Personality Assessment Inventory Essays

Personality Assessment Inventory Essays Personality Assessment Inventory Paper Personality Assessment Inventory Paper Psychological personality assessments have been performed and studied upon the human personality for many years. These theories assessments have been formed as to explain the development of the human personality. With the help of personality assessment instruments that have been designed, it helps to establish solid research as well as the validity of each personality theory. Assessments of personality are conducted through several means: questionnaires, observations, and projective tests. The science of management has had many studies prepared on the topic, however, now studies have been underway on leadership roles. The Meyers-Briggs Type Indicator (MBTI(r)) can determine if certain personalities are better equipped to serve in a project leadership roll because of certain core set of traits or competencies (Gehring, 2007). MBTI tool sorts for preferences and does not take into account trait, ability, or character. MBTI is different from other psychological instruments and along with that different from other personality test (The Meyers Briggs Foundation, n. d. ). Assessment Inventory The Myers-Briggs Type Indicator (MBTI(r)) measures an individuals choices for certain tasks. This theory was based off of psychologist Carl Jungs work on archetypes. His theory stated there are differences of temperament guide behavior on four dimensions. Myers-Briggs Type Indicators purpose is helping people understand psychological types. The core of this theory is that random behavior in people is actually very orderly and consistent, this is because of the critical differences people use their judgment and insight. Characteristics over the four dimensions are: Favorite World does the persons attention on the outer world or inner world? This is called Extraversion (E) or Introversion (I). Information does the person take in basic information or do they interpret it and more to it? This is called Sensing (S) or Intuition (N). Decisions does the person make decisions at first look on logic and consistency or at people and circumstances? This is called Thinking (T) or Feeling (F). Structure does the person dealing with the world outside like to get decisions made or like to keep an open mind that new information or special circumstances might appear? This is called Judging (J) or Perceiving (P) (The Meyers Briggs Foundation, n.d. ). The uses of MBTI in an engineering or project manager type of field can help determine what fields of engineering is most suitable for a person. MBTI has shown different work environments attract a certain type of engineer. MBTI has also shown when given to those specific people that those engineers that score high on Feeling and Perceiving are predisposed to leave consulting engineering earlier then those that scored high as a Thinker and Judger. Feeling and Perceiving personalities will join academia, public agencies, regulatory agencies, or research organizations. MBTI has shown individuals Feelings and Extraversion preferences in the engineering field within two years transfer to other fields outside engineering curricula (Culp Smith, 2009). By being able to administer MBTI can cut down on high turn over rates in a work place. It cost time and money to run ads for employment, job training, and paperwork. The purpose of choosing MBTI is individuals are geared differently at perceiving information and how they use the information they receive (Chae et. , al. ,2003). With keeping this in mind it takes certain type of personalities to work in the field of engineering and/or being a project manager. Assessing this information gives a better understanding of the person from whom you will be or might be hiring. Analyze Selected Assessment with Personality Theories Carl Rogers was a significant America psychologist and one of the originators of the concern for people method to psychology. Rogers used a nondirective method of helping the individual. He did not ask questions, he just listened to what the individual had to say. He accepted the individual for who he or she was (Kirschenbaum, 2004). Even though MBTI is a questionnaire there is no administrator asking the questions. Only an administrator who scores the questionnaire; the individual is accepted no matter the final scoring of the questionnaire. Carl Rogers approach and the MBTI both help individuals see who they are and possible areas of improvement. Research Findings The Myers-Briggs Type Indicator (MBTI(r)) assessment is a science of psychological measurement questionnaire designed to measure preferences in how individuals perceive and make decisions. Myers and Briggs preferences were infer from Carl Gustav Jungs typological theories published in his 1921 book called Psychological Types (The Meyers Briggs Foundation, n. d. ). Myers and Briggs started constructing the indicator during World War II. It was Myers and Briggs belief, knowledge of personality preferences would help woman entering the industrial workforce for the first time. This assessment would indicate what type of job(s) women would feel most comfortable and successful in. This questionnaire grew into what is now known as the Myers-Briggs Type Indicator. The MBTI concentrates on standard populations and accentuates the significance of naturally taking place distinctions (The Meyers Briggs Foundation, n. d. ). This assessment performs greatly since it can be taken by any individual from any background and come up with a career field more in tune with the individuals personality style. It executes completely in terms of the personality assessment of target population. In regards to target population the MBTI it used frequently in areas of career counseling, team building, group dynamics, professional development, leadership training, engineering, and project management. As in project management, results clearly indicate that there is a set of leadership traits that, if the individual possesses there is greater probability for the project to be a success. Furthermore, MBTI has an instrument that can be used in selecting project leaders who naturally possess project leader traits (Gehring, 2007).

