Study Review Micro Ch. 1 Essay Example

Study Review Micro Ch. 1 Essay Is the control of financial matters worried about individual units, for example, an individual, family unit, firm, or industry True Communism displays all the attributes of an order framework Which of the accompanying portray an order framework? Government ownwershiop of most or all property assets An administration delegated focal arranging board Economics is a sociology worried about the portion of scant Resources to meet the boundless needs Of the individuals from a given society. Negligible investigation includes the correlation or assessment of: * The gradual cost versus the steady advantage of a choice * A decent monetary framework must address the accompanying inquiries: * What divine beings are to be delivered? * How they are to be created? Who gets what is delivered? * An impartial result would one say one is the place every individual influenced is dealt with faily * The monetary inquiry of what to create is about choices identified with the blend of products and enterprise s to make accessible in a given economy * Which of the accompanying outcomes from shortage as for financial assets? * The creation of constrained merchandise and ventures * The financial inquiry of how to deliver is about choices identified with the blend factor input land, work, capital used to deliver divine beings and administrations. * True: In an order framework, the administration chooses how a country’s assets will best be used * An announcement about monetary conduct or the economy that empowers expectation of the likely impacts of specific activities is known as a: financial hypothesis, and financial rule * * Due to scant assets, each person, regardless of whether rich or poor, is confronted with an understood cost when deciding to deliver or devour a greater amount of one great over another. * False: Economcis, as a sociology, is worried about how to bring in cash? * Macroeconomics is the order that looks at either the economy overall or in the total. * When contrasting the extra or steady cost stanzas extra or gradual advantages of a choice, one is taking part in: peripheral investigation * Which of the accompanying depict the job of government in the United States type of free enterprise? * Modifies the dissemination of salary, gives certain merchandise and ventures that would somehow or another be underproduced or not delivered by any stretch of the imagination. Advances financial strength and development * Pure capitablism is otherwise called free enterprise private enterprise. * False: the three primary choice that msut be tended to by a monetary framework incorporate what divine beings are to be created, who will deliver them, and where they will be delivered. * A monetary framework is a specific sset of organization plans and a planning mechansism that respons to the assignment of scarece assets to meet boundless needs and needs. * Natural assets, work, human capital, physical capital and entrepreneurshop are on the whole scant assets priatley or collectibely claimed by citizenry. We will compose a custom article test on Study Review Micro Ch. 1 explicitly for you for just $16.38 $13.9/page Request now We will compose a custom exposition test on Study Review Micro Ch. 1 explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom exposition test on Study Review Micro Ch. 1 explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer Where these scant assets are utilized to deliver products or administrations, there is an expense borne by society in using these assets to create any great or administration and no free lunch * Private property rights, combined with the opportunity to arrange restricting authoritative reports empowers people and organizations to get, use, and discard property assets as they see fit. * False: Governemtn claims the greater part of the property resouces usch as land and capital in a market framework. * Consumers get individual fulfillment from products and ventures by: acting in a their own personal circumstance. Dispensing their time, vitality, cash and different assets to augment their fulfillment from devouring these products * The term â€Å"laissez-faire alludes to keeping government structure meddling in the economy. * A focal arranging board sets the division of yield among capital and shopper merchandise in an order framework? * Positive financial investigation concernes what is, though regularizing monetary examination speak to emotional articulation about what should be. * Which of the accompanying gare all conceivable in view of private property rights in a market framework? * Economic development, speculation, support of property, advancement, trade

Essay --

