How to Plan Your Time to Write an Essay

Writing the complicated and developmental process as well as the final product and every writing an essay type is an entirely different manner. The form of a writer you are by writing a schedule or an action plan for each specific essay will help to manage your time. The following examples of programs to give you the outline of different types of activities you need to support, and it is particularly useful for somebody who can prepare the essay writing in specific stages. Developing the skills to support your timeline effectively will bring forth the improvements to your life on the dramatic abilities. It must be accepted to make the fundamental changes. You are supposed to learn the prioritize and take things one step at a time. Chances for the failure increases while taking on more than you may handle or when you take on too much time on the single module. Developing the time management skills will also allow you to know yourself better. This is the initial step in proper time management. As people age, it becomes much easier to leave the track of significant things in your upcoming life. It seems enchanting that individual permits this to happen, but it is something that happens quickly. The first thing you must do is get in touch with what you want you to achieve form your life. Always create a timeline before putting your hand into writing. Create mind maps for essay writing and do elicitation about the topic. Prepare arguments assertively. Always create a central idea with the supportive evidence. Give proper time to every single case. Don’t do thinning in your text. When each task is timed and distributed correctly it is executed properly. Sequentially introduce ideas one after the other. Each paragraph must be scheduled and decided previously and timed. Do interlacing between your sections to sync ideas. Once you have finished writing, re-read all the stated question mandatory for your topic. Make sure that you have addressed all parts of your essay. The most significant part is to write an article is to ensure that answering question posed. Although, if you had made sure that you were interpreting everything correctly before you began. You might have forgotten to address subtopics to integrate the examples as you were writing. Before you send the article read the prompt and rubric and make sure you have completed essay matches up. If you are not running out of time, do make edits to your essay. Keep in view to have the right perspective. It is necessary to plan that how many words you are planning to write. Always give appropriate time for your write up. Keep in view quality is important than quantity. Â  is a student-centric and reliable writing service. It helps with a creative hub of its writing specialist working 24/7 to assist you with their writing service.

Movie Summary - Shakespeare in Love essays

Movie Summary - Shakespeare in Love essays Shakespeare In Love is a romantic comedy that traces the year in the life of William Shakespeare. The film's screenplay was co-written by Mac Norman and Tom Stoppard who created the film by taking actual facts of Shakespeare's life and experiences and entwining them with pieces, ideas, and words from Shakespeare's plays, specifically Romeo and Juliet. Regarding the formulation of Shakespeare in Love scriptwriter Tom Stoppard stated: "As with all fiction involving historical characters the story is taking place in a parallel world. One is making a fairy tale out of the life of a genius who lived. It's rather helpful to the people who are telling the story that so little is known about William Shakespeare because it means that you can use quite a lot without contradicting other things that might have been known about him. So this fiction which exists in the parallel world of the filmmaker's imagination coalesces with the historical Shakespeare without contradicting him." As most of us have learned, we know very few facts about Shakespeare as a person and thus building an image of his life is rather difficult in the making. As a result, Shakespeare In Love is a story brought to life, not as a true story of Shakespeare's life, but as a fun tale that plays with facts from his life and links them together creating a tale about love and the making of one of Shakespeare's most famous plays. The relationship of Viola de Lesseps and Will Shakespeare parallels the writing of Shakespeare's Romeo and Juliet. There is significant parallel in the world of the lovers in both Shakespeare In Love and Romeo and Juliet. Shakespeare uses memories of real events in his relationship with Viola when writing scenes for his play Romeo and Juliet. In one scene during Shakespeare In Love, dawn is breaking, and the nurse has fallen asleep in her rocking chair outside Viola's bedroom. A rooster then crows in the distance and Viola, and Will are shown in bed t...

International HR management take a country of your choice and consider Essay

International HR management take a country of your choice and consider how the various human resource management activities hav - Essay Example Particular emphasis has been given on the role of the internal and the external contexts in the current form of HRM in the specific country. Through the literature, which has been published in the specific field, it is revealed that the HRM in Britain responds to many different needs. Because of this fact, efforts are made by the local authorities to support the development of HRM across the country, a target that is not always achieved. The unions, which had traditionally a significant power in Britain, have found to have a controversial role in the promotion of the rules of HRM. Under certain terms, the claims of the unions are not always supportive for the HRM, but such problem could be normally expected since the HRM does not refer solely to the employee but to the employer also, incorporating the views and the interests of both these parties. In the above context, this paper aims to present the current forms of HRM in Britain, as being influenced by a series of internal and exte rnal contexts. At this point, it was considered as necessary to refer to the nature and the characteristics of these contexts, especially regarding their involvement in the development of HRM across Britain. 2. Human Resource Management in Britain 2.1. HR in Britain – overview The form and the development of HRM in Britain have been traditionally related to the local social and cultural trends – a phenomenon common in other countries worldwide. In accordance with Storey (2007, p.4) one of the most critical points for the development of HRM has been its transformation in 1980s. It was then that the personnel management, as the labour management was then organized changed; a new, advanced form of personnel management, the HR management appeared. Like the personnel management in the previous decades, the HR management in Britain had to face a series of significant problems. Regarding this issue, the following comments should be made: HRM, as appeared in Britain in 1980s, also developed in USA and in other countries worldwide. However, it was in Britain where the theoretical context of HRM, as an advanced form of personnel management, was developed. Furthermore, HRM in Britain was not related just to the workplace or the labour laws. It was also related to the local political ideologies, a fact emphasized in the study of Storey (2007). In the above study, emphasis is given on the following fact: HRM in Britain has been related simultaneously with economics and politics, at such point that it could be characterized as a political and economic framework, and not just an organizational framework, as it could be initially thought (Storey 2007, p.4). The dependency of HRM from the political and economic conditions in Britain is clearly explained in the study of Hendry (1995). The above researcher refer to the political and economic environment of 1980s – when HRM appeared – in order to show the close relationship between the external environ ment and the HRM, a phenomenon which made quite clear in Britain. It is explained that during the 1980s the British economy had to face strong pressures because of the turbulences in the global market; inflation in the British market was negatively influenced. As a result, wage inflation was also affected, a problem which faced by increasing the level of wages across the country. Indeed, at that period, the increase of

What is the relevance of Marxism to critical theory Give examples of Essay

What is the relevance of Marxism to critical theory Give examples of practices - Essay Example According to Marxism, to understand the dialectical of history individuals should focus on the human agents which exist within relatively enduring social structures of which the agent reproduce or alter through their various actions. Moreover, it argues that the dialectical view of the society challenges the empiricist approaches used in the study of principles governing human and social life. In a much wider perspective, Marxism works to define politics in an expansive manner since politics is seen as struggle over the shaping of the kind of world we live and the identity of people we are (Rabaka, 2009). On the other hand, capitalism can be defined as a form of social life which is based on historically specific class relations between the class of people owning capital and those acting as wage laborers. In as much capitalism is considered to be productive but in away disabling, exploitative and undemocratic to those areas or sectors where it is being applied. Marxism further argues that capitalist accumulation is what drives major capitalist countries into colonial expansionism, creating the potential for inter-imperialist rivalry on a global scale. In making explanations for politics, Marxism and critical theory examines in details the structures of global capitalism and the ideologies and agents situated within the specific structures. It places emphasis on the capital driven nature of the state‘s action in the global capitalist systems and the need for states to maintain control of oil in order to maintain global capitalism in the world. An example is that from a Marxist c ritical theory, the war on terror should be understood in the context of ideology of economic security (Kellner, 1989). According to Karl Marx, socialist and dialectical theories Marxism, critical theory examines fictitious works as a manifestation of the societal foundations which plays a key role in their establishment (Pawling, 2013). Marxist views elements of

Qualitative Research Approaches Essay Example | Topics and Well Written Essays - 1250 words