New Friend Scavenger Hunt Icebreaker Activity

New Friend Scavenger Hunt Icebreaker Activity Students and teachers form bonds quickly when exchanging information about themselves. This scavenger hunt icebreaker activity creates bonds among students and between the students and teacher. Exchanging information fosters trust and connection. As a result, the entire group feels more comfortable and open. This activity works best for a large group. Adapt it for any group size by ensuring that each category fits more than one individual in the group. Scavenger Hunt Icebreaker Preparation In this icebreaker activity, participants find an individual in the group who fits the description for each of the following categories. Be sure that participants introduce themselves before asking questions of individuals they do not know. Provide each student with a basic handout containing a list of categories, such as the one below. Instruct the students to go around the room engaging with their peers and finding out who fits which category. By the end of the activity, every student should have each of their classmates names written down next to at least one of the categories. No students name should appear more than twice on anyones handout. Icebreaker Categories These categories may be adjusted to account for the grade, subject matter, or interest. To extend the time the icebreaker takes to complete and practice writing skills, have older students jot down each category before beginning the activity. Alternatively, type the list of categories beforehand (or simply print this one out), and hand one out to each student. Providing such a list would work well, particularly if you teach younger students. Was born in FebruaryIs an only childLoves country musicHas been to EuropeSpeaks another languageLikes to go campingLikes to paintHas a jobHas five or more brothers and sistersIs wearing colorful socksLikes to singHas been to Washington, D.C.Has been on a cruise shipIs double-jointedHas been to more than two continentsHas gone whitewater raftingPlays a sportLikes Mexican foodDislikes hamburgersHas been to an art museumHas (or has had) bracesHas met a movie starWas born in the state where you are locatedWas born outside the state where you are locatedHas a twinHas sleep problemsFlosses teeth dailyRecyclesIs wearing the same color you have on today (only one color need match)Has eaten a whole pizza

Rainwater Harvesting Essay Example | Topics and Well Written Essays - 250 words

Rainwater Harvesting - Essay Example Furthermore, the tanks have a 15-year warranty and use up-to-date technology to ensure the water is safe for human consumption (JFC n.p.). The availability of different sizes makes the system ideal for areas without water security. The installation process is cost efficient as the tank can be backfilled with pea-gravel instead of backfill. Furthermore, the assembling of the tank can take place on-site, and the assembly instructions provided eliminating the costs of hiring a crane. The Stormsaver provides high-quality rain harvesting systems at competitive prices. It provides its services for domestic and commercial use. Testimonials from users of the system argue that the installation has halved their water bill, and the installation budget is small. According to John Thorne, the Stormsaver System cost  £2,500 and an extra  £5,000 to install (Stormsaver n.p.). The plant reduces domestic consumption as the water covers toilet flushing and sprinkler systems. Furthermore, the company offers free servicing, maintenance and installation, reducing the cost of purchase and

Transformational Leadership Essay Example | Topics and Well Written Essays - 2250 words

Transformational Leadership - Essay Example As the study stresses organizational culture is the basic pattern of shared assumptions, values and beliefs considered to be the correct way of thinking about and acting on the problems and opportunities facing the organizations. It defines what is important and unimportant for the company. You may think of it as an organization’s DNA—invisible to the naked eye, yet a powerful template that shapes what happens in the workplace. According to the report findings an organization’s cultural beliefs and values are somewhat easier to decipher than assumptions because people are aware of them. Beliefs represent the individual’s perceptions of reality. Values are more stable, long-lasting beliefs about what is important. They help us define what is right and wrong, or good or bad in the world. Although theorists acknowledge that leadership occurs at all levels of the organization and that the impact of all leaders contributes to organizational performance, a fascination has always existed with the larger-than-life, earth-shaking leaders who do more than transact the mundane concerns of everyday activity. These are the leaders who foment revolutions in politics or commerce and divert the streams of history. Despite the glamour of heroic leadership and the long-standing interest of social philosophers in the subject, the scientific literature largely ignored the topic until quite recently. Research expl ained the dearth of research by pointing to three problems inherent in this area of study.