There is 317,327,804 million residents in the United States as of 8:05pm on January sixth, 2014 (U.S. Registration Bureau, International Data Base). 37.4% of the United States populace lives in the South, 23.5% live in the West, 21.4% in the Midwest and the last 17.7% live in the Northeast (U.S. Evaluation Bureau, International Data Base). Given the way that the United States is the best nation on the planet, it is additionally one of the greatest. 82.3% of the populace live far from the White House. Prior to the 1950s, and the improvement of the web and media, it was increasingly hard to impact an ideological group to concentrate on specific issues from a great many miles away. Those residents didn't have the innovative headways that cutting edge America have, for example, T.V., E-mail, and even Twitter. Papers were just an adequate method of getting news a crossed the nation. The normal populace during the 1940s that are essentially a long way from the White House was 75% (U.S. Sta tistics Bureau, International Data Base). With the formation of linkage foundations in America, that 75% was given the connection they strived to voice their supposition and have their influence. The United States is run under vote based system and a majority rules system depends for its very employment on the considerable contacts between the legislature and the individuals. The Founding Fathers of the United States bound for the individuals from Congress to give the connection among government and the residents. On of the authors, James Madison clarifies that open perspectives are upgraded and refined â€Å"by going them with the help of a picked assemblage of residents, whose insight may best observe the genuine enthusiasm of their country... (Federalist #10). â€Å"In our Modern American Government, each House part speaks to almos... ...r office, open authorities' exercises, and the open assistance declaration of the day through TV, papers, radio, and the Internet. The media's capacity to shape the American brain has regularly been censured, yet it likewise permits individuals to offer input to the government† (Steve Jobs). Having the option to have free media and paid media, the press can swing voters by illuminating them what issues are significant at some random time. While there is a wide spread conviction that they media is inclination to either the privilege of the left, it ought to be to a lesser degree a worry to the open on the grounds that the media is to a great extent fruitless in molding feeling yet it additionally permits individuals to offer input to the administration. Similarly, the media is influenced by the administration, who can utilize the media as a political instrument by facilitating the political perspectives on whatever force is as of now in office.

Death of a Salesman Review

Demise of a Salesman Review Free Online Research Papers Willy Loman’s demise was brought about by his failure to confront reality and could have been maintained a strategic distance from on the off chance that he and his family had been straightforward with themselves in regards to their deficiencies. Rather, they lived in a universe of forswearing, which brought forth extra lies. Willy’s character lacks, moral thoughtless activities, and powerlessness to separate past from present made about the entirety of the family’s issues and prompted his death. Willy Loman is a man with two unmistakable characters. The principal character lives in the current where he is a messed up man in his mid sixties, who feels he is more important to his family dead than alive. Willy is almost unfit to come clean about any piece of his life. He is additionally an appalling spouse, who has been unfaithful to his significant other Linda and routinely reacts to her with outrage. Willy is insufficient as a sales rep who has been deprived of his compensation and in the long run he is terminated. Finally, Willy is a pleased man, too glad to even consider accepting a vocation working for Charley, however that doesn't shield him from getting his cash every week while revealing to Linda that he earned it selling his products. The subsequent character is living fifteen years back, accepting that he and his family are destined for significance. One repeating flashback includes Willy’s child Biff when he was a secondary school football star. A large portion of these flashbacks include his as of late expired sibling Ben, who made all the progress that Willy wants for himself. The impact of these two characters was very clear and excruciating for Willy’s family. One second Willy would affectionately review Biff’s football profession and afterward reprimands him for his failure to hold an occupation, the following moment. In end, Biff started to comprehend his own issues and endeavored to clarify that he was a â€Å"phony.† Willy couldn't perceive or get a handle on Biff’s acknowledgment, because of his failure to isolate the present from an earlier time. Further good and character attributes about Willy Loman remember his voracious want to exceed expectations for business, at any expense. He sees business accomplishment as one of the noteworthy gauges of for a man. Willy would brag about his deals or his magnificent children, as most everything else he stated, these accounts were manufactures. In conclusion, Willy was reluctant to confront reality and at long last, he demonstrated precisely how apprehensive he was, by ending it all. Willy Loman’s choices caused horrible torment in the lives of his family. The best model was when Biff was bombing science in secondary school. His instructor, and Bernard the neighbor, continually helped Biff to remember how genuine this circumstance could be to his future. Biff didn't change his propensities and the instructor bombed him. Willy didn't compel Biff to take summer school and Biff didn't graduate. Willy didn't help Biff to comprehend the implications of his activities and Biff battled to look for some kind of employment as a grown-up. Research Papers on Death of a Salesman ReviewHonest Iagos Truth through DeceptionStandardized TestingCapital PunishmentArguments for Physician-Assisted Suicide (PAS)The Effects of Illegal ImmigrationPersonal Experience with Teen Pregnancy19 Century Society: A Deeply Divided EraRelationship between Media Coverage and Social andHip-Hop is ArtHarry Potter and the Deathly Hallows Essay

