The Causes of the Revolutionary War Essay Example For Students

The Causes of the Revolutionary War Essay There were numerous occasions that occurred during the 1760s and 1770s that prompted the Revolutionary war. During these years the British did numerous things that resentful the settlers. These resentful homesteaders would inevitably become ill of all the British ways and battle for their opportunity. Numerous occasions significant the Revolutionary War occurred during the 1760s, for example, the Sugar Act, Stamp Act, and Declaratory Act. The Sugar Act of 1764 set an import charge on remote sugar, molasses, and rum entering Britains American settlements. Frontier vendors, transport proprietors, and rum distillers who benefitted from remote exchange irately fought the law, yet that did little of anything. The Sugar Act was the response to the Britishs question of how to raise income for their war obligation. Laws had been made before that set an import charge on sugar, yet this was the first occasion when they were truly authorized. Illustrious reviewers would look through boats, distribution centers, and homes for pirated merchandise. The Quartering Act of 1765 constrained homesteaders to house and gracefully British soldiers. Another significant occasion of the 1760s was the Stamp Act of 1765. We will compose a custom exposition on The Causes of the Revolutionary War explicitly for you for just $16.38 $13.9/page Request now The Stamp Act set a burdened on completely printed issue, for example, papers, promotions, and playing a card game. Numerous didnt mind paying the expense since it was anything but an outrageous sum, it was increasingly about the guideline of things. The Stamp Act drove individuals mad in light of the fact that they imagined that they ought not need to pay burdens on things, for example, papers. The Stamp Acts object was to gain enough cash to raise a standing armed force. Because of the Stamp Act a mystery bunch assembled the Sons of Liberty came. This gathering comprised of legal advisors, vendors, lawmakers, and craftsmans who were all there to fight the stamp demonstration. The Sons of Liberty for the most part depended petitions, open gatherings, and leaflets to mobilize support, yet they would likewise get savage if fundamental. The Stamp Act congress met up in 1765 to annul the stamp demonstration and preclude the Parliaments from claiming its entitlement to burden the provinces. English vendors who benefitted structure frontier exchange joined the dissent, dreading monetary ruin. At the point when the Stamp Act was canceled in 1766 individuals on the two sides of the Atlantic cheered. While many were occupied with praising they overlooked the section of the Declaratory Act. The Declaratory Act gave the Parliament full force and authority over the provinces. The Declaratory Act likewise gave the Parliament the option to make laws. The Townshend Acts of 1767 put import obligations on regular things, for example, tea, lead, glass, and colors for paint. English traditions authorities utilized unique court orders called writs of help to implement the law. Writs of help were vastly different than the current court orders, since they didn't indicate the thing looked for and explicit area to be looked. A traditions official with a writ and a doubt reserved the option to look through anyplace he satisfied. Settler loathed these writs without a doubt so they quit lodging the British fighters as the quartering demonstration of 1765 had called them to do. On the night of March 5, 1770 a horde of 50 or 60 furious pilgrims confronted a little gathering of British Soldiers who where there to implement the writs of help. The group hollered affronts and tossed a wide range of things at the officers. The group pushed facing the troopers and afterward out of nowhere one of the firearms released and afterward different warriors began terminating. Three pioneers kicked the bucket promptly and afterward two more passed on later. The Sons of Liberty immediately named this episode the Boston Massacre. The Boston Massacre was the remainder of the significant occasions during the 1760s that lead to the Revolutionary War. .u71f90d7c8998d14201385618d6efd466 , .u71f90d7c8998d14201385618d6efd466 .postImageUrl , .u71f90d7c8998d14201385618d6efd466 .focused content territory { min-stature: 80px; position: relative; } .u71f90d7c8998d14201385618d6efd466 , .u71f90d7c8998d14201385618d6efd466:hover , .u71f90d7c8998d14201385618d6efd466:visited , .u71f90d7c8998d14201385618d6efd466:active { border:0!important; } .u71f90d7c8998d14201385618d6efd466 .clearfix:after { content: ; show: table; clear: both; } .u71f90d7c8998d14201385618d6efd466 { show: square; progress: foundation shading 250ms; webkit-change: foundation shading 250ms; width: 100%; haziness: 1; progress: darkness 250ms; webkit-progress: murkiness 250ms; foundation shading: #95A5A6; } .u71f90d7c8998d14201385618d6efd466:active , .u71f90d7c8998d14201385618d6efd466:hover { obscurity: 1; change: mistiness 250ms; webkit-change: murkiness 250ms; foundation shading: #2C3E50; } .u71f90d7c8998d14201385618d6efd466 .focused content zone { width: 100%; position: relati ve; } .u71f90d7c8998d14201385618d6efd466 .ctaText { fringe base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: striking; edge: 0; cushioning: 0; text-enhancement: underline; } .u71f90d7c8998d14201385618d6efd466 .postTitle { shading: #FFFFFF; text dimension: 16px; text style weight: 600; edge: 0; cushioning: 0; width: 100%; } .u71f90d7c8998d14201385618d6efd466 .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; outskirt: none; outskirt span: 3px; box-shadow: none; text dimension: 14px; textual style weight: intense; line-tallness: 26px; moz-outskirt range: 3px; text-adjust: focus; text-design: none; text-shadow: none; width: 80px; min-tallness: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/basic arrow.png)no-rehash; position: supreme; right: 0; top: 0; } .u71f90d7c8998d14201385618d6efd466:hover .ctaButton { foundation shading: #34495E!important; } .u71f90d7c8998d14201385618d6 efd466 .focused content { show: table; tallness: 80px; cushioning left: 18px; top: 0; } .u71f90d7c8998d14201385618d6efd466-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .u71f90d7c8998d14201385618d6efd466:after { content: ; show: square; clear: both; } READ: Danforth Essay The 1770s was another significant decade to the beginning of the Revolutionary War, including celebrated occasions, for example, the Boston Tea Party. The Tea Act of 1773 was a law made by the Parliament that permitted the British East India Company to sell tea straightforwardly to American specialists without covering certain expenses. The Tea Act permitted the organization not to pay charges since it was near failing. Despite the fact that tea was at a record-breaking low cost numerous .