Biblical Worldview Essay Example for Free

Biblical Worldview Essay Many ask what a world view is. A world view can be made up of assumptions that a human being believes about reality. Whether consciously or subconsciously, human beings viewpoints on the world will affect the way they interact, react, and live out their day to day lives. Everyone abides by some sort of world view, though another human being may not be cognizant of it. These preconceptions often have emotional impact on the thinking of every human being in the world daily. Possessing a Christian world view provides a starting point of morality and solidity that most non-Christian world views do not possess. From a Christian standpoint, it is believed that everyone was created in the image of God. For the reason that we are believed to have been created in His image, there are morals that should be upheld. To the same degree my studying of business, I feel that I would need to be a symbol of patience and benevolence. It understandably goes along with that of the way a human being thinks affects what is done by that human being. Working in a business setting where a friendly and courteous demeanor is expected can present a challenge when dealing with individuals who go against every belief you abide by. In a business setting a person can easily lose their cool whether on the phone speaking to a wayward customer or just dealing with an unmanageable employee. Being a Christian, it is known that God would not want this being he has is a patient spirit and I too should be patient and kind. In Galatians fifth chapter twenty second through twenty third verse states, â€Å"But the spirit produces the fruit of love, joy, peace, patience, kindness, goodness, faithfulness, gentleness and self-control.† The scripture gives you an idea about each of us. If we have a godly spirit within ourselves then we should bare those same fruits of the spirit in times of distress. Our creation in the image of God does not mean we are perfect in any sense of the word. It only means that we will at some point in our lives fail God, regardless of how hard we try not to because we are human beings. I as a business woman should show patience with my customers and employees even when they refuse to comply with the  rules and show them and myself that I have a heart similar to God. Colossians chapter one verse eleven reveals that â€Å"God will strengthen yo u with his own great power so that you will not give up when troubles come, but you will be patient.† The scripture brings a sense of peace and lets it be known never to lose hope. For instance, if an employee is consistently misusing the telephone for personal use I should stand firm. Possibly I could pull the employee aside and reaffirm the rules of the job as it pertains to the telephone. Psalms chapter forty one verse one conveys, â€Å"How blessed is he who considers the helpless; The Lord will deliver him in a day of trouble.† The scripture indicates that sheer kindness or benevolence will actually be rewarded or shown favor to the person if a day comes where they need the same kindness shown to them. Within a business setting benevolence is a major part of the day to day tasks. Whether or not you are in a bad mood, upset about something, or just not feeling up to it, you must show kindness. In the second book of Corinthians chapter four verse four, a phrase referencing Jesus who is the â€Å"image of God.† Nobody truly understands the meaning of the phrase but it can make a sweeping statement. Being throughout the bible God is referenced as a spirit to be in the image of God has to refer to his character and attributes that are replicated in human beings. From the bible you can take that the image of God reflects empathy, reasonableness, adoration, loathing, cooperativeness, patience, kindness, and so much more. All of which are exhibited by God but also characteristics of human beings. An example, if I notice that a guest is coming up short on a bill and I have the authority or the means to help, I would just let them know not to worry about it and that I would take care of it. Having a Christian world view in a business setting can be very hard. It can become even more strenuous when you look at the entire world as a whole. Trying to keep a Christian mindset in all aspects of the business world can wear thin on your patience. Although, knowing that in time your patience will be compensated is something more meaningful than allowing someone or something to take you out of your element. By showing who you are and not wearing a mask each place you step foot in will be satisfying within itself. Showing kindness to those you come into co ntact with can also shed light on a person. In the business setting such as mine it is gratifying knowing that through the Christian faith patience and benevolence  is seen to be a portion of God. The image of God can be shown in many ways within a business setting it is up to the beliefs of the Christian how they will be revealed.