I.T Doesn't Matter Essay Example | Topics and Well Written Essays - 1500 words

I.T Doesn't Matter - Essay Example With its headway, the entryway of worldwide open doors has been opened to the difficult organizations for using their upper hands to arrive at around the world. These advances have become the product inputs in spite of the fact that they are undetectable. Right off the bat, IT is a normalized transport vehicle of data. Also, its costs are dependent upon sharp flattening as its cost diminishes with expanding of their accessibility. Thirdly, it is exceptionally replicable for programming (reusable items) yet additionally regarding business process. Fourthly, IT additionally gets straightforward to its clients. At long last, it gets universal. IT would continue for a long time to lift the efficiency of whole enterprises. Be that as it may, from the vital perspective, it is not, at this point matter to the serious fortunes of the individual organizations. IT gives its most prominent advantages when it turns into a common and normalized framework of the organizations. So IT would be the infrastructural innovation rather than restrictive innovation. Exclusive advancements are possessed by a solitary organization; conversely, infrastructural advanc es are comprehensively shared by the organizations. As per the survey, it is said that infrastructural advances have definitely more incentive than exclusive advances. For the large scale economy, the worth created by the exclusive advancements for the improvement of individual organizations would be paltry in examination with the worth delivered by the infrastructural innovations that would be ordinal and become some portion of the worldwide business framework. The essayist likewise says that infrastructural advancements additionally start to blur in to the foundation of the business since it turns into a conventional wonder of worldwide business. The objective of this composing is to elevate a superior comprehension to the business and innovation chiefs, just as, speculators and arrangement creators how

Mixed Cropping Agriculture Technique

Blended Cropping Agriculture Technique Blended trimming, otherwise called polyculture, between editing, or co-development, is a kind of farming that includes planting at least two plants at the same time in a similar field, interdigitating the harvests with the goal that they become together. As a rule, the hypothesis is that planting various harvests without a moment's delay spares space since crops in a similar field may age at various seasons, and gives an abundance of ecological advantages. Recorded advantages of blended trimming incorporate the equalization of info and outgo of soil supplements, the concealment of weeds and bug bothers, the opposition of atmosphere limits (wet, dry, hot, cold), the concealment of plant ailments, the expansion in by and large efficiency, and the administration of rare assets (land) to the fullest degree. Blended Cropping in Prehistory Planting huge fields with single yields is called monocultural agribusiness, and it is an ongoing innovation of the mechanical agrarian complex. Most rural field frameworks of the past included some type of blended trimming, albeit unambiguous archeological proof of this is hard to obtain. Regardless of whether plant proof of the plant deposits, (for example, starches or phytoliths) of numerous harvests is found inside an old field, it has demonstrated hard to separate between the aftereffects of blended editing and pivot trimming. The two strategies are accepted to have been utilized previously. The essential explanation behind ancient multi-editing most likely had more to do with the necessities of the ranchers family, as opposed to any acknowledgment that blended trimming was a smart thought. It is conceivable that specific plants adjusted to multi-editing after some time, because of the training procedure. Exemplary Mixed Cropping: Three Sisters The exemplary case of blended trimming is that of the American three sisters:â maize, beans, and cucurbits (squash and pumpkins). The three sisters were tamed at various occasions yet in the end were joined together to shape a significant segment of Native American horticulture and cooking. The blended editing of the three sisters is generally reported by the Seneca and Iroquois clans in the US upper east and most likely started at some point after 1000 C.E. The strategy comprises of planting each of the three seeds in a similar opening. As they develop, the maize gives a tail to the beans to jump on, the beans are supplement rich to counterbalance that taken out by the maize, and the squash develops low to the ground to hold weeds down and shield water from vanishing from the dirt in the warmth. Current Mixed Cropping Agronomists considering blended harvests have had blended outcomes deciding whether yield contrasts can be accomplished with blended versus monoculture crops. For instance, a blend wheat and chickpeas may work in one piece of the world, yet it probably won't work in another. Yet, generally speaking it gives the idea that quantifiably great impacts resultâ when the correct mix of yields are trimmed together. Blended editing is most appropriate for little scope cultivating where gathering is by hand. It has been utilized to improve salary and nourishment creation for little ranchers and reduce the probability of complete yield disappointment regardless of