Ap Biology Lab Write Up Transpiration in Plants free essay sample

Our gathering needed to perceive how transpiration would occur in plants when they were in various situations. The various situations we utilized were moistness and room conditions. We estimated transpiration utilizing the entire plant technique. Our outcomes indicated that the plants in a damp domain had more noteworthy transpiration rates than the plants in the room condition. Presentation: Pants assimilate and transport water, supplements, and particles from the encompassing soil by means of assimilation, dispersion, and dynamic vehicle. nce water and broke down supplements have entered the root xylem, they are shipped upward to the stems and leaves as a feature of the procedure of transpiration, with an ensuing loss of water because of dissipation from the leaf surface. A lot of water misfortune can be unfavorable to plants; they can shrivel and kick the bucket (AP Bio Big Idea 4). The vehicle of water upward from roots to shoots in the xylem is represented by contrasts in water potential, with water atoms moving from a territory of high water potential to a zone of low water potential. We will compose a custom paper test on Ap Biology Lab Write Up: Transpiration in Plants or on the other hand any comparative theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page The development of water through a plant is encouraged as a natural side effect, root pressure, and the physical and substance properties of water. Transpiration makes a lower osmotic potential in the leaf, and the TACT instrument depicts the powers that move water and broke up supplements up the xylem (AP Bio Big Idea 4). Our controlled gathering was our plant that we left in a room domain. Our test bunch was the plant that we put in mugginess. The design was to discover how transpiration functions in plants in various conditions. We additionally needed to check whether transpiration made plants lose mass. Our test speculation is: If plants are in a moist situation, they will come to pass more than plants in a room domain. Materials and Procedures: Our materials were: Chinese Cabbage, an unmistakable compartment, chart paper, a pencil, a scale, an adding machine, clear cellophane tape, clear nail clean, scissors and a magnifying instrument. The strategy was: 1. Compute leaf surface region. 2. Make a wet mount of nail clean stomata strip to see leaf epidermis. After we did this first system, we needed to structure and lead an examination. The method for that was: 1. Structure a trial to examine one of the previously mentioned questions or one of your own inquiries to decide the impact of an ecological variable(s) on the pace of transpiration in plants. 2. Make a speculation/expectation about which natural variables will have the best impact on transpiration rates. Make certain to clarify your theory. 3. Lead your analyses and record information and any solutions to your inquiries in your lab note pads or as educated by your educator. Record any extra inquiries that emerged during this examination that may prompt different examinations that you can direct. Our class did Option 2, which was the Whole Plant Method. The materials for this trial were: Small pruned plant, one-gallon size plastic food stockpiling pack without zipper, and some string. The technique for that was: 1. Immerse the plant with water the day/night before starting your examination. 2. Cautiously expel a plant from the dirt/pot, making a point to hold as a significant part of the root framework and keeping soil particles joined to the roots. Wrap the root chunk of plants in a plastic pack and tie the sack around the base with the goal that lone the leaves are uncovered. Try not to water your plant anything else until you finish your trial! You can likewise keep the plant in the plastic pot and spot it in the plastic pack. 3. Decide the mass of each plant and afterward its mass for a few days under your ecological conditions. 4. Record your information in your lab note pad or as educated by your educator. We at that point needed to make a few counts when our test was finished. The methodology for our counts was: 1. Decide the all out surface territory of the leaves in cm? furthermore, record the worth. 2. Compute the pace of transpiration/surface zone. Record the rate. 3. After the whole class concurs on a fitting control, take away the control rate from the test esteem. Record this balanced rate. 4. Record the balanced rate for your trial test on the board to impart to other lab gatherings. Record the class results for every one of the ecological factors researched. 5. Diagram the class results to show the impacts of various natural factors on the pace of transpiration. Results/Data Collection/Analysis: The surface region of our plants were 165cm?. Mass of Plants Before and After Transpiration

Hire Great People Ten Simple Rules

Hire Great People Ten Simple Rules If we were to ask you what your most important resource is, how long would it take you to say it’s your people?If it was the first answer that popped your mind, congrats â€" you have a chance of excelling in your business, keep on reading this text.If not, now its time to face the truth and understand the reason behind the doubt you’re feeling in your people.Ask yourself: Is it that you are unsatisfied with your employees or that you just think something else brings more value to your work than your people?Whichever the case it is, we will make sure you understand why there is a saying “You don’t build a business. You build people and then people build the business.”Once you realize the importance of people, you’ll be ready for your starting point, which is recruiting the best people.How to identify requirements, find the best players, make a job position look appealing, hire and integrate those people into your company â€" these are all the things we will be covering.Whe ther you are HR or CEO of your company, what you are about to read might be crucial for your business.Take a paper and a pen, and let’s get onto it!IMPORTANCE OF PEOPLE IN YOUR COMPANYWhen starting any business you have to take into consideration different factors and different aspects.Founders usually sit down with their mentors, consultants or couches and discuss which parts of the infrastructure are essential, what is the best strategy for their company and what should be their starting point.In those moments you realize how detailed your processes should be, how important the quality of your product or service is, how understanding the needs of your customers or consumers is crucial for your business, etc.But the most valuable thing you get out of this process is the realization that you cannot do anything without having people in your company.Depending on the size of the company, it could be from 2 to 2000 employees and even more in the beginning â€" it wouldn’t change the one honest fact: if you don’t put your employees in the first place, you lose every chance of succeeding.Now you’re probably going through your head trying to remember some company or individual who got successful without caring about their employees.It’s true, you’ll probably find them. Just bear in mind that their success is completely short term and that before you or they even realize it will be gone.Assuming that you want to build a long lasting successful business, you will need people. And not just any people. It is in your best interest to have the best pool of people who will help you and your business grow.It is a common error that CEOs focus on coming up with mind-blowing strategies, developing processes, upgrading their product and service so it’s the unique and most wanted one on the market but on the way forget about their employees.Bear this in mind: you can have the best strategy in the world and it will mean nothing if you don’t have people who are conne cted to it and executing it passionately.That, of course, doesnt mean that your only focus should be your people. Strategy, processes, product, and service still matter, a lot.Your number one task should be figuring out how to connect your people with the vision of your company and educate them and equip them with skills and knowledge they will need to sell your product or service with genuine passion.Some researchers have shown that engaged employees â€" meaning those who feel valued and appreciated at work; bring 24% better results to the company than those who don’t.It is not about skills, knowledge or some magic potion â€" it