Seven Virtues vs. Seven Sins :: essays research papers

Seven Virtues versus Seven Sins   Ã‚  Ã‚  Ã‚  Ã‚  Virtues are character strengths consistently applied to moral decision making. They show positive patterns of behavior. However, vices are negative patterns of behavior, often harmful to one’s self or others. The seven virtues are faith, hope, charity, prudence, justice, fortitude, and temperance. The seven deadly sins are pride, envy, gluttony, lust, wrath, greed, and sloth. Practicing one virtue can protect one from the temptation to perform an act which is sinful.   Ã‚  Ã‚  Ã‚  Ã‚  Charity is love. It is devotion to others, which requires strength, effort, conviction and courage on our part. People who are generous and helpful to others don’t have many signs of envy; their charity protects them from it. Envy is the opposite of charity; it is the desire to have things that other people have, such as possessions, traits, and abilities. Charity, however, helps protect from envy, keeping one away from envious temptations.   Ã‚  Ã‚  Ã‚  Ã‚  Prudence is basically common sense. A prudent person thinks â€Å"What is the right thing for me to do?† rather than rushing in without thinking. A prudent person is protected from being prideful. Pride is extreme belief in one’s own abilities to the extent that it interferes with the recognition of the grace of god. Pride is the sin that other sins come from, because if you are prideful, you believe that what you are doing is the right thing, and you cannot be dissuaded from it.   Ã‚  Ã‚  Ã‚  Ã‚  Temperance is control; doing things in moderation, rather than allowing oneself to go to extremes. A temperate person does not overindulge himself. Gluttony is the opposite; it means to overindulge oneself. Gluttony can also be shown as selfishness, because a gluttonous person always wants more.   Ã‚  Ã‚  Ã‚  Ã‚  Faith is to be firmly attached to something or someone by love. A faithful person truly loves and commits to their partner. Lust is the opposite of faith. It is sexual craving and obsessive desire. Lust promotes the like that â€Å"this is all there is†. Lust blinds people and prevents them from seeing true love and commitment.   Ã‚  Ã‚  Ã‚  Ã‚  Fortitude is courage. It is when we are called on to stand up for what we believe is right, while going against the grain. Someone who has fortitude can bear something unpleasant rather than becoming irritated and wrathful. Wrath is anger; it is the opposite of fortitude. Wrath is in a person who rejects love, choosing anger instead.   Ã‚  Ã‚  Ã‚  Ã‚  Justice reminds us that all people deserve to have their basic needs met.