Qualitative Research Approaches - Essay Example This in turn reduces the economic growth and is barriers to economic development since a huge proportion of the inhabitants do not give to the economy. Various measures have been taken to reduce homelessness among the HIV infected adults, but they are not effective since the measures taken do not consider the needs of those infected. The aim of this research is to find out the needs of homeless people living with HIV in order to develop sustainable strategies that will be effective in reducing level of homelessness among those infected with the virus. Ethnography is suitable for this research since the needs of the people living with HIV will be obtained on a first hand basis. Interview bias, common in researches dealing with HIV, will be avoided with this since the researcher will interact with the participants in their day to day activities hence get accurate information. In the current decade, an increasing number of illiterate adults are heading to school to get the basic education. According to the International Adult Literacy Survey (2002), some of the reasons for this are the increasing awareness on the importance of basic education and increase in empowerment programs that encourage illiterate adults to get education. However, going back to school at an older age has its challenges. Most of the adults in these programs have jobs to attend to and families to raise. This makes education one of the least of their priorities hence they do not learn as much as they should. The aim of this research is to study the experience adults go through in school. This will help adult literacy programs and planners come up with strategies that will ensure maximum information is learned by adult learners given that they have other responsibilities. Phenomenology is suitable for this research study since the researcher will understand the experiences of adult school

The benefits and weaknesses of approaches

The benefits and weaknesses of approaches This report is to assess the benefits and weaknesses of prescriptive and emergent approaches for devising strategy in modern organisations. While these two approaches are seen to be mutually exclusive ways of achieving strategic management, it is argued that strategic management, as a discipline, is often replete with fads and fashions, which create difficulties for managers in knowing how to proceed in the affairs of their organisation. To begin with, Johnson and Scholes (1999) defined strategy as the direction and scope of an organisation over the long term which achieves advantage for the organisation through its configuration of resources within a changing environment to meet the needs of markets and to fulfil stakeholder expectations. Rollinson (2008) further stated that strategies are strongly influenced by the environment of an organisation. It is suggested that the strategies also include considerations about things internal to the organisation and involve choices about structure, technology and a host of other factors. It is recommended (Johnson and Scholes, 1999; Lynch, 2009) that the two named approaches must be examined under the increasingly dynamic, highly competitive and global business environment. External forces are driving organisations to reduce costs, enhance processes and identify new opportunities for growth. Many businesses are compelled to make dramatic improvements not only to compete and prosper but also merely to survive. This brings to the fore the importance of determining how effectively the prescriptive and emergent approaches can meet the needs of current businesses when formulating strategy. Moreover, it is always debating that whether competitive advantage stems primarily from the competitive position of the business in its industry or from business-specific core competencies (Evans et al, 2003). By these contexts, further evaluations of the two named approaches are developed in the following report. Prescriptive approach According to Lynch (2009), a prescriptive strategy is one where the objective has been defined in advance and the main elements have been developed before the strategy commences. Evans et al. (2007) considered that the prescriptive approach views the formulation and implementation of strategic management as a logical, rational and systematic process. That is to say, systematic planning makes it possible to organise complex activities and information, unite business objectives, set targets against which performance can be evaluated and generally increases the degree of control which can be exercised over the operation of the business (Evans et al., 2003). The prescriptive approach is similar to the military strategy. For instance, the early Chinese military historical writings of Sun Tzu The Art of War, which is widely studied by many organisations, parties and groups in different fields around the world. It is known (Beirne and Maynard, 2005) that The Art of War has had an influence on Eastern and even Western military thinking, business tactics, and beyond, such as Napoleon, Henry Kissinger, Lee Iacocca, basketball coach Pat Riley, and lawyer Gerry Spence, some leading persons in their knowledge fields, along with other hundreds of American businessmen, litigators, marketers, and PR professionals. Two millennium ago, Sun Tzu (G riffith, 1971) suggested that the importance of positioning in strategy and that position is affected both by objective conditions in the physical environment and the subjective opinions of competitive actors in that environment. He considered that strategy was not planning in the sense of working through an established list, but rather that it requires quick and appropriate responses to changing conditions. Planning works in a controlled environment, but in a changing environment, competing plans collide, creating unexpected situations. Sun Tzu (Griffith, 1971) stated: Know the other and know yourself: Triumph without peril. Know Nature and the Situation: Triumph completely. The key strategic principles suggested by Lynch (2009) in modern days are: Prescriptive strategy begins with an analysis of the competitive environment and the competitive resources of the organisation. The purpose or objective of the strategy is then identified. The objective may be adjusted if the environment or other circumstances change. To test for prescriptive strategy, it is useful to examine whether a clearly defined, main objective has been identified. The advantages of the prescriptive process include the overview it provides; the comparison with objectives; the summary of the demands made on resources; the picture of the choices to be made; and the ability to monitor what has been agreed. The tools and techniques that apply to prescriptive approach are the Porters Five Forces and Value Chain Analysis. Porters Five Forces are for analysing industry and Value Chain Analysis highlights the existing capabilities as a solid basis for competitive advantage (Johnson and Scholes, 1999). Porters Five Forces Model is based upon his theory that the intensity of competition among firms varies widely across industries (David, 2006). As shown in Figure 1, the Five Forces Model Figure 1, Porters Five Forces Model illustrates the nature of competitiveness in a given industry as a composite of the rivalry among competing firms, the potential entry of new competitors, the potential development of substitute products, the bargaining power of suppliers and the bargaining power of customers. The Five Forces Model of competitive analysis is widely used approach for developing strategies in many industries, however, the model has been criticised for its assumption of a perfect competitive market (Aaker, 1992; Winfield, et al., 2004; Lynch, 2009). Winfield and other writers (2004) further pointed out that the analysis has ignored the human resource aspect of strategy such as the management skills and the culture aspect of corporate strategy. Besides Five Forces Model, the other prescriptive approach tool Value Chain analysis provides an Figure 2. Value Chain Analysis in-depth understanding of the way in which resources are developed to achieve competitive advantage for identifying ways to create more customer value (Winfiled et al., 2004; Saunders et al., 2008). Figure 2 illustrates the basic idea of Value Chain Analysis and it suggests that activities must be examined separately in order to identify sources of competitive advantage (Winfield, et al., 2004). By adapting this analysis, Nestlà © (2010), one of the leading nutrition and foods companies in the world, recognised each step in the value chain could have harmful consequences if not managed properly. For example, without sustainable agricultural practices the natural resources of farms worldwide might be damaged. By embedding corporate responsibility in its business practices in this way, like launching Nestlà © Corporate Business Principles, which the company claimed that they will continue to evolve and adapt to a changing world and reflects the basic ideas of fairness, honesty, and a general concern for people (Nestlà ©, 2010), Nestlà © is able to contribute positively to societies across the globe. Saunders and other writers (2008) emphasised Value Chain Analysis for its role in understanding competitive advantage and stated out that it cannot be understood by looking at an organisation as a whole, which leads to the major problem towards this analysis. Lynch (2009) argued that Value Chain seems works only to explore existing linkages and value-added areas within the existing structure of the business. Hamel and Prahalad (1996) supported the argument and suggested that revolution in management sector is required rather than to create the future. Ansoff is one of theorists that frequently referred to by strategists, especially in the context of prescriptive approach. Ansoff (Baker, 2001) believes that it is essential to systematically anticipate future environmental challenges to an organisation in developing strategy and draw up appropriate strategic plans for responding to these challenges. The thought is the logical analytical approach allows those well-planning companies to devise predictive and pre-emptive strategies from which they can meet new opportunities head on. For instance, in 1995 EasyJet introduced low cost flights to take advantage of a more cost-conscious European Market (easyJet, 2010). What is more, prescriptive approach enables companies to organise complex activities and exercise in control over different business units in a greater degree. For example, Tesco has seceded in achieving consistent growth and profit in its UK core business, retail service, non-food and international sectors over recent years (Accountancy Age, 2006). It was reported that its breathtaking performance is as a result of its well defined long-term goals and clear boundaries for all their business activities. Ansoff (Baker, 2001) suggests that a firm needs direction and focus in its search for and creation of opportunities and the fact that it is to the advantage of the firm to seek entries with strong synergistic potential. In other words, strategy is emphasised on existing capability strengths to define itself and optimise its position, especially at a time of economic turbulence. For example, Motorola has successfully met the needs of emerging markets by using its fundamental technological strengths in electronic components to progress from supplying TVs and car radios to offering telecommunications services (Rich, 2006). However, the prescriptive approach is often criticised to be highly discrepant between planned and real strategies within the business environment which there are increasing turbulence and chaos (Evans et al., 2003). As some writers believe that rigid plans prevent the flexibility which is required in an environment volatile change (Karami, 2007). Although Tesco is running outstanding, it won the sponsorship to England football team during the World Cup 2010 as the official food supplier (The Guardian, 2010), yet the finance and strategy director of Tesco Higginson (Accountancy Age, 2006) claimed that rules-based approaches the one-size-fits-all mentality is not always appropriate. Mintzberg (2000) criticised the prescriptive approach by highlighting that the actual strategy tends to be only 10 to 30 percent of the planned strategy. He pointed out that the theories of Ansoff are mostly based upon events can be predicted, such as the introduction of new legal regulations or technologi es, and this would somehow force the original strategy off its course. Emergent approach Evans et al. (2003) believed that the emergent view of strategy adopts the position that strategy must be evolved incrementally over time, which is based in rapidly changing environments. It is demonstrated that under such circumstances, strategy will tend to evolve as a result of the interaction between stakeholder groups and between the business and its environment. Emergent approach has the advantage of increased organisational flexibility. It can form a basis in organisational learning and can provide an internal culture for managers to think and act creatively rather than have to act within the rigid framework of deliberate strategy. Goldschmidt and other writers (2003) characterised emergent approach as a learning by do process. Mintzberg (2000) defined strategy as a pattern and believes that strategies can be unplanned instead of meeting a premeditated plan in a changing reality. In some points of view (Lynch, 2009), change sometimes mean the whole process of developing the st rategy as it involves experimentation, learning and consultation for those involved during the change. Hence, the thought of formulation of strategy is running parallel to implementation and managers at multiple organisational levels have a key input into the actual strategies pursued by the organisation. An emergent approach is thought to be more creative and responsive strategy making that well suited to the hyper-competitive and unpredictable environments of today (Mintzberg, 2000; Burnes, 2004; David, 2006). Rollinson (2008) and Burnes (2004) view the continuous and dynamic change as an emergent process of experimentation and adaptation which is searching for ways that is able to cope with the exigencies of the uncertain environment. It can be said that the idea of emergent approach is there is not such routines for organisations to plan for the future. Hamel and Prahalad (1996) found that the most successful firms in the world such as Microsoft and Apple Macintosh do not always stick to their stated mission, goals and objectives or the predetermined plan. In contrast with the prescriptive approach which focuses on creating a framework between established strengths and emerging opportunities, the emergent approach focuses on five organisational features during the change process, which is organisational structure, organisational culture, management behaviour, patterns of power and politics, and organisational learning (Burnes, 2004). Hence, it is more suited to instigating positive, transformational organisational change such as diversification or restructuring. It also has the added benefit of helping to reduce resistance to change as it allows time to build employee support while the strategy is taking shape. Lynch (2009) pointed out that there is no one single approach within emergent approach. Some emphasise the need for responsiveness in an increasingly turbulent world. Others concentrate on the longer-term need to change an organisational skill, style and operating culture fundamentally and over long time periods. It can be said that emergent approach to organisational change is more concerned with change readiness and change facilitation with specific pre-planned steps for particular change projects and initiatives (Pasmore, 2009). Campbell et al. (2002) argued that the danger of the emergent approach is the possible result in a lack of purpose in strategy and it can make it difficult to evaluate performance. On another negative note, when formulation and implementation of strategy occurs simultaneously there is a risk that strategy development becomes too slow and jumbled a process. Burnes (2004) considered that emergent approach sometimes can be an afterthought. This means that valuable opportunities may be missed along the way. Moreover, conflicting objectives from different departments can hinder strategy development, particularly when there are power shifts taking place during a major strategic change such as a merger (Pasmore, 2009). Without strict analysis and identifiable targets, objectives can be lack of clarity and there may be no real basis for evaluating performance. Therefore, it was pointed out by Brews and Hunt (1999) that an over-reliance on emergent strategy formation could result in underperf ormance. Conclusion Performing in the increasingly unpredictable and complex business environment, many organisations are forced to be more flexible and adaptive to change. In practice, the strategies of most companies are probably a combination of the prescriptive and the emergent (Hill and Jones, 2009). Campbell et al. (2002) stated that the prescriptive and emergent approaches are often presented as being diametrically opposed, which is by the reason of that the approaches are in many ways complementary as they present different perspectives of the same situation. Therefore, Campbell et al. (2002) suggested that strategy must be both inward- and outward-looking, planned and emergent. This supports the adoption of an emergent approach to strategy development which invokes a more intelligent capacity to respond to new opportunities. In conclusion, Quinn (1998) stated that these two approaches can reinforce each other, that is to say, a greater use of strategic planning tools for internal and external analysis would in some ways improve organisational learning and enhances strategic thinking even while following an emergent approach.