is as simple as this: focus on your people and give them everything they need.First, you have to give, and then you get to ask.You are probably a bit confused now thinking Wait, shouldnt this article help me get the best people in the easiest way?Yup, it should, and it definitely will.We will get to that and you will see how focusing on your current emplo yees is crucial if you want to attract the best pool of future employees.Just stay patient.Additional researches have proven that the same engaged employees that feel valued, appreciated, understand companys mission and strive to achieve its vision, have 50% more tendency to post images, videos, texts or any other type of content on their social media, stating proudly in which company they work, what they usually do and with whom people, they get to work.Now imagine having all of your employees publish that kind of posts on a regular basis.Would you even have to dedicate yourself to employer branding and promotion of job opportunities?Probably not, because people are the best representation of what you have to offer.Instead of organizing special teams, investing money and losing focus whilst searching for new employees, you can invest your time, patience, work and money into your current employees, help them feel valued and appreciated, provide them with a learning environment and w atch the magic happen â€" as they will bring much more success to your business than before, and also with all their actions promote your company as the most desirable employer.Although it sounds too easy and simple â€"it works. Word of mouth is the best marketing tool you can have and the one that brings the most value to your business.Now that we have covered some basics of the importance of employees and how the current employees influence the pool of people for future positions, we can move on to actual strategies and roles HR and CEO play in recruiting the best players.THE ROLE OF THE HUMAN RESOURCES DEPARTMENT IN YOUR COMPANYIt happens quite often that the role of the Human Resources department gets confused with the duties of the CEO or Vice Presidents of other departments.There is often a discussion around the question “Who can tell the best what type of people we need in each department?”Although each Vice President/ director/ chief knows their function the best, HR pla ys a huge role when it comes to hiring new people and is final responsible for this task, as well as for induction of new employees and their training.There are a lot of different aspects of HR as it is complex but we will now focus only on main responsibilities of this department so you can get a clear picture and understand why HR sets the foundation in future company’s success.1. Recruiting the TalentsThe starting point for each HR department as everything starts with people. In order to develop extraordinary employees, you first have to recruit them. Thats why the first and most important task of each HR department is to recruit and hire new employees.This is usually conducted in synergy with employer branding department as it is necessary to spread the word about the company and new position.From defining the job description and requirements, through conducting interviews and assessments to making a decision and inducting new people â€" its everything you can rely on your Hum an Resources department to get it done. 2. Employee’s SatisfactionThis function is mainly organized towards employees themselves and their satisfaction.The starting point is the relationship between employer and employees and HR represents a middle layer that connects these two that need to collaborate perfectly in order to bring good things to the business.HR has a role from inducting the new employees, through tracking their engagement, measuring their satisfaction and resolving the conflicts as they appear.Strengthening the communication and relationship between employer and employees is one of the main aims, and the HR department plays a huge role here.3. Developing the TalentsEach HRs goals is to hire the best employee, those from the top league and above average achievers.Unfortunately, you cant always have the best outcome, and even when you do, you still need to give proper education and training to those employees in order for them to adjust to company and its goals.Thats why it is so important to have a Human Resources department that will focus on developing and improving the talents you have in your company.This doesnt go only for new employees, as it is also important to provide training to regular employees constantly.We live (and work!) in dynamic surroundings, meaning that conditions constantly change, especially with the fast improvement of technology and industry, as well as the changes in supply and demand.In order to keep up to date with all these changes, you have to develop your employees constantly and provide them everything they need to know in order to perform at their best.Another reason this is important is the employees satisfaction.If you have read the text carefully, you will remember that we talked about how employees satisfaction can boost your business results, as well as help you in recruiting future talents.Researches show that the number one thing people look in employers is an environment where they can learn and develop .So if you want satisfied employees, youll need to provide them with a learning environment.Thats why you need the Human Resources department and thats how you once again realize the importance of your HR superhero.4. Everything Connected to the CompensationIf you were wondering who takes care of compensation, determines payroll and make sure that each employee receives their check regularly â€" it is HR. Of course, everything goes in synergy with the finances department and CEO, but HR is final responsible and has the final word.Besides payrolls, they also manage and cover compensation programs that exist in most of the companies nowadays. Instead of bargaining each Vice President or CEO, HR takes care of it and makes sure that everyone gets what they deserve and feel satisfied.5. Additional Benefits Provided by the CompanyHuman Resources department is usually the favorite department to each employee as they are the one that seems to be taking the most care about them.Thats not far from the truth as HR tends to provide employees with all they need in order to perform at their best level.This also includes some additional benefits provided by the company, such as health care, bonuses, gym, and pool access, etc. the possibilities are various and it depends on the company and companys partners what are the main benefits they will be able to offer to their employees.It is the responsibility of the Human Resources department to take care of this, make sure that each employee enjoys the benefits they get and track the general use of them.Human Resources, Talent Management, Talent Development â€" these are all common names for one of the main functions in every company. Besides the finances department, the human resources department is the right hand of the CEO.Everything that happens in the company must be aligned between human resources, finances and of course, CEO. Thats why you will hear a lot of successful businessmen claiming that the key to the success of the ir company was actually a good synergy with human resources.Understanding the Human Resources function is essential if you want to recruit the best people. Whether you are an HR manager or CEO, learning the boundaries and concrete job description helps a lot when it comes to starting recruitment and focusing on getting the best people on board.10 SIMPLE RULES YOU NEED TO FOLLOWYes, we are finally reaching the 10 simple rules you have to follow if you want to hire the best people.We will cover each of them in details so you understand completely what you should do and be able to define your first step after reading this text.Without further ado, lets start!1. Present the Job Opening in the Best Possible WayAlthough word sales often leave bad connotation in our minds reminding us of somebody trying to trick us, we all have to face the truth: everything we do is sales.How we speak with our friends, teachers, employers, employees, colleagues, clients, etc. comes down to sales. We are tr ying to sell somebody something. A story.It is the same with letting people know there is a job opening. You can do that in numerous ways.But how many people will get back to you and will you get the desired results depends on how