A Definition of Organizational Culture Essay

Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations. Seven primary characteristics seem to capture the essence of an organization’s culture 1.Innovation and risk taking The degree to which employees are encouraged to be innovative and take risks. 2.Attention to detail The degree to which employees are expected to exhibit precision, analysis and attention to detail. 3.Outcome orientation The degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve them. 4.People orientation The degree to which management decisions take into consideration the effect of outcomes on people within the organization. 5.Team orientation The degree to which work activities are organized around teams rather than individuals. 6.Aggressiveness The degree to which people are aggressive and competitive rather than easygoing. 7.Stability The degree to which organizational activities emphasize maintaining the status quo in contrast to growth. Creating and Sustaining Culture An organization’s current customs, traditions, and general way of doing things are largely due to what it has done before and how successful it was in doing it. This leads us to the ultimate source of an organization’s culture: its founders. Free of previous customs or ideologies, founders have a vision of what the organization should be, and the firm’s small size makes it easy to impose that vision on all members. Culture creation occurs in three ways. First, founders hire and keep only employees who think and feel the same way they do. Second, they indoctrinate and socialize these employees to their way of thinking and feeling. And finally, the founders’ own behavior encourages employees to identify with them and internalize their beliefs, values, and assumptions. When the organization succeeds, the founders’ personality becomes embedded in the culture. Keeping a Culture Alive Once a culture is in place, practices within the organization maintain it by giving employees a set of similar experiences. The selection process, performance evaluation criteria, training and development activities, and promotion procedures ensure those hired fit in with the culture, reward those who support it, and penalize those who challenge it. Three forces play a particularly important part in sustaining a culture: selection practices, the actions of top management, and socialization methods. 1.Selection The explicit goal of the selection process is to identify and hire individuals with the knowledge, skills, and abilities to perform successfully. The final decision, because it’s significantly influenced by the decision maker’s judgment of how well the candidates will fit into the organization, identifies people whose values are essentially consistent with at least a good portion of the organizations. 2.Top Management The actions of top management also have a major impact on the organization’s culture. Through words and behavior, senior executives establish norms that filter through the organization about, for instance, whether risk taking is desirable, how much freedom managers give employees, what is appropriate dress, and what actions earn pay raises, promotions, and other rewards. 3.Socialization No matter how good a job the organization does in recruiting and selection, new employee’s need help adapting to the prevailing culture. That help is socialization. For example, all Marines must go through boot camp, where they prove their commitment and learn the â€Å"Marine way.† New recruits go to an internal Web portal to learn about the company and engage in some activities that help them understand the culture of the organization. After they start work, they continue to learn about the organization through an ongoing social networking application that links new workers with more established members of the firm and helps ensure that culture is transmitted over time. Why is culture important? Culture can affect business outcomes in a number of ways, both positive and negative. For example, cultures that are not aligned with corporate strategy can lead to decreased loyalty, a lack of motivation, and high employee turnover. Healthy cultures, however, impart pride and a sense of purpose to employees, leading to increased productivity and a greater understanding of corporate goals, as with the employee at the car manufacturing plant. Strategy, operational performance, and culture are all strongly related. High-performing companies often view culture as an enabler of strategy and performance, and want to create a culture that will support and enable employees in achieving those goals. Define and Establish Cultural Diversity A typical organization has an extensive range of people who have cultural and personal differences. A small business interested in fostering cultural diversity among its employees endeavors to create mutual respect for the different cultures, along with enabling personnel to reach their full potential. Acknowledging diverse cultures enables the organization to positively influence the organizational behavior that, in turn, enhances the performance and image of the organization. The business should portray the cultural diversity aspect of the organization in the mission statement. The Positive Influence of Cultural Diversity in Organizational Behavior Cultural diversity involves the differences in the composition of members of an organization in terms of nationality, race, color, gender, creed, religion or age, in other words, an array of culture found among people from diverse backgrounds. Organizational behavior refers to the nature of interactions among people and groups within an organization. The positive influence of cultural diversity facilitates members of the organization to build relationships and acknowledge each other regardless of their differences of origin and background. Transforming Organizational Behavior The patterns of behavior in the organization are influenced by the nature of interactions and degree of diversity within the organization. The business,  therefore, should seek to create an organizational culture that not only enhances the diversity of its workforce composition but also boosts individual performance. The positive influences of cultural diversity not only enable the organization to increase the scope of its reach the business also receives favorable exposure from every sector of the population due to its multicultural approach. Sustaining Positive Influence Programs Programs for positive influence should always be adjusted to suit the dynamic nature of interactions among people. Establish regular forums and educational programs in which participants are trained to be sensitive to and appreciate cultural diversity, as well as in maintaining desirable organizational behavior. Regularly post motivational quotes and messages of cultural diversity on public bulletin boards. Concentrate on creating programs that internalize cultural diversity into the organization’s behavior.