Network Security Essay examples -- essays research papers

Network Security In today’s world, with so many ways to gain unauthorized access to someone’s computer system, network security is very important. Almost every company has been a victim of a virus attack, hackers, or some other form of unauthorized access to their network. In this paper, I will discuss various methods that those who want this access use and ways they can be prevented. Many people feel that because they use passwords their files are secure and can’t be hacked. They unknowingly leave their networks open to attack without protection thinking everything is fine. Hackers can easily get into password protected files once they have access to a computer system. One way to prevent this is to use a firewall. A firewall prevents unauthorized users from gaining access to a system by restricting access to the entire system, not just the files on the system. Firewalls prevent access to data by using symmetric or asymmetric encryption. Symmetric encryption uses the same password to decrypt the data that it does to encrypt the data. This method allows users to be able to share the same password to gain access to the data and make any needed changes. Asymmetric encryption is different in that there are different passwords used to encrypt the data and decrypt the data. Asymmetric is considered a little more secure as passwords don’t have to be shared in order to allow someone access to the data. Each individual has his or her own password to access it. Asymmetric encryption uses public/private keys to encrypt/decrypt data. Public keys use the same encryption data to access the data that the data was encrypted with. Private, or secret, keys allow the originator of the data to encrypt it and not have to share his password with anyone. They can use their own private key to unlock the data. Digital certificates are certificates that are guaranteed to be authentic by a Certificate Authority. The certificate authority digitally ‘signs’ the data stating that it is authentic. An alternative to this is Public Key Infrastructure, or PKI. PKI uses private keys to certify the data is correct and authentic. PKI is a fast growing, although time consuming, method of securely transmitting data. Network security became necessary when hackers and other neer-do-wells discovered flaws, or holes, in the various layers of the OSI model that would allow... ...  Ã‚  Ã‚  Site located in-theater  Ã‚  Ã‚  Ã‚  Ã‚  Off-site system replication OPSEC and low profile to prevent hostile targeting  Ã‚  Ã‚  Ã‚  Ã‚  Network monitoring systems  Ã‚  Ã‚  Ã‚  Ã‚  Hardened sites Based on just the information contained in the CACI table, it’s obvious that Network Security is mandatory requirement for all networks. As information accessibility grows, so will the need to protect it. By protecting your network from the onset, you can help prevent the problems caused by those who want unauthorized access to your network. References http://www.certmag.com/articles/templates/cmag_feature.asp?articleid=580&zoneid=9 http://www.caci.com/business/ia/threats.html http://www.medword.com/MedwordStore/CSoft/encryption_white_paper.html http://www.iam.unibe.ch/~mseeberg/key/theory.html http://www.windowsitpro.com/Article/ArticleID/46871/46871.html?Ad=1 http://www.windowsitpro.com/Article/ArticleID/46871/46871.html?Ad=1 http://www.windowsitpro.com/Article/ArticleID/8843/8843.html http://www.windowsecurity.com/pages/article_p.asp?id=1142 http://www.windowsitpro.com/Article/ArticleID/15314/15314.html