whether one of the harvests come up short, a similar field may even now deliver other harvest victories. Blended trimming likewise requires less supplement sources of info, for example, manures, pruning, bug control, and water system than does monoculture cultivating. Advantages There is by all accounts almost certainly that the training gives a rich biodiverse condition, encouraging living space and species extravagance for creatures and bugs, for example, butterflies and honey bees. Some proof proposes that polycultural fields do create exceptional returns contrasted with monocultural fields in specific circumstances, and quite often increment biomass lavishness after some time. Polyculture in backwoods, heathlands, fields, and bogs has been especially significant for the regrowth of biodiversity in Europe. An ongoing report (Pech-Hoil and partners) was directed on the tropical American enduring achiote (Bixa orellana), a quickly developing tree that has a high carotenoid content, and a nourishment color and flavor in little cultivating societies in Mexico. The investigation took a gander at achiote as it is developed in various agronomic frameworks intercropped polyculture, lawn development including poultry cultivating, and a wide scope of plants, and monoculture. Achiote adjusted its mating framework relying upon which kind of framework it was planted in, explicitly the measure of outcrossing that is seen. Further research is required to distinguish the powers at work. Sources: Cardoso EJBN, Nogueira MA, and Ferraz SMG. 2007. Organic N2 obsession and mineral N in like manner beanâ€maize intercropping or sole editing in southeastern Brazil. Trial Agriculture 43(03):319-330. Daellenbach GC, Kerridge PC, Wolfe MS, Frossard E, and Finckh MR. 2005. Plant efficiency in cassava-based blended editing frameworks in Colombian slope ranches. Farming, Ecosystems Environment 105(4):595-614. Pech-Hoil R, Ferrer MM, Aguilar-Espinosa M, Valdez-Ojeda R, Garza-Caligaris LE, and Rivera-Madrid R. 2017. Variety in the mating arrangement of Bixa orellana L. (achiote) under three distinctive agronomic frameworks. Scientia Horticulturae 223(Supplement C):31-37. Picasso VD, Brummer EC, Liebman M, Dixon PM, and Wilsey BJ. 2008. Yield Species Diversity Affects Productivity and Weed Suppression in Perennial Polycultures under Two Management Strategies. Yield Science 48(1):331-342. Plieninger T, Hã ¶chtl F, and Spek T. 2006. Customary land-use and nature preservation in European provincial scenes. Ecological Science Policy 9(4):317-321.

Lets Grow 4 Steps for Successful Employee Development - Focus

Let’s Grow 4 Steps for Successful Employee Development - Focus In terms of People Management, we have quite a big challenge ahead of us at MeisterLabs. For starters, we have the ambitious aim of growing our workforce from 30 to 50 employees within the next four months. Plus, were not just looking to grow in terms of team size. Were also looking to grow and develop each team member individually. In this article, I’ll take you through the four main employee development aims of our employee talks here at MeisterLabs, based on the theories of  Morgan W. McCall’s book, High Flyers: Encouraging employees to get to know themselves better, including their strengths and weaknesses Finding alignment between the qualities of team members and our company strategy Developing opportunities for growth and professional development Ensuring that outcomes are communicated company-wide and follow-ups take place. I’ll refer to ‘People Management’ throughout, where others might use ‘Human Resources Management’. However, with our focus on employee development, the term People Management seems more appropriate for our approach at MeisterLabs. 1. Encourage Your Employees to Get to Know Themselves Better Your company can only get as far as your workforce, and your workforce can only get as far as you support your team members to develop. Employee talks are central to this workforce development, as they include reflection and feedback on the strengths and weaknesses of each team member. Spanning further than technical skills, the talks also cover feedback on interpersonal issues. For MeisterLabs, a team member’s ability to efficiently cooperate is just as important from a company-perspective. As a result, during our employee talks, we evaluate technical and interpersonal competencies, as well as leadership competencies where applicable, based on scales and additional comments an approach suggested by Nagler Löffler in their book Strategisches Talentmanagement. In order to do this, we provide all team members and team leads with an assessment form, a section of which looks like so: The form lists a number of attributes, varying from ‘quality of output’ to ‘the ability to manage deadlines and projects’. We then choose to combine employee self-reflection with managerial assessment, by asking team members to first self-assess, confidentially rating themselves on a scale of 1 to 5 for each attribute. This assessment is then accompanied by an assessment by their direct manager, as we ask team leads to rate each of their team members, using the same list of attributes. The outcome of these assessments Fortunately, we found that how we think critically about ourselves and reflect on our own potential for improvement is likely to underline the points made by the direct managers. We also established a few key areas for both employee improvement and employee strengths. Following the talks, areas that required