well you sell that job opening.Writing just a couple of lines or listing down some regular obligations and requirements won’t do the job.It’s the fact â€" nobody wants to do the boring stuff and nobody wants to worry whether they are good enough for your company or not.So, what should you do? You should start by explaining the importance of that role for your company â€" write down the main responsibilities and contributions.Let people know and imagine how appreciated they would be in this position if they did their job at the top level.Then focus on explaining the job climate and team a new employee would be working in â€" give them an opportunity to imagine being a part of your company and let them start connecting with its mission.In the end, write only the main requirements and conditions â€" only those that are completely necessary and represent the basis for that job.All others can be (and will be!) developed later in the company, thanks to our lovely HR department.2. Look for Personality, Not for SkillsWhat do you think, what is easier to change â€" values or qualities?To spare you from thinking )and overthinking) here is the answer: it is much harder to change values and it takes extraordinary circumstances for people to do so, as qualities are something that can change easily and be developed in each person, no matter how skilled or not skilled they are in the present moment.So why do we suggest hiring somebody because of their personality and attitude rather than skills and knowledge?Exactly because of the thing we have mentioned previously.Your company has a set of values that need to be lived and demonstrated in each situation, under each, and without any exceptions. Besides CEO and top management, those values need t o be represented by each employee, as well.It is always better to hire somebody who lives and demonstrates values similar to your companys but lacks all of the needed skills than to hire somebody who knows how to do their work but the work he o she does is completely against the companys values.It is widely known that everything in the world can be learned and developed. You just have to give a person an opportunity and provide them with a learning environment.Of course, it cant be just any random person. You should focus on his or her values, but also consider their personality and attitudes.For instance, you shouldnt go into details when it comes to technical skills, but you can always tell for each position what type of person you need.Should it be somebody who is extraverted or somebody who is introverted? Somebody who makes decisions on an emotional or rational basis? Somebody who prefers to take initiative and have freedom in what he or she does? Or somebody who needs strict g uideline and dont enjoy coming up with personal solutions of the problem?These are only some of the questions you should ask yourself before going to interview.When you envision exactly what type of person you need for the concrete position, you can focus on looking for these characteristics during the interview.And remember â€" always choose personality over skills, as skills are cheap and can be developed in each person in the world.3. Hold an Ongoing RecruitmentMost of the companies organize recruitments once or twice a year or more if they have a need, which gives them an only limited pool of people.Do you know how many people that have a job right now will wish to change it in a couple of months, exactly in a period when you dont have recruitment?Considering the fact that most of the worlds employees are probably millennials, the answer is a lot. Especially young people have a tendency to change the working place often throughout their career.If you are looking for the best tal ents and people who are already on top of their leagues, you should consider increasing your chances of hiring them by always keeping some open spots.It might be true that you don’t need new employees at the moment but spotting great talents and making sure they choose your company should make it on the top of your priority list.Even if that means coming up with open spots and new responsibilities. Those opportunities do not happen often so make sure you seize them when you can.4. Keep Your Hiring Process Quick and EfficientDo you know how many people lose interest in a company or completely disappoint themselves because of the hiring process that lasts too long? Unfortunately, a lot.Even though you probably have a lot of applicants for job openings and thats the thing thats slowing down the process, make sure you respect each of the applicants.You show your respect by staying quick and efficient, responding to their application quickly and getting back to them with a decision as soon as possible.If you have more than one HR manager in your company, make sure that you have standardized process time, as “soon as possible” might have different meanings to different people.Bear in mind that the applicant is applying to more than one opportunity for sure and that if some other company is faster, they will most probably choose that other company.5. Make Sure You Have the Best RecruiterBefore starting the recruitment you should consider recruiting a new recruiter.Seriously, even if it sounds funny, it is very important that you have the best possible recruiter for your company.This doesnt necessarily mean that you have to find a new one, but consider providing the existing one with additional training or sit down with them and together define what you are looking for in new employees.It could also be useful if the representatives of other departments joined you at the meeting so HR gets a clear picture of what type of people are needed for each position.6. Loo k for DiversityWhen defining which people you need for your job, think about diversity and what could your company use that your competition is overlooking.You have to do both internal and external analysis of the company and define a concrete set of characteristics, knowledge or skills your company could benefit from.This recruitment strategy might help you a lot when it comes to targeting specific talents and if you execute it correctly, you might boost your business results disruptively.7. Focus on Past ExperienceAt each job interview, there is a set of questions, and interviewees have a tendency to think about their best edition and provide you with answers based on it.Instead of asking questions related to the future, ask questions about past events.For example, if somebody claims that he or she is a team player, ask them to give you an example of a situation when they demonstrated that quality.This way you make sure you get the real picture of the candidate and differentiate t he best ones for the best wannabes.8. Pay Attention to the GapsSkills can be developed in everyone but it doesn’t mean that you should completely ignore those that are missing.Analyze all the skills that a candidate is missing and think about how it would influence the business when he or she starts working.On the interview try to understand how quickly a candidate can learn and how motivated to learn they are. After that, you can make a decision whether its worth it investing your time and knowledge in this employee or not.9. Conduct Tests and WorkshopsIt might be quite useful (especially if you have a lot of candidates) if you conducted several tests and workshops to assess your possible future employees.Define once again what are the main things you are looking for in an employee and give them the tests that will help you realize whether they have it or not. You can use the advantage of a big number of candidates and organize them into groups with a task they have to solve toge ther to check how actually they work in a team.10. Honesty Before AllThis goes without saying but lets just say it anyway: be completely honest during the interview and make sure that you build up such an atmosphere where a candidate feels safe to be honest as well.Pretending will not bring anything good. It is really important, to be honest, and represent the company authentically so the candidate can actually see whether he or she would like to become part of it.FINAL WORDAfter everything that you have read, we really hope that you understand how important people are to the company and why it is important to perform the recruitment at the top level.If you take into consideration all of the above-mentioned rules, we are completely certain that you will have the best people in your company in no time. Good luck!