Motivation and Employees Essay

Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the people’s behaviour can be – * desire for money * success * recognition * job-satisfaction * team work, etc| One of the most important functions of management is to create willingness amongst the employees to perform in the best of their abilities. Therefore the role of a leader is to arouse interest in performance of employees in their jobs. The process of motivation consists of three stages:- 1. A felt need or drive 2. A stimulus in which needs have to be aroused 3. When needs are satisfied, the satisfaction or accomplishment of goals. Therefore, we can say that motivation is a psychological phenomenon which means needs and wants of the individuals have to be tackled by framing an incentive plan. THEORIES OF MOTIVATION MASLOW’S HIERARCHY OF NEEDS Abraham Maslow is well renowned for proposing the Hierarchy of Needs Theory in 1943. This theory is a classical depiction of human motivation. This theory is based on the assumption that there is a hierarchy of five needs within each individual. The urgency of these needs varies. These five needs are as follows- 1. Physiological needs- These are the basic needs of air, water, food, clothing and shelter. In other words, physiological needs are the needs for basic amenities of life. 2. Safety needs- Safety needs include physical, environmental and emotional safety and protection. For instance- Job security, financial security, protection from animals, family security, health security, etc. 3. Social needs- Social needs include the need for love, affection, care, belongingness, and friendship. 4. Esteem needs- Esteem needs are of two types: internal esteem needs (self- respect, confidence, competence, achievement and freedom) and external esteem needs (recognition, power, status, attention and admiration). 5. Self-actualization need- This include the urge to become what you are capable of becoming / what you have the potential to become. It includes the need for growth and self-contentment. It also includes desire for gaining more knowledge, social- service, creativity and being aesthetic. The self- actualization needs are never fully satiable. As an individual grows psychologically, opportunities keep cropping up to continue growing. According to Maslow, individuals are motivated by unsatisfied needs. As each of these needs is significantly satisfied, it drives and forces the next need to emerge. Maslow grouped the five needs into two categories – Higher-order needs and Lower-order needs. The physiological and the safety needs constituted the lower-order needs. These lower-order needs are mainly satisfied externally. The social, esteem, and self-actualization needs constituted the higher-order needs. These higher-order needs are generally satisfied internally, i.e., within an individual. Thus, we can conclude that during boom period, the employees lower-order needs are significantly met. Implications of Maslow’s Hierarchy of Needs Theory for Managers | As far as the physiological needs are concerned, the managers should give employees appropriate salaries to purchase the basic necessities of life. Breaks and eating opportunities should be given to employees. | | As far as the safety needs are concerned, the managers should provide the employees job security, safe and hygienic work environment, and retirement benefits so as to retain them.| | As far as social needs are concerned, the management should encourage teamwork and organize social events.| | As far as esteem needs are concerned, the managers can appreciate and reward employees on accomplishing and exceeding their targets. The management can give the deserved employee higher job rank / position in the organization.| | As far as self-actualization needs are concerned, the managers can give the employees challenging jobs in which the employees’ skills and competencies are fully utilized. Moreover, growth opportunities can be given to them so that they can reach the peak.| The managers must identify the need level at which the employee is existing and then those needs can be utilized as push for motivation. Limitations of Maslow’s Theory * It is essential to note that not all employees are governed by same set of needs. Different individuals may be driven by different needs at same point of time. It is always the most powerful unsatisfied need that motivates an individual. * The theory is not empirically supported. * The theory is not applicable in case of starving artist as even if the artist’s basic needs are not satisfied, he will still strive for recognition and achievement. HERZBERG’S 2 FACTOR THEORY In 1959, Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of â€Å"Satisfaction† is â€Å"No satisfaction† and the opposite of â€Å"Dissatisfaction† is â€Å"No Dissatisfaction†. Herzberg classified these job factors into two categories- a. Hygiene factors- Hygiene factors are those job factors which are essential for existence of motivation at workplace. These do not lead to positive satisfaction for long-term. But if these factors are absent / if these factors are non-existant at workplace, then they lead to dissatisfaction. In other words, hygiene factors are those factors which when adequate / reasonable in a job, pacify the employees and do not make them dissatisfied. These factors are extrinsic to work. Hygiene factors are also called as dissatisfiers or maintenance factors as they are required to avoid dissatisfaction. These factors describe the job environment / scenario. The hygiene factors symbolized the physiological needs which the individuals wanted and expected to be fulfilled. Hygiene factors include: * Pay- The pay or salary structure should be appropriate and reasonable. It must be equal and competitive to those in the same industry in the same domain. * Company Policies and administrative policies- The company policies should not be too rigid. They should be fair and clear. It should include flexible working hours, dress code, breaks, vacation, etc. * Fringe benefits- The employees should be offered health care plans (mediclaim), benefits for the family members, employee help programmes, etc. * Physical Working conditions- The working conditions should be safe, clean and hygienic. The work equipments should be updated and well-maintained. * Status- The employees’ status within the organization should be familiar and retained. * Interpersonal relations-The relationship of the employees with his peers, superiors and subordinates should be appropriate and acceptable. There should be no conflict or humiliation element present. * Job Security- The organization must provide job security to the employees. b. Motivational factors- According to Herzberg, the hygiene factors cannot be regarded as motivators. The motivational factors yield positive satisfaction. These factors are inherent to work. These factors motivate the employees for a superior performance. These factors are called satisfiers. These are factors involved in performing the job. Employees find these factors intrinsically rewarding. The motivators symbolized the psychological needs that were perceived as an additional benefit. Motivational factors include: * Recognition- The employees should be praised and recognized for their accomplishments by the managers. * Sense of achievement- The employees must have a sense of achievement. This depends on the job. There must be a fruit of some sort in the job. * Growth and promotional opportunities- There must be growth and advancement opportunities in an organization to motivate the employees to perform well. * Responsibility- The employees must hold themselves responsible for the work. The managers should give them ownership of the work. They should minimize control but retain accountability. * Meaningfulness of the work- The work itself should be meaningful, interesting and challenging for the employee to perform and to get motivated. | | Limitations of Two-Factor Theory The two factor theory is not free from limitations: 1. The two-factor theory overlooks situational variables. 2. Herzberg assumed a correlation between satisfaction and productivity. But the research conducted by Herzberg stressed upon satisfaction and ignored productivity. 3. The theory’s reliability is uncertain. Analysis has to be made by the raters. The raters may spoil the findings by analyzing same response in different manner. 4. No comprehensive measure of satisfaction was used. An employee may find his job acceptable despite the fact that he may hate/object part of his job. 5. The two factor theory is not free from bias as it is based on the natural reaction of employees when they are enquired the sources of satisfaction and dissatisfaction at work. They will blame dissatisfaction on the external factors such as salary structure, company policies and peer relationship. Also, the employees will give credit to themselves for the satisfaction factor at work. 6. The theory ignores blue-collar workers. Despite these limitat ions, Herzberg’s Two-Factor theory is acceptable broadly. Implications of Two-Factor Theory | The Two-Factor theory implies that the managers must stress upon guaranteeing the adequacy of the hygiene factors to avoid employee dissatisfaction. Also, the managers must make sure that the work is stimulating and rewarding so that the employees are motivated to work and perform harder and better. This theory emphasize upon job-enrichment so as to motivate the employees. The job must utilize the employee’s skills and competencies to the maximum. Focusing on the motivational factors can improve work-quality.| McGREGOR’S THEORY X & Y In 1960, Douglas McGregor formulated Theory X and Theory Y suggesting two aspects of human behaviour at work, or in other words, two different views of individuals (employees): one of which is negative, called as Theory X and the other is positive, so called as Theory Y. According to McGregor, the perception of managers on the nature of individuals is based on various assumptions.Assumptions of Theory X * An average employee intrinsically does not like work and tries to escape it whenever possible. * Since the employee does not want to work, he must be persuaded, compelled, or warned with punishment so as to achieve organizational goals. A close supervision is required on part of managers. The managers adopt a more dictatorial style. * Many employees rank job security on top, and they have little or no aspiration/ ambition. * Employees generally dislike responsibilities. * Employees resist change. * An average employee needs formal direction.| Assumptions of Theory Y * Employees can perceive their job as relaxing and normal. They exercise their physical and mental efforts in an inherent manner in their jobs. * Employees may not require only threat, external control and coercion to work, but they can use self-direction and self-control if they are dedicated and sincere to achieve the organizational objectives. * If the job is rewarding and satisfying, then it will result in employees’ loyalty and commitment to organization. * An average employee can learn to admit and recognize the responsibility. In fact, he can even learn to obtain responsibility. * The employees have skills and capabilities. Their logical capabilities should be fully utilized. In other words, the creativity, resourcefulness and innovative potentiality of the employees can be utilized to solve organizational problems. Thus, we can say that Theory X presents a pessimistic view of employees’ nature and behaviour at work, while Theory Y presents an optimistic view of the employees’ nature and behaviour at work. If correlate it with Maslow’s theory, we can say that Theory X is based on the assumption that the employees emphasize on the physiological needs and the safety needs; while Theory X is based on the assumption that the social needs, esteem needs and the self-actualization needs dominate the employees. McGregor views Theory Y to be more valid and reasonable than Theory X. Thus, he encouraged cordial team relations, responsible and stimulating jobs, and participation of all in decision-making process. Implications of Theory X and Theory Y | Quite a few organizations use Theory X today. Theory X encourages use of tight control and supervision. It implies that employees are reluctant to organizational changes. Thus, it does not encourage innovation.| | Many organizations are using Theory Y techniques. Theory Y implies that the managers should create and encourage a work environment which provides opportunities to employees to take initiative and self-direction. Employees should be given opportunities to contribute to organizational well-being. Theory Y encourages decentralization of authority, teamwork and participative decision making in an organization. Theory Y searches and discovers the ways in which an employee can make significant contributions in an organization. It harmonizes and matches employees’ needs and aspirations with organizational needs and aspirations.