Evaluating the Sustainability of the Eu Policy Essay Example for Free

Evaluating the Sustainability of the Eu Policy Essay

A Life of Purpose Essay -- essays research papers

When you live your life based on sentiments, trying not to hurt everyone’s feelings or doing things just because it feels good to do it, you’ll get nowhere twice as fast. Do not live by tradition either. If you do the same things the same way you have always done them, you will continue to get the same results. Do not live by tradition, it is an enemy of progress. Live by purpose. Ask yourself, â€Å"How can I do it better this year than I did last year?† Success brooks no argument. It announces itself. Every morning before you set about the day’s work, ask God for directions. He is a God of plan and productivity. He set to work for 6days and the whole of the universe came into existence. Our Lord ministered for three and a half years and the whole world changed. That is effectiveness. â€Å"Efficiency† means to do things well; â€Å"effectiveness† means to get results. Strive not only to be efficient, go for effectiveness. When you get results people will bow to you. People who are going nowhere keep waiting for the right time, or a better day. People who are going somewhere know that today is a better day. â€Å"Blessed is the man who walketh not in the counsel of the ungodly. Nor standeth in the way of sinners, nor sitteth in the seat if the scornful†¦.And he shall be like a tree planted by the rivers if water that bringeth forth his fruit in his season; his leaf also shall not wither: and whatsoever he doeth shall prosper. The ungodly are not so: but are like the chaff which the wind dri... A Life of Purpose Essay -- essays research papers When you live your life based on sentiments, trying not to hurt everyone’s feelings or doing things just because it feels good to do it, you’ll get nowhere twice as fast. Do not live by tradition either. If you do the same things the same way you have always done them, you will continue to get the same results. Do not live by tradition, it is an enemy of progress. Live by purpose. Ask yourself, â€Å"How can I do it better this year than I did last year?† Success brooks no argument. It announces itself. Every morning before you set about the day’s work, ask God for directions. He is a God of plan and productivity. He set to work for 6days and the whole of the universe came into existence. Our Lord ministered for three and a half years and the whole world changed. That is effectiveness. â€Å"Efficiency† means to do things well; â€Å"effectiveness† means to get results. Strive not only to be efficient, go for effectiveness. When you get results people will bow to you. People who are going nowhere keep waiting for the right time, or a better day. People who are going somewhere know that today is a better day. â€Å"Blessed is the man who walketh not in the counsel of the ungodly. Nor standeth in the way of sinners, nor sitteth in the seat if the scornful†¦.And he shall be like a tree planted by the rivers if water that bringeth forth his fruit in his season; his leaf also shall not wither: and whatsoever he doeth shall prosper. The ungodly are not so: but are like the chaff which the wind dri...