Honesty †the Best Policy Essay

Honesty is the human quality of communicating and acting truthful and with fairness, as best one is able. It is related to truth as a value. This includes listening, reasoning and any action in the human repertoire — as well as speaking. Superficially, honesty means simply, stating facts and views as best one truly believes them to be. It includes both honesty to others, and to oneself (see: self-deception) and about ones own motives and inner reality. Western views on honesty  Since the quality of honesty applies to all behaviors, one cannot refuse to consider factual information, for example, in an unbiased manner and still claim that one’s knowledge, belief or position is an attempt to be truthful. Such a belief is clearly a product of one’s desires and simply has nothing to do with the human ability to know. Basing one’s positions on what one wants — rather than unbiased evidence gathering — is dishonest even when good intentions can be cited — after all even Hitler could cite good intentions and intended glory for a select group of people. Clearly then, an unbiased approach to the truth is a requirement of honesty. Because intentions are closely related to fairness and certainly affect the degree of honesty/dishonesty, there is a wide spread confusion about honesty–and a general belief that being dishonest means that one always  correctly understands if their behavior is either honest or dishonest. Self-perception of our morality is non-static and volatile. It’s often at the moment we refuse to consider other perspectives that there is a clear indication we are not pursuing the truth, rather than simply and exclusively at the moment we can muster up evidence that we are right. Socrates had much to say about truth, honesty and morality, and explained that if people really understood that their behavior was wrong — then they simply wouldn’t do it — by definition. Unfortunately, honesty in the western tradition has been marginalized to specific instances — perhaps because a thorough understanding of honesty collides with ideologies of all types. Ideologies and idealism often exaggerate and suppress evidence in order to support their perspectives — at the expense of the truth. This process erodes the ractice and understanding of honesty. To an ideologist the truth quite often becomes insignificant, what matters most are their ideals and what ever supports their desires to enjoy and spread those ideals. Human beings are inherently biased about what they believe to be good due to individual tastes & backgrounds, but once one understands that a decidedly biased approach to what is true — is inherently dishonest, one can also understand how idealism and ideology have poorly served the quest for an honest, moral society. Both honesty and morality require that we base our opinions about what is good — upon unbiased ideas of what is TRUE — rather than vice versa (determining what is true based on what we feel is good) — the way all ideologies would have us believe. The studies of Confucius about honesty Confucius recognized several levels of honesty, fundamental to his ethics: His shallowest concept of honesty was implied in his notion of Li: all actions committed by a person to build the ideal society – aiming at meeting their surface desires of a person either immediately (bad) or longer term (good). To admit that one sought immediate gratification could however make a bad act better, and to hide one’s long term goals could cloud a good act. A key principle was that a â€Å"gentleman† must strive to convey his feelings honestly on his face, so that these could help each other coordinate for long term gain for all. So there was a visible relation between time horizon, etiquette and one’s image of oneself even in the mirror. This generates self-honesty and keeps such activities as business calm, unsurprising, and aboveboard. In this conception, one is honest because it suits one’s own self-interest only. Deeper than Li was Yi or righteousness. Rather than pursuing your own interests you should do what is right and moral – based on reciprocity. Here too time is central, but as a time span: since your parents spent your first three years raising you, you spent three mourning them after they die. At this level one is honest about one’s obligations and duty. Even with no one else to keep you honest or to relate to directly, a deeply honest person ould relate to ancestors as if they were alive and would not act in ways that would make them ashamed. This was part of the moral code that included ancestor worship, but Confucius had made it rigorous. The deepest level of honesty was Ren, out of which flowed Yi and thus Li. Confucius’ morality was based upon empathy and understanding others, which required understanding one’s own moral core first, rather than on divinely ordained rules, which could simply be obeyed. The Confucian version of the Golden Rule was to treat your inferiors as you would want your superiors to treat you. Virtue under Confucius is based upon harmony with others and a recognition of the honest reality that eventually (say in old age) one will come under the power of others (say one’s children). So this level of honesty is to actually put oneself in context of one’s whole life and future generations – and choose to do or say nothing that would not reflect one’s family’s honour and reputation for honesty and acceptance of truth, such as eventual death. Partially because of incomplete understanding of these deeper notions of honesty among Westerners, in Asian countries it is common to refer to those who do not have them as barbarians. While sometimes Asian cultures sanction an almost intolerable degree of delay and ambiguity for Western tastes, it is very often to avoid lying, or giving a positive impression where doubt exists. These would be thought dishonest by Asians. Thus pressing for a decision on a matter where it is not yet possible to give an honest commitment or answer is seen as extremely rude – in effect, forcing someone to choose to be either rude or dishonest. Both being unthinkable in traditional culture, one thus delays. A Buddhist teaching on honesty Thanissaro Bhikkhu taught: â€Å"Real honesty is being honest about what your possibilities are, what your potentials are. Thats where true honesty lies. It stretches us. It’s not simply admitting where we are – that’s a beginning step, it’s not the end step. So be honest about where you are but also be honest about what your possibilities are. That keeps the challenge of the path always before us. †

