Interview with content editor Harrison Demchick Reedsy

Meeting with content manager Harrison Demchick Reedsy â€Å"It’s about making the absolute best form of your story†: A meeting with Harrison Demchick It’s great to see non mainstream players and customary writers united on what truly joins them: the story, the art, and offering extraordinary substance to perusers. What's more, editors have a major part in that, one that is regularly untold. This is the reason we like to give them a spot on the Reedsy blog.Today, we talk with one of these authors’ unrecognized yet truly great individuals: a formative editorial manager. With 10 years experience both in-house and independent, Harrison Demchick is one of the incredible editors we have brought to Reedsy, and one of our absolute first clients. In addition, he has an incredible story to tell! For the admirers of the composed word, I’ve translated the greater part of it below. But for the individuals who need to partake in the conversation, you can legitimately go along with us on the hangout!Hi Harrison, great to have you here. You’re â€Å"the world’s most intensive substance editor†, as per y our Reedsy profile. Did you begin as a substance editorial manager or more as a duplicate supervisor or proofreader?At the time I began, I didn’t know the differentiations yet. At the point when I was in secondary school and school I was doing duplicate altering for a few magazines or papers yet when I began working in distributing, the distributer just gave me an original copy and advised me to â€Å"edit it†, and for me that intrinsically included both the duplicate and the content.From the absolute first Summer I started in distributing (2005), I’ve been doing content (formative) altering. It just required some investment before I knew the proper term that was attributed to it.Do you acknowledge to work with creators who come to you with an incomplete draft? Or on the other hand is there a specific at which you incline toward creators to get in touch with you (first draft, third draft, etc.)?Generally I do lean toward working with a completed draft, that make s it a lot simpler to give by and large input, particularly with regards to story or character curve, peak, and so forth. However, to the extent as cleaned that draft should be, I believe I can be exceptionally valuable whenever from the main draft on. I for one like experiencing the entire formative alter process and give criticism moderately early, if not directly after the main draft, so the creator can recognize what they have to do and have an arrangement of assault for the following draft.If you begin working with a creator on the primary draft, by and large to what extent does it take for you and the creator to arrive at the last original copy stage?Well that relies a ton upon the specific situation and to what extent I’m remaining with a task. When in conventional distributing I was with an undertaking all the way and that could be a procedure that could last somewhere in the range of a half year to two years, to ensure that the books that we put out were as solid as they could be.On the independent side it relies a ton upon the writer and their heading. I love to adhere to ventures when I can: I start with a formative alter and do a littler counsel a while later. Furthermore, on the off chance that I see when books happen to be distributed as opposed to when I’m completed the process of taking a shot at them, it still frequently winds up being over a year after we start.Obviously it truly descends at long last to how rapidly and successfully the writer functions, and what they need from me afterwards.As you have worked both in-house for a distributer and independent, do you see any huge contrasts by they way you work with writers in the two cases? The distinctions, as I would like to think, are not really that tremendous. Indeed, the large contrast for me to the extent what I get the opportunity to accomplish professionally, is that I presently get the opportunity to concentrate totally on the altering, and that’s one reason I dec ided to go independent. In any case, similar to the creators, I work with both with creators who plan to independently publish and with creators who intend to begin reaching distributers after they’re done working with me.And in either the case the objective is the equivalent: it’s to distinguish what’s working, what’s not working, and how we can improve it and make the absolute best form of the author’s manuscript.One could put forth the defense that when working with somebody seeking after customary distributing the spotlight could be more on the best way to best market it for distributers. And keeping in mind that I’m glad to give input on that, for me it doesn’t matter the extent that the story itself is on a par with it tends to be. For me it’s about making the most ideal variant, and that’s a similar whether it’s for conventional or self-publishing.I unquestionably like your point there, it ought to consiste ntly be tied in with getting the nature of the composition as high as could be expected under the circumstances. I likewise imagine that a few books, as indicated by the class, are in reality progressively appropriate for independently publishing (in light of the fact that the objective market is littler, perhaps). Do you attempt to exhort creators on which distributing course they should take? Or on the other hand do you adjust the adjust their composition and their story to the course they’ve chosen?I certainly exhort, however I don’t suggest, essentially. Each creator has their own methodology and my main responsibility is to assist them with accomplishing their objectives. Obviously in the event that I see an issue with those objectives or something that could make it simpler I will tell them that.Self-distributing and customary distributing both have their advantages and disadvantages, and I don’t consider type to be one of them, essentially, one of the dis tinctive attributes. By and large creators who have chosen to independently publish or generally distribute have done as such for explicit reasons and as long as those are legitimate I will put forth a valiant effort to exhort them and work in that manner. Luckily, my experience is to such an extent that I can exhort successfully regardless of which course they choose.Do you figure a decent editorial manager can work with any creator out there, or is there one ideal proofreader for each author?I absolutely wouldn’t go that far. I think there are unquestionably situations where a specific editor’s character or approach would work better for a specific creator, that is no uncertainty valid. Be that as it may, there are likewise a ton of variations in quality among editors out there. A great deal of the time it’s less scanning for the one that fits, than experiencing many individuals who are not so much incredible at it before discovering someone who entirely it bo ils down to being as compelling as you can be. I think that’s  more significant than having a specific science with the writer you’re working with.I certainly concur with your point on the difference of value in editors out there, and that is a piece of the motivation behind why we made Reedsy.Exactly, and one purpose behind that will be that many individuals expect that they can alter, in light of the fact that they love to peruse and they’d love to be useful to writers. Additionally, on the grounds that they don’t know completely what goes into it. What's more, some beginning with that conviction and really become stunning, which is energizing to see.All this makes it difficult for the creators to know whether the individual they’re chatting with is somebody truly talented or just somebody extremely energetic who needs to accept they will be ready to support the writer. That’s why I, as well, love what Reedsy is going for in light of the fact that it assists writers with exploring that.You are yourself a distributed writer with one book out there: The Listeners, and were likewise a screenwriter before that. What pushed you to distribute? Did altering a ton of books make you need to put your own work out there?Actually, it’s the exact inverse. The Listeners began as a progression of short stories I wrote in my last semester of school, around a similar time I began my vocation in altering in a distributing company.This specific arrangement created in a screenplay, and the distributer I worked for communicated an enthusiasm for a novel variant, which I composed. Yet, for some time, my involvement with distributing really made me not have any desire to put the book out there, in light of the fact that I realized the showcasing challenges. I realized I would be out there, up front attempting to fabricate a readership, doing book signings, interviews, and so on. These are everything that I realize how to do, and t hat I prescribe to creators, yet things I don’t have a specific skill for myself. I’m not an extraordinary advertiser or self-advertiser, it’s not my nature.Fortunately, I had enough individuals around me disclosing to me I was an imbecile and that I should seek after distributing, so I did, and I’m exceptionally appreciative for the open doors I have had since gratitude to that.I’d like to get done with a simple inquiry: in the event that you had one suggestion for outside the box creators out there, regardless of whether they’re generally distributed, independently published, or crossover, what might it be?I assume it is enlist me, haha! In any case, more comprehensively and less egocentrically than that, what separates an essayist from a writer in my brain is the update procedure: pushing forward, doing everything that’s in your capacity to make the absolute best form of your story. There is nothing more fabulous than taking a thou ght from idea to initially draft as well as from first draft to definite draft. So my recommendation would be: follow that street as far as possible, don't stop part way through.I concur, and I unquestionably second that counsel. Much appreciated for your time, Harrison!You can discover Harrison Demchick, Ricardo and Reedsy on Twitter: @HDemchick, @RicardoFayet and @reedsyhqDo you work with a formative manager? On the off chance that indeed, mention to us what he/she brings to your writing in the remarks beneath! What's more, in the event that you have any inquiry for Harrison, do utilize the equivalent remarking space ðÿ™‚