Recruitment process and Cycle

People's Leasing and Finance PLY was founded in 1995, in the past 14 ears the company has built an extraordinary tradition of excellence in all spheres of leasing. The Company's customers range from individuals to Seems to blue chip companies of the country. Marketing Executive Selection and Recruitment Process Steps in the Selection Process Review of applications Preliminary interview The purpose of this interview is to analyze the applicants. Selection test A selection test is usually used to assess an applicant's qualifications and potential Subsequent interview The final interview is done at the 2nd of the final interview.Medical examination and Personal reference check Before the job offer is made, the candidate is required to undergo a physical fitness test. The selection decision The final decision has to be made from the pool of individuals who pass the tests, interviews and references checks. Calling Applications Calling for applications by publishing vacancies on newspapers and Ply's website. In the advertisement job description, qualifications required, closing date and etc. Are clearly mentioned.Applicant is given the option to send the C.V. by post or via an email. When a vacancy arises the applications accumulated in their database those left by the candidates who have applied online by visiting the company website also considered. After the closing date of applications, those applications are being reviewed and sorted by the HER personnel who handle it. Examination Shortlist candidates are being called for an examination. IQ knowledge and English language proficiency of the candidates are tested at the examination.Candidates those who scored above the pass mark mentioned in their policy are being called for the second stage of the recruitment process. Interview Second stage of the process is an interview. This preliminary interview is conducted by the head Of the department (ROD) for which the candidate is going to be assigned I. E. Marketing Dep artment according to this study along with the head of HER Department. Candidates those who get shortlist from preliminary interview are called for the second or final interview.Panel of the final interview consists of CEO of the company, Head of Marketing and Head Recruitment Anal interview board decides whom they are going to recruit. Before informing the candidate accuracy of the information provided by him is verified by calling the references supplied by him. After gaining additional insights the candidate is being informed over the phone and sends a letter stating the date that he should join and the documents he needs to furnish before the date of appointment in order for the company to process the letter of appointment.Candidates those who are employed given a one month notice period to resign from current employment. The candidate needs to provide a police report and the CRIB report as soon as possible. Normally within one week from informing the result of the final intervi ew. After receiving those two documents HER department process the letter of appointment and get it signed from the CEO and informs the candidate to sign the letter after reading all the terms and conditions on a date prior to his appointment date.On the date of appointment the candidate needs to bring copies of all educational, professional, and sports certificates along with the originals for HER personnel to attest and attach those copies in the personnel file of the employee. Training Cycle Two weeks induction program is conducted to give an overall understanding for the new employee about the company, its operations and its culture. Processes of all the departments of the company are explained irrespective of the department for which the new employee being recruited.The person who has been recruited as a marketing executive is aware of other functions of the company which is more helpful in performing day to day activities and moving with other employees of the company. After t he induction program HER department schedules department vise in-house training programs once in every six months' time. 1 . Training Need Analysis The nature of the training programmer is decided by the Head of Marketing Department and top management by analyzing the current trends of the industry and considering the areas which they have identified as need to be improved by observing the day to day operations. . Plan and Design Training Programmer After identifying the training needs, the objectives are set on which the trainer can design the content of the programmer. Participants of the training session are decided by the HOOD. The practice of the company is to conduct training programs for employees of same grade which is more convenient since all the participants are with similar levels of knowledge. Therefore, the trainer can decide the content and the effort he has to put to achieve the set objectives.The decision whether to use an internal trainer or an external trainer is decided by the HOOD by considering the comprehensiveness of the training that they have planned to conduct. Marketing department head and the HER department head decide the resource person who is going to conduct the training session. Employees who are going to participate for the training are being informed by the HER department by sending emails. Venue, seating arrangements, and food and beverages are arranged by the HER Department.Methods of Training structure method, on the job training and role plays are the most popular methods used in training programmer conducted for Marketing Executives. Lecture method is used to keep the participants informed about the current trends and practices of the industry, the role they play as a marketing executive and what is expected from them by the company and the customer. As a part of on the job training the marketing executives learn the process needs to be followed to get a facility file of a customer approved and the documents need to be furnished for the purpose.Role plays are being used n training sessions to teach the participants how to deal with different customers who respond differently in a given scenario, which is very important for a marketing executive who deals directly with the customer. 3. Conduct the Training Programmer Head of marketing department and the HER staff who coordinate the training session take measures to conduct the training programmer according to the schedule without any deviation and disturbances. Once a year an outside training is being conducted for marketing executives. For the training session a professional of the industry is selected as the resource person. Training Evaluation On the final day of the training session feedback is obtained from the participants by providing a questionnaire with multiple choice and open ended questions. In that the participants are given the opportunity to evaluate the effectiveness of the training program and the resource person and provide the su ggestions for improvement. Feedbacks obtained are being analyzed after each and every training session and incorporated the constructive suggestions in new training programmer. Suggestions for Improvement In the recruitment process of PLY there is no requirement for the candidate o undergo a medical test.

