The Profile Of An Information Graduate Student - 1878 Words

As an Information graduate student I look up to many people in the corporate industry but the one dynamic individual whose career profile inspires me and I am going to cast a light upon is of Mr. Scott Eckert. A seasoned manager with a vast experience in building high-growth businesses, Scott Eckert was a senior executive at Dell Inc. and was known as the founder and general manager of Dell’s worldwide Internet business unit, (Rethink Robotics). Michael Dell, was a highly entrepreneurial college dropout from Texas who paired with Eckert, a fidgety former consultant (Bain Company) who favors khakis and ties. Scott Eckert has played a pivotal role in formulating the strategy that pushed Dell into the server market and is now†¦show more content†¦This enabled strong customer relationships and increased customer satisfaction. One of the characteristics that distinguishes Dell from its other competitors is that Dell provides the facility to customize computers of their c hoice and taste and deliver the system to the customer as it is. This is the most crucial and critical success factor behind Dell Computers. Dell’s direct to consumer model concept helped them reach above-average returns and remain in business today. Customers have developed a brand-name loyalty to Dell because of their cost efficient differentiation strategy. Their strategic moves for their products created an image for themselves in the market and is the reason for their dominant existence. This enabled them to earn more market share in the industry. The customer segmentation that Dell focuses on is the corporate segment and large businesses form the majority of its clients. This customer segment targeting is more likely a result of its operational strategy and not the other way round. However, with corporate segment customers seeking high performance, reliable, affordable solutions, Dell fits in comfortably. Dell also appeals to those customers who want hands on experience of the latest technology and the idea of customized computers is very appealing. For Dell, it focused on providing superior quality services to its customers through its sales representatives. It also shifted

For This Lesson The Main Concept I Am Trying To Teach Is

For this lesson the main concept I am trying to teach is the concept of monopolistic competition and the effects it can have on consumers. I decided to do this by focusing on the idea of monopolies in the U.S. Healthcare Insurance industry. My goal is to use maps that demonstrate how states with only a few insurance providers have higher premiums as a result from the lack of competition. When I was researching maps I was looking for maps that had a significant amount of data, yet were simple and easy for my students’ to develop understanding of the concept of monopolies. Ultimately by having my students explore and analyze these two different maps, they will become familiar with the concept of monopolies. This lesson has been designed to†¦show more content†¦The map has 3 different color shades that represents the amount of providers in the state. This map will be used for students to take note of trends of health care providers in various different regions in the U.S. I have developed the following guiding questions: What does this map depict? What is the story this map is trying to tell? What impact do you think the amount of healthcare insurance providers in a region will have on consumers? I.e. What will happen to the cost of premiums? Students will pick one state for each shaded color to continue analyzing on the next map. The goal of these questions/prompts is to have students predict the what the price of premiums will be before looking at the second map. The Second map focuses on the average health premium by state in 2015. Students will use this map to compare and contrast the data they were able to find in the first map. My goal is to have my students’ notice that that premiums are significantly higher in areas where there is a lack of competition, and that areas with more than one provider tend to have lower premium costs. When analyzing this map students will also be provided guiding questions:What does this map depict? What story is this map trying to tell? What were the prices for premiums in each state you chose based off of the last map? What effect does the amount of insurance providers in a region have on healthcare premiums? WhyShow MoreRelatedEffective Teaching And Learning Encompasses Three Main Components764 Words   |  4 Pages I believe effective teaching and learning encompasses three main components. The first is for a student to feel they are in a safe environment; physically safe from bullying or injury as well as the safety to make a mistake or to be wrong sometimes. The second is that the instructor should approach each lesson with the conviction that every child can and will learn. 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Mary Flannery O’Connor Analysis Essay Example For Students