| MOTIVATION INCENTIVES – INCENTIVES TO MOTIVATE EMPLOYEES Incentive is an act or promise for greater action. It is also called as a stimulus to greater action. Incentives are something which are given in addition to wagers. It means additional remuneration or benefit to an employee in recognition of achievement or better work. Incentives provide a spur or zeal in the employees for better performance. It is a natural thing that nobody acts without a purpose behind. Therefore, a hope for a reward is a powerful incentive to motivate employees. Besides monetary incentive, there are some other stimuli which can drive a person to better. This will include job satisfaction, job security, job promotion, and pride for accomplishment. Therefore, incentives really can sometimes work to accomplish the goals of a concern. The need of incentives can be many:- 1. To increase productivity, 2. To drive or arouse a stimulus work, 3. To enhance commitment in work performance, 4. To psychologically satisfy a person which leads to job satisfaction, 5. To shape the behavior or outlook of subordinate towards work, 6. To inculcate zeal and enthusiasm towards work, 7. To get the maximum of their capabilities so that they are exploited and utilized maximally. Therefore, management has to offer the following two categories of incentives to motivate employees:- 1. Monetary incentives- Those incentives which satisfy the subordinates by providing them rewards in terms of rupees. Money has been recognized as a chief source of satisfying the needs of people. Money is also helpful to satisfy the social needs by possessing various material items. Therefore, money not only satisfies psychological needs but also the security and social needs. Therefore, in many factories, various wage plans and bonus schemes are introduced to motivate and stimulate the people to work. 2. Non-monetary incentives- Besides the monetary incentives, there are certain non-financial incentives which can satisfy the ego and self- actualization needs of employees. The incentives which cannot be measured in terms of money are under the category of â€Å"Non- monetary incentivesâ⠂¬ . Whenever a manager has to satisfy the psychological needs of the subordinates, he makes use of non-financial incentives. Non- financial incentives can be of the following types:- a. Security of service- Job security is an incentive which provides great motivation to employees. If his job is secured, he will put maximum efforts to achieve the objectives of the enterprise. This also helps since he is very far off from mental tension and he can give his best to the enterprise. b. Praise or recognition- The praise or recognition is another non- financial incentive which satisfies the ego needs of the employees. Sometimes praise becomes more effective than any other incentive. The employees will respond more to praise and try to give the best of their abilities to a concern. c. Suggestion scheme- The organization should look forward to taking suggestions and inviting suggestion schemes from the subordinates. This inculcates a spirit of participation in the employees. This can be done by publishing various articles written by employees to improve the work environment which can be published in various magazines of the company. This also is helpful to motivate the employees to feel important and they can also be in search for innovative methods which can be applied for better work methods. This ultimately helps in growing a concern and adapting new methods of operations. d. Job enrichment- Job enrichment is another non- monetary incentive in which the job of a worker can be enriched. This can be done by increasing his responsibilities, giving him an important designation, increasing the content and nature of the work. This way efficient worker can get challenging jobs in which they can prove their worth. This also helps in the greatest motivation of the efficient employees. e. Promotion opportunities- Promotion is an effective tool to increase the spirit to work in a concern. If the employees are provided opportunities for the advancement and growth , they feel satisfied and contented and they become more committed to the organization. The above non- financial tools can be framed effectively by giving due concentration to the role of employees. A combination of financial and non- financial incentives help together in bringing motivation and zeal to work in a concern. Positive IncentivesPositive incentives are those incentives which provide a positive assurance for fulfilling the needs and wants. Positive incentives generally have an optimistic attitude behind and they are generally given to satisfy the psychological requirements of employees. For example-promotion, praise, recognition, perks and allowances, etc. It is positive by nature.Negative IncentivesNegative incentives are those whose purpose is to correct the mistakes or defaults of employees. The purpose is to rectify mistakes in order to get effective results. Negative incentive is generally resorted to when positive incentive does not works and a psychological set back has to be given to employees. It is negative by nature. For example- demotion, transfer , fines, penalties.| THE IMPORTANCE OF MOTIVATION Motivation is a very important for an organization because of the following benefits it provides:- 1. Puts human resources into action Every concern requires physical, financial and human resources to accomplish the goals. It is through motivation that the human resources can be utilized by making full use of it. This can be done by building willingness in employees to work. This will help the enterprise in securing best possible utilization of resources. 2. Improves level of efficiency of employees The level of a subordinate or a employee does not only depend upon his qualifications and abilities. For getting best of his work performance, the gap between ability and willingness has to be filled which helps in improving the level of performance of subordinates. This will result into- a. Increase in productivity, b. Reducing cost of operations, and c. Improving overall efficiency. 3. Leads to achievement of organizational goals The goals of an enterprise can be achieved only when the following factors take place :- d. There is best possible utilization of resources, e. There is a co-operative work environment, f. The employees are goal-directed and they act in a purposive manner, g. Goals can be achieved if co-ordination and co-operation takes place simultaneously which can be effectively done through motivation. 4. Builds friendly relationship Motivation is an important factor which brings employees satisfaction. This can be done by keeping into mind and framing an incentive plan for the benefit of the employees. This could initiate the following things: h. Monetary and non-monetary incentives, i. Promotion opportunities for employees, j. Disincentives for inefficient employees. In order to build a cordial, friendly atmosphere in a concern, the above steps should be taken by a manager. This would help in: a. Effective co-operation which brings stability, b. Industrial dispute and unrest in employees will reduce, c. The employees will be adaptable to the changes and there will be no resistance to the change, d. This will help in providing a smooth and sound concern in which individual interests will coincide with the organizational interests, e. This will result in profit maximization through increased productivity. 1. Leads to stability of work force Stability of workforce is very important from the point of view of reputation and goodwill of a concern. The employees can remain loyal to the enterprise only when they have a feeling of participation in the management. The skills and efficiency of employees will always be of advantage to employees as well as employees. This will lead to a good public image in the market which will attract competent and qualified people into a concern. As it is said, â€Å"Old is gold† which suffices with the role of motivation here, the older the people, more the experience and their adjustment into a concern which can be of benefit to the enterprise. From the above discussion, we can say that motivation is an internal feeling which can be understood only by manager since he is in close contact with the employees. Needs, wants and desires are inter-related and they are the driving force to act. These needs can be understood by the manager and he can frame motivation plans accordingly. We can say that motivation therefore is a continuous process since motivation process is based on needs which are unlimited. The process has to be continued throughout. We can summarize by saying that motivation is important both to an individual and a business. Motivation is important to an individual as: 1. Motivation will help him achieve his personal goals. 2. If an individual is motivated, he will have job satisfaction. 3. Motivation will help in self-development of individual. 4. An individual would always gain by working with a dynamic team. Similarly, motivation is important to a business as: 1. The more motivated the employees are, the more empowered the team is. 2. The more is the team work and individual employee contribution, more profitable and successful is the business. 3. During period of amendments, there will be more adaptability and creativity. 4. Motivation will lead to an optimistic and challenging attitude at work place. Staff Motivation – Motivation Tips for Employees Employees are the building blocks of an organization. Organizational success depends on the collective efforts of the employees. The employees will collectively contribute to organizational growth when they are motivated. Below mentioned are some tips for motivating the staff / employees in an organization: Evaluate yourself- In order to motivate, encourage and control your staff’s behaviour, it is essential to understand, encourage and control your own behaviour as a manager. Work upon utilizing your strengths and opportunities to neutralize and lower the negative impact of your weaknesses and organizational threats. The manager should adopt the approach â€Å"You’re OK – I’m OK†. Be familiar with your staff- The manager should be well acquainted with his staff. The more and the better he knows his staff, the simpler it is to get them involved in the job as well as in achieving the team and organizational goals. This will also invite staff’s commitment and loyalty. A cordial superior-subordinate relationship is a key factor in job-satisfaction. Provide the employees certain benefits- Give your staff some financial and other benefits. Give them bonuses, pay them for overtime, and give them health and family insurance benefits. Make sure they get breaks from work. Let them enjoy vacations and holidays. Participate in new employees induction programme- Induction proceeds with recruitment advertising. At this point of time, the potential entrants start creating their own impressions and desires about the job and the organization. The manner in which the selection is conducted and the consequent recruitment process will either build or damage the impression about the job and organization. Thus, the manager must have a say in framing the advertisement and also in the selection and recruitment process. After the decision about the candidate is made, the manager must take personal interest in the selected joinee’s joining date, the family relocation issues, cost of removal, etc. Being observed by the new recruit and your entire team / staff to be involved completely, will ensure a persuasive entry in the organization. Provide feedback to the staff constantly- The staff members are keen to know how they are performing. Try giving a regular and constructive feedback to your staff. This will be more acceptable by the staff. Do not base the feedback on assumptions, but on facts and personal observations. Do not indulge in favouritism or comparing the employee with some one else. Sit with your staff on daily or weekly basis and make sure that feedback happens. This will help in boosting employee’s morale and will thus motivate the staff. Acknowledge your staff on their achievements- A pat on the back, some words of praise, and giving a note of credit to the employee / staff member at personal level with some form of broad publicity can motivate the staff a lot. Make it a point to mention the staff’s outstanding achievements in official newsletters or organization’s journal. Not only acknowledge the employee with highest contribution, but also acknowledge the employee who meets and over exceeds the targets. Ensure effective time management- Having control over time ensures that things are done in right manner. Motivate your staff to have â€Å"closed† times, i.e., few hours when there are no interruptions for the staff in performing their job role so that they can concentrate on the job, and â€Å"open† times when the staff freely communicate and interact. Plan one to one sessions of interaction with your staff where they can ask their queries and also can get your attention and, thereby, they will not feel neglected. This all will work in long run to motivate the staff. Have stress management techniques in your organization- Create an environment in which you and your staff can work within optimum pressure levels. Ensure an optimistic attitude towards stress in the workplace. Have training sessions on stress management, and ensure a follow-up with group meetings on the manner stress can be lowered at work. Give your staff autonomy in work. Identify the stress symptoms in employees and try to deal with them. Smile often- Smiling can have a tremendous effect on boosting the morale of the staff. A smiling superior creates an optimistic and motivating work environment. Smiling is an essential component of the body language of confidence, acceptance and boldness. Smile consistently, naturally and often, to demonstrate that you feel good and positive about the staff who works for you. It encourages new ideas and feedback from the staff. The staff does not feel hesitant and threatened to discuss their views this way. Listen effectively- Listening attentively is a form of recognizing and appreciating the person who is talking. Reciprocal / Mutual listening develops cordial and healthy personal relationships on which the employee / staff development rests. If the managers do not listen attentively to the subordinates, the morale of the subordinates lowers down and they do not feel like sharing their ideas or giving their views. Effective listening by the manager boosts up the employees’ morale and thus motivates them. Ensure effective communication- In order to motivate your staff, indulge in effective communication such as avoid using anger expressions, utilize questioning techniques to know staff’s mindset and analysis rather than ordering the staff what to do, base your judgements on facts and not on assumptions, use relaxed and steady tone of voice, listen effectively and be positive and helpful in your responses. Share your views with the staff. Develop and encourage creativity- The staff should be encouraged to develop the creativity skills so as to solve organizational problems. Give them time and resources for developing creativity. Let them hold constant brainstorming sessions. Invite ideas and suggestions from the staff. They may turn out to be very productive. Don’t be rigid. Be flexible- Introduce flexibility in work. Allow for flexible working hours if possible. Let the employees work at home occasionally if need arises. Do not be rigid in accepting ideas from your staff. Stimulate flexible attitudes in the employees who are accountable to you by asking what changes they would like to bring about if given a chance. Adopt job enrichment- Job enrichment implies giving room for a better quality of working life. It means facilitating people to achieve self-development, fame and success through a more challenging and interesting job which provides more promotional and advancement opportunities. Give employees more freedom in job, involve them in decision-making process, show them loyalty and celebrate their achievements Respect your team- Respect not only the employees’ rights to share and express their views, and to be themselves, but their time too. This will ensure that the employees respect you and your time. Make the staff feel that they are respected not just as employees / workers but as individuals too.

The Curious Case of Benjamin Button essays

The Curious Case of Benjamin Button essays The Curious Case of Benjamin Button was directed by David Fincher. This movie was released in 2008. This movie was narrated by Benjamin Button. Daisy is on her death bed in the hospital and she asks her daughter Caroline to read Benjamin Buttons life journal. It tells the story of a boy named Benjamin Button who ages in reverse, being born elderly, and dying as an infant. The only thing that sets Benjamin Button apart from others was his appearance. He still learned the basic concepts and skills at the same pace as everyone else. Concepts that were used throughout the movie include Birth and Infancy, Middle Childhood, Young Adulthood, Middle Adulthood, and Late Adulthood. The movie starts off with the birth of Benjamin Button. The birth of Benjamin Button was significant because a clock was responsible for his age reversed life. A man built this clock having time going in the reverse order. Therefore resulting in Benjamin Button having the looks of an elderly man but the size of an infant. He was born with cataracts on his eyes and arthritis in his hands. These are common disease in late adulthood. Also, he had plenty of wrinkles throughout the skin on his body. Benjamin Button was seen as a monster through his fathers eyes because of his appearance and the death of his mother during childbirth. His father dropped Benjamin Button off at a random strangers house. The strangers house happened to be an elderly home. The caretaker of the elderly home was an African american women named Tizzy. Tizzy took Benjamin Button in and raised him as her own son. During Benjamin Buttons middle childhood years he grew taller but he still had arthritis and wrinkles throughout the skin on his body. He was in a wheelchair due to lack of strength for walking. Benjamin Buttons mother Tizzy took him to her church in order for him to get blessed. Benjamin Button was taken on stage and the pastor preformed a miracle on Benjamin Button making him capabl...