improvement included: For some employees to be more open to feedback in the future For certain team members to show clearer leadership as team managers For some team members to be more succinct during meetings and presentations. As a result, we can now work to provide opportunities for training in these areas, in collaboration with the relevant team members. There were also many clear strengths that came out of the talks, which we, as an organization, can build upon, including: The constant curiosity of our employees and their interest in questioning and improving our development processes A team members deep knowledge of Marketing practices and leadership potential A tech lead’s ability to coach developers in a way that helps them excel every day. Just before the talks, we also held our first Employees of the Year award, to highlight the strengths and work of three team members in particular. 2. Find Alignment Between Employee Skills and Company Strategy Before thinking about where employees should progress to within the company, it’s important to first establish what the company needs. This involves clarifying the following questions: Where is the company going and what is the strategy? Which challenges come with that strategy? And which experiences do our current employees need this time next year, in order to be able to cope with challenging times? Not only is it important for retaining talented team members to share the company strategy regularly, it’s also crucial to develop your employees accordingly. As a result, our employee talks provide an opportunity to propose these potential areas of growth to our team members, to show how we could see their roles developing, in line with overall company direction. 3. Develop Opportunities for Growth â€" Together For our positions in software development, we’ve aimed to develop career pathways for each of our employees. Within MeisterLabs, our developers can grow from Junior Developer to Intermediate Developer, to Senior Developer. As a Senior Developer, you either function as an expert working individually on big features or you can proceed down the leadership path. These roles come with specific skills and responsibilities and we use our employee talks to share these potential pathways with team members, explaining how we see them progressing. In other departments, employees have much more diverse skill sets and tasks, which is why we put more focus on goal development and measurement. Coming back to the theories of Morgan W. McCall, he argues that in order to shape desired behavior, managers should set goals, measure them and hold their employees accountable. In growing companies, goals can often be aligned with employees’ skills and interests. However, it’s also important that you’re supporting team members to work on their weaknesses, through training programmes and professional development opportunities. Research shows  that professional development is usually divided into three parts: learning on the job, internal resources, and external education events. 1. 70% of professional development happens on the job. However, this will often require managers to become coaches to their employees. Managers need to encourage team members to complete tasks slightly outside of their comfort zone, as well as allowing them to fail. In our employee talk sheets, after defining goals and measurements (e.g. being clearer about key points in meetings, to provide a better understanding to all participants), we would discuss concrete steps to reach that goal (for example, opportunities to practise public speaking). 2. For the next 20% of professional development, we have internal resources at hand. Not only do we hire bright minds to work independently on projects, but we also look to hire people based on their ability to help and teach one another. As a result, we’ve developed a table of mentors and mentees based on coaching abilities and discussions during the employee talks. Mentors can be simply approached by mentees when they encounter a problem on the job, or teams can schedule bigger tutorials for a couple of interested people. This is how we spread knowledge about programming languages, project management, inclusive leadership and business English, amongst other skills and attributes. 3. The final 10% of employee development happens at formal educational events, such as the Reactive Conf or the Railsconf two conferences that a number of our developers will be attending, as well as other opportunities for external training. In short: Besides the evaluation of technical and interpersonal skills, weve developed a plan together with team members that enables our employees to reach their goals within a year, including via in-house and external support. 