Hire Great People Ten Simple Rules

Hire Great People Ten Simple Rules If we were to ask you what your most important resource is, how long would it take you to say it’s your people?If it was the first answer that popped your mind, congrats â€" you have a chance of excelling in your business, keep on reading this text.If not, now its time to face the truth and understand the reason behind the doubt you’re feeling in your people.Ask yourself: Is it that you are unsatisfied with your employees or that you just think something else brings more value to your work than your people?Whichever the case it is, we will make sure you understand why there is a saying “You don’t build a business. You build people and then people build the business.”Once you realize the importance of people, you’ll be ready for your starting point, which is recruiting the best people.How to identify requirements, find the best players, make a job position look appealing, hire and integrate those people into your company â€" these are all the things we will be covering.Whe ther you are HR or CEO of your company, what you are about to read might be crucial for your business.Take a paper and a pen, and let’s get onto it!IMPORTANCE OF PEOPLE IN YOUR COMPANYWhen starting any business you have to take into consideration different factors and different aspects.Founders usually sit down with their mentors, consultants or couches and discuss which parts of the infrastructure are essential, what is the best strategy for their company and what should be their starting point.In those moments you realize how detailed your processes should be, how important the quality of your product or service is, how understanding the needs of your customers or consumers is crucial for your business, etc.But the most valuable thing you get out of this process is the realization that you cannot do anything without having people in your company.Depending on the size of the company, it could be from 2 to 2000 employees and even more in the beginning â€" it wouldn’t change the one honest fact: if you don’t put your employees in the first place, you lose every chance of succeeding.Now you’re probably going through your head trying to remember some company or individual who got successful without caring about their employees.It’s true, you’ll probably find them. Just bear in mind that their success is completely short term and that before you or they even realize it will be gone.Assuming that you want to build a long lasting successful business, you will need people. And not just any people. It is in your best interest to have the best pool of people who will help you and your business grow.It is a common error that CEOs focus on coming up with mind-blowing strategies, developing processes, upgrading their product and service so it’s the unique and most wanted one on the market but on the way forget about their employees.Bear this in mind: you can have the best strategy in the world and it will mean nothing if you don’t have people who are conne cted to it and executing it passionately.That, of course, doesnt mean that your only focus should be your people. Strategy, processes, product, and service still matter, a lot.Your number one task should be figuring out how to connect your people with the vision of your company and educate them and equip them with skills and knowledge they will need to sell your product or service with genuine passion.Some researchers have shown that engaged employees â€" meaning those who feel valued and appreciated at work; bring 24% better results to the company than those who don’t.It is not about skills, knowledge or some magic potion â€" it is as simple as this: focus on your people and give them everything they need.First, you have to give, and then you get to ask.You are probably a bit confused now thinking Wait, shouldnt this article help me get the best people in the easiest way?Yup, it should, and it definitely will.We will get to that and you will see how focusing on your current emplo yees is crucial if you want to attract the best pool of future employees.Just stay patient.Additional researches have proven that the same engaged employees that feel valued, appreciated, understand companys mission and strive to achieve its vision, have 50% more tendency to post images, videos, texts or any other type of content on their social media, stating proudly in which company they work, what they usually do and with whom people, they get to work.Now imagine having all of your employees publish that kind of posts on a regular basis.Would you even have to dedicate yourself to employer branding and promotion of job opportunities?Probably not, because people are the best representation of what you have to offer.Instead of organizing special teams, investing money and losing focus whilst searching for new employees, you can invest your time, patience, work and money into your current employees, help them feel valued and appreciated, provide them with a learning environment and w atch the magic happen â€" as they will bring much more success to your business than before, and also with all their actions promote your company as the most desirable employer.Although it sounds too easy and simple â€"it works. Word of mouth is the best marketing tool you can have and the one that brings the most value to your business.Now that we have covered some basics of the importance of employees and how the current employees influence the pool of people for future positions, we can move on to actual strategies and roles HR and CEO play in recruiting the best players.THE ROLE OF THE HUMAN RESOURCES DEPARTMENT IN YOUR COMPANYIt happens quite often that the role of the Human Resources department gets confused with the duties of the CEO or Vice Presidents of other departments.There is often a discussion around the question “Who can tell the best what type of people we need in each department?”Although each Vice President/ director/ chief knows their function the best, HR pla ys a huge role when it comes to hiring new people and is final responsible for this task, as well as for induction of new employees and their training.There are a lot of different aspects of HR as it is complex but we will now focus only on main responsibilities of this department so you can get a clear picture and understand why HR sets the foundation in future company’s success.1. Recruiting the TalentsThe starting point for each HR department as everything starts with people. In order to develop extraordinary employees, you first have to recruit them. Thats why the first and most important task of each HR department is to recruit and hire new employees.This is usually conducted in synergy with employer branding department as it is necessary to spread the word about the company and new position.From defining the job description and requirements, through conducting interviews and assessments to making a decision and inducting new people â€" its everything you can rely on your Hum an Resources department to get it done. 2. Employee’s SatisfactionThis function is mainly organized towards employees themselves and their satisfaction.The starting point is the relationship between employer and employees and HR represents a middle layer that connects these two that need to collaborate perfectly in order to bring good things to the business.HR has a role from inducting the new employees, through tracking their engagement, measuring their satisfaction and resolving the conflicts as they appear.Strengthening the communication and relationship between employer and employees is one of the main aims, and the HR department plays a huge role here.3. Developing the TalentsEach HRs goals is to hire the best employee, those from the top league and above average