Historical SAT Percentiles New SAT 2016, 2017, and 2018

Historical SAT Percentiles New SAT 2016, 2017, and 2018 SAT / ACT Prep Online Guides and Tips If you took the new SAT in 2016, 2017, or 2018, you might be wondering what percentile your score is in. Is a 700 on Math in 2016 the same as a 700 in Math in 2018? How much do percentile scores change from year to year? In this article, I'll explain what new SAT percentile scores are and how they've changed over time. I'll also provide percentiles for SAT combined and section scores for 2016, 2017, and 2018. What Are SAT Percentile Scores? Your SAT percentile score tells you how well you did compared to other students who took the SAT. If you scored in the 97th percentile, then you scored higher than 97% of the people who took the test. If you scored in the 50th percentile, you did better than 50% of the people who took the test. Every year, the College Board determines that year's SAT percentile scores based on how college-bound high school seniors that year scored on the SAT. The higher the percentile your SAT score is in, the better you scored compared to other high school seniors. Special Note: Nationally Representative Sample Percentiles vs. SAT User Percentiles On your score report, you'll see information about two different kinds of percentiles: Nationally Representative Sample Percentiles and SAT User Percentiles. For this article, when we talk about percentiles we'll be exclusively referring to SAT User Percentiles, which are based on only actual SAT scores of students in the classes of 2016-2018 who took the new SAT. Read this article to find out more about the differences between the two percentile types on your SAT score report. Do Percentile Scores Change? In the past, SAT scores stayed pretty much at the same percentile, year over year. For instance, on the old SAT, a score of 1880 was in the 87th percentile for 20, 2012, 2013, 2014, and 2015. That SAT percentile scores haven't changed much over time is intentional- the whole idea behind the SAT scoring system is that colleges can know that a student who got a 1880 SAT score in 2010 performed about the same as a student who got a 1880 SAT score in 2006 or 2015. If an 1880 was in the 80th percentile in 2010 and the 95th percentile in 2015, the scores would be meaningless for comparison purposes on their own. Because the SAT in its current format has only been administered for a few years, however, new SAT scores aren't quite as tied to specific percentiles. As an example, a 1280 new SAT score was in the 83rd percentile in 2016, 86th percentile in 2017, and 84th percentile in 2018. The biggest differences changes in percentiles on the new SAT happened for students who scored between 860 and 1200, with the same score differing by as many as six percentile points between 2016 and 2018 (for instance, a 950 was in the 25th percentile in 2016 and 31st percentile in 2018). As the new SAT is administered to more students over more years, these differences will no doubt shrink, making it easier to compare the same scores. For now, though, if you're scoring in the 860-1200 range, you can expect the percentile of your score to shift by up to six percentile points compared to past years. How Should You Use This Info and Why Does It Matter? Because the same SAT scores have had such varying percentiles in the last couple of years, your percentile score is the easiest way to figure out how well you did on the SAT. If you scored higher than 50 percent of test-takers, then you're above average; if you scored higher than 75 percent of test-takers, then you did very well indeed. When you apply to college, however, you're not being compared to all students who took the SAT, but to all students who took the SAT and are applying to that school. To help students figure out how they stack up against past successful applicants, colleges usually publicly post 25th and 75th percentile scores of admitted students. If you want to be a competitive candidate for a school, your target SAT score should be around or above a school's 75th percentile score. On a section level, percentiles can help you put your scores in context. It might seem like you're doing about equally well on Evidence-Based Reading and Writing and Math if you get a 690 on ERW and a 640 on Math. However, a 690 ERW score is in the 93rd percentile, while a 640 Math score is in the 83rd percentile. Raising each section score by 100 points would raise your Math percentile ranking by 13 points and your ERW percentile ranking by only 6+ points. If you're thinking about retaking the SAT and trying to figure out where you should focus your studying efforts, your percentile scores can help identify how you can improve the most. Finally, percentile scores also tell us that a small increase in your composite score can have a large impact on your percentile score, particularly if you're scoring around or even a little below the middle of the pack. For instance, in 2018 an SAT score of 1050 was at the 49th percentile, but a score of 1210 was at the 76th. Increasing your score by just 160 points can take your score from below average to the top quarter of all SAT scores. Composite Score Percentiles, 2018, 2017, and 2016 SAT Composite Score 2018 Percentile 2017 Percentile 2016 Percentile 1600 99+ 99+ 99+ 1590 99+ 99+ 99+ 1580 99+ 99+ 99+ 1570 99+ 99+ 99+ 1560 99+ 99+ 99+ 1550 99+ 99+ 99+ 1540 99 99+ 99 1530 99 99+ 99 1520 99 99 99 1510 99 99 99 1500 99 99 98 1490 98 99 98 1480 98 99 98 1470 98 98 98 1460 97 98 97 1450 97 98 97 1440 96 97 96 1430 96 97 96 1420 95 96 95 1410 95 96 95 1400 94 95 94 1390 94 95 94 1380 93 94 93 1370 92 94 92 1360 92 93 91 1350 91 92 91 1340 90 91 90 1330 89 90 89 1320 88 90 88 1310 88 89 87 1300 87 88 86 1290 86 87 85 1280 84 86 83 1270 83 85 82 1260 82 83 81 1250 81 82 80 1240 80 81 78 1230 79 80 77 1220 77 78 76 1210 76 77 74 1200 74 76 72 90 73 74 71 80 72 73 69 70 70 71 67 60 68 69 65 50 67 68 64 40 65 66 62 30 63 64 60 20 62 63 58 10 60 61 57 00 58 59 55 1090 56 57 52 1080 54 55 50 1070 52 53 48 1060 51 51 46 1050 49 49 44 1040 47 47 42 1030 45 45 40 1020 43 43 38 1010 41 41 36 1000 39 40 34 990 37 38 32 980 36 36 30 970 34 34 29 960 32 32 27 950 31 31 25 940 29 29 24 930 27 27 22 920 26 26 20 910 24 24 19 900 23 22 18 890 21 21 16 880 20 19 15 870 18 18 14 860 17 17 13 850 15 15 12 840 14 14 830 13 13 10 820 12 12 9 810 8 800 10 9 7 790 9 8 7 780 8 8 6 770 7 7 5 760 6 6 4 750 5 5 4 740 4 4 3 730 4 4 3 720 3 3 2 710 3 3 2 700 2 2 2 690 2 2 2 680 1 1 1 670 1 1 1 660 1 1 1 650 1 1 1 640 1 1 1- 630 1- 1- 1- 620 1- 1- 1- 610 1- 1- 1- 600 1- 1- 1- 590 1- 1- 1- 580 1- 1- 1- 570 1- 1- 1- 560 1- 1- 1- 550 1- 1- 1- 540 1- 1- 1- 530 1- 1- 1- 520 1- 1- 1- 510 1- 1- 1- 500 1- 1- 1- 490 1- 1- 1- 480 1- 1- 1- 470 1- 1- 1- 460 1- 1- 1- 450 1- 1- 1- 440 1- 1- 1- 430 1- 1- 1- 420 1- 1- 1- 410 1- 1- 1- 400 1- 1- 1- Sources: SAT Understanding Scores 2016, SAT Understanding Scores 2017, SAT Understanding Scores 2018 Section Score Percentiles Evidence-Based Reading and Writing Score 2018 Percentile 2017 Percentile 2016 Percentile 800 99+ 99+ 99+ 790 99+ 99+ 99+ 780 99+ 99+ 99+ 770 99+ 99+ 99 760 99 99 99 750 99 99 99 740 98 98 98 730 97 98 97 720 97 97 96 710 96 96 95 700 94 95 94 690 93 94 92 680 92 92 91 670 90 91 89 660 88 89 86 650 86 87 84 640 84 85 81 630 81 82 78 620 78 79 75 610 75 77 72 600 72 73 69 590 69 70 66 580 66 67 63 570 63 64 60 560 59 60 56 550 56 57 52 540 52 53 49 530 49 49 45 520 45 46 42 510 42 42 38 500 38 39 35 490 35 35 31 480 31 32 28 470 28 28 25 460 25 25 22 450 22 22 20 440 19 19 17 430 16 16 15 420 14 14 13 410 12 400 9 10 9 390 8 8 7 380 6 6 6 370 4 5 5 360 3 4 3 350 2 3 3 340 2 2 2 330 1 1 1 320 1 1 1 310 1 1 1 300 1- 1 1- 290 1- 1- 1- 280 1- 1- 1- 270 1- 1- 1- 260 1- 1- 1- 250 1- 1- 1- 240 1- 1- 1- 230 1- 1- 1- 220 1- 1- 1- 210 1- 1- 1- 200 1- 1- 1- Sources: SAT Understanding Scores 2016, SAT Understanding Scores 2017, SAT Understanding Scores 2018 Math Score 2018 Percentile 2017 Percentile 2016 Percentile 800 99+ 99+ 99+ 790 99 99 99 780 98 99 98 770 98 99 98 760 97 98 98 750 96 97 97 740 96 97 96 730 95 96 95 720 94 95 95 710 93 94 94 700 92 94 92 690 91 92 91 680 89 91 89 670 88 89 88 660 86 88 87 650 85 86 86 640 83 84 83 630 81 82 81 620 79 81 79 610 77 78 76 600 75 76 73 590 72 73 70 580 69 70 67 570 66 67 64 560 64 65 60 550 61 61 57 540 57 58 53 530 53 54 49 520 49 49 45 510 44 45 40 500 40 40 34 490 37 37 30 480 34 34 27 470 31 32 24 460 28 29 21 450 25 25 18 440 22 22 16 430 20 20 14 420 17 17 12 410 15 14 10 400 13 12 8 390 10 7 380 9 8 5 370 7 7 4 360 6 5 3 350 4 4 3 340 3 3 2 330 2 2 1 320 1 1 1 310 1 1 1 300 1 1 1 290 1 1- 1- 280 1- 1- 1- 270 1- 1- 1- 260 1- 1- 1- 250 1- 1- 1- 240 1- 1- 1- 230 1- 1- 1- 220 1- 1- 1- 210 1- 1- 1- 200 1- 1- 1- Sources: SAT Understanding Scores 2016, SAT Understanding Scores 2017, SAT Understanding Scores 2018 What's Next? How do you compare to other students in your state? Find out with our regularly updated list of average SAT scores by state. Where does your SAT essay score fit into all this? Learn more about SAT essay scoring and what the average SAT essay score is here. Would you be able to score in a higher percentile on the ACT? We help you figure out if the ACT or SAT is a better test for you with this foolproof method. Disappointed with your scores? Want to improve your SAT score by 160 points?We've written a guide about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Was the foreign policy of the Bush administration driven by fears of Essay