Tundra Land Biome Description and Characteristics

Tundra Land Biome Description and Characteristics Biomes are the universes significant natural surroundings. These natural surroundings are recognized by the vegetation and creatures that populate them. The area of every biome is controlled by the territorial atmosphere. The tundra biome is portrayed by amazingly chilly temperatures and treeless, solidified scenes. There are two sorts of tundra, the cold tundra and the snow capped tundra. Key Takeaways: Tundra Biome The two sorts of tundra, cold and snow capped, have unmistakable differencesArctic tundra districts are situated between coniferous woodlands and the north shaft, while elevated tundra locales can be anyplace on the planets high elevationsArctic tundra vegetation is for the most part constrained because of various unfriendly conditions.Tropical elevated tundra vegetation comprises of an assortment of short bushes, grasses, ​and perennialsAnimals that live in tundra areas are remarkably fit to persevere through the brutal conditions Tundra The cold tundra is situated between the north shaft and the coniferous backwoods or taiga area. It is described by incredibly cool temperatures and land that remaining parts solidified all year. Cold tundra happens in bone chilling peak districts at exceptionally high rises. Snow capped tundra can be found in high rises anyplace on the planet, even in tropic areas. Despite the fact that the land isn't solidified all year as in cold tundra areas, these terrains are commonly canvassed in snow for the majority of the year. <img information srcset=https://www.thoughtco.com/thmb/hJEkko9faVklbsikDFTtjtE4X3c=/300x0/filters:no_upscale():max_bytes(150000):strip_icc()/permafrost-5a707a7c3de423003866e66c.jpg 300w, https://www.thoughtco.com/thmb/LP1Dpf7fe_VGPj-lz07UqDdp00k=/600x0/filters:no_upscale():max_bytes(150000):strip_icc()/permafrost-5a707a7c3de423003866e66c.jpg 600w, https://www.thoughtco.com/thmb/smdcyvbuSVCLLnUg7pDonHlFY=/900x0/filters:no_upscale():max_bytes(150000):strip_icc()/permafrost-5a707a7c3de423003866e66c.jpg 900w, https://www.thoughtco.com/thmb/Vb-nT8LU49-NxbKLRnO1ab9TNM4=/1500x0/filters:no_upscale():max_bytes(150000):strip_icc()/permafrost-5a707a7c3de423003866e66c.jpg 1500w information src=https://www.thoughtco.com/thmb/3E8eX5zWThwnT7pU3P9XwJFHOEc=/1500x1000/filters:no_upscale():max_bytes(150000):strip_icc()/permafrost-5a707a7c3de423003866e66c.jpg src=//:0 alt=Permafrost class=lazyload information click-tracked=true information img-lightbox=true information expand=300 id=mntl-sc-square image_1-0-8 information following container=true /> This picture shows permafrost liquefying in the ice locale of Svalbard, Norway. Jeff Vanuga/Corbis/Getty Images Atmosphere The cold tundra is situated in the extraordinary northern side of the equator around the north shaft. This territory encounters low measures of precipitation and very cool temperatures for the vast majority of the year. The ice tundra commonly gets under 10 creeps of precipitation for every year (generally as day off) temperatures averaging underneath less 30 degrees Fahrenheit in winter. In summer, the sun stays in the sky during the day and night. Summer temperatures normal between 35-55 degrees Fahrenheit. The high tundra biome is additionally a cool atmosphere area with temperatures averaging underneath freezing around evening time. This region gets more precipitation during the time than the cold tundra. The normal yearly precipitation is around 20 inches. The majority of this precipitation is as day off. The high tundra is additionally an exceptionally blustery zone. Solid breezes blow at speeds surpassing 100 miles for every hour. Area A few areas of ice and high tundra include: Ice Tundra North America - Northern Alaska, Canada, GreenlandNorthern Europe - ScandinaviaNorthern Asia - Siberia Snow capped Tundra North America - Alaska, Canada, U.S.A., and MexicoNorthern Europe - Finland, Norway, Russia, and SwedenAsia - Southern Asia (Himalayan Mountains), and Japan (Mt. Fuji)Africa - Mt. KilimanjaroSouth America - Andes Mountains Vegetation <img information srcset=https://www.thoughtco.com/thmb/2O93EvBJAhfn9twtEq7WyQQ-UWA=/300x0/filters:no_upscale():max_bytes(150000):strip_icc()/alaskacottongrass-5bfc8c2fc9e77c0051939db6.jpg 300w, https://www.thoughtco.com/thmb/pwwi5MPLxbBiBBcG6O1sOTzYQSE=/600x0/filters:no_upscale():max_bytes(150000):strip_icc()/alaskacottongrass-5bfc8c2fc9e77c0051939db6.jpg 600w, https://www.thoughtco.com/thmb/_1COaQ5MtB46yxHov_kDTmRlH38=/900x0/filters:no_upscale():max_bytes(150000):strip_icc()/alaskacottongrass-5bfc8c2fc9e77c0051939db6.jpg 900w, https://www.thoughtco.com/thmb/QQlZ6jbRTU5vnnNjIbEyJGfAXh4=/1500x0/filters:no_upscale():max_bytes(150000):strip_icc()/alaskacottongrass-5bfc8c2fc9e77c0051939db6.jpg 1500w information src=https://www.thoughtco.com/thmb/2oJWFx6sEyD2XHfZcXThy5A5KMQ=/1500x1000/filters:no_upscale():max_bytes(150000):strip_icc()/alaskacottongrass-5bfc8c2fc9e77c0051939db6.jpg src=//:0 alt=Alaska Cottongrass Tundra class=lazyload information click-tracked=true information img-lightbox=true information expand=300 id=mntl-sc-square image_1-0-26 information following container=true /> The Frozen North Cottongrass. NCTC Image Library/USFWS Because of dry conditions, poor soil quality, incredibly chilly temperatures, and permafrost, vegetation in cold tundra areas is constrained. Ice tundra plants must adjust to the cool, dull states of the tundra as the sun doesn't ascend throughout the winter months. These plants experience brief times of development in the mid year when temperatures are warm enough for vegetation to develop. The vegetation comprises of short bushes and grasses. The solidified ground forestalls plants with profound roots, similar to trees, from developing. Tropical elevated tundra regions are treeless fields situated on mountains at very high heights. Not at all like in the ice tundra, the sun stays in the sky for about a similar measure of time consistently. This empowers the vegetation to develop at a practically steady rate. The vegetation comprises of short bushes, grasses, ​and rosette perennials. Instances of tundra vegetation include: lichens, greeneries, sedges, enduring forbs, rosette, and predominated bushes. Untamed life <img information srcset=https://www.thoughtco.com/thmb/92CgqkK9j6M1VwpIKGiIo5ZZryc=/300x0/filters:no_upscale():max_bytes(150000):strip_icc()/tundra-creature 5be07ffe46e0fb0026dfda62.jpg 300w, https://www.thoughtco.com/thmb/hwRLzQSawgxpBk2WhUQWeIeqDzI=/600x0/filters:no_upscale():max_bytes(150000):strip_icc()/tundra-creature 5be07ffe46e0fb0026dfda62.jpg 600w, https://www.thoughtco.com/thmb/e42blM9e_1uhglxvHmFwhpnVLa0=/900x0/filters:no_upscale():max_bytes(150000):strip_icc()/tundra-creature 5be07ffe46e0fb0026dfda62.jpg 900w, https://www.thoughtco.com/thmb/m8SEPVbc-eLUQX-oVK-3uN9VlhQ=/1500x0/filters:no_upscale():max_bytes(150000):strip_icc()/tundra-creature 5be07ffe46e0fb0026dfda62.jpg 1500w information src=https://www.thoughtco.com/thmb/LKYahK03uU7fzS2tMMMsNEc0Qcg=/1500x1000/filters:no_upscale():max_bytes(150000):strip_icc()/tundra-creature 5be07ffe46e0fb0026dfda62.jpg src=//:0 alt=Tundra class=lazyload information click-tracked=true information img-lightbox=true information expand=300 id=mntl-sc-square image_1-0-32 information following container=true /> A moose in the tundra. Pursue Dekker Wild-Life Images/Moment/Getty Images Creatures of the ice and snow capped tundra biomes must adjust to cold and brutal conditions. Huge well evolved creatures of the ice, similar to musk bull and caribou, are intensely protected against the cold and move to hotter zones in the winter. Littler warm blooded creatures, similar to the cold ground squirrel, get by tunneling and sleeping throughout the winter. Other cold tundra creatures incorporate frigid owls, reindeer, polar bears, white foxes, lemmings, ice rabbits, wolverines, caribou, relocating flying creatures, mosquitoes, and dark flies. Creatures in the snow capped tundra move to bring down heights in winter to get away from the cold and discover food. Creatures here incorporate marmots, mountain goats, bighorn sheep, elk, wild bears, springtails, scarabs, grasshoppers, and butterflies.