achievers.Unfortunately, you cant always have the best outcome, and even when you do, you still need to give proper education and training to those employees in order for them to adjust to company and its goals.Thats why it is so important to have a Human Resources department that will focus on developing and improving the talents you have in your company.This doesnt go only for new employees, as it is also important to provide training to regular employees constantly.We live (and work!) in dynamic surroundings, meaning that conditions constantly change, especially with the fast improvement of technology and industry, as well as the changes in supply and demand.In order to keep up to date with all these changes, you have to develop your employees constantly and provide them everything they need to know in order to perform at their best.Another reason this is important is the employees satisfaction.If you have read the text carefully, you will remember that we talked about how employees satisfaction can boost your business results, as well as help you in recruiting future talents.Researches show that the number one thing people look in employers is an environment where they can learn and develop .So if you want satisfied employees, youll need to provide them with a learning environment.Thats why you need the Human Resources department and thats how you once again realize the importance of your HR superhero.4. Everything Connected to the CompensationIf you were wondering who takes care of compensation, determines payroll and make sure that each employee receives their check regularly â€" it is HR. Of course, everything goes in synergy with the finances department and CEO, but HR is final responsible and has the final word.Besides payrolls, they also manage and cover compensation programs that exist in most of the companies nowadays. Instead of bargaining each Vice President or CEO, HR takes care of it and makes sure that everyone gets what they deserve and feel satisfied.5. Additional Benefits Provided by the CompanyHuman Resources department is usually the favorite department to each employee as they are the one that seems to be taking the most care about them.Thats not far from the truth as HR tends to provide employees with all they need in order to perform at their best level.This also includes some additional benefits provided by the company, such as health care, bonuses, gym, and pool access, etc. the possibilities are various and it depends on the company and companys partners what are the main benefits they will be able to offer to their employees.It is the responsibility of the Human Resources department to take care of this, make sure that each employee enjoys the benefits they get and track the general use of them.Human Resources, Talent Management, Talent Development â€" these are all common names for one of the main functions in every company. Besides the finances department, the human resources department is the right hand of the CEO.Everything that happens in the company must be aligned between human resources, finances and of course, CEO. Thats why you will hear a lot of successful businessmen claiming that the key to the success of the ir company was actually a good synergy with human resources.Understanding the Human Resources function is essential if you want to recruit the best people. Whether you are an HR manager or CEO, learning the boundaries and concrete job description helps a lot when it comes to starting recruitment and focusing on getting the best people on board.10 SIMPLE RULES YOU NEED TO FOLLOWYes, we are finally reaching the 10 simple rules you have to follow if you want to hire the best people.We will cover each of them in details so you understand completely what you should do and be able to define your first step after reading this text.Without further ado, lets start!1. Present the Job Opening in the Best Possible WayAlthough word sales often leave bad connotation in our minds reminding us of somebody trying to trick us, we all have to face the truth: everything we do is sales.How we speak with our friends, teachers, employers, employees, colleagues, clients, etc. comes down to sales. We are tr ying to sell somebody something. A story.It is the same with letting people know there is a job opening. You can do that in numerous ways.But how many people will get back to you and will you get the desired results depends on how well you sell that job opening.Writing just a couple of lines or listing down some regular obligations and requirements won’t do the job.It’s the fact â€" nobody wants to do the boring stuff and nobody wants to worry whether they are good enough for your company or not.So, what should you do? You should start by explaining the importance of that role for your company â€" write down the main responsibilities and contributions.Let people know and imagine how appreciated they would be in this position if they did their job at the top level.Then focus on explaining the job climate and team a new employee would be working in â€" give them an opportunity to imagine being a part of your company and let them start connecting with its mission.In the end, write only the main requirements and conditions â€" only those that are completely necessary and represent the basis for that job.All others can be (and will be!) developed later in the company, thanks to our lovely HR department.2. Look for Personality, Not for SkillsWhat do you think, what is easier to change â€" values or qualities?To spare you from thinking )and overthinking) here is the answer: it is much harder to change values and it takes extraordinary circumstances for people to do so, as qualities are something that can change easily and be developed in each person, no matter how skilled or not skilled they are in the present moment.So why do we suggest hiring somebody because of their personality and attitude rather than skills and knowledge?Exactly because of the thing we have mentioned previously.Your company has a set of values that need to be lived and demonstrated in each situation, under each, and without any exceptions. Besides CEO and top management, those values need t o be represented by each employee, as well.It is always better to hire somebody who lives and demonstrates values similar to your companys but lacks all of the needed skills than to hire somebody who knows how to do their work but the work he o she does is completely against the companys values.It is widely known that everything in the world can be learned and developed. You just have to give a person an opportunity and provide them with a learning environment.Of course, it cant be just any random person. You should focus on his or her values, but also consider their personality and attitudes.For instance, you shouldnt go into details when it comes to technical skills, but you can always tell for each position what type of person you need.Should it be somebody who is extraverted or somebody who is introverted? Somebody who makes decisions on an emotional or rational basis? Somebody who prefers to take initiative and have freedom in what he or she does? Or somebody who needs strict g uideline and dont enjoy coming up with personal solutions of the problem?These are only some of the questions you should ask yourself before going to interview.When you envision exactly what type of person you need for the concrete position, you can focus on looking for these characteristics during the interview.And remember â€" always choose personality over skills, as skills are cheap and can be developed in each person in the world.3. Hold an Ongoing RecruitmentMost of the companies organize recruitments once or twice a year or more if they have a need, which gives them an only limited pool of people.Do you know how