Mary Flannery O’Connor Analysis Essay Mary Flannery OConnor is one of the most preeminent and more unique short story authors in American Literature (OConnor 1). While growing up she lived in the Bible-belt South during the post World War II era of the United States. OConnor was part of a strict Roman Catholic family, but she depicts her characters as Fundamentalist Protestants. Her characters are also severely spiritually or physically disturbed and have a tendancy to be violent, arrogant or overly stupid. (Garraty 582) She mixes in her works a full-fledged gothic eeriness with an authentic feeling for the powers of grace and redemption. OConnors substantial literary reputation is based upon her two novels and her short stories collected in Everything That Rises Must Converge (1965), A Good Man is Hard to Find (1955), and The Complete Short Stories of Flannery OConnor. Despite the fact that her unique style of writing has caused many judgments and rumors about her, OConnor has received many awards and honors throughout her entire life. On March 25, 1925, Mary Flannery OConnor was born in Savannah, Georgia as a first and only child to a strict Roman Catholic couple. Her parents were Edward Francis OConnor, a real estate broker, and Regina L. Cline OConnor. (Garraty 581) Until 1938 OConnor attended St. Vincent and Sacred Heart Parochial Schools. She was known as Mary in grade school but eventually dropped it and went by Flannery OConnor. (Garraty 581) During grade school OConnor claimed that her hobby was collecting rejection slips. Then the family moved to the Cline house in Milledgeville, Georgia when her father became sick with disseminated lupus. Lupus is a disease of the connective tissue, which would later claim her life. While in Milledgeville, OConnor went to school at Peabody High School (Garraty 582). During high school she wrote and illustrated books while still maintaining a high academic average. Her father died of lupus in 1941. In 1942, at the age of 16, OConnor entered Georgia State College for Women, which is now known as Georgia College. (OConnor 2) During college OConnor majored in social sciences (OConnor 2). She also drew cartoons and made illustrations for college paper and yearbook. OConnor also edited the college literary magazine (Garraty 582). One of her professors started off her writing career by submitting some of her works to the Writers Workshop at the University of Iowa, because of this she was awarded a Rhinehart Fellowship. OConnor graduated in 1945 with Bachelors Arts in English and social sciences. She published her first story , The Geranium in the summer issue of Accent. Several stories and even portions of her first novel, Wise Blood were published between 1946 and 1952 in Accent, Sewanee Review, Tomorrow, Mademoiselle, Partisan Review, and New World Writing. Garraty 582) Then she received a Master of Arts in Literature in 1947 she lived at the writers colony at Saratoga Springs for a short time. Then OConnor lived in New York until she got sick in 1950 and moved back home, to Georgia. (Garraty 582) When OConnor returned to Georgia, her condition was diagnosed as disseminated lupus. She was admitted to Emory Hospital in Atlanta and remained there until she was discharged in the spring of 1951. OConnor and her mother moved to Andalusia.. Even during the years in Andalusia she regularly received honors and awards for her work. Garraty 582) In 1954 os short story collection The Life You Save May be Your Own was selected for publication in O. Henry Prize Stories of 1954. Although her condition worsened she still corresponded widely and even traveled to lecture and give readings even though she was on crutches after 1955. In 1959 her condition stabilized and she and her mother traveled to Lourdes and Rome. In early 1964 a benign abdominal tumor was removed, but in the end all the operation succeeded in doing was speed up the development of her lupus. And after a long, painful illness, that had also claimed her father, she died on August 3, 1964 in Milledgeville. .u1813f19c3ed7985e83a960b09b76d7cd , .u1813f19c3ed7985e83a960b09b76d7cd .postImageUrl , .u1813f19c3ed7985e83a960b09b76d7cd .centered-text-area { min-height: 80px; position: relative; } .u1813f19c3ed7985e83a960b09b76d7cd , .u1813f19c3ed7985e83a960b09b76d7cd:hover , .u1813f19c3ed7985e83a960b09b76d7cd:visited , .u1813f19c3ed7985e83a960b09b76d7cd:active { border:0!important; } .u1813f19c3ed7985e83a960b09b76d7cd .clearfix:after { content: ""; display: table; clear: both; } .u1813f19c3ed7985e83a960b09b76d7cd { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u1813f19c3ed7985e83a960b09b76d7cd:active , .u1813f19c3ed7985e83a960b09b76d7cd:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u1813f19c3ed7985e83a960b09b76d7cd .centered-text-area { width: 100%; position: relative ; } .u1813f19c3ed7985e83a960b09b76d7cd .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u1813f19c3ed7985e83a960b09b76d7cd .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u1813f19c3ed7985e83a960b09b76d7cd .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u1813f19c3ed7985e83a960b09b76d7cd:hover .ctaButton { background-color: #34495E!important; } .u1813f19c3ed7985e83a960b09b76d7cd .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u1813f19c3ed7985e83a960b09b76d7cd .u1813f19c3ed7985e83a960b09b76d7cd-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u1813f19c3ed7985e83a960b09b76d7cd:after { content: ""; display: block; clear: both; } READ: Young Offenders Act EssayGarraty 583) During her life OConnor was almost universally admired, but not fully understood author. She was an author who filled her stories with characters who are all deformed in some way. Some have labeled her an atheist because of her views on religion and for using grotesque examples. (OConnor 3) It is true that she frequently criticized the materialism and spiritual apathy of contemporary society and its need for religious faith and redemption (OConnor 2). In response to these accusations OConnor simply said To the hard of hearing you shout and to the almost blind you draw large and startling figures. OConnor 2) OConnor was noted for her strangely touching stories about the life in the South. OConnor had a fine ear for Georgia dialect and a merciless eye for the flamboyant aspects of modern life. In her work demented comedy and grotesque violence often mask a deeper seriousness of purpose and an abiding religious faith. OConnors writings made people open their eyes to our way of life and beliefs. They may not have changed their ways but at least they thought about it. The world is more open and objective because of OConnors moving stories.