Famous Books Rejected Multiple Times

Famous Books Rejected Multiple Times Famous Books Rejected Multiple Times Famous Books Rejected Multiple Times By Maeve Maddox Commenting on That First Page, a reader remarks: Then there is the story of Orwells novel being rejected by American publishers because American readers dont like animal stories! Publishers and agents alike have turned down books that finally made it into print and immortality. Two books devoted to the subject give details of now embarrassing reasons given for turning down writers who have become household names: Pushcarts Complete Rotten Reviews (1998), Edited by Bill Henderson and Andre Bernard. (Youre welcome to Le Carrà ©; he hasnt got any future.) Rejections of the Written Famous (2003) by Joyce Spizer   (Tony Hillerman’s agent told him, Get rid of the Indian stuff') Here, with the number of times the book was turned down, are some examples to give you courage next time you receive a rejection letter. (Note: the figures are taken from websites and not directly from the books.) Auntie Mame, Patrick Dennis (15) Carrie, Stephen Kng (30) Chicken Soup for the Soul, Jack Canfeld and Mark Victor Hansen (140) Diary of Anne Frank (16) Dr. Seuss books (15) Dubliners, James Joyce (22) Dune, Frank Herbert (23) Gone with the Wind, Margaret Mitchell (38) Harry Potter book one, J. K. Rowling (9) Jonathan Livingston Seagull, Richard Bach (18) Kon-Tiki, Thor Heyerdahl (20) M*A*S*H, Richard Hooker (17) The Peter Principle, Laurence Peter (16) The Prncess Diaries, Meg Cabot (17) Watership Down, Richard Adams (26) A Wrinkle in Time, Madeleine LEngle, (26) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Freelance Writing category, check our popular posts, or choose a related post below:Arrive To vs. Arrive AtWork of Art Titles30 Nautical Expressions

Timeline of Hernan Cortes Conquest of the Aztecs

Timeline of Hernan Cortes' Conquest of the Aztecs 1492: Christopher Columbus Discovers the New World for Europe. 1502: Christopher Columbus, on his Fourth New World Voyage, meets with some advanced traders: they were likely Mayan vassals of the Aztecs. 1517: Francisco Hernndez de CÃ ³rdoba expedition: three ships explore the Yucatan. Many Spanish are killed in skirmishes with the natives, including Hernandez. 1518 Jan. - Oct.: The Juan de Grijalva Expedition explores the Yucatan and southern part of Mexicos Gulf Coast. Some of those who took part, including Bernal Diaz del Castillo and Pedro de Alvarado, would later Join Cortes expedition. November 18: Hernan Cortes Expedition sets out from Cuba. 1519 March 24: Cortes and his men fight the Maya of Potonchan. After winning the battle, the Lord of Potonchan would give Cortes gifts, including a slave girl Malinali, who would go on to be better known as Malinche, Cortes invaluable interpreter and mistress. April 21: Cortes Expedition reaches San Juan de Ulua. June 3: Spanish visit Cempoala and found settlement of Villa Rica de la Vera Cruz. July 26: Cortes sends a ship with treasure and letters to Spain. August 23: Cortes treasure ship stops in Cuba and rumors start to spread of the wealth discovered in Mexico. September 2-20: Spanish enter Tlaxcalan territory and battle the fierce Tlaxcalans and their allies. September 23: Cortes and his men, victorious, enter Tlaxcala and make important alliances with the leaders. October 14: Spanish enter Cholula. October 25? (exact date unknown) Cholula Massacre: Spanish and Tlaxcalans fall on unarmed Cholulans in one of the city squares when Cortes learns of an ambush awaiting them outside the city. November 1: Cortes expedition leaves Cholula. November 8: Cortes and his men enter Tenochtitlan. November 14: Montezuma arrested and placed under guard by the Spanish. 1520 March 5: Governor Velazquez of Cuba sends Panfilo de Narvaez to rein in Cortes and regain control of the expedition. May: Cortes leaves Tenochtitlan to deal with Narvaez. May 20: Pedro de Alvarado orders the massacre of thousands of Aztec nobles at the Festival of Toxcatl. May 28-29: Cortes defeats Narvaez at the Battle of Cempoala and adds his men and supplies to his own. June 24: Cortes returns to find Tenochtitlan in a state of uproar. June 29: Montezuma is injured while pleading with his people for calm: he will die shortly from his wounds. June 30: the Night of Sorrows. Cortes and his men try to creep out of the city under cover of darkness but are discovered and attacked. Most of the treasure collected thus far is lost. July 7: Conquistadors score a narrow victory at the Battle of Otumba. July 11: Conquistadors reach Tlaxcala where they can rest and regroup. September 15: Cuitlahuac officially becomes the Tenth Tlatoani of the Mexica. October: Smallpox sweeps the land, claiming thousands of lives in Mexico, including Cuitlahuac. December 28: Cortes, his plans in place for the reconquest of Tenochtitlan, leaves Tlaxcala. 1521 February: Cuauhtemoc becomes eleventh Tlatoani of the Mexica. April 28: Brigantines launched in Lake Texcoco. May 22: Siege of Tenochtitlan formally begins: Causeways blockaded as the brigantines attack from the water. August 13: Cuauhtemoc is captured while fleeing Tenochtitlan. This effectively ends the resistance of the Aztec Empire. Sources Diaz del Castillo, Bernal. Trans., ed. J.M. Cohen. 1576. London, Penguin Books, 1963. Print.Levy, Buddy. New York: Bantam, 2008.Thomas, Hugh. New York: Touchstone, 1993.

