China. Raphael has not only been to Utopia; he has journeyed to other strange places, and found almost all of them better than Europe. He is bursting with the enthusiasm of his superior experiences. However, I shall devote most of my remarks to the second book or chapter in More's work--the description of the island commonwealth somewhere in the New World. Since the Utopians live according to the law of nature, they are not Christian. Indeed they practice a form of religious toleration. Utopia provides a second life of the people above and beyond the official life of the real states of the Sixteenth Century. Its author took the radical liberty to dispense with the entire social order based on private property, as Plato had done for the philosopher elite in his Republic. More took the communism of Plato's republic or of the golden age supposed by Ovid and later adapted by the Christian fathers.[7] But he kept the fallen human nature that Augustine believed to be the curse of the Fall. He then created a literary carnival, allowed himself the freedom of speculating on the sort of commonwealth would arise from a juxtaposition of seemingly contrary ideas. No wonder that the little poem that introduces the work, supposedly done by Mr. Windbag, the son of Raphael's sister, declares, Plato's Republic now I claim To match, or beat at its own game.[8] More's work aims to take into account a true and pessimistic view of human nature, one quite different from Plato's Socratic optimism. If Utopia is truer, it is therefore better. So if we look at Utopia with More's Augustinian eye, we see a witty play on how life might develop in a state that tried to balance these two impulses--human depravity and a communist system aimed at checking the destructive individualism of corrupt human nature. It is carnival, a festival, not a plan for reform. When the carnival is over, and we come to the end of the book, reality reasserts itself with a crash. More did not see in Utopia a plan of revolutionary reform to be enacted in Christian Europe. Remember the subtitle On the best state of a Republic and of the new island Utopia, a book truly golden, not less salutary than festive. The key word is festiuus,[9] usually translated entertaining, though, in the spirit of Bakhtin, I prefer festive. It is not revolution. Reading Utopia makes us aware of how very far we will always be from its hopes. We can understand the comment of J.W. Allen, the historian of Sixteenth-Century political thought, who