4. Make the Outcomes Official The week of employee talks was a marathon. However, we were really pleased with the outcomes, which include: Each employee receiving access to their own employee talk sheet that communicates their evaluation and goals, measurements, concrete steps and learning support. To communicate our decisions company-wide, we developed an Org Chart using MindMeister. During a company-wide meeting, we explained the main goals of each employee and officially announced a new layer of middle management. We’re not the only start-up that seeks to stay agile while still seeing the value in clear management roles… Finally, we published a table that connects mentors with mentees,  for team members seeking in-house training and support. So what’s next for People Management at MeisterLabs? Follow-ups will take place every three months to support our employees on their way. Having heard from one of our Tech Leads and our Product Manager that people seem to have gained motivation following the employee talks, I believe that People Management at MeisterLabs is already on the right track… Staying Agile5 Best Practices in Software Project Management Download The Free White Paper Let’s Grow 4 Steps for Successful Employee Development - Focus In terms of People Management, we have quite a big challenge ahead of us at MeisterLabs. For starters, we have the ambitious aim of growing our workforce from 30 to 50 employees within the next four months. Plus, were not just looking to grow in terms of team size. Were also looking to grow and develop each team member individually. In this article, I’ll take you through the four main employee development aims of our employee talks here at MeisterLabs, based on the theories of  Morgan W. McCall’s book, High Flyers: Encouraging employees to get to know themselves better, including their strengths and weaknesses Finding alignment between the qualities of team members and our company strategy Developing opportunities for growth and professional development Ensuring that outcomes are communicated company-wide and follow-ups take place. I’ll refer to ‘People Management’ throughout, where others might use ‘Human Resources Management’. However, with our focus on employee development, the term People Management seems more appropriate for our approach at MeisterLabs. 1. Encourage Your Employees to Get to Know Themselves Better Your company can only get as far as your workforce, and your workforce can only get as far as you support your team members to develop. Employee talks are central to this workforce development, as they include reflection and feedback on the strengths and weaknesses of each team member. Spanning further than technical skills, the talks also cover feedback on interpersonal issues. For MeisterLabs, a team member’s ability to efficiently cooperate is just as important from a company-perspective. As a result, during our employee talks, we evaluate technical and interpersonal competencies, as well as leadership competencies where applicable, based on scales and additional comments an approach suggested by Nagler Löffler in their book Strategisches Talentmanagement. In order to do this, we provide all team members and team leads with an assessment form, a section of which looks like so: The form lists a number of attributes, varying from ‘quality of output’ to ‘the ability to manage deadlines and projects’. We then choose to combine employee self-reflection with managerial assessment, by asking team members to first self-assess, confidentially rating themselves on a scale of 1 to 5 for each attribute. This assessment is then accompanied by an assessment by their direct manager, as we ask team leads to rate each of their team members, using the same list of attributes. The outcome of these assessments Fortunately, we found that how we think critically about ourselves and reflect on our own potential for improvement is likely to underline the points made by the direct managers. We also established a few key areas for both employee improvement and employee strengths. Following the talks, areas that required improvement included: For some employees to be more open to feedback in the future For certain team members to show clearer leadership as team managers For some team members to be more succinct during meetings and presentations. As a result, we can now work to provide opportunities for training in these areas, in collaboration with the relevant team members. There were also many clear strengths that came out of the talks, which we, as an organization, can build upon, including: The constant curiosity of our employees and their interest in questioning and improving our development processes A team members deep knowledge of Marketing practices and leadership potential A tech lead’s ability to coach developers in a way that helps them excel every day. Just before the talks, we also held our first Employees of the Year award, to highlight the strengths and work of three team members in particular. 2. Find Alignment Between Employee Skills and Company Strategy Before thinking about where employees should progress to within the company, it’s important to first establish what the company needs. This involves clarifying the following questions: Where is the company going and what is the strategy? Which challenges come with that strategy? And which experiences do our current employees need this time next year, in order to be able to cope with challenging times? Not only is it important for retaining talented team members to share the company strategy regularly, it’s also crucial to develop your employees accordingly. As a result, our employee talks provide an opportunity to propose these potential areas of growth to our team members, to show how we could see their roles developing, in line with overall company direction. 