many people that have a job right now will wish to change it in a couple of months, exactly in a period when you dont have recruitment?Considering the fact that most of the worlds employees are probably millennials, the answer is a lot. Especially young people have a tendency to change the working place often throughout their career.If you are looking for the best tal ents and people who are already on top of their leagues, you should consider increasing your chances of hiring them by always keeping some open spots.It might be true that you don’t need new employees at the moment but spotting great talents and making sure they choose your company should make it on the top of your priority list.Even if that means coming up with open spots and new responsibilities. Those opportunities do not happen often so make sure you seize them when you can.4. Keep Your Hiring Process Quick and EfficientDo you know how many people lose interest in a company or completely disappoint themselves because of the hiring process that lasts too long? Unfortunately, a lot.Even though you probably have a lot of applicants for job openings and thats the thing thats slowing down the process, make sure you respect each of the applicants.You show your respect by staying quick and efficient, responding to their application quickly and getting back to them with a decision as soon as possible.If you have more than one HR manager in your company, make sure that you have standardized process time, as “soon as possible” might have different meanings to different people.Bear in mind that the applicant is applying to more than one opportunity for sure and that if some other company is faster, they will most probably choose that other company.5. Make Sure You Have the Best RecruiterBefore starting the recruitment you should consider recruiting a new recruiter.Seriously, even if it sounds funny, it is very important that you have the best possible recruiter for your company.This doesnt necessarily mean that you have to find a new one, but consider providing the existing one with additional training or sit down with them and together define what you are looking for in new employees.It could also be useful if the representatives of other departments joined you at the meeting so HR gets a clear picture of what type of people are needed for each position.6. Loo k for DiversityWhen defining which people you need for your job, think about diversity and what could your company use that your competition is overlooking.You have to do both internal and external analysis of the company and define a concrete set of characteristics, knowledge or skills your company could benefit from.This recruitment strategy might help you a lot when it comes to targeting specific talents and if you execute it correctly, you might boost your business results disruptively.7. Focus on Past ExperienceAt each job interview, there is a set of questions, and interviewees have a tendency to think about their best edition and provide you with answers based on it.Instead of asking questions related to the future, ask questions about past events.For example, if somebody claims that he or she is a team player, ask them to give you an example of a situation when they demonstrated that quality.This way you make sure you get the real picture of the candidate and differentiate t he best ones for the best wannabes.8. Pay Attention to the GapsSkills can be developed in everyone but it doesn’t mean that you should completely ignore those that are missing.Analyze all the skills that a candidate is missing and think about how it would influence the business when he or she starts working.On the interview try to understand how quickly a candidate can learn and how motivated to learn they are. After that, you can make a decision whether its worth it investing your time and knowledge in this employee or not.9. Conduct Tests and WorkshopsIt might be quite useful (especially if you have a lot of candidates) if you conducted several tests and workshops to assess your possible future employees.Define once again what are the main things you are looking for in an employee and give them the tests that will help you realize whether they have it or not. You can use the advantage of a big number of candidates and organize them into groups with a task they have to solve toge ther to check how actually they work in a team.10. Honesty Before AllThis goes without saying but lets just say it anyway: be completely honest during the interview and make sure that you build up such an atmosphere where a candidate feels safe to be honest as well.Pretending will not bring anything good. It is really important, to be honest, and represent the company authentically so the candidate can actually see whether he or she would like to become part of it.FINAL WORDAfter everything that you have read, we really hope that you understand how important people are to the company and why it is important to perform the recruitment at the top level.If you take into consideration all of the above-mentioned rules, we are completely certain that you will have the best people in your company in no time. Good luck!

What Do You Do Best College Interview Question

This question overlaps a bit with another common interview question, What will you contribute to our campus community? Here, however, the question is more pointed and perhaps more awkward. After all, you can make a wide range of contributions to a campus community. To be asked to identify just one thing that you do best is far more limiting and intimidating. As we think about a winning response, keep in mind the purpose of the question. Your college interviewer is trying to identify something that you are passionate about, something that you have devoted time and energy to mastering. The college is looking for something that sets you apart from other applicants, some skill or talent that makes you the unique person you are. Is an Academic or Non-Academic Answer Best? If asked this question, you may be tempted to use it as an opportunity to prove that you are a strong student. Im really good at math. Im fluent in Spanish. Answers such as these are fine, but they may not be your best choice. If, for example, you truly are good at math, your academic transcript, SAT scores, and AP scores already demonstrate this point. So if you answer this question by highlighting your math skills, you are telling your interviewer something that he or she already knows. The reason you have an interview to begin with is because the college has holistic admissions. The admissions folks want to evaluate you as a whole person, not as an empirical set of grades and test scores. Thus, if you answer this question with something that your transcript already presents, youve lost an opportunity to highlight a dimension of your interests and personality that cannot be gleaned from the rest of your application. Put yourself in the shoes of your interviewer. Which applicant are you most likely to remember at the end of the day?: The one who says she is good at chemistry or the one who has amazing skills making claymation movies? Will you remember the good speller  or the one who restored a 1929 Model A Ford? This is not to say that you should steer clear of academics, for the college certainly does want to enroll students who are good at math, French, and biology. But when given the opportunity, try to use your interview to highlight personal strengths that might not come across so clearly in the other parts of your application. I Dont Do Anything Really Well. What Now? First off, youre wrong. Ive been teaching for 25 years and I have yet to meet a student who isnt good at something. Sure, some students have no aptitude for math, and others cant throw a football more than