...Research of Objective-C October 9, 2012 Introduction There is little doubt in today’s dynamic and fast moving technology market that Objective-C is a powerful, high-level, flexible programming language that has been around since the early 1980s and has the staying power to last a long time. Objective-C is an extension of the programming language C developed by Brad Cox and Tom Love to support the object oriented features of Smalltalk another programming language. Objective-C is the main language from which Apple’s MAC OS X for Desktops and laptops and iOS for iPhones and iPads are derived. There have been variants to this language as well, Objective-C++ and Objective-C 2.0 which proves the sustainability of this language. Due its portability, Objective-C has shown its flexibility and the ability to adapt to the ever changing and fast moving arena of mobile devices especially from Apple. What is Objective-C? Objective-C is a reflective programming language which aims to provide object orientated concepts and Smalltalk messaging to C. GNU Compiler Collection (GCC) provides a compiler for Objective-C, however due to the rich library support on OpenStep based operating systems (Mac OS X, IPhone, GNUstep) it is typically only used on these platforms. Objective-C is implemented as an augmentation to the C language. It is a superset of C which means that any Objective-C compiler can also compile C. To illustrate what Objective-C looks like as a language I will show you...
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...Techniques in Performance Appraisal Encourage Discussion Research studies show that employees are likely to feel more satisfied with their appraisal result if they have the chance to talk freely and discuss their performance. It is also more likely that such employees will be better able to meet future performance goals. Employees are also more likely to feel that the appraisal process is fair if they are given a chance to talk about their performance. This is especially so when they are permitted to challenge and appeal against their evaluation. Constructive Intention It is very important that employees recognize that negative appraisal feedback is provided with a constructive intention, i.e., to help them overcome present difficulties and to improve their future performance. Employees will be less anxious about criticism, and more likely to find it useful, when the belief is that the appraiser's intentions are helpful and constructive. In contrast, other studies have reported that "destructive criticism" - which is vague, ill- informed, unfair or harshly presented - will lead to problems such as anger, resentment, tension and workplace conflict, as well as increased resistance to improvement, denial of problems, and poorer performance. Set Performance Goals It has been shown in numerous studies that goal-setting is an important element in employee motivation. Goals can stimulate employee effort, focus attention, increase persistence, and encourage...
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...| Peter F. Drucker is the management scholar. He is thought to be the establishing father of current management. Peter Drucker, whose life crossed the previous century (1909 – 2005), was an exceedingly instructed native of the world: an innovative soul who composed thirty-nine books including numerous fantastic chips away at business management. He was a man of numerous parts: a sharp eyewitness, a long lasting understudy, an educator, mentor of eminent corporate pioneers, and the organizer of an official school in Claremont, California, that bears his name. Peter Ferdinand Drucker was an author, management advisor and college teacher. His written work concentrated on management related writing. Peter Drucker made well known the term information specialist and is thought to have unknowingly introduced the learning economy, which viably challenges Karl Marx's reality perspective of the political economy. George Orwell credits Peter Drucker as one of the main journalists to foresee the German-Soviet Pact of 1939. Much has been said and composed of his accomplishments, but then there is a lesser-known side to Peter Drucker; that other side is the subject of this paper. He was hesitant about his own reasoning of life. He additionally emphatically protested being known as a ‘management master’ – a sobriquet frequently attached to him. As opposed to being a supplier of answers, Drucker constantly remained an examiner: his showing strategy was Socratic. What mattered most was the...
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...Peter Drucker is generally regarded as the godfather of modern management. Drucker’s major contribution to management is not a single idea, but rather an entire body of work that has one massive advantage: virtually all of it is fundamentally right. The third question in “The Five Most Important Questions by Peter Drucker” is ‘What Does Your Customer Value?’ You cannot arrive at the right definition of results without significant input from your customers. (Drucker, 1998) What satisfies their needs, wants and aspirations is so complicated that it can only be answered by customers themselves. (Economy, 2013) There are no unfair customers, at least in terms of their own reality and situation. Customer needs are material and psychological well-being. Wants are when, where and how service is supplied. Aspirations are preferred long-term outcomes. What does the customer value, is the least often asked question yet it is most important to know. Providing value to the customers includes making products or delivering services that offer solutions to their problems. The better the solution is the more value that can be produced. (Kloeber, 2011) People are so convinced that they are doing the right things. Instead of asking ‘Does it deliver value to our customers?’ they ask, ‘Does it fit our rules?’ And that not only reduces performance but also destroys vision and dedication. Methods of understanding what customers value involve collecting or analyzing customer information, gathering...
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...1. Self-Managed/ Directed Team Self-directed work teams, also known as self-managing teams, represent a revolutionary approach to the way work is organized and performed. It is a group of people working together in their own ways toward a common goal which is defined outside the team for example - James River Corporation’s Kendallville Plant ALPHA team. They manufacture cardboard boxes as defined by executive leadership. Team does their own work scheduling, training, rewards and recognition, etc. Minnesota-based 3M is among an increasing number of companies that involve employees in the daily management of their business through work teams. These teams are empowered to take corrective actions to resolve day-to-day problems. They also have direct access to information that allows them to plan, control and improve their operations. In short, employees that comprise work teams manage themselves. At 3M, the movement toward self-managed or directed work teams has been driven more by initiative and need than by corporate directive. Now most of 3M's manufacturing facilities, while at different levels of empowerment and different degrees of involvement, employ a team-based approach. In 1994, 3M's new Brockville, Ontario, facility came on-line as the organization's first "greenfield" site. It was designed and built to operate with self-directed work teams. Many work groups in line divisions and staff groups are moving more and more into self-direction. 3M's commercial office...
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...Job Analysis Deborah Fischer-Hansen PSY/435 April 16, 2013 Deborah Hesselbein Job Analysis Job analysis refers to an approach for explaining a specific job and the tacks necessary to fulfill the requirements of the job. One of the main goals is to define the requirements and characteristics of a particular job. The job analysis needs to consider who, what, where, when, and how the job might relate to an individual. Many methods provide different types of information about the jobs and human attributes needed for jobs (Spector, 2012). There are two different categories of job analysis; they are job oriented and person oriented (Spector, 2012). Job oriented emphasizes the responsibilities needed for a job, whereas, person oriented concentrates on the individual particular characteristics needed for the job. The author will further discuss a job with Trinity Teen Solutions, specifically life coach for struggling teen girls and young women. Life Coach Job Analysis Life Coaching is a profession that compliments consulting, mentoring, therapy, and counseling. According to "What Is Life Coaching?" (2012), the coaching process addresses specific personal projects, business successes, general conditions and transitions in the client's personal life, relationships or profession by examining what is going on right now, discovering what your obstacles or challenges might be, and choosing a course of action to make your life be what you want it to be. The...
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...14882: 1998. The standard was amended by the 2003 This language is an essential part of the .NET framework, so developers who use Microsoft heavily will find it critical, according to Duqaine. 2. Java An object-oriented programming language developed in the late 1990s by James Gosling and colleagues at Sun Microsystems. This “beautiful” programming language is central for any non-Microsoft developer, i.e. any developer who focuses on the non-.NET experience. It is mostly derived from C and C++ but has a more basic object model. It ranked first on TIOBE’s list of most popular programming languages. 3. Objective-C This object-oriented programming language created first by Brad Cox and Tom Love at their company Stepstone in the early 1980s, adds Smalltalk-like messaging to the C programming language. This language is most used on the Apple iOS and Mac OS X. Objective-C is the principal language used for Apple's Cocoa API as well. 4. C++ is a general purpose multi-paradigm spanning compiled language that has both high-level and low-level languages’ features. It was started as an enhancement to the C programming language, Bjarne Stroustrup in 1979. It is one of the most popular programming languages, winning fourth place on the list, with application domains including systems software, application software, server and client applications, and entertainment software such as video games. The...
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...The Objective-C environment, a growing collection of tools and reusable components (Software-ICs) for large-scale production system-building is discussed. Its goal is to make it possible for its users to build software systems in the way that hardware engineers build theirs, by reusing Software-ICs supplied by a marketplace in generic components rather than by building everything from scratch. The environment is based on conventional technology (C and Unix-style operating systems), which it includes and extends. The extensions presently include a complied and an interpreted implementation of Objective-C (an object-oriented programming language based on C) and several libraries of reusable components (ICpaks). Smartphones provide applications that are increasingly similar to those of interactive desktop programs, providing rich graphics and animations. To simplify the creation of these interactive applications, mobile operating systems employ highlevel object-oriented programming languages and shared libraries to manipulate the device's peripherals and provide common userinterface frameworks. The presence of dynamic dispatch and polymorphism allows for robust and extensible application coding. Unfortunately, the presence of dynamic dispatch also introduces significant overheads during method calls, which directly impact execution time. Furthermore, since these applications rely heavily on shared libraries and helper routines, the quantity of these method calls is higher than...
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...Study Skills Article Topics: Learning, Reading, Skill Development, Instruction, Advocacy, Article types: General Information, Classroom Supports, Submitted By: Greg Gay View Submitter's Profile (greg) 1. Learning to Listen 2. Note Taking o Lectures notes o Text book notes o Suggestion for better outlines o Knowledge Maps o Suggestions for better mapping 3. Test taking o Attitude o Preparation o Types of tests o Suggestions for Better Test Taking ________________________________________ Learning to Listen Listening is perhaps the most difficult learning skill to master. To be an effective listener means to forego thinking and passing judgement until a lecture or speech has been completed. To think while a speaker addresses an audience means that all of what is being said is not being comprehended. In both lecture and conversation there is nothing more annoying than a person who speaks when you want them to listen. Your mind can process information about four times as fast as the average person can speak, and it requires considerable concentration to match the speed of processing with the delivery of spoken words. It also means being able to read between the lines, interpreting emotion, intonation, and body language along with that which is heard, anticipating what will be said next and what has been said in your own words. Psychologists studying the process of listening have found that a very small percentage of people recall even 50% of what they have...
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...unconscious thoughts, motives, conflicts, and feelings. This is something that may have developed or started in the early years of childhood dealing with repressed problems. To come to an assessment of the psychodynamic personality and projective tests, interviews are made personally. “This is a drive towards personal growth and higher levels of functioning” (Morris & Maisto, 2002). This is in regards to the humanistic views on the personality theories. Like the psychodynamic personality, objective tests and personal interviews are used to make this assessment. Cognitive-social learning theories deals with “past reinforcement and punishment, and by also seeing what happens to others,” as mentioned by Morris and Maisto, 2002. In the overlook of assessing social learning theories, the three main ways of going about this is to assess through personal interviews, observations, and objective tests. In discussing the test given by www.similarminds.com, this test to me was more of an objective test. The test consisted of a serious of questions that asked my own personal ratings of how I was and not what I thought I was. This was measured on a scale like a standardized test, which allows an interviewer to examine multiple subjects in a very short amount of time. This test can easily be inaccurate if the subject is not serious about their answers and does not answer true to face. The test can also be misunderstood and not read correctly causing the subject to answer...
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...Blue Pelican Java by Charles E. Cook Version 3.0.5h Copyright © 2004 - 2008 by Charles E. Cook; Refugio, Tx (All rights reserved) 1-1 “Blue Pelican Java,” by Charles E. Cook. ISBN 1-58939-758-4. Published 2005 by Virtualbookworm.com Publishing Inc., P.O. Box 9949, College Station, Tx 77842, US. ©2005, Charles E. Cook. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, recording or otherwise, without the prior written permission of Charles E. Cook. Manufactured in the United States of America. Preface You will find this book to be somewhat unusual. Most computer science texts will begin with a section on the history of computers and then with a flurry of definitions that are just “so many words” to the average student. My approach with Blue Pelican Java is to first give the student some experience upon which to hang the definitions that come later, and consequently, make them more meaningful. This book does have a history section in Appendix S and plenty of definitions later when the student is ready for them. If you will look at Lesson 1, you will see that we go right to work and write a program the very first day. The student will not understand several things about that first program, yet he can immediately make the computer do something useful. This work ethic is typical of the remainder of the book. Rest assured that full understanding...
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...Discussion Paper 02-2011 Measurement of Objective and Subjective Career Success Beate Cesinger Stiftungslehrstuhl für Unternehmensgründungen und Unternehmertum (Entrepreneurship) an der Universität Hohenheim 1 Introduction .....................................................................................................................3 2 Career Success and measurement therof .......................................................................3 2.1 Objective career success ........................................................................................3 2.2 Subjective career success.......................................................................................4 2.2.1 2.2.2 3 Self-referent subjective success ..........................................................................4 Other-referent subjective success .......................................................................6 Conclusion ......................................................................................................................7 2 1 Introduction While traditionally a career was confined to advancing in organizational hierarchies the focus nowadays lays on objective and subjective aspects. Moreover, within boundaryless careers individuals not only strive for climbing up the ladder but rather for a life career including satisfaction within their professional and private sphere. Despite the fact that the literature...
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...Management by objectives. MBO strategy has three basic parts: 1. All individuals within an organization are assigned a special set of objectives that they try to reach during a normal operating period. These objectives are mutually set and agreed upon by individuals and their managers. 2. Performance reviews are conducted periodically to determine how close individuals are to attaining their objectives. 3. Rewards are given to individuals on the basis of how close they come to reaching their goals. MBO has six stages: 1. Define corporate objectives at broad level. 2. Analyze management tasks and devise formal job specifications, which allocate responsibilities and decisions to individual managers. 3. Set performance standards. 4. Agree and set specific objectives. 5. Align individual targets with corporate objectives. 6. Establish a management information system to monitor achievements against objectives. The 8 key result areas where managers must pursue clear objectives are: • Marketing. • Innovation. • Human organization. • Financial resources. • Physical resources. • Productivity. • Social responsibility. • Profit requirement. MBO Key Advantages and