Dss Leadership Paper

I believe this is one area Davit is very effective in conveying to its teammates. Davit's mission is â€Å"To be the Provider. Partner and Employer of Choice. † Everywhere I have visited within the Village I have seen this mission be the corner stone of what Davit is all about. The teammates really take pride in what they do. They understand that patient outcomes are very important yet management does not forget the importance of professional development, teammate Incentive programs and work environment, all related to being the Employer of Choice.This information has been backed up by organizations like Training Magazine's â€Å"Top 125† which Davit ranked #1 for national health care service provider for its employee training programs. One thing that fits for me in is the statement in the book that states, â€Å"If an action we're are considering doesn't support our mission, either directly or indirectly, we don't do It. † This Is something I plan to live by and really make sure the decisions I make are the Davit way and they fit within our mission and core values.The book states that Santa runs a productive ND he Leadership Secrets of Santa Claus, is written by Eric Harvey, David Cottrell, AY Lucia and Mike Harridan. There are eight main points or Santa Secrets Running head: The Leadership Secrets 3 happy place in spite of the intense pressures and challenges they face. This is exactly the work environment we face within Davit. The environment on the floor Is Intense and the pressure to meet our goals in enormous yet I have fun doing it.I enjoy trying to figure out new ways to improve what we do which leads me to the next secret. Another secret the book discusses is â€Å"Listen to the Elves. † In this chapter the author discusses the importance of inviting participation from the team. The author also encourages the reader to notice how others perceive them and to spend some time walking In their teammates shoes. This Is one area w here I think I can really be an effective leader within Davit. 1 OFF started working as a technical on ten moor Ana 010 so Tort auto one Ana anal years before advancing to an FAA.Even though I have only been with Davit a short amount f time it has allowed me to understand what a technician or nurse goes through working on the floor. I by no means have all the answers and still consider myself a new tech but it has given me a foundation to grow on. I have seen managers outside of Davit and within Davit implement change without first discussing the change with the entire team and I believe that is what this section is all about. Getting you team involved in the decision making process.I think a great example how this process works is when other staff members get involved in all aspects of patient care. For example when our Anemia Manager, asks the clinicians what might have caused a patients Homoerotic to drop; or when our FAA asks us how we want to adjust our patient schedule and the n Running head: The Leadership Secrets 4 chips in during turnover to make the day a little easier; and when our nurses ask the Techs how their day is going and willingly lend a hand with patient care. These are Just some of the examples of how we listen to each other as a team.Conclusion This is a very good book and in the interest of peeping this paper short I will conclude here. I believe these concepts discussed in the book are a great start not Just for the management aspect of business but for our personal lives as well. This book is like no other leadership book I have read and really puts an interesting twist to leadership which makes the book fun to read. It will make for a great reference to look back on. Thank you! Running head: The Leadership Secrets 5 References Cottrell David. (2003). The Leadership Secrets of Santa Claus. Performance Systems Corporation.

Why You Shouldnt be Too Nice at Work

Why You Shouldnt be Too Nice at Work It always pays to be a nice person. Almost always. Some people who are genuinely (or un-genuinely) â€Å"too nice† are less likely to be taken seriously, and less likely to stand up for themselves or others- even in cases where such action would be just. Perhaps you’ve also heard the phrase â€Å"nice guys finish last.† While that’s not necessarily true, there are certain situations in which you should curb the niceties and just concentrate on effective communication. Here are a few reason to keep in mind.1. Give, Give, Give, and Never GetIf you consistently give more than you’re asked, and take very little in return, rather than be lauded for your generosity, people will start to get accustomed to this being the pattern. You’ll get none of the thanks and you may even come to resent the imbalance.2. Quid Pro QuoIf you up your niceness level too much, you might find yourself expecting a similar level of niceness out of everyone around you. Whe n this fails to materialize, you might grow a little peeved.3. You’ll Be Like an ATMPeople will start coming to you only when they need something, which can be extremely alienating. You’ll feel like a doormat- like you’ve become a tool to help others succeed, while achieving very little for yourself. You may even attract needy people, like a magnet.4. You’ll Project WeaknessYou might be perceived as weak, particularly if you never say no to anyone. If you’re always doing favors and putting others first, people will not only come to take advantage of you, they will also just assume you have no control over what you will and won’t agree to. They might come to mistrust you for this.5. You Won’t Take Care of YourselfSometimes it’s important to say â€Å"no† to others so you can say â€Å"yes† to yourself. Remember self care? Yeah, that’s not just something you make sure others do to reach their ideal fulfillmen t. No one can make sure you’re taken care of but you. And if you aren’t getting your own needs met, you might become needy in return with your friends or family.6. You’ll Seem InauthenticIf you just automatically are generous and nice and kind, then it might not seem like true generosity, niceness, or kindness. Make sure that when you’re being super nice or going above and beyond that you really mean it. Be friendly when it’s deserved. Pick up slack when it’s equitable to do so, not just an expectation.7. You Won’t ContributeConstructive criticism is extremely important, between  both friends and colleagues. If you’re so nice that you’re reluctant to give anything but praise, then chances are you’re letting people down. Focus more on helping the team succeed, rather than on being well-liked- and too nice to give honest feedback.

Biography of Joseph Henry

Biography of Joseph Henry Joseph Henry (born December 17, 1797 in Albany, New York) was a physicist known for his pioneering work in electromagnetism, his support and promotion of scientific advancement in America, and for his role as the first secretary of the Smithsonian Institution, which he helped shape into an academic and research center. Fast Facts: Joseph Henry Born: December 17, 1797 in Albany, New YorkDied: May 13, 1878 in Washington, D.C.Known For: Physicist who made pioneering contributions to the understanding and applications of electromagnetism. He served as the first Secretary of the Smithsonian Institution, helping cement its reputation as a research organization.Parents’ Names: William Henry, Ann AlexanderSpouse: Harriet AlexanderChildren: William, Helen, Marie, Caroline, and two children who died in infancy Early Life Henry was born December 17, 1797 in Albany, New York to William Henry, a day laborer, and Ann Alexander. Henry was sent to live with his maternal grandmother when he was a boy, and attended school in a town roughly 40 miles from Albany. A few years later, Henry’s father died. When Henry was 13, he moved back to Albany to live with his mother. Motivated to become a performer, he joined an association for theatrical performances. One day, however, Henry read a popular science book called Lectures of Experimental Philosophy, Astronomy and Chemistry, whose probing questions inspired him to pursue further education, first attending night school and then Albany Academy, a college preparatory school. Afterwards, he tutored the family of a general and studied chemistry and physiology in his free time with goal of becoming a doctor. However, Henry became an engineer in 1826, then a professor of mathematics and natural philosophy at Albany Academy. He would stay there from 1826 to 1832. Pioneer of Electromagnetism At Albany Academy, Henry began to study the relationship between electricity and magnetism, a theory that was still undeveloped. However, his teaching commitments, isolation from scientific centers, and lack of resources for performing experiments delayed Henry’s research and prevented him from hearing quickly about new scientific developments. Nevertheless, during his time at Albany, Henry made a number of contributions to electromagnetism, including building one of the first motors that use electromagnets, discovering electromagnetic induction–in which an electric field is generated by a magnetic field–independently of the British scientist Michael Faraday, who is often credited with the discovery, and constructing a telegraph that operated with electromagnets. In 1832, Henry became the chair of natural philosophy at the College of New Jersey- later known as Princeton University- , where he continued to develop his ideas on electromagnetism. In 1837, he was awarded a year-long leave of absence with full salary and he traveled to Europe, where he toured the continents main scientific centers and established his reputation as an international scientist. During his travels, he also met and networked with Michael Faraday. Statue of Joseph Henry, the first Smithsonian secretary who served from 1846 to 1878, outside the Smithsonian Castle July 29, 2013 in Washington, DC. Alex Wong / Getty Images Smithsonian and Beyond In 1846, Henry was made the first secretary of the Smithsonian Institution, which had been established earlier that year. Though Henry was initially reluctant to fulfill the post because he felt that it would take away much time from his research, Henry accepted the position and would remain as secretary for 31 years. Henry played an integral role in the formation of the Institution, proposing a plan to make the Smithsonian Institution increase the â€Å"diffusion of knowledge among men† by facilitating original research through grants, widely circulated reports, and providing ways of publishing reports- thus establishing its reputation as an academic institution and fulfilling its founder’s original wishes. During this time, telegraph lines were being built throughout the country. Henry recognized that they could be used to warn people in different parts of the country of incoming weather conditions. To this end, Henry set up a network, consisting of 600 volunteer observers, that could provide and receive weather reports over many different places in a large area. This would later evolve into the National Weather Service. Henry also encouraged Alexander Graham Bell to invent the telephone. Bell had visited the Smithsonian Institute to learn more about electricity and magnetism from Henry. Bell said that he wanted to invent a device that could transmit the human voice from one end of the device to another, but that he did not know enough about electromagnetism to execute his idea. Henry simply responded, â€Å"Get it.† These two words are believed to have motivated Bell to invent the telephone. From 1861 to 1865, Henry also served as one of then-President Abraham Lincoln’s science advisors, handling the budget and developing ways to conserve resources during the war. Personal Life On May 3, 1820, Henry married Harriet Alexander, a first cousin. They had six children together. Two children died in infancy, while their son, William Alexander Henry, died in 1862. They also had three daughters: Helen, Mary, and Caroline. Henry died in Washington, D.C., on May 13, 1878. He was 80 years old. After Henry died, the inventor of the telephone, Alexander Graham Bell, arranged for Henry’s wife to have free phone service as a token of appreciation for Henry’s encouragement. Legacy Henry is known for his work in electromagnetism and for his role as the secretary of the Smithsonian Institution. At the Smithsonian, Henry proposed and executed a plan that would encourage original scientific research and its dissemination to a wide range of audiences. In electromagnetism, Henry made a number of achievements, which include: Building the first apparatus that used electricity to work. Henry developed a device that could separate ores for an iron factory.Building one of the first electromagnetic motors. Contrasting previous motors that relied on a rotating motion to work, this apparatus consisted of an electromagnet that oscillated on a pole. Though Henry’s invention was more of a thought experiment than something that could be used for practical applications, it helped pave the way for electric motors to be developed.Helping invent the telegraph. One of Henry’s inventions, a high-intensity battery, was used by Samuel Morse as he developed the telegraph, which later enabled the widespread use of electricity.Discovering electromagnetic induction- a phenomenon in which a magnet can induce electricity- independently of Michael Faraday. The SI unit of inductance, the henry, is named after Joseph Henry. Sources â€Å"Henry Bell.† Joseph Henry Project, Princeton University, 2 Dec. 2018, www.princeton.edu/ssp/joseph-henry-project/henry-bell/.Magie, W. F. â€Å"Joseph Henry.† Reviews of Modern Physics, vol. 3, Oct. 1931, pp. 465–495., journals.aps.org/rmp/abstract/10.1103/RevModPhys.3.465.Rittner, Don. A To Z of Scientists in Weather and Climate. Facts on File (J), 2003.Whelan, M., et al. â€Å"Joseph Henry.† Edison Tech Center Engineering Hall of Fame, Edison Tech Center, edisontechcenter.org/JosephHenry.html.