3. Develop Opportunities for Growth â€" Together For our positions in software development, we’ve aimed to develop career pathways for each of our employees. Within MeisterLabs, our developers can grow from Junior Developer to Intermediate Developer, to Senior Developer. As a Senior Developer, you either function as an expert working individually on big features or you can proceed down the leadership path. These roles come with specific skills and responsibilities and we use our employee talks to share these potential pathways with team members, explaining how we see them progressing. In other departments, employees have much more diverse skill sets and tasks, which is why we put more focus on goal development and measurement. Coming back to the theories of Morgan W. McCall, he argues that in order to shape desired behavior, managers should set goals, measure them and hold their employees accountable. In growing companies, goals can often be aligned with employees’ skills and interests. However, it’s also important that you’re supporting team members to work on their weaknesses, through training programmes and professional development opportunities. Research shows  that professional development is usually divided into three parts: learning on the job, internal resources, and external education events. 1. 70% of professional development happens on the job. However, this will often require managers to become coaches to their employees. Managers need to encourage team members to complete tasks slightly outside of their comfort zone, as well as allowing them to fail. In our employee talk sheets, after defining goals and measurements (e.g. being clearer about key points in meetings, to provide a better understanding to all participants), we would discuss concrete steps to reach that goal (for example, opportunities to practise public speaking). 2. For the next 20% of professional development, we have internal resources at hand. Not only do we hire bright minds to work independently on projects, but we also look to hire people based on their ability to help and teach one another. As a result, we’ve developed a table of mentors and mentees based on coaching abilities and discussions during the employee talks. Mentors can be simply approached by mentees when they encounter a problem on the job, or teams can schedule bigger tutorials for a couple of interested people. This is how we spread knowledge about programming languages, project management, inclusive leadership and business English, amongst other skills and attributes. 3. The final 10% of employee development happens at formal educational events, such as the Reactive Conf or the Railsconf two conferences that a number of our developers will be attending, as well as other opportunities for external training. In short: Besides the evaluation of technical and interpersonal skills, weve developed a plan together with team members that enables our employees to reach their goals within a year, including via in-house and external support. 4. Make the Outcomes Official The week of employee talks was a marathon. However, we were really pleased with the outcomes, which include: Each employee receiving access to their own employee talk sheet that communicates their evaluation and goals, measurements, concrete steps and learning support. To communicate our decisions company-wide, we developed an Org Chart using MindMeister. During a company-wide meeting, we explained the main goals of each employee and officially announced a new layer of middle management. We’re not the only start-up that seeks to stay agile while still seeing the value in clear management roles… Finally, we published a table that connects mentors with mentees,  for team members seeking in-house training and support. So what’s next for People Management at MeisterLabs? Follow-ups will take place every three months to support our employees on their way. Having heard from one of our Tech Leads and our Product Manager that people seem to have gained motivation following the employee talks, I believe that People Management at MeisterLabs is already on the right track… Staying Agile5 Best Practices in Software Project Management Download The Free White Paper

SEX EDUCATION IN PAKISTAN †THE WAY FORWARD - 1650 Words

SEX EDUCATION IN PAKISTAN – THE WAY FORWARD? (Essay Sample) Content: Muhammad Mumtaz 2018-10-0281 Dr. Aamna Khalid SS-100 (Sec-11) 02 September 2015 SEX EDUCATION IN PAKISTAN à ¢Ã¢â€š ¬Ã¢â‚¬Å" THE WAY FORWARD? Pakistan is a country fraught with taboos, unspoken yet established boundaries, and limits to speech and thought that continue to bind people despite the absence of a legal or formal framework to define the same. Religion, sex, rape, divorce à ¢Ã¢â€š ¬Ã¢â‚¬Å" never does the society discuss such issues openly, nor do any other topics possess similar capabilities to silence a conversation. Yet, at the same time, people witness considerable debate on whether or not sex education should be introduced as part of curricula at educational institutes in Pakistan; debate that has, more often than not, been stifled using arguments that appeal more to societal norms than logic. Such reactions tend to ignore the various problems Pakistan faces today, many of which can be eradicated if, starting from an early age, appropriate education is provided to everybody. While opposition to any plans to introduce sex education at educational institutes in Pakistan is widespread, its ability to ward off pr obable medical consequences of unsafe intercourse, prospective role in solving some of our major social problems, and, in the religious context of Pakistan, ability to accurately transfer sacred teachings and knowledge to the young generation make the implementation of a proper, regulated sex education program imperative for Pakistan. Perhaps the most pressing concern, which propagates the importance of sex education not only in Pakistan but throughout the world, relates to the medical consequences