Sexual Harrrasment Policy free essay sample

Abstract Sexual harassment is any behavior that is unwelcomed by an employee or affects the dignity or work performance of any employee at work. We will write a custom essay sample on Sexual Harrrasment Policy or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Sexual harassment can be unwelcome sexual advances, disparaging or insulting remarks, verbal or physical conduct of an improper nature. This paper is based on research of different company’s harassment policy by team members to access the basic components of sexual harassment policy and complain procedure and how effective it is according to the EEOC. Findings indicated that most of the company’s sexual harassment and complain policy is in according to the EEOC. The results were that one of the company’s policies was found to be rather vague and the other results were that the policy and complain procedure was clear and thorough. Finally, this paper will outline the basic elements on sexual harassment policies of different companies and what they contain. Sexual Harassment Policy 3 Sexual harassment is any behavior that is unwanted by an employee or affects the dignity or work performance of any employee at work. Sexual harassment is illegal and wrongful. Sexual harassment should be prohibited in the workplace. The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as â€Å" unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, submission to or rejections of such conduct by an individual is used as the basis for employment decisions affecting such individual or such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating intimidating, hostile or offensive working environment. † If an individual performs any form of conduct that will interfere with an employee’s job performance or create a hostile environment should be illegal and unaccepted in the workplace. Employers should maintain a safe and healthy work environment for their employees. The company is to maintain a work environment free of all forms of harassment and insist all employees be treated with dignity, respect, and courtesy. There are a lot of sexual harassment policies that are located on the different websites, and on employee’s information board. The policy should be accessible to all employees to view at any time. If an employee cannot find their company’s sexual harassment policy, they can contact their HR Director for a copy of the policy. And your supervisor or your manager can, also, help you to locate your company’s sexual harassment policy. The sexual harassment policy for most of the companies that were researched met the basic components as listed by the EEOC. In the state of California, they are very strict when it comes Sexual Harassment Policy 4 to sexual harassment and you could be fired and could have charges brought up on you. One of the companies’s maintained a zero tolerance policy for both sexual harassment and for retaliation. And the company prohibits retaliation against anyone for reporting discriminating activity, registering a complaint pursuant to the policy, assisting in making discrimination complaint or cooperating in an investigation. Another company protects the rights and confidentiality of the employee that has filed harassment claims and is resolved in a timely manner. This company also has complaint procedures to resolve complaints at the lowest levels and when they are advised of complain the company deems resolution and follows the appropriate steps and action to resolve complaint. Employers are legally obligated to take steps to prevent discrimination and harassment and to investigate and act quickly if a complaint is made (England, 2012). But, one company’s policy wasn’t very detailed, it only detailed that sexual harassment will not be tolerated against employees. And the company’s policy did not contain the steps that one need to file a complaint, the company did not give a clear definition and didn’t guarantee the confidentiality of the victim. It is the managers and supervisors responsibility to adhere to, implement and enforce the policies that their company have in place to prevent harassment in the workplace. In one of the company’s policy it stated that the managers and supervisors have as one of their responsibilities is to promote a harassment-free environment. So, at this company their policy is being enforced. Sexual harassment policy should be communicated in the workplace at least once a year through proper training. And during these training sessions, you should train employees on what sexual harassment is and what rights they have as employees. And promote to them that they have a right to a safe, healthy workplace free of sexual harassment. And companies should make Sexual Harassment Policy 5 sure that this policy is explained by HR upon being hired. As an HR professional, these policies should be displayed in a visual area where employees may view. HR can have team meetings with the managers reinforcing the importance of these policies that they need to implement at their workplace and review the company’s complaint procedure and encourage employees to use it. Sexual harassment is any behavior that is unwanted by an employee or affects the dignity or work performance of nay employee should not be prohibited in the workplace. Sexual Harassment Policy 6 References: Brady, B. (206) Practical Human Resources Tips, News Advice. HR Daily Advisor