two feet. You may be inept in the kitchen, and you might have a third-grade spelling ability, but you are good at something. If you dont recognize your talents, ask your friends, teachers, and parents. And if you still cant come up with something you consider yourself good at, think about these possible approaches to the question: Im an expert at failing. Read any article on the characteristics of successful people, and youll learn that they are good at failing. They take risks. They try new things. They make mistakes and hit dead ends. And heres the important part--they learn from those failures and keep trying. Successful people fail a lot.Im a good listener. This interview question might make you feel uncomfortable because it is asking you to boast about yourself. If you feel uncomfortable tooting your own horn, is that because you prefer listening to speaking? If so, great. The world needs more people who listen. Embrace your listening skills.Im good at smelling the roses. Sadly, Ive met many applicants to highly selective colleges who are so driven to succeed both academically and in their extracurriculars, that theyve lived high school wearing blinders. Are you the type of person who loves to pause and appreciate the world around you? A strong student who can also treasure a beautiful sunset or a quiet s nowfall is someone who has found a healthy balance in life. Embrace this quality. Avoid the Predictable Responses Some answers to this question are perfectly safe, but they are also remarkably predictable and tired. Answers such as these are likely to make your interviewer nod in a gesture of bored approval: Im very responsible. Great, but your interviewer doesnt know you any better after that response. Your grades already show that you are responsible, and you havent given your interviewer a new and interesting dimension to your application.Im a hard worker. See above. Your transcript tells your interviewer this. Focus on something that isnt obvious from the rest of your application.Im good at writing (or biology, math, history, etc). As discussed earlier, a response like this is perfectly fine, but its a lost opportunity. Youre likely to get asked what you want to major in, so use that moment to talk about your favorite academic subject. And again, realize that your transcript shows what subject you have mastered. A Final Word If youre like me, a question like this is rather awkward. It can be uncomfortable tooting your own horn. Approached correctly, however, the question gives you a great opportunity to present a dimension of your personality that isnt obvious from your application. Try to find a response that identifies something that makes you uniquely you. Surprise your interviewer, or present a facet of your personality and interests that will differentiate you from other applicants. More Interview Articles Master These Interview QuestionsAvoid These Common Interview MistakesCollege Interview Dress for MenCollege Interview Dress for Women

Definition and Examples of Prolepsis in Rhetoric

In rhetoric, prolepsis is foreseeing and forestalling objections to an argument. Adjective: proleptic. Similar to procatalepsis. Also called anticipation.Similarly, prolepsis is a  figurative device by which a future event is presumed to have already occurred. Etymology:  From the Greek, preconception, anticipation Examples and Observations A. C. Zijderveld: In the ancient art of rhetoric, prolepsis stood for the anticipation of possible objections to a speech. This anticipation enabled the speaker to provide answers to objections before anyone had the chance to even raise them. In other words, the speaker takes the role/attitude of the listener while preparing or delivering his speech, and he tries to assess in advance what possible objections could be raised. Ian Ayres and Barry Nalebuff: In 1963, Nobel Prize-winning economist William Vickrey suggested that [automobile] insurance be included in the purchase of tires. Anticipating the objection that this might lead people to drive on bald tires, Vickrey said drivers should get credit for the remaining tread when they turn in a tire. Andrew Tobias proposed a variation on this scheme in which insurance would be included in the price of gasoline. That would have the added benefit of solving the problem of uninsured motorists (roughly 28% of California drivers). As Tobias points out, you can drive a car without insurance, but you cant drive it without gasoline. Leo van Lier: [P]rolepsis is a form of looking ahead, of assuming something to be the case before it has been encountered, a foreshadowing in some sense. Novelists do this all the time when they hint at things to come, or when they omit information, almost as if they thought the reader already knew it. The result of such prolepsis [is] that the reader (or hearer) creates, rather than passively receives, the information necessary to complete the scene or circumstances that the writer (or speaker) merely hints at. Ross Murfin and Supryia M. Ray: In the movie The Empire Strikes Back (1980), Luke Skywalker says, Im not afraid, to which Jedi master Yoda responds, You will be. Terminator 2: Judgment Day (1991) contains proleptic scenes of future nuclear devastation envisioned by a woman whose son is the target of a robot sent back in time to kill him. Brendan McGuigan: Procatalepsis is another relative of the hypophora. While the hypophora can ask any sort of question, the procatalepsis deals specifically with objections, and it usually does so without even asking the question, as in this example: Many other experts want to classify Sanskrit as an extinct language, but I do not. By directly addressing objections, procatalepsis lets the writer further his or her argument and satisfy readers at the same time. Strategically, procatalepsis shows your readers that you have anticipated their concern, and have already thought them through. It is, therefore, especially effective in argumentative essays. Pronunciation: pro-LEP-sis

Principles Of Materials And Task Design - 2219 Words

Sevilay Asilkent Principles of Materials and Task Design In the field of language learning, course books and materials play a crucial role in order to teach effectively. We as teachers need course books or any kind of materials in order to teach the components of the language to the students. It is quite impossible to teach without any materials because there should be something for students to read or to see in order to understand something. Therefore, teaching materials are really significant in language learning. Teachers sometimes purchase their own course book or the government gives to them. Teachers can find whatever they need to teach in these course books however sometimes they can look for additional materials to support the learning. Before choosing the materials, teachers need to evaluate them in order to get an effective material. There is no best course book which can suit to the all contexts because the needs of the students and teachers might differ. So, teachers need to evaluate their own course book according to t heir context. There might be many contexts such as; teaching English to adults in order to develop their speaking skills or teaching English to young learners. Because of that, evaluators must be aware of different contexts and evaluate according to them. Cunningsworth (1979:31) agrees: â€Å"Course materials are not intrinsically good or bad – ratherShow MoreRelatedDesign And Develop The Hip Prosthesis With Cementless Fixation For Specific Breeds Of Dogs1481 Words   |  6 Pagesmentioned in the first chapter, this research aims to design and develop the hip prosthesis with cementless fixation for specific breeds of dogs. 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