of unsafe sexual intercourse. Sexually Transmitted Diseases (STDs), infections (STIs), and teenage pregnancy are issues that have caused panic in recent years. In particular, teenage pregnancies and the outbreak of Acquired Immunodeficiency Syndrome (AIDS) across the world have alarmed medics and led to an increased emphasis on imparting sex education to children from an early age; without this education, they would not be in a position to know how to prevent unwanted pregnancies and protect themselves from such problems. Pakistan is no exception when it comes to the spread of AIDS and other diseases; in spite of the deeply Islamic nature of society, "high-risk behavior is prevalent" (Khwaja, Gibney, Ahmed, and Vermund 847), which implies that ignoring the rise in reported cases would only worsen the impact such disease s would have. Public reactions against any form of awareness campaigns have, however, obscured Pakistanà ¢Ã¢â€š ¬Ã¢â€ž ¢s fight against these perils. In order for this battle to be more effective, educationalists and the government of Pakistan must implement sex education programs at institutes across the country. The inherent taboos of the Pakistani society have given rise to many social problems, which only strengthen the case for sex education to be imparted to students at institutions. One of the biggest stigmas attached to women in Pakistan today is the false notion of infertility, followed closely by the baseless blame that falls on women should a marriage fail to produce male offspring. Women are not the only ones to suffer at the hands of society; children are also abused, many times sexually, by adults directly responsible for their wellbeing. According to Sahil, an organization that works against child sexual abuse in Pakistan, children who are abused sexually know the offenders in most cases, and the offenders have a position of trust and authority over them ("Child Sexual Abuseà ¢Ã¢â€š ¬Ã‚ ). Thus a lack of awareness about sexual issues plays a vital role in exacerbating the problems faced by women and children in the Pakistani society. Should people be given the required sex edu cation, they would know that females are not the only ones who may suffer from infertility, and also that the gender of the offspring is determined not by the female egg cell, but by the chromosomes donated by the male sperm. Children, another vulnerable section of the society, would be in a position to identify sexually abusive behavior of adults and to report it to someone responsible. They would also be able to defend themselves against such acts of transgression by the very people they trust, and in the event of abuse having taken place, the disgrace attached to such an event would disappear. Adequate sexual education right from the start would, thus, play a huge role in eliminating discrimination and offenses against the two most vulnerable sections of society. Opposition to the idea of sexual education at institutes is common and the reasons cited diverse; one of the foremost arguments against such a proposition is the pitiable state of the education system of Pakistan. The poor, it is argued, are most vulnerable to problems due to unsafe sexual activity and they are usually not enrolled at institutes that would provide knowledge about these issues. The abominable state of education in Pakistan is also cited as an argument, and it is proposed, instead, that enrollment and retention rates be improved, a standard of education be reached, and then the issue of sexual education be brought up. While the education system of Pakistan certainly does need massive improvements, the proponents of this argument against sex education at existing institutes succeed only in establishing vague links between the general literacy rate and the spread of problems owing to sexual activity among the population. A simple example of the African continent would su ffice; while African nations suffer the most at the hands of AIDS and other Sexually Transmitted Diseases, their literacy rates are significantly higher than that of Pakistan and many other nations with notably lower prevalence of these diseases. Subsequently, it can be deduced that literacy or higher levels of education have little or no bearing on the vulnerability of individual behaviors in a society; instead, it is only the provision of education on sexual activity, safety, and other such issues that determines how safe people are in general. The argument used most often, and perhaps the largest hindrance to the implementation of sex education programs in Pakistan is the conservative nature of the Pakistani society. People believe that sex education is against Islam, the religion they and the countryà ¢Ã¢â€š ¬Ã¢â€ž ¢s constitution follow, and reactions against anything deemed contrary to Islamic teachings and principles is usually quick and severe. By arguing that teachings about sex would entice youngsters into activities prohibited by religion, leading them to engage in pre-marital sex or other such deeds considered offensive by the Pakistani culture, the whole concept of sex education has been assumed to be in conflict with Islamic principles. Prominent psychologist Dr. Sol Gordon, however, disagrees with the notion of sex education leading to increased desire for sexual activity. Instead, he believes, it is the lack of knowledge on a topic which leads to curiosity and, thus, increased chance of sexual activity among the young generation ("What Kids Need to Knowà ¢Ã¢â€š ¬Ã‚ ). Moreover, the...