England, Deboah C. (2012) Preventing Employment Discrimination and Sexual Harassment. Johnson, David R (2013). An Employees Guide to Preventing Sexual Harassment Claims. Pg. 3 www. eeoc. gov/policy Sexual Harassment Policy 1 Sexual Harassment Policy 2 Abstract Sexual harassment is any behavior that is unwelcomed by an employee or affects the dignity or work performance of any employee at work. Sexual harassment can be unwelcome sexual advances, disparaging or insulting remarks, verbal or physical conduct of an improper nature. This paper is based on research of different company’s harassment policy by team members to access the basic components of sexual harassment policy and complain procedure and how effective it is according to the EEOC. Findings indicated that most of the company’s sexual harassment and complain policy is in according to the EEOC. The results were that one of the company’s policies was found to be rather vague and the other results were that the policy and complain procedure was clear and thorough. Finally, this paper will outline the basic elements on sexual harassment policies of different companies and what they contain. Sexual Harassment Policy 3 Sexual harassment is any behavior that is unwanted by an employee or affects the dignity or work performance of any employee at work. Sexual harassment is illegal and wrongful. Sexual harassment should be prohibited in the workplace. The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as â€Å" unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, submission to or rejections of such conduct by an individual is used as the basis for employment decisions affecting such individual or such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating intimidating, hostile or offensive working environment. † If an individual performs any form of conduct that will interfere with an employee’s job performance or create a hostile environment should be illegal and unaccepted in the workplace. Employers should maintain a safe and healthy work environment for their employees. The company is to maintain a work environment free of all forms of harassment and insist all employees be treated with dignity, respect, and courtesy. There are a lot of sexual harassment policies that are located on the different websites, and on employee’s information board. The policy should be accessible to all employees to view at any time. If an employee cannot find their company’s sexual harassment policy, they can contact their HR Director for a copy of the policy. And your supervisor or your manager can, also, help you to locate your company’s sexual harassment policy. The sexual harassment policy for most of the companies that were researched met the basic components as listed by the EEOC. In the state of California, they are very strict when it comes Sexual Harassment Policy 4 to sexual harassment and you could be fired and could have charges brought up on you. One of the companies’s maintained a zero tolerance policy for both sexual harassment and for retaliation. And the company prohibits retaliation against anyone for reporting discriminating activity, registering a complaint pursuant to the policy, assisting in making discrimination complaint or cooperating in an investigation. Another company protects the rights and confidentiality of the employee that has filed harassment claims and is resolved in a timely manner. This company also has complaint procedures to resolve complaints at the lowest levels and when they are advised of complain the company deems resolution and follows the appropriate steps and action to resolve complaint. Employers are legally obligated to take steps to prevent discrimination and harassment and to investigate and act quickly if a complaint is made (England, 2012). But, one company’s policy wasn’t very detailed, it only detailed that sexual harassment will not be tolerated against employees. And the company’s policy did not contain the steps that one need to file a complaint, the company did not give a clear definition and didn’t guarantee the confidentiality of the victim. It is the managers and supervisors responsibility to adhere to, implement and enforce the policies that their company have in place to prevent harassment in the workplace. In one of the company’s policy it stated that the managers and supervisors have as one of their responsibilities is to promote a harassment-free environment. So, at this company their policy is being enforced. Sexual harassment policy should be communicated in the workplace at least once a year through proper training. And during these training sessions, you should train employees on what sexual harassment is and what rights they have as employees. And promote to them that they have a right to a safe, healthy workplace free of sexual harassment. And companies should make Sexual Harassment Policy 5 sure that this policy is explained by HR upon being hired. As an HR professional, these policies should be displayed in a visual area where employees may view. HR can have team meetings with the managers reinforcing the importance of these policies that they need to implement at their workplace and review the company’s complaint procedure and encourage employees to use it. Sexual harassment is any behavior that is unwanted by an employee or affects the dignity or work performance of nay employee should not be prohibited in the workplace. Sexual Harassment Policy 6 References: