...TM Thinking Lean © Tim Pettry, 2008 Click to go to next slide TM Let’s get started © Tim Pettry, 2008 TM Click Economic crisis! Due to the recent economic crisis, it has become apparent that our current system of numbers is no longer working. To address this crisis, a new set of symbols has been created to replace the current numbers 1 – 10. It is imperative that we learn these new symbols as quickly as possible. Our world as we know it, depends on each of us to do our best! © Tim Pettry, 2008 TM Now wait for 45 seconds. 30 15 Let’s do it! 1. 6. - Click once when ready. seconds left 20 35 42 41 43 44 45 2 1 3 4 5 2. 3. 4. 5. - 7. That was 8. easy! 9. 10. © Tim Pettry, 2008 Take 45 seconds to memorize these new symbols for the numbers 1 – 10. X TM Write down as many of the new symbols as you can remember? Click when ready To check answers © Tim Pettry, 2008 TM Check your answers 1. 6. - 2. 3. 4. 5. © Tim Pettry, 2008 7. 8. 9. 10. - X Click to discuss when ready TM Click Discussion How many people got all 10 symbols correct? 9? 8? 7? 6? 5 and below? Were you distracted by the countdown on the left? Are there ever distractions when we are trying to learn? © Tim Pettry, 2008 TM Click Discussion continued Which symbols do most people get right? 1 – due to repetition 10 – Its different and it represents the...
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...Activity 1 The training session is designed for adults, therefore is autonomous and self-directed, discussions are encouraged with and between the participants, as their own experience is an important resource. This helps with the learning cycle, as they are asked to think about a concrete situation, reflect on it, afterwards we move on to the theory and we finish by planning what they would do differently next time. In order to appeal to different learning styles, different methods are used in this training. We have a case study, group discussions, an established theory and a video. Several factors that may affect learning are considered to help the learners to achieve the objectives. Firstly, individual factors, i.e. prior knowledge, the presentation starts with a short discussion of the concept of ‘Time Management’ (TM) to find out what information needed to pre-teach before jumping into the actual lesson. Another individual factor is motivation; people who are motivated to learn something generally succeed, even if they have to work hard to do so. The benefits are highlighted at the beginning of the presentation in order to make it relevant to the participants and increase their motivation. Secondly, environmental factors, i.e. physical conditions, the room layout should be appropriate, with good lighting, comfortable temperature and ventilation; and trainer’s approach, where the session should have a participatory climate to facilitate learning. The training session...
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...Human Subjects Research (HSR) Series CITI Program’s HSR series consists of modules from two basic tracks, Biomedical (Biomed) and Social-Behavioral-Educational (SBE), and a set of Additional Modules of Interest. Organizations may group these modules to form a basic Biomed or SBE course, or a course that combines the two tracks. The Additional Modules of Interest should be used in any course variation, if relevant. The basic Biomed modules have three corresponding sets of refresher modules and the basic SBE modules have two corresponding sets of refresher modules. These refresher modules are intended to provide learners with a review of what was covered in the basic level modules. It is generally recommended that organizations select refresher module requirements that reflect their selections for the basic course(s). Refresher courses should be taken in a cycle at an interval specified by your organization (for example, Refresher Stage 1: 3 years after completion of basic course; Refresher Stage 2: 6 years after completion of basic course). Three additional standalone courses are available: Institutional/Signatory Official: Human Subject Research, and IRB Chair. The Institutional/Signatory Official: Human Subject Research course provides a general introduction to the roles and responsibilities of the institutional official at an organization holding a Federalwide Assurance (FWA). The IRB Administration course offers members of an Institutional Review Board’s (IRB)...
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...have PTSD in a given year. Gulf War (Desert Storm): About 12 out of every 100 Gulf War Veterans (or 12%) have PTSD in a given year. • Vietnam War: About 15 out of every 100 Vietnam Veterans (or 15%) were currently diagnosed with PTSD at the time of the most recent study in the late 1980s, the National Vietnam Veterans Readjustment Study (NVVRS). It is estimated that about 30 out of every 100 (or 30%) of Vietnam Veterans have had PTSD in their lifetime. (How Common is PTSD? (n.d.) Many have tried to come up with an effective treatment to help our service members suffering through PTSD. Although there are many types of treatment therapy and medication, this article will focus on using forms of meditation like Transcendental Meditation (TM) or yoga to help veterans suffering through PTSD. Veterans with PTSD There are many forms of treatment, the most common being a combination of therapy and medication. However as in all treatments in psychology, not all people respond well and others don’t find it effective. This causes many veterans to stop seeking treatment altogether. Some don’t even choose to report that they suffer from PTSD. PTSD which affects about one in five veterans, is typically triggered by the experience of a terrifying or life-threatening event. Symptoms may include flashbacks, nightmares, severe anxiety and uncontrollable thoughts and emotions (Parker, 2014.) These symptoms my often cause nightmares, flashbacks and severe...
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...in scientific principles of human resources and management? In this paper we address this question by reviewing problems with the definition of talent management and the lack of data supporting many practitioner claims. We then outline research that supports a systemsoriented definition of talent management that focuses on the strategic management of talent. We then outline future avenues of research to further develop the field of talent management and tie it more closely to the large volume of work in strategic human resources management. © 2006 Elsevier Inc. All rights reserved. Keywords: Talent management; Strategic Human resources; Organization A casual review of the trade and popular literature on the topic of “talent management” (TM) would certainly lead one to conclude it is a popular and growing field. A search on the phrase “talent management hr” in late 2004 using a popular internet search engine yielded over 2,700,000 hits. One year later a search on the same term yielded over 8 million hits. Given the number of consulting firms engaging in talent management and the growing number of articles and books on the topic, one might also believe “talent management” to be a well-defined area of practice supported by extensive research and a core set of principles. We find that such is not the case. A review of the literature focused on talent management reveals a disturbing lack of clarity regarding the definition,...
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...act of typing and sending a brief message by using the mobile phones. 1 At this modernize generation, majority of the cell phone users are teenagers and it is quiet disturbing. The main purpose of the research is to find out the impact of text messaging to the literacy level of the students and boost their (readers) knowledge on how to regulate and minimize texting that often leads to unproductive study habits. The study was conducted at URS Morong Campus with ten (10) respondents from selected freshmen students from the different sections in the College of Education. Through the advancement of technology today which starts during the late 1990’s, many people specially teenagers engage in Instant Messaging (IM) and Text Messaging (TM). Instant Messaging is a form of computer “chat” that allows one to have a real time, typed “conversation” with one or more buddies while connected to the internet. 2 Text Messaging or texting, is the act of composing and sending brief,...
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...Session 7 Emerging Markets: India July 11, 2016 IIM-K PGP 19 IB 2016-17 S7: Emerging Markets: India 1 Emerging Economies Location: Asia, Americas, Africa, Europe Features: Rising income/skills; large markets; cheaper factor resources Prospect: Fast developing (e.g., BRICS) July 11, 2016 IIM-K PGP 19 IB 2016-17 S7: Emerging Markets: India 2 Prospective Economies Asia: Indonesia, India, China Europe: Poland, Russia North America: Mexico South America: Brazil Africa July 11, 2016 Kenya, Nigeria, South Africa IIM-K PGP 19 IB 2016-17 S7: Emerging Markets: India 3 India as Global Business Destination: Perceptions* Democracy is vibrant, govt. is highly bureaucratic; corruption is rampant in state & local governments A dynamic press & vigilant NGOs act as checks on politicians & companies Restrictions on green-field investments & acquisitions in some sectors make joint ventures necessity Red tape hinders companies in sectors where the govt. allows foreign investment Some local design capability is available in product markets; IPR problems exist with US in some sectors; regulatory bodies monitor product quality & fraud Suppliers are available; but their quality & dependability varies greatly * Strategies That Fit Emerging Markets, HBR, June 2005, pp.9-10 July 11, 2016 IIM-K PGP 19 IB 2016-17 S7: Emerging Markets: India 4 India as Global Business Destination: Perceptions* Roads...
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... HR Manager, Colette Atkinson (CA), Line Manager Ms Masabata Dibeco (MD), Union Representative, Mr Thulani Mthiyane (TM) Opening Scene: Colette Atkinson Welcome to Syndicate 6’s EDP assignment. We have successfully collaborated with our combined intelligence and decided that the topic we would demonstrate today, is “Dealing with resistance to change”. The scenario that we are sketching is that of two arch-rival businesses who have competed head to head for 37 years in a highly competitive service industry, are now merging. The acquisition was held up at the Competition Board for several weeks but the decision has just been finalized and the reality of combining two alienated work-forces now becomes a reality and with that, resistance to the enormity of the change. We hope you enjoy the video. Scene 1: SM welcomes SD, MB and TM into the boardroom and sets the scene: Team, I have called you to this session today as we have just received word that the Competition Board has finally approved the merger and as a result, we felt it critical to discuss this matter internally, before you and your staff read about in the press. I wanted to have an open and transparent discussion with you to ensure our alignment. I also understand that the decision was taken at a group level, at that many of our people on the ground may struggle with the business...
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...Trade CPC for Grain, RBG, Dinners, Sides and Salty. Achieved- I worked with my TM and Brands functional partners to allocate volume and trade by PNL. Additionally, I ensured all pieces of the trade and volume were correctly reflected in the add up. I reviewed the Add ups of each of volume, trade and CPC with my Team and made any required changes to ensure an accurate and realistic add up. * Co-Lead and develop F’14 Customer Plans for Snacks and Meals with a clear layout and streamline F’14 Planning Process. & Own Customer Target Adjustments for the Categories mentioned above. Achieved-This is mutually dependent with the above point. Throughout our planning process, I did my best to ensure a clear concise layout for sales to leverage in building their plan. I worked with my Trade Marketing partners to ensure the planning file particularly on grain and child was easy to use. I incorporated the volume adjustments as well as the trade reclass into the plan and did a final review with my team to ensure customers were landing were we needed them to. * Ensure Customer plans are integrated into the overall corporate planning process to gain alignment Achieved-During planning, I did my best to ensure that customer plans for NPS and Meals were timely developed. I worked closely with my TM managers, Jessica and Breanne to put together the Binders. I participated in early meetings where...
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...You need to be able to actively listen, respect the child/ young personâ€TMs views and respond appropriately. Nearly all breakdowns in communication are due to people not listening to each other. You need to give a clear and concise message of what you are trying to say to avoid the individual looking confused or showing a lack of interest in the subject. It is also important to listen and understand the reply and give the appropriate feedback and ask them a question to make sure they have understood you. Responding positively to the childrenâ€TMs views and feelings is important. The most important skill is pitching at the correct level, e.g. no jargon or acronyms, so they can understand your message. Language needs to be appropriate for the ages, needs and abilities of the individual you are talking to. You may need to adapt your communication methods to suit their individual language needs, if they have Special Educational Needs (SEN) or English is their second language. Communication is only successful if the sender and the recipient understand the same information as a result on the communication. Question: Question 5 Answer: Age of the child or young person A way in which you can adapt your communication with children and young people is to explain things to them in terms that...
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...Abstract We investigated normalized difference vegetation index data from the NOAA series of Advanced Very High Resolution Radiometers and found several regions in United States that experienced anomalies over the course of the past 25 years. Our tasks consist of investigating and understanding the drivers of the anomalies in the Midwest forests of Minnesota and Wisconsin. 1. Introduction Forests are known to absorb and sequester carbon dioxide of the atmosphere through the photosynthesis process. Globally forests contain 90% of the total vegetative carbon and 80% of the soil carbon and they assimilate 67% of the total terrestrial carbon dioxide (CO2) sequestered from the atmosphere (Landsberg and Gower, 1997). Hence this process is very essential in mitigating the global climate change. However this carbon is release into the air once the trees die from disease or cut down. The Advanced Very High Resolution Radiometer (AVHRR) Normalized Difference Vegetation Index (NDVI) is indicating a continuous disturbance in the forested area of Wisconsin and Minnesota (Neigh et al., 2008). Although a number of recent studies have found marked variations in NDVI throughout the Northern Hemisphere, they have not attributed these changes to regional factors that may include natural disturbances and/or human alterations to ecosystem functioning ([Gong and Shi, 2003], [Slayback et al., 2003], [Tucker et al., 2001] and [Zhou et al., 2001]). It is important to identify and quantify...
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...taking ownership of a certain activity or experience may not want to give it up very easily. Giving a five minute warning prepares them for the change ahead. Then with offering a choice afterwards promotes responsibility and control in what happens next. There are certain skills that fit each group of children when communicating. Such as listening and supporting. But reading the situation whilst communicating can ensure that it has been taking in effectively. Question: Question 5 Answer: Communicating with children and young people needs to be adapted accordingly. If you are communicating with a young school starter, language understanding may be very basic. So language itself needs to be clear and age appropriate to be fully understood. Discussion should not be full of long words or slang as communication would break down as a lack of taking in this information. It is important to be clear and make sure that instruction of knowledge has been received correctly. This can be done by using open questions (who/what/what/where/when) Then they can confirm back to you what is required of them to complete the task. At this age irony is not understood an is best avoided to minimise any confusion. Young people may understand this...
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...Broad-band continuous-wave parametric wavelength conversion in silicon nanowaveguides Mark A. Foster1 , Amy C. Turner2 , Reza Salem1 , Michal Lipson2 , and Alexander L. Gaeta1 1 School 2 School of Applied and Engineering Physics, Cornell University, Ithaca, NY 14853 of Electrical and Computer Engineering, Cornell University, Ithaca, NY 14853 alg3@cornell.edu Abstract: We demonstrate highly broad-band frequency conversion via four-wave mixing in silicon nanowaveguides. Through appropriate engineering of the waveguide dimensions, conversion bandwidths greater than 150 nm are achieved and peak conversion efficiencies of -9.6 dB are demonstrated. Furthermore, utilizing fourth-order dispersion, wavelength conversion across four telecommunication bands from 1477 nm (S-band) to 1672 nm (U-band) is demonstrated with an efficiency of -12 dB. © 2007 Optical Society of America OCIS codes: (190.4380) Four-wave mixing; (130.5990) Semiconductors; (130.4310) Nonlinear; (130.3060) Infrared References and links 1. H. K. Tsang, C. S. Wong, T. K. Liang, I. E. Day, S. W. Roberts, A. Harpin, J. Drake, M. Asghari, “Optical dispersion, two-photon absorption and self-phase modulation in silicon waveguides at 1.5 µ m wavelength,” Appl. Phys. Lett. 80, 416 (2002). 2. M. Dinu, F. Quochi, H. Garcia, “Third-order nonlinearities in silicon at telecom waveguides,” Appl. Phys. Lett. 82, 2954 (2003). 3. T. Liang, L. Nunes, T. Sakamoto, K. Sasagawa, T. Kawanishi, M. Tsuchiya, G. Priem...
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...ADMS 4495 Midterm Notes Chapter 1: A work team is an interdependent collection of individuals who share responsibility for specific outcomes for their organizations. A team is a group of people with respect to information, resources and skills who seek to combine efforts to achieve a common goal. It has 5 characteristics: 1. Shared Goal 2. Interdependence- members cannot achieve goals by themselves. To meet goals you must rely on other members. 3. Bounded- identifiable membership (know who’s on the team). 4. Stability- teams work together for a meaningful length of time. (Tenure). 5. Authority to manage own work and internal processes. Teams operate in larger social system context. (Larger organization) A working group by contrast, consists of people who learn from one another and share ideas but are not interdependent in an important fashion and are not working towards a shared goal. Help others but maintain the goal of achieving independent goals. 4 Challenges proving importance of teams: 1. Customer Service- Transactional models of teamwork are characterized by discrete exchanges, are short term in nature and contain little interactions between customer and the vendor. In contrast relational models of teamwork occur over time , are more intense, and are built upon a relationship between the people involved. 2. Competition- Industry leaders often enjoy vast economies of scale and earn tremendous profits. Teams withing organizations...
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...Republic of the Philippines BATAAN PENINSULA STATE UNIVERSITY City of Balanga, Bataan College of Arts and Sciences Course Syllabus Course Code: Subject Title: For: Schedule: Course Credit: Pre-requisite: Course Description: SSCI 125 Work Ethics and Attitude Development BSTM 4th Year TM 4A TTh 9:30-11:00 Rm. 301 TM 4B TTh 11:00-12:30 Rm. 301 3 units None This course is an applied ethics in relation to the practice of human labor and management. This is designed to introduce the key elements of ethics, ethical practice, and professionalism to students as they prepare to enter the professional world as first class workers or managers. It is planned to ensure that upon successful completion, each student will have the capacity to engage in ethical work practice, as well as evaluate various kinds of work practice from an ethical standpoint. The general aim of this course is to develop the moral and ethical professionalism among students as preparation for their future roles as employees or managers. At the end of the course, students should be able to: 1. Identify their strengths and weaknesses as man; 2. Utilize their assets and values more effectively; 3. Gain the knowledge regarding one’s values and use it positively in relating to others; 4. Acquire and develop the necessary attitudes expected from a professional and competent person. General Objective: Specific Objectives: Course Outline: * University’s Vision and Mission I. Background on the Study of Work Ethics...
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