How to Find and Apply for International Jobs

How to Find and Apply for International Jobs Does your heart yearn abroad? Are you looking to develop your career further by going after an international job? The world is much more interconnected today and organizations of all sizes are becoming increasingly international. It’s not odd anymore to find yourself in a different country, doing the job you love. © Shutterstock.com | Photo AfricaIn this guide, we will provide you advice on how to find international jobs and to apply for them. We’ll provide tips and best practices to guarantee your job search goes as smoothly as possible.STEP-BY-STEP GUIDE TO FINDING INTERNATIONAL JOBSLet’s start by examining the steps you should take in order to find international jobs.Step 1: Identify your goalFirst, you should start by identifying your goal. You need to have some sort of understanding of what you want to do and where you would like to go. This can narrow down your search and give it more direction.The two questions, where do you want to go and what do you want to do, can be partially answered by looking at the following points:Where do I want to go? Determine the answer by examining your language skills. While a high number of international jobs only require English language proficiency these days, you should use your possible language skills as an advantage. consider any knowledge you already have of a particular country. Perhaps you spent a gap year in Spain or you studied under an exchange program in France. Consider both where you’d want to move, as well as any experience or skills you might have, which can be useful for a specific country.What do I want to do? You should then examine the kind of opportunities the country of your choice offers in terms of industries. For example, certain countries might be at the forefront of green technology, which is where your career goals lie, and this means it might be an attractive choice for you. Ideally, you want to find a country you are passionate about, but which also supports your career goals. Ensure you have a career development plan in place and use it as a guide for finding the right country.Finally, when you are determining the country you want to start looking at, don’t overlook the personal side of moving abroad. It’s important to answer questions, such as:How far are you from home? If you are leaving behind a lot of close friends and family, you might suddenly find the huge distance a problem.How difficult is it to relocate your life there? It’s a good idea to have some sense of the relocation process at this early point. We’ll provide detailed tips later, but do light research into visa requirements, work permits and the overall cost of living.Do you have a good understanding of the culture and the lifestyle? The wonderful thing about the world is its diverse culture. But experiencing these differences is completely distinct when you move from one culture to another; it’s not a holiday. If the cultures are widely different, then it’s important to understand the main differences and carefully consider how they make you feel.Step 2: Research your desired job and countryOnce you’ve identified your career objectives and you’ve decided on the location you’d like to move to, it’s time to start further research. You want to be on top of everything to ensure a smooth t ransition and an easier search process.Create a spreadsheet to keep up with the information you are bound to gather in the following weeks and months. It’s a good idea to have two separate files: one for work-related information and the other for country-specific details.In the work-related file, you should include details of any job titles and positions you find during the search. Add only the ones that are of interest and collect information such as:The titleThe skills required for the roleThe qualifications needed in the roleThis provides you a better understanding of the available positions, as well as the kind of general skillset the country’s companies seem to be searching for.You should also start collecting information on potential employers. For companies, you should add information on:The company nameThe location of the company (include the main location and few others, for instance)Contact details of the HR departmentThe hiring process (you can usually find informatio n on whether the jobs are announced on the company’s website or if they use recruitment agencies)Any possible contacts you might know of (check your network to find out if you happen to know people, who either work in the organization or have worked there in the past)Your second focus file should include information about the country. If you have already set your eyes on a big city, you can also include city-specific information on your file. The main points to cover are:Work eligibility requirementsWhere to apply for these and do you need to have a guaranteed job before applying?Residency requirementsDo you need a visa? Cover the visa issues also with possible work interviews in mind.If you have a family, can you get visas to them easily?What is the average cost of living in your chosen country/city?Keep this in mind when looking at salaries.Do you have enough savings to get started?You can naturally include any other interesting points to all of the above files. The more informa tion you gather, the easier the process will be.Step 3: Determine the job-search toolsWhen it comes to starting your actual job search, the tools available are multiple. You have two main routes to use: online job search and offline job search. You can freely decide which method to emphasize. But it’s beneficial to use a combination of routes, as this provides you with a wider search.The online job search tools you need to keep in mind are:Job sitesCompany websites and social media profiles.Cold contacting the above companies by emailing them about job openings.Networking online through social media and LinkedIn.The offline job search tools you should consider include:Cold contact, such as calling the HR departments directly.Attending international job fairs.Networking with friends and acquaintances.Checking for job ads on foreign newspapers and trade journals.Contacting international recruitment agencies.Step 4: Polish your skillsSince you’ve gathered information on the possibl e job postings, you should have a better idea of how your current skills and qualifications match with these roles. Compare the position’s requirements with your own CV to see what are some of the things you could still polish.During the comparison, mark down any skills you think might prove to be weak during the job search and interviews. You can then start considering the different ways you can develop these skills further.Being aware of your skillset in terms of jobs you’d like to apply for can help you be more successful. It’s much better to spend a few months developing skills, then to start applying for jobs only to be rejected.At this point, it’s auspicious to focus on your language skills. Even if you don’t require the local language in the workplace, knowing at least the basics can be a huge boost in job search. It helps you adapt to the local culture better and employers might find it comforting to know you aren’t totally at lost in the new country.PRACTICAL TI PS TO SEARCHING FOR INTERNATIONAL JOBSThe above outlined the steps you should take and we’ll now provide you some concrete tips to make the search process easier.#1: Networking is more effective than online applicationsNetworking is more effective in finding roles and being hired than relying solely on online applications. It’s therefore crucial to up your networking efforts when searching for international jobs. This isn’t to say you shouldn’t look for jobs online or to avoid applying for them through the ‘traditional methods’. But your best bet for landing your dream job is through networking.You should start your efforts by using your existing contacts as the starting point. Scout your LinkedIn connections to find out which contacts are connected to the industries you are aiming for. You also want to find whether you know people related to companies that came up at your initial search. Finally, you should identify anyone with connections to your desired country or job position.Check your university alumni as well and contact your university’s career and international departments. These are powerful routes to meeting up with the right contacts and the career centre can often provide concrete tips. Alumni’s are usually oozing with contacts. For example, the London Business School has each of its students connected to over 28,000 globally dispersed alumni.Finally, you should start showing up to international career fairs or industry-specific tradeshows. Find out about the fairs beforehand to identify the people you are interested to talk to and get your foot through the recruitment door. #2: Don’t forget to check with domestic companiesThe global economy has transformed a number of companies into international rather than purely local businesses. Companies often have some sort of international connection, either by having an office abroad or through third-party suppliers and contracts. Therefore, it’s a good idea to check what domestic comp anies might offer for you in terms of international opportunities.If you are already employed, check if your company has an international presence and whether you could transfer abroad within the company. You can also keep in mind any third-party companies your employer operates with.Furthermore, you should check with any companies you’ve worked in the past. You might benefit from having worked for the organization before and you could even use specific contacts within the company to your advantage.#3: Consider going abroad to conduct your searchFinally, you shouldn’t rule out conducting your search abroad, in your chosen country. Meeting with prospective employers can be somewhat easier when done face-to-face. As studies have shown, creating a positive impression often requires this physical contact.If possible, consider moving to your chosen country temporarily to conduct the job search. You can use the opportunity for improving your language skills and adapting to the culture . Keep in mind the option might require you to spend some of your savings, although you could work basic jobs during the job search or consider freelancing online.But you could also move abroad by interning for a foreign company, which could easily see you find a permanent position afterwards. This is especially suitable alternative for recent graduates. Other option is to volunteer in your chosen location while searching for a paid position.HOW TO APPLY FOR INTERNATIONAL JOBSNow that you’ve started with finding international jobs, lets look at the specific things you should do when applying for these roles.Step 1: Perfect your CVYour CV or resume will be the most crucial tool you have when applying for international jobs. While it is the key to being hired, you also need to remember the employer or recruiter is unlikely to examine it for longer than 15 to 30 seconds at the start. You therefore, need to focus on perfection and the ability to grab the attention.You should ensure yo ur CV stands out from the crowd. The secrets for doing that include:A good and informative headline:“Over 20 years in customer service”“Training expert | Business Analyst | Social Collaboration”“Technical Editor | Writer open to Creative and Writing and Editing Opportunities”Place your personal statement right at the top and include a short section, where you outline your career objectives. This can help the employer understand where you are aiming to get in your career.On-point bullet pointsAdd sections to clarify what you are trying to say:A section for qualificationsA section for achievementsA section for skillsTailor the CV with the job in mind. You should emphasize skills and achievements highlighted in the job posting and omit the ones that aren’t important for the specific role.Furthermore, you need to tailor your CV to country-specific standards. Countries tend to have small differences in what they emphasize in a CV and it’s a good idea to be aware of these. For example, in the UK, you should never include a photo to your CV, whilst in France and Germany this is often expected.[slideshare id=46173277doc=awesomeresumetemplates-150323094821-conversion-gate01w=640h=330]Step 2: Be flexibleYou need to be flexible when applying for international roles. Not only is it important to be conscious of the time difference, but you also need to consider the limitations for contact. So, don’t just call companies when it’s appropriate in your current location, as it might well mean they are all asleep.Use all forms of communication from post to telephone, especially if you are applying for a job in a country with restricted resources.If you have an interested employer looking to contact you, try to accommodate to the employer’s needs. This might mean you need to wake up to talk about business at 3am in the morning, but you should do it if you want the job. If you do have to wake up in an awkward time, wake up at least an hour before the call. Th is gives you enough time to really wake up your brain to ensure you are at your sharpest during the call.Finally, don’t rule out the option of flying to the country for job interviews. Certain employers might prefer this and you should gather some savings in advance to cater for this if required.Step 3: Follow up with companies and recruitment agenciesThe biggest mistake to make as a job seeker is to send your CV and sit around waiting for the call. As mentioned above, networking is the best way to find a suitable role overseas and staying in contact with the employer or recruiter will enhance your chances of being noted.If you emailed your resume to a company, don’t end your email by saying “I look forward to hearing from you”. Instead showcase your willingness to be the active party and say, “I can contact you on Friday morning to see if you have any questions”. On Friday morning, follow-up on your plan and call the recruiter or the company. It shows initiative and rea l interest towards the specific position.Furthermore, if you end up in an interview, but you don’t land the job, don’t forget to follow-up afterwards. You should always reply and thank the company for the opportunity. You could even ask if they can provide you with tips for future interviews and to provide feedback on your performance. Most crucially, don’t forget to state that the company can freely contact you if another similar opportunity arises in the future.Step 4: Prepare well for the interviewsYour international job applications will hopefully land you a number of interview requests. It’s therefore important to focus your energies in preparing for them.First, research the interview process in your chosen country, as these can also differ between countries. You can often find information online and you could check up with any international recruitment agencies you work with. In addition, your network contacts operating in the country can provide plenty of insights int o the interview process.It’s also important to study the business culture of the country. For example, the amount of physical contact you should make can differ from country to country. Whilst handshake might work in certain situations, there are cultures where you might want to avoid this.Furthermore, the specific business culture might approach certain things differently. In the US, personal accomplishments are key and should be emphasized in an interview. On the other hand, in Brazil your ability to be part of a team is much more important and the respect of hierarchy is key, not your personal abilities.Prepare yourself well, even if you are having a phone interview. Dress up smart, although the interviewer might not see you, as professional attire can give you more confidence.PRACTICAL TIPS FOR APPLYING FOR INTERNATIONAL JOBSFinally, let’s look at some practical tips you should keep in mind when applying for international jobs.Be culturally sensitiveYou need to be aware of t he culture you are ‘applying’ for, not only to avoid mistakes during the application process, but also to ensure you like your new country if you get a job.Indeed, cultural awareness will aide you in two ways.First, it helps you to understand the culture in terms of doing business and the daily aspects of living in the country. You’ll be better prepared for the differences and you can avoid countries that don’t suit your personal lifestyle altogether. For instance, a strictly religious society such as Dubai might not be the right fit for all, while others might be more than happy to live there.Second, by showcasing your cultural awareness and adaptability, you are highlighting your potential to the employer. If they see you are aware of the culture, they might consider you as a less risky hire. After all, they don’t want to you to quit your job few months later, just because you didn’t fit in. Be persistentJust like any job hunt, finding an international job won’t be e asy. In fact, it can often take a lot more out of you to apply for these international roles. But you need to remain persistent and put your effort into those networking opportunities.Create yourself a daily strategy to stay on the right track. You should have two schedules. One for research, which means you spend some time every day looking for new opportunities, understanding the hurdles of moving abroad and those cultural differences. If you make new discoveries, always add a follow-up to your calendar.The second schedule should be for contacting companies and recruitment agencies. Ensure you stay in touch, even if it’s just to ask tips or news about recent openings.Start with the practicalities as early as possibleFinally, you’ll need to deal with a lot of paperwork and other practicalities if you eventually move to a new country. Start researching this information as soon as you start thinking about finding an international job to guarantee you don’t need to deal with all at once.Find out about visa and other residency and work permit requirements. Visit the country’s immigration bureau online and contact your local consulate for more information. Start working on this paperwork even if you don’t have a job yet. Having the paperwork ready, and partly filled, can save you from a lot of stress later on.Don’t focus all of your efforts on these permits and paperwork, but also focus on the every day life things. Start researching the different areas in the city to find out about the housing and its costs. Look at the country’s healthcare options and any possible insurance you need to take. Sorting out these things little by little will ensure you have more time to apply for the jobs.As a final thought, check out this interesting video on the topic: Working Abroad â€" Global Jobs Life with a Purpose:

Foreign Exchange Risk Management - 14141 Words

REVIEW 1 The survey of foreign currency risk awareness and management practices in Tanzania REVIEW OF LITERATURE Foreign exchange risk management Foreign currency exchange risk is the additional riskiness or varience of a firm’s cash flows that may be attributed to currency fluctuations (Giddy, 1977, Brigham and Ehrhardt, 2005). Normally, foreign currency risk exists in three forms; translation, transaction and economic exposures. Foreign currency risk management involves taking decisions which aim at minimizing or eliminating the negative effects of currency fluctuations on balance sheet and income statement values, a firm s receipts and payments arising out of current transactions, and on long term future cash flows of a firm.†¦show more content†¦Using a unique set of data containing complete foreign currency spot and derivatives positions of Korean exporting firms, we empirically find that currency position-squaring firms have significantly higher firm value. We also find evidence that these firms time the currency market when they manage their currency cash position. Meanwhile, firms time the credit market when they determine the use of foreign currency debts. Strikingly, firms still time the market even when they conduct derivatives hedging and synthetic hedging. Our findings are consistent with the market timing theory of capital structure. The second essay examines what determines banks‟ exposure to foreign currency risks, their management of these risks, and the relationship to the probability of bank failures. Using a unique data set of Korean banks with detailed information on their foreign currency risk exposures and hedging positions, we find that banks‟ foreign currency position mismatches, maturity mismatches, and debt roll-over risks are significantly attributed to their dollar carry lending strategy, which is stimulated by market timing of corporate firms, short-maturity dollar borrowings, real estate market booms, and dollar interest rate tightening. We also find that banks‟ foreign currency exposures significantly increase their financial distress likelihood through dollar carryShow MoreRelatedForeign Exchange Risk Management Policies630 Words   |  2 PagesAndrew Marshalls paper Foreign exchange risk management in UK, USA, and Asia Pacific multinational companies has the a stated objecti ve to simultaneously survey the foreign exchange risk practices of large UK, USA and Asia Pacific multinational companies (MNCs). 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It outlines the questions to be used in the research and shows the relevance of the study and its significance to commercialRead MoreA Comparison of the Effectiveness of Currency Futures and Currency Options in the Context of Foreign Exchange Risk Management6984 Words   |  28 PagesINTRODUCTION 1.1. Research Background Exposure risk managers can hedge exchange rate risk with either currency futures or currency options. It is generally suggested that hedgers should choose a hedge instrument that matches the risk profile of the underlying currency position as closely as possible. This advice, however, ignores the possibility that the hedging effectiveness may differ for the alternate risk management tools. This study compares the effectiveness of currency futuresRead MoreCompany Risk Management : Pfizer Chief Financial Officer Frank D Amelio Said That Foreign Exchange Rates1105 Words   |  5 PagesIn January 2015, Pfizer Chief Financial Officer Frank D Amelio said that foreign exchange rates will hurt 2015 sales by $2.8 billion, or 17 cents a share, if the dollar remains at its current high levels. Pfizer operates like most MNCs by most likely utilizing hedging to reduce the volatility spawned by fluctuations in foreign exchange rates. But what you really need to understand is that there are risks involved in FX hedging itself. Most analysts tend to prefer long-term hedging over short-termRead MoreDetails of a Research Study on the Foreign Exchange Process in the Tanzanian Banking System752 Words   |  3 PagesProblem Definition The foreign exchange market is the oldest and most liquid money markets to ever exist having participants from banks, investment companies, and multinational corporations among others. This has increased daily transaction figures standing to approximately $1.2 trillion per day. In addition, the ever changing market conditions have forced foreign exchange dealers to modify trading procedures and operational procedures to help in managing the ever present risks. Until recently, TanzaniaRead MoreHow Companies Are Managing The Foreign Exchange Risk Through The Use Currency Options1383 Words   |  6 PagesExecutive Summary This paper discusses how companies are managing the foreign exchange risk through the use currency options. For instance, some companies who didn’t not take risk management seriously had resulted in inefficient use of capital, increased liabilities, and reputation risk. Moreover, a lack of certainty can cause confusion as to what a company’s acceptance of risk is, such as a level of acceptance. Without risk management, a company can become overconfident in its methods, which could leadRead MoreUse of Derivatives in Toyota1278 Words   |  6 PagesCORPORATION 1. INTRODUCTION *2. FOREIGN EXCHANGE RISK IN *TOYOTA {draw:frame} http://www.indexmundi.com/xrates/graph.aspx?c1=JPYc2=USDdays=5475 2.2 *De*rivative products used by for foreign exchange risk Translation Risk Translation risk management Transaction Risk Transaction risk management Non derivative management 2.2 Derivative products used for foreign exchange risk a) Foreign exchange forward contracts b) Foreign currency options Toyota usesRead MoreGlobal Financial Management690 Words   |  3 Pagesï » ¿ Global Financial Management In todays increasingly internationalized worldwide economic system, defined by the expansion of multinational corporate conglomerates into foreign shores, the necessity for effective and efficient global financial management has never been greater. Whereas autonomous countries once maintained clear authority over businesses which were built on their shores, through levying taxes, enforcing fiscal regulations, and instituting a lawful system of commerce, today the mostRead MoreCase Study : Husky Energy Inc.1472 Words   |  6 PagesTSX: Husky Energy Inc. (HSE): ïÆ'Ëœ HSE is exposed to risks related to the volatility of commodity prices, foreign exchange rates and interest rates. Furthermore, it is exposed to financial risks related to liquidity and credit and contract risks. HSE utilizes numerous derivative instruments to manage various risks including volatility in commodity prices, foreign exchange rates, and interest rate exposure. o Commodity Price Risk Management: HSE enters into commodity price contracts in order to offset

Do Religious Jews Suffer in the American Justice System

America boasts an unsurpassed justice system. Unlike many Eastern countries, America presumes the defendant â€Å"innocent until proven guilty†. The Fourth Amendment protects all individuals against unreasonable searches and seizures, and a valid search warrant must be obtained from a magistrate after proving probable cause. Additionally, in America criminals can be vindicated if the prosecution fails to prove their criminal guilt â€Å"beyond a reasonable doubt†. Furthermore, the Sixth Amendment provides the accused with a right to a speedy and public trial by an impartial jury; thus, a hung jury results in a mistrial. Its purpose is explained in the landmark Supreme Court decision Apodaca v. Oregon: â€Å"†¦ [T]he purpose of trial by jury is to prevent†¦show more content†¦The boys, Yossi Bondo, 17, Yaakov Yosef Grunwald, 19, and Yoel Zev Goldstein, 22; Yeshiva students of Bnei Brak, Israel; were approached by someone they knew and trusted, and asked th em to transport antiques to the Far East for an upcoming Art Fair. The deal was that the boys would stop in Amsterdam, where they would receive the antiques, before taking a connecting flight to Tokyo, Japan where someone will pick it up. They were to receive a bonus of $1,000 each and a chance to Daven in Lizensk. After a long, exhausting flight, the boys arrived to Narita International Airport. After a custom agent determined that their suitcases had contained $3.6 million dollars worth of narcotics, the three unsuspecting boys were immediately arrested and placed in solitary confinement. It followed by months of grueling interrogation in a foreign country and foreign language. After Askanim from Israel, Europe and the United States got involved, the boys were finally able to relate their account and request Kosher meals. These dedicated Askanim saw that the boys should be vindicated and freed for once. At last, after three and half years of hard work by the Askanim, after millions of dollars for defense and thousands, perhaps millions, of chapters Tehillim recited on their behalf throughoutShow MoreRelatedHuman Suffering1539 Words   |  7 Pagesof a certain program, many people lose their jobs and do not get the care they need. Taking from the AIDS clinics, for example, leaves the patients in the clinics helpless. Although the government tries not to look deceitful, they eventually do look devious because so many people are left with no where to go. The selfish works of the government leaves families and friends of the victims of governmental cuts suffer as well. 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In the United States of America, Citizens are protected by the natural rights that are absolute and cannotRead MoreEssay on The Rhetoric of Terror3036 Words   |  13 PagesThe Rhetoric of Terror From the writer: In the wake of September 11, the United States retreated into intense patriotism. However, love for this country is something more than hanging an American flag outside your home. True love of America is something more; it is civic virtue, practicing good citizenship. Vote on Election Day, read the newspaper and write letters to members of Congress. Failing to take advantage of freedom and democracy may lead to the rise of evil. From the teacher, VivianRead MoreReligion And Its Role Within Societies 600 B.c11006 Words   |  45 PagesReligion and its role in societies 600 B.C.E. - 600 C.E. Codifications and further developments of existing religious traditions provided a bond among the people and an ethical code to live by. Religion has been a dominant cultural, ethical, and political force throughout human history, both recent and ancient. Religion has been science and asylum for many generations of very many people, uniting them in their common faith. Temples were built for people to pray and perform sacrifice in, givingRead MoreEssay on Palestine by Joe Sacco; a Book Review1971 Words   |  8 Pagesrestricted from medical attention that he needed. Continually he went to court, and the case was adjourned to later dates to try to confiscate some kind of evidence against him. There was no justice for Ghassan until after several days (approximately 14); he was released for lack of evidence. Ghassan suffers from violence (which is unjust), from brutality (one of the inspectors trying to induce a heart attack), and torture. Ghassans ordeal is illustrated in both written and pictorial form. 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Many people in this country are existing in a living death, suffering on a day to day basis.  The Declaration of Independence ensures three basic human rights to all Americans: Life, Liberty, and the pursuit of Happiness.  Having to live and suffer through terrible pain whether it be physical, emotional or psychological goes against the those three rights in different ways.à ‚  Having a terminal illness is not only detrimental to the patient, but also their familiesRead MoreThe Death Penalty Is The Punishment Of A Capital Crime2275 Words   |  10 Pagesleadership of Henry the eighth when it was reintroduced through boiling, hanging, or beheading for offenses such as marrying a Jew or treason (Hood, Roger, and Surya). The crimes for the death penalty, however, increased in Britain over the years with many juries avoiding to convict defendants if the offenses were not that serious. This however led to reforms and the system abolished it for over 100 crimes punishable by death in Britain. 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Violence in media Free Essays