Duties of an Intergovernmental Public Manager Essay

Duties of an Intergovernmental Public Manager - Essay Example DSS had a budget of $770 million for 2007, over 3,300 employees most of whom are social workers (2,600-plus) and some 580 in administrative work, and is under the Office of Children, Youth, and Family Services (annual budget: $1.6 billion) under the Health & Human Services budget item which, at over $12 billion annually, is the Commonwealth's single biggest expenditure. Considering that the DSS has the largest departmental budget in Massachusetts (accounting for 6%) makes it easier to understand the important role of Mr. Kelley as the Department's Audit Manager, especially when the general public is clamoring for greater fiscal accountability (Kelley, 2007). Mr. Kelley is a Certified Public Accountant (CPA) who has steadily gone up the ranks of the DSS bureaucracy. When he was still in college, he was thinking of working at one of the established accounting firms but decided to work instead with the government because he felt that this was where he would find the best work-life balance. Coming from a long line of public servants, Mr. Kelley found it easier to decide to become one. It was a decision he never regretted. When asked whether education or experience played the most important role in his success, he claimed that one without the other would not have been enough, since auditing/accounting is a highly-technical profession that combined intellectual and mathematical skills with a dash of detective work. Without education, the highest position one could get would have been that of a bookkeeping clerk. Experience played an important role because although education could get you started, one needed to learn from experience to survive and thrive. He learned the most from his mistakes, of which there were several. What helped him most, however, was a mentor, a senior bureaucrat now retired but who trained him on the intricacies of the bureaucracy. The DSS is one of the most important human services offices in the Commonwealth and their mandate of taking care of the most helpless citizens - children who are abandoned or abused by those who are supposed to care for them - puts Mr. Kelley's work in the proper context. He talked about his sacred duty to ensure that all federal and state funds channeled to the department find their beneficiaries in the most efficient and effective manner. He passionately believes that how a society takes care of its most helpless members is a measure of the society's values and quality. The fact that the DSS gets one of the biggest shares of the budget exposes the office to a lot of politics, which goes on not only within DSS or the Commonwealth structure competing for funds, but also with other private charities in and out of Massachusetts. This is something he has learned to manage quite well, but that he sees as something that comes with the territory. Contrary to common perceptions, government offices are highly dynamic and change quite more rapidly as top officials can be changed every two years. Thus, policies change and, with these changes, so do management styles and points of focus. One of the most remarkable change efforts within the organization started taking place in 1989 and is still ongoing, which is the implementation of Chapter 647, a Commonwealth Act designed to improve the internal controls within all State agencies. The law aimed at improving the