Was the foreign policy of the Bush administration driven by fears of global terrorism - Essay Example However, many people believe that most of the changes made in the foreign policies by President Bush were motivated by imperialism rather than patriotism or fears of global terrorism. Two of the major components of Bush’s foreign policies were the doctrine: preemptive strikes against potential enemies and promoting democratic regime change. In other words, Bush declared that America has the right to attack any other nation which promotes terrorism. Moreover, he also declared that it is the duty of the Americans to promote democracy in the world. The current war on terror conducting by America in Iraq and Afghanistan were the result of the foreign policy changes made by President Bush. Most of the Americans are against war on terror since they believe that these wars are destroying not only the economy of the country but also life of American soldiers. 9/11 was of course an unexpected and shocking incident for the Americans; however, majority of the Americans think that terrori sm cannot be tackled with the help of war alone. Science and technology advances more and more and the terrorists finding new ways to attack their targets. Removing terrorisms from the grass root level is definitely the right option for the safety of the public, but it is not easy because of the widespread network of terrorists. President Bush was definitely aware of the fact that the terrorist network cannot be destroyed completely with the help of war on terror alone. Moreover, the immediate reason cited for Iraq war was the theory of weapons of mass destruction. However, even after the execution of the Saddam, no chemical, biological or nuclear weapons seized from Iraqi soil. Many people believe that the declared reason for Iraq war was not the actual reason for attacking Iraq. Some people argue that Bush Sr. was humiliated by Saddam earlier and Bush Jr. was taking revenge for that. Some others believe that Bush had sight on the immense fresh water and oil resources in Iraq which was the major reasons for attacking Iraq. America is currently suffering from huge energy crisis and shortage of drinking water resources. In any case, it is already proved that the declared reasons for the Iraq war were not justified. The case of Afghan war is also not an exception. Under such circumstances, it is logic al to think that President Bush had other intentions rather than the declared ones. Actually President Bush was trying to spread imperialism and he made use of the 9/11 incident to spread American imperialism. While declaring war on terror, President Bush kept meaningful silence on issues like; How a country can attack another country without convincing reasons? How the idealism of spreading democracy with the help of war can be justified? Is it necessary for America to take more pragmatic approach in fighting against terrorism?. Since Bush failed to answer these questions, it is logical to believe that Bush was motivated by imperialism rather than the fear of glob al terrorism. This paper argues that the real intentions of America’s foreign policy changes during the Bush regime was not for destroying terrorists, but for spreading American imperialism. Imperialism, global terrorism and Bush’s foreign policies ‘Imperialism’ can be defined as the attempt to dominate over other states with the

Japan Prime Minister Essay Example | Topics and Well Written Essays - 750 words

Japan Prime Minister - Essay Example Noda inherited the duty of rebuilding the Japanese economy from the adverse impacts of the 2011 Tohoku earthquake and Tsunami. It is obvious that Noda is operating under worse economic as well as political environment because the Tohoku earthquake and tsunami and Fukushima nuclear plant disaster affected the country very badly. The catastrophe caused the loss of thousands of lives and billions of dollars. Hence, these issues raised a series of potential challenges to Yoshihiko Noda. According to the policy speech delivered by Noda to the 180th Session of the Diet on 24th January 2012, â€Å"recovery and reconstruction from the Great East Japan Earthquake, fight against the nuclear power station accident, and the revitalization of the Japanese economy† are the three major priority policies of the country. Noda specifically tries to rehabilitate the people who were spread across the country as a result of the earthquake and tsunami. He also plans to amplify reconstruction activities by setting up a Reconstruction Agency and providing huge reconstruction grants. In addition, Noda made provisions for ass isting third party stakeholders who are initiating reconstruction activities. The Prime Minister states that the country will greatly promote employment facilities in the disaster affected region. In the speech, Noda declared that the government will gradually remove nuclear power from the country by not constructing new plants and not repairing outdated ones (Sahashi, 2011). However, the Prime Minister added that some of the idle plants (due to Fukushima disaster) will restart their operations in order to meet the country’s immediate energy needs. In addition, Noda has also framed special strategies for strengthening the country’s disaster management. Improvement of public services including schools and hospitals is another major policy in the agenda of Yoshihiko Noda. He has taken extensive efforts to protect people