Poor relationships), education (Insignificant schooling), socioeconomic status and community (egg. Neighborhood violence) M; West, M; Marrow, D; Hamburger, M; Boxer, P, 2008, p. 929). We will write a custom essay sample on Violence in media or any similar topic only for you Order Now Although exposure to media violence is not the primary motive for aggressive behavior, it is however, the single most curable contributing reason. Violence is noticeably becoming a key factor within today’s society; medias interpretation and representation of violence on all forms of interaction must play a role on our behavior to date. Theorists have established from recent research that violent media for instance, video games and movies, â€Å"temporarily Increase aggressive thoughts. Aggressive affect and physiological arousal† (Carnage, Anderson, Bartholomew, 2007, p. 179), thus creating violent behaviors. In addition, Anderson cited that, â€Å"the industry markets violent video games to underage kids† (Anderson, 2004, p. 1 1 which evokes violent thoughts, imitation and aggressive actions. Through this proposed study a major issue raised within the area of media violence would be addressed. This Issue that needs to be noninsured Is the long-term effects that may occur to the youth. In this context, â€Å"physiological desensitizing displays reduced or no emotional feelings or empathy for others, due to media influencing thoughts, feelings and motives; primarily this has become a concern as media increased the likelihood of violent behavior† (Houseman, L Taylor, L, 2006; Carnage, N, Anderson, C Bartholomew, B, 2007). The aim of this study is to investigate the potential gaps to help understand the relationship between violence in the media, and aggressive behavior between he youth of today. Firstly, notwithstanding the substantial Information already gathered on the short-term effects of media violence, little study has been able to link media and young adults to seriously violent behavioral tendencies (Hobart, M; West, M; Marrow, D; Hamburger, M; Boxer, P, 2008, p. 930). Secondly, the studies undertaken to date on the effects of media violence influencing hostile behavior, seem to be more noticeable for the earlier years with once again only touching the boundaries In regards to adolescents. This study will analyses behavior and affects as not been fully investigated recorded in the past due to concentration of research on media violence on adolescents. I wish to undertake this research to see if a link can be established between media violence and the seemingly known aggression for this age group. If proven this would assist our legislators draft comprehensive legislation, based on sound research, to address issues provide protection for our youth going forward. Analyses of this study will focus particularly on the pervasiveness and the characteristics of young adults exposed to violence through movies and video games. Aims and Objectives The specific aim of this study is to critically assess the association between violence in the media and the expression of seriously violent behavior among the youth, ages 18-24, in a quota sample. The objectives of this project are to: 1 . Critically examine existing knowledge and gaps on this particular topic. 2. Classify and examine the different effects for different media. 3. Develop further theory to examine if media violence is considered a problem. 4. Evaluate people’s perceptions of the impact media violence has on themselves and other young individual’s in the youth. . Make recommendations to address issues and provide protection for the youth going forward. Literature review A significant and growing body of researchers state that the â€Å"youth exposure to media violence leads to increased aggressiveness† (Slater. M, Henry, K, Swami, R Anderson, L, 2003, p. 713). This can be seen as a serious problem within the society; due to th e fact media violence primes the viewers for aggressive behavior by stimulating violent-related thoughts, evokes imitation and increases arousal (Meyer, 1010, P. 243). Nonetheless, many individuals believe that media violence will not affect hem negatively or directly. However, the outcomes for media violence present instant effects or long-term effects within individuals, especially throughout the numerous types of media. From a social-neuroscience viewpoint, video games are portrayed as a different type of media than television and movies, mainly because â€Å"video games are more interactive and immerse, engaging neural systems which activate and effect aggressive behaviors† (Carnage, Anderson, Bartholomew, 2007, p. 79); in this context, video games primarily engage the players, allowing these players o identify themselves as the attacker, to receive direct awards and promote In addition, physiological desensitizing needs to be considered for the youth as this theory leads to reduced or no emotions towards others as suggested by Carnage, Anderson Bartholomew, where they state Moline in movies and on television has changed many individua ls reactions so much that they laugh at human suffering, thus suggesting that this immediate effect is linked to an increase in aggression and reduced sympathy’ (2007, p 180). Therefore this may demonstrate Eng term and repeated exposure to violence in all aspects of the media can influence and increase aggression throughout their lifespan. Various studies previously undertaken regarding video game violence and its possible promotion of antisocial behavior, shows the individual identifying and role-playing the violent characters. This is evident in a study conducted by Douglas Gentile (2004) about young individuals who frequently played violent video games, and were more likely to have increased aggression and fights then those who participated in non-hostile media games. Similarly, Potter suggests that â€Å"when violence permeates the media year after year in all kinds of programming and when the message of that violence is antisocial, the mean of society is likely to move gradually in an antisocial direction† (Potter, 2003, p. 50), therefore, creating the key idea that individuals will try harder to gain social acceptance through aggressive actions due to the cause of violent media. SECTION B: Methodology and Research design Methodology The proposed research conducted would be best lead through an interpretative paradigm as the theoretical framework for this study. Interpretative seeks to comprehend and describe human social reality, an understanding that is diverse for every individual person (Walter, 2010). This research will endeavourer to understand the impact media violence has on the youth within society and how behavior can be influenced and imitated through observational viewing. To comprehend the aim of this study, a mixed methodology of quantitative and qualitative research will be used for the investigation. As part of the quantitative research, quota sampling will be utilized to segregate the population as the research focuses only on the youth populace, ages 18-24. Additionally, a convenience random sample survey on survey monkey will be utilized to gain the data of a small sample group consisting of 20 individuals. The questions asked will help gain personal perspectives of individuals and assist in understanding, if, why and how types of media cause aggression and behavioral changes in the youth. Furthermore, other factors such as socioeconomic status, environmental, and education aspects are considered within the sample survey as they can determine whether individual’s behaviors can be Just affected by these factors or also linked in with media violence. Research portrayed suggested that lower socioeconomic status societies on average watch more television, thus presents higher dosage of media violence (Cantor, J, 2000). This project will gather information from key individuals based on their own The qualitative approach will be applied to analyses numerous types of literature and data to support the research proposal. This project will conduct a detailed investigation into the study conducted by Anderson, C Dill, K (2000) on their examination of violent video games affecting aggressive behaviors in the laboratory and in life. Anderson, C Dill, K (2000) study the ways in which media shapes individual behaviors based on aggression-related variables and personal characteristics. The myriad types of literature will be thoroughly examined and compared with the quantitative study to finalist an outcome. Research design The research aims to understand whether young individuals within today’s society are influenced and dominated by the violence portrayed within the media, which can lead to changed behaviors. The first task is to select the participants for this convenient random sample survey. This research will target the youth populace; ages 18-24, with 20 participants both male and female conveniently selected to participate. All participant’s will remain anonymous and will take place through survey monkey in order for subjects to easily access the sample survey. The second task is to provide the link to the youth, ages 18-24, for the sample survey to be completed. The link will be conveniently published on the University of Western Sydney Backbone page to gain anonymous participants. The surveys will consist of liker- type and open-ended questions to make the survey in-depth, yet ass to complete. A third task to be undertaken whilst the surveys are being completed is to conduct the qualitative approach within this study. This methodology will be utilized to examine myriad types of literature to gather and compare data to gain an outcome. The data gathered will be analyses through statistical and text analysis of the methodology developed. Through survey monkey, the data is manually analyses from the participant surveys completed, in which, an excel sheet will be created and the results conveyed within the survey will be investigated further to help validate the proposal. Ethical procedures Ethical considerations are essential when undertaking research methodology. Issues such as confidentially, anonymity and the right to withdrawal from the study are significant principles that are put in place for this study, for the respect of the participants. Informed consent is the cornerstone for research and an important aspect provided to potential subjects. This study will provide the participants with an information sheet detailing all the information about the study being conducted in a clear and brief manner. Along with the information sheet, a consent form will be sent voluntarily and to be free from coercion. For ethical reasons, subjects will only be allowed to complete this study if they are 18 years of age; this will be clearly stated in the consent form to avoid any issues further down the track. The process of the consent form will also imply that subjects have to right to withdrawal from the study at any point. The right to confidentiality is essential in research (Polite Beck, 2010) but may be conflicting in this proposed study. This is due to the facts that the surveys will be asking for their own perspectives, opinions and experiences, which ay lead to break confidentiality. However, participant’s identities will remain protected from the public. Through the research methodology for this study, there is a myriad of benefits and risks that may be presented. With the online surveys being the primary form of data collection for this study, this has allowed for a cost-effective and efficient way of collecting information from a population. However, concerns arise with this form of surveying, as it is not secure in preventing under age individuals from completing it. In addition, a risk that may influence this study is the act that not all youths are the same and what may disturb one individual may have no effect on another. Likewise, development concerns, emotional maturity and relationships with others seem to be a much more significant role in determining if an individual is at risk for violent behavior (Media smart, 2012). How to cite Violence in media, Papers