International Management Decision Making Assignment - 1

International Management Decision Making - Assignment Example To do market segmentation properly, Tesco collects demographic and psychographic data. Both these types of data are very crucial for the success of an organization. Demographic data is the kind of data which can be put into categories and labeled statistically. Demographic data includes age, race, income, religion, gender etc. It comprises of basic facts. For instance, Tesco finds out what age bracket visits their super market very regularly, which age bracket does not, what kind of products do they prefer, what is it that they don’t like, when do sales rise and when do sales dip. It then shapes up its promotional offers accordingly. On the other hand psychographic data cant be quantified it is used to understand consumer behavior, how target market feels, what they want and how they go about getting what they want in their daily lives. It helps them in their purchasing decisions. Tesco utilizes all this data, then analyzes it and comes up with reports to assist it in forecast ing demand and making promotional offers. J Sainsbury Plc was established in 1860. It is home to more than 872 stores and 537 super markets all over UK and has some 335 convenience stores. It currently owns Sainsbury’s Bank and LIoyd’s Banking Group. It has two joint ventures namely the Land Securities Group PLC and the British Land Company PLC. Sainsbury’s brand was built to offer a certain heritage to customers. They deliver healthy , safe, fresh and tasty food. The quality of their food is kept in tact and goes hand In hand with a reasonable approach to business. Their food is particularly known for fresh food and they continuously strive to improve products so that they are in line with customer needs. Sainsbury’s is currently serving 19 million customers per week and has a market share which is over 16%. They have more than 30,000 product s to

No Topic Yet Research Paper Example | Topics and Well Written Essays - 1500 words

No Topic Yet - Research Paper Example Bowerman, Connell and Orris (2004) explains that to effectively develop a marketing plan, there is a need of the marketers of an organization to collect data that is able to depict the preferences of customers regarding the products of the company. It is this type of information that Nokia used to correct its weaknesses in the marketing strategy, Nokia began collecting data that highlighted the kind of mobile communication gadgets that consumers preferred. This paper gives a detailed analysis of how Nokia used this information to transform its business operations. Nokia Corporation is a telecommunications company that was formed in the year 1967, mainly because of a merger of three companies based in Finland. After entering the telecommunications business environment, Nokia was able to quickly develop itself as an innovative company that produced highly technological products, especially mobile handsets. In the 1980s, Nokia was able to develop a long term expansion strategy by acquiring French, Finnish as well as German electronic business organizations. These acquisitions were able to strengthen the position of the company in the field of consumer and telecommunication electronics. Approximately 80% of the revenue earned by the company emanates from its mobile business operations (Matsuo, 2013). This is despite the huge competition, and the current downward trend that is experienced in the mobile telephone market. Millar, Millar and Choi (2010) further explains that Nokia controls about one third of the mobile market all over the world. However, during the later years of 2000, the dominance of Nokia in the mobile phone industry began to diminish. This is because of the introduction of smart phone products from companies such as Apples, Samsung and Google was able to take the company’s market share. For instance, the Android operating system of Google, and the iPhone of Apples proved