Millenials free essay sample

Are we, the current generation, really as narcissistic as everyone says? There has been some speculation that anyone born after 1970 has become increasingly more narcissistic than ever before. This group of people has been put into the category of the Millennial Generation or the â€Å"Me Me Me Generation† (Generation Me). The term Generation Me was also given to the Millennial Generation because of their selfish, self-focused attitudes. The perceived rise in narcissism in the Millennial Generation is occurring, but it is not as widespread as Twenge and her colleagues say. The assumption is due to Millennials’ belief that they can control others’ thoughts of them, that they are customers and the world serves them, and their impulsive behaviors. Survey errors and inconsistent data weaken the argument’s severity. The idea of knowing and controlling what others think of us is becoming an ingrained concept in the minds of Generation Me. Many songs and product commercials have used this concept in an attempt to sell their products. The song â€Å"Don’t Cha† by the Pussy Cat Dolls is a famous song used in many commercials saying that you want to buy their product. As if they could control someone’s thoughts, the song’s lyrics basically say that they know what you want. Many Millennials have the confidence or false confidence that they know exactly what others think of them, and they love to hear it. However, they often get offended if what others think is not something good. This proves they do not control every aspect of what people think. Millennials love getting a lot of feedback for the things they do, but they only like it if it is positive feedback. When Millennials do not like what they hear, the thought process of â€Å"I don’t care what others think of me† comes into play. This thought is used to say that what they do is still important no matter what others think. Most people say this when the positive feedback they expect to receive is delayed because the results of what they have done are not immediate. The confidence that they know that people will come to respect their actions is the reason why they continue to do it. Up-and-coming trends are one example of this idea. When the trend starts, it is not always widely accepted. People cling to the idea of â€Å"I don’t care what others think† until the trend catches on. People believe that others will want to be like them and want to join and continue the trend. This goes so far as saying that: I will know what others think of me, I am important, and I will be important. Social networking sites have also encouraged the thought that you are important and others care what you think. The designs of many social networking sites seen today are to display anything and everything people think or do. Instagram is dedicated to sharing the images you want people to see of you. Twitter can document your every thought, even if it is not a brilliant one. Facebook has both of these designs and more that promote the sharing of the self with the world. Locations, thoughts, images, and the people you are with can be shared within seconds with others. That is assuming that other people even care about any of this. Social networking sites now glorify the self maybe in ways not intended. Since social networking sites let people choose what they want others to see, they can choose to only show the good characteristics of themselves. The fact that people focused on what others think of them, coincidentally caused them to only focus on themselves and how they will be perceived. Gen Me-ers are conflicted and show narcissistic behavior because they are self-conscious about what others think. Millennials have come to believe they are customers and the world is there to serve them. The growth of the service industries in this country have decreased the times and places that the attitudes associated with them are not used. Growing up in this environment has led Millennials to believe that the attitudes used toward service industries apply to all the situations they encounter. Education is one aspect where students believe teachers should serve to their different educational needs. Educators are usually viewed as authority figures, and students listen to what they tell them to do. Today the fact that educators are being paid by the students means that they will cater to their will. Entitlement is also associated with narcissism, and it is a strong characteristic of Millennials. Things that were once privileges are seen as rights by Generation Me. One example of this would be in the classroom. Students expect certain grades even if they do not deserve them.. Students today believe grades are participation grades rather than knowledge assessments. They also expect the same grades for less effort. They want to â€Å"waste† less time doing their work and more time doing â€Å"fun† things. The students don’t want to be treated any different from the number one in the class even if they do not have the same academic qualities. These expectations cause them not to excel academically. Their narcissistic behaviors distract them from actually paying attention and learning. Professions are subjected to this entitlement attitude as well. Workers expect to have so much time off to do recreational things in their life. Some professions cannot be left at the workplace. Often these jobs require work to be continued at home or outside the workplace. This â€Å"extra† work cuts into employees’ time for themselves, so often people do not choose these jobs. Millennials today have very impulsive behaviors and only think to serve themselves. Their upbringing can cause them to develop this impulsive behavior. Learning to do whatever they want growing up means they never learn to reach for things that take time to develop. The youth today tends to only think about the short-term gains, and they rarely think or strive for things that would benefit them in the long-run. Along with only worrying about short-term benefits, they tend to only strive for goals that are beneficial to them. They are willing to help another person, but only if they get something out of it. If there is nothing to be gained from helping another, most likely Millennials will not think twice about even helping. This self-centered behavior can be seen in worse fashions as well. Another’s losses can become expenses to a Millennials gain. Not only will a Millennial not help if there is no self-benefit, but they will put someone down to reach what they want. This impulsive strive for self-pleasure has no bounds, and are not thoroughly thought through. There have been many proven flaws in the studies done by Twenge and her colleagues using meta-analysis to prove this rise in narcissism. For one, surveys used to collect this data were collected with a sampling error. Simply, the sample sizes were too small to represent the entire nation. There was also racial bias in the surveys. Whites made up an average of 70% of the people surveyed. This means this trend may not be present in all races. Also probability sample methods were not used when collecting this data. In scientific studies, if the results cannot be replicated then the results are not valid. Studies have shown this is a developmental phrase not a generational shift. Millennials are perceived as more narcissistic because the people making these assumptions are in fact less narcissistic than them. Generation Me is more narcissistic than previous ones, but it is not as widespread as Twenge makes it seem. The studies of college student still prove true, but only true for those areas of the Millennial population. Further studies should be done to prove if in fact that this trend is real. Without these studies, these assumptions can only be seen as theories rather than facts. Societal changes can be made to accommodate this new thought process if it can be proven.

Female Characters through the Prism of the Male Heroes Emilia Pardo Bazán and Henry James

Introduction: Where Two Stories Cross. Henry James and Emilia Pardo Bazà ¡n Creating a compelling female character is not an easy task even if making a woman the lead character. Henry James and Emilia Pardo Bazà ¡n, however, managed to create strong female characters by pushing the male ones into the foreground. Despite the fact that in On the Streetcar and in Washington Square, the male characters attempt at – and, in fact, succeed in – seizing bower and taking the entire space of the novel, the female leads are still represented in a very graphic manner.Advertising We will write a custom essay sample on Female Characters through the Prism of the Male Heroes: Emilia Pardo Bazà ¡n and Henry James specifically for you for only $16.05 $11/page Learn More Space, Power and Dr. Sloper’s Need for Controlling Others At the first glance, it seems that in Henry James’s story, Dr. Sloper takes the entire novel, leaving little to no r oom for another nonetheless important character to develop (Ludwig para.1). Despite the fact that the novel opens and closes with the focus kept on Catherine, Dr. Sloper persistently remains in the focus of the reader’s attention, preferring to make decisions for Catherine, claiming to know what is best for her, and evidently enjoying his control over her: â€Å"They are both afraid of me–harmless as I am† (James 4). On a second thought, though, Sloper’s being constantly in the foreground allows for creating a complex and very compelling character arch for his daughter Catherine. Space, Power and the Compassionate Narrator in Bazà ¡n’s On the Streetcar Unlike Sloper, Bazan’s male character is much more subtle. Though he is the narrator, the readers never get to know his name. Moreover, the narrator does not even focus on his persona, putting the woman in the limelight: â€Å"I suspected that the woman in the ash-colored shawl [†¦] suf fered from a grief† (Bazan 47). However, judging by his attempt to become the saving grace for the woman, which leads to him misunderstanding the situation, the narrator also wishes to seize power over the poor and the desolate, therefore, raising his sense of self-importance. Weirdly enough, the given plot line works for the development of the woman’s character arch, her being portrayed as not only the ostracized one, but also as the one that was misunderstood. Male Characters in On the Streetcar and Washington Square: Analysis It would be wrong, however, to assume that both characters are deliberately evil or thoughtless about the consequences of their actions – on the contrary, both the narrator from On the Streetcar and Dr. Sloper seem rather confident about their actions and, more to the point, are positively certain that their point of view is the only one that is actually viable. Even though Bazà ¡n’s narrator finally faces his moment of revelation when realizing his misjudgment about the source of the woman’s grief, he is still pretty self-assured, at least in terms of his judgment of other people (Walter 88).Advertising Looking for essay on comparative literature? Let's see if we can help you! Get your first paper with 15% OFF Learn More It would be wrong to claim that none of the characters is compelling or three-dimensional; on the contrary, although Bazà ¡n’s narrator is admittedly bland, they both still are very memorable, mainly because they take actions and address the reader, either in an inner dialogue, as in Bazà ¡n’s story, or in engaging into conversations with other characters, as Henry James’s Dr. Sloper does. That being said, the fact that the characters take much space in both novels does push the female leads into the background. However, it is worth mentioning that the male characters also serve as the foil for the female leads to evolve on. Therefore, it can be a ssumed that the space taken by the male characters in On the Streetcar and in Henry James’ Chapter 24 is relatively small; they wrap around the story, while the female characters fill it. Conclusion: The Evolution of the Male Characters. In Search for the Peace of Mind Both novels represent female characters through describing the male ones. Even though the later admittedly take space and power in both novels, the female leads still shine through. Both stories serve as a perfect example of how less being said about the characters serves perfect for creating a compelling character arch. Works Cited Bazà ¡n, Emilia Pardo. On the Streetcar. n. d. PDF file. 45–51. 10 Nov. 2013. James. Henry. Washington Square. n. d. PDF file. 3-66. 10 Nov. 2013. Ludwig, Meredith. Henry James and His Women. An Excerpt. n. d. Web. https://www.nku.edu/~emily/ludwig.html. Walter, Susan. â€Å"After the Apple: Female Sexuality in the Writings of Emilia Pardo Bazà ¡n.† Decimonomica 9.2 (2012), 88–105. http://www.decimononica.org/wp-content/uploads/2013/01/Walter_9.2.pdf.Advertising We will write a custom essay sample on Female Characters through the Prism of the Male Heroes: Emilia Pardo Bazà ¡n and Henry James specifically for you for only $16.05 $11/page Learn More This essay on Female Characters through the Prism of the Male Heroes: Emilia Pardo Bazà ¡n and Henry James was written and submitted by user Kallie Wilkinson to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Change Management Definition and Its Principles

Change Management Definition and Its Principles Introduction In one way or another all organizations whether big or small will eventually undergo some form of change, whether it comes in the form of changes to organizational leadership, changes to processes due to market influences or simply changes in the way the company addresses interoffice communication, the fact remains that in one way or another change is inevitable and as such it is important to establish methods of managing change so as to ensure a smooth transition from one method of doing things to another (Schraeder Jordan, 2011).Advertising We will write a custom essay sample on Change Management Definition and Its Principles specifically for you for only $16.05 $11/page Learn More 3 Principles to Remember when Managing Change For this particular exercise I chose the following principles of change due to the way in which they reflect my own personal thoughts on what is necessary to manage change effectively: To change the individual, change the system People fear change it happens to them. A clearly defined vision of the end result enables all the people to define the most efficient path for accomplishing the results For me these particular principles speak volumes of what is needed in managing change and as such I will attempt give you the reader a short overview of why I believe this are so and will try to convince you of the accuracy of my choice. First and foremost the principle of changing the system in order change the individual is derived from my own belief that in one way or another people tend to conform their mannerisms to the way a particular organizational structure works. Though it may not be immediately apparent facets such as work culture and internal company rules and regulations work in a manner in which an individual perceives what he should so and how he should do it. While such a factor is important in creating consistency and getting exactly what the company requires out of an employee often such systems enforce a certain mindset on individuals resulting in them being maladaptive to sudden changes in the way they used to do things. It is based on this that in order to change the way in which a employee acts, thinks and expresses ideas it is important to first change the system in which he/she operates in order to bring about the desired change needed (Schraeder Jordan, 2011). Secondly, the concept of people fearing change is well known psychological concept that is deeply embedded in the fact that humans are essentially creatures of habit. People prefer doing things a certain way, they like having routines and they enjoy a life where they follow the simple logic of if they do this they get that (Van der Merwe, 2009). When a certain inexplicable change is introduced into a persons routine three possible things may occur, either: They adapt to this new change They resist to the change that is being induced They attempt to adapt yet fail at doing so. For organizations in th e midst of change the latter two responses are the most troubling since this may result in several groups of individuals either resisting the change or being unable to adapt properly, both of which would adversely affect the company.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Going back to the first principle mentioned, it is important to take note of the fact that in order to prevent the fear of change what is needed is to gradually change the system in which a person works up to the point that they are able to accept the change as it happens. The second principle compliments the first in that it addresses the unsaid point that since people fear change it is often hard to change the individual. Thus in order to change a person it is necessary to gradually change the mindset they operate with in order to facilitate effective change with little adverse effects (Van der Merwe, 2009). The last principle chosen is related to the action of having people know what is needed change and thus having them choose the direction in which the change would be best implemented. While this paper has so far shown that people fear change, are often resistant to it and that in order to change a person it is necessary to change the system they work in what wasnt mentioned was the fact that people are often resistant to outside change yet when the change comes from within, in that they see the necessity of change, employees often respond positively towards change and actually work towards it. In the case of the third principle by a supplying a clearly defined vision of what is needed to change instead of forcing the change, employees actually become more amenable to the necessity of change and become less resistant, more encouraging and actually contribute their own thoughts and views as to what other changes could be accomplished. Techniques to Manage Change There are 3 tec hniques that I would like to elaborate on that I believe are important in managing change and are consistent with the principles I chose Changing Employee Mindsets One of the first techniques necessary in managing change is to change the way in which employees think about the way in which they work. As mentioned in the discussion regarding the 1st principle it is often the case that employees develop a certain mindset regarding work which makes them far less apt to change when the need arises.Advertising We will write a custom essay sample on Change Management Definition and Its Principles specifically for you for only $16.05 $11/page Learn More It is based on this that what is needed is slowly change internal company policies and workplace culture so as to make it more amenable to the desired change rather than implement it all at once. This conforms with the first principle of change chosen in which a person is changed via a change in the system that they work. Implementing a workplace culture of open communication In the second principle chosen it was elaborated that people tend to fear change, while this is true the fact remains that there are actually method of mitigating this. One of them is implementing a workplace culture of open communication, by doing so not only can employee fears be addressed and taking into account when implementing change within the organization but it can be used as way in which to dampen the unforeseen and adverse effects the might happen should change be implemented. Establish Goals/Purpose driven work In their study examining employee performance it was discovered by Bishop (2011) that it is often the case that employees work better and adapt to change faster if there is a given goal or rather their work is driven by a specific purpose. Taking the third principle chosen into consideration it can be assumed that by creating a defined vision by which employees can work towards not only would this resul t in a smooth transition during change but can actually result in improved employee performance as well. Reference List Bishop, M. (2011). Raising the Bar on Performance-Driven Leadership. T+D, 65(7), 38. Retrieved from EBSCOhost. Schraeder, M., Jordan, M. (2011). Managing Performance. Journal for Quality   Participation, 34(2), 4-10. Retrieved from EBSCOhost. Van der Merwe, S. P. (2009). Determinants of family employee work performance and compensation in family businesses. South African Journal of Business  Management, 40(1), 51. Retrieved from EBSCOhost.

Immunology in Biotechnology Essay Example | Topics and Well Written Essays - 750 words

Immunology in Biotechnology - Essay Example have distinguished different kind of inflammation like: Granulomatous inflammation, Fibrinous inflammation, purulent inflammation, serous inflammation etc. and each of these are associated with particular kind of diseases or infection. These observations of type of inflammation related to particular disease or infection facilitated development of new diagnostic procedure for identification of disease and similarly by understanding mechanistic aspect of inflammation in particular disease opens new vista of new treatment. strategies. 2. Explain the structure of a virus. How does it differ from bacteria? Are antibiotics effective against viral infections? Why or why not? Answer the question posed on the cover of the December, 2004 issue of Scientific American â€Å"Are Viruses Alive?† Explain why this is an important question. Virus contains nucleic acid, surrounded by a protective layer of protein, which is called capsid. It also possesses a lipid layer that is derived from the membrane e of the host. They differ from bacteria in the presence of cell wall. Most bacteria have a rigid cell wall, followed by cell membrane and a cytosol. A bacterium possesses all the information needed for reproduction viz., the DNA. Whereas, in the case of the virus it may or may not have an outermost layer called envelope and it also posses a core genetic material which can be either DNA or RNA. Anti bacterial antibiotics are not effective against Viruses as the target molecules for anti bacterial antibiotics are different or absent in viruses, like cell wall (Penicillin ), Ribosome (tetracycline), Transcription (Rifampicin) etc. But there are several anti viral antibiotics are available in market which effectively kills the viruses. The viruses are consider to be a in between of living and non living world as it multiplie s but with the help of host. But now it is clearly demonstrated that viruses are living organism and its become model system to understand what is the minimum

Government Structure Essay Example | Topics and Well Written Essays - 750 words

Government Structure - Essay Example tract function model of government is connected deeply with the idea of the modern democracy where the government is formed with the will of the people. It is different from a constitutional monarchy such as the one present in the UK since the monarch remains the head of the government as well as the country while in a pure contract function model of government an elected representative becomes the head of state and leads the country (Hawkesworth and Kogan, 1992). The contract function model is based on the ideas of a social contract which has been credited to the ideas presented by Hobbes. His philosophy of government suggested that governments are formed by the banding of people and they earn their right to govern with the will and acceptance of the people. Thus there is an established (if often unwritten) contract between the people and their government regarding the social order which is maintained from both sides (Hawkesworth and Kogan, 1992). Violations of the contract from the side of the government give the people the right to revolt against the government while violations of the contract from the side of the people give the government the right to imprison them or ever deprive them of their lives in certain cases such as treason. While governments affect the people they govern in many different ways, the people who form a government also affect it in terms of their culture with regard to the political culture and the social culture. For example, even though countries such as China are democracies in a technical sense, the culture of the country remains a communist one for the most part. Of course the Chinese system of government has been affected by cultural changes that have come as a part of the economic development that China has seen in recent years but the government systems and bureaucracies remain connected with communism as a cultural artifact (Wortman, 1987). In this way, the political culture and the social culture affect how governments are

The Rise And Fall Of Carleton Fiorina Commerce Essay

The Rise And Fall Of Carleton Fiorina Commerce Essay This essay examines the case study The rise and fall of Carleton S. (Carly) Fiorina, during her employment as Chief Executive Officer (CEO) with Hewlett-Packard (HP) (Robbins et al. 2008). Well-known for her charisma, high profile and aggressiveness in business, Carlys previous employers at Lucent Technologies paid tribute her imaginative leadership style, her enthusiasm, and her ability to introduce and lead change. (Robbins et al.). The value of individual personality tests as an indicator for business success will be examined. This essay also looks at Carlys personality, and how it may have impacted on her ability to perform her job. It will be argued that personality testing has limited value as an indicator of business success. Other factors considered include gender, organisational culture and charismatic leaders. Burton et al. (2009), describes personality as the enduring blueprint for an individuals motivation and behaviour expressed in different circumstance, including the individuals thoughts and feelings. According to Burton et al., personality can change however, adult personality show significant reliability over time. Carly personality was well known and was considered as a great asset at the time of her employment at HP. Carly was portrayed as charismatic, visionary, and unconventional and as having the resolve necessary to undertake the job (Robins et al. 2008). Carly did not appear to place a high value on traditional goals, but rather she was interested in business improvement. Carly was described has having the ability to analyse business problems and to come up with what she considered to be best business solutions (Robins et al.). Hoffman (2001) in his book Ace the Corporate Personality Test talks about the testing boom which has taken place in employment situations. Hoffman states that while some personality change is possible in adulthood, it is likely that any change would be an adjustment of personality, rather than a major change. Hoffman outlines that we might change our attitudes, behavioural tendencies, and goals in life, but not our core personality. There is no evidence that there was a change in Carlys personality, rather it appears to have been consistent throughout her employment with HP. Carly was well known for her high business profile, prior to her joining HP. She had established her business credentials at Lucent Technologies, where she was recognised for her ability to implement change and for her far-sighted leadership (Robbins et al. 2008). Carly was noted for being a change agent, visionary leader and as being high in energy. These aspects of Carlys personality, for which she was initiall y employed, were key requirements needed to ensure the business improvement at HP. Robbins et al., (2008) identifies the need for organisations to change if the organisation is to survive and adapt. This requires a change in the organisational culture, which Robbins et al., describes as the attitudes, experiences, beliefs and values of, and within an organisation. It is the collection of values and norms that are shared by the people and groups within an organisation and that manage the way they interact with each other and with others outside the organisation. In a Business Week article titled HPs Carly Fiorina: The Boss (1999), Carlys was reported as identifying the need for an urgent innovative approach to be introduced at HB. Carly was reported as being a forward thinker, quoted as saying we have to make sure it represents the next century rather than the last one. The article highlights the organisational culture in place the HP Way at the time of Carlys employment as CEO, and discusses the need to change the culture which had crept in over recent years. Schein (2004) recognises that there can be difficulties with succession, especially when conservatives are replaced with radicals in the hierarchy of an organisation. Schein identifies the necessity to identify and promote the organisational culture, even though much culture is hard to recognise and interpret, as it is often entrenched in everyday practices. It appears that this may have been the case with Carlys attempts to change the organisational culture and practices at HP. Carly clearly had great expectations regarding what she planned to achieve at HP (Business Week, 1999). Carly displayed an internal locus of control (Wood et al, 2010), a belief in her capability to control her own destiny. Carly was intrinsically motivated, that is, she was stimulated to preform by her internal drive rather that for external rewards (Burton et al. 2009). Carlys believed that she could master the difficulties and make a difference at HP. This is reflected in her ability to initiate the purcha se of Compaq, despite opposition from Walter Hewlett. There is no evidence to suggest that Carlys personality did change, to become too big, rather the fit between Carly and HP may have contributed to the problem. Brown (1995) states that to achieve successful change programs on a large scale, requires effective, assertive leaders, and that the successful management of organisational culture requires the backing of those in the most senior positions. Brown also suggests that the organisational culture can be the origin of problems which hold the organisation back from growth and development. There is an expectation of predictable relationships between an individuals personality and their predisposition to behave in a certain way (Wood et al. 2010). Gender considerations were explored to determine if a double standard or gender bias was evident. It was determined in this case that Carlys appointment as CEO at HP was seen as proof that gender was no longer an issue in the business world (Cotter et al. 2001). According to the Federal Glass Ceiling Commission (1995), (as cited in Cotter et al.), the glass ceiling refers to obstructions which exist to hinder the progression of women and minorities to achieve higher levels within the workplace. Robbins et al. (2008) identifies that women may make better leaders than men. Although the differences are not great, differences include women can make better listeners, superior mentors, are better goal setters, produce high quality work, and foster better communication. While gender bias and the glass ceiling may exist in the business world, there is not evidence in this case to suggest that Carlys was the victim of a double standard. She had an aggressive and forthright business approach f rom the outset. Robbins et al., remarks that as a CEO, when things are going well the CEO receives the credit and praise, but when things are not going well the blame falls on the CEO regardless of factors outside the control or responsibility. Carly was described as charismatic. Cambridge Dictionary (2011) describes charisma as a special power which some people have naturally which makes them able to influence other people and attract their attention and admiration. Weber (as cited in Robins et al. 2008) describes chiasmatic leadership as one of the best models of authority and influence. Robert House (as cited in Robins et al.) details the charismatic leadership theory as leaders with vision and who are willing to take personal risks to accomplish their vision, they are responsive to subrogates requirements and to environmental demands, and they demonstrate behaviours that are out to the ordinary. Unfortunately, some charismatic leaders can become carried away and a dark side is revealed. In these cases the best interests of the organisation are not fully represented (Robbins et al.). The margin separating personal interests and those of the organisation can become blurred. Robins et al., describes the worst case scenario being when ego-driven charismatic leader put their own interests ahead of the organisation, or when they use the organisational resources for their own personal benefit or gain (Robbins et al.). It is clear that Carly became impressed with herself and her importance, placing her portrait next to those of the HP founders and failing to heed the warning issued by HB board members to change her style (Robbins et al.). Prior to joining HP, Carly undertook a 900 question personality test. Personality testing is used to predict performance in the workplace (Hoffman 2000). It was recognised that Carly had charismatic qualities including the vigour, enthusiasm, forward thinking vision, drive and aggressiveness, all considered necessary for the position of CEO (Robbins et al. 2008). One universally applied personality measurement is the Myers-Briggs Type Indicator (MBTI), which consists of a 100 question tests that seeks to categorise participants into four categories: a) extroverted or introverted; b) sensing or intuitive; C) thinking or feeling; and d) judging or perceiving (Robbins et al.). The results of the questionnaire are classified into 16 personality types. If this test had been applied in the case of Carly, her personality type would most likely be INT. Characteristics of an INT might include being organised, determined, having a sense of purpose, motivation and drive, forward thinkers, analy tical, decisive, and logical and as having an innate sense for business (Robbins et al.). The MBTI results, do not however, correlate with actual job performance (Robbins et al.). A personality testing model, which as the benefit of research, is the Five Factor Model of Personality, also known as the big five (Robbins et al. 2008). Using this model, personality can be reduced to five broad categories of personality traits. Traits are the emotional, cognitive and behavioural tendencies that constitute underlying personality dimensions (Burton et al. 2009, p. 433). The five personality traits of the big five model are: 1) Extraversion. This trait includes characteristics such as being socially adapt, talkative, assertive and as having an abundance of emotional fluency. 2) Agreeableness. This comprises of personality attributes such as being trustworthy, selflessness, kindness, and affection. 3) Conscientiousness. Common characteristics within this dimension include a high measure of impulse control, goal directed behaviours and are high in thoughtfulness. Individuals who rate high in conscientiousness have the propensity to be both organised and attentive of details. 4) Emotional stability. Individuals with positive emotional stability have a predisposition to cope with stress, are generally calm, self- confident and secure. 5) Openness to experience. Within this trait characteristic are imagination and insight, and individuals with a wide diversity of interests, would be found (Robbins et al. 2008). Hoffman (2001) states the five factor model dominates the area of personalty testing and suggests that the most probable scales tested are extraversion and conscientiousness. There are three methods of measuring personality, self report, observer-rating surveys and projective measures (Robbins et al. 2008). According to Robbins, et al., self report questionnaires are the most widespread method of measuring personality. A concerning aspect of the self report survey method is that it is possible to alter the results to create a better outcome (Robbins, et al.). Burton et al. (2009) outline various problems with personality testing including that they can be subjective, and that a persons results may change in response to the persons emotional state and other situational variables. Burton et al., also identify that it is possible to deliberately alter the outcome, and that personality testing does not correlate to consistency across all situations. These finding suggest that personality testing has little real value in predicting individual business success. This essay reviewed the value of individual personality tests as an employment indicator for business success. Knowing an individuals personality characteristics can provide valuable insight into how that individual may act, or interact in business circumstances. Limits of personality testing include that the personality testing can be subjective, a persons results may change in response to the persons emotional state and other situational variables. It is possible to deliberately alter the test outcome, and personality testing does not correlate to consistency across all situations. Prior to joining HP, Carly undertook a 900 question personality test. It was recognised that Carly had charismatic qualities including the vigour, enthusiasm, forward thinking vision, drive and aggressiveness, all considered necessary for the position of CEO. There is evidence to suggest that there may have been problems with the organisational culture. There is however no evidence to suggest that Carlys was the victim of a double standard, or of gender bias. Carly was considered a charismatic leader and unfortunately in some instances charismatic leadership can lose sight of the best interests of the organisation, then the obligations and responsibilities become confused or blurred. This was the case with Carly during her employment with HP. Personality testing was undertaken prior to Carlys employment which provided a snap shot at that time. Personality in itself does not provide a long term prediction. It is concluded that individual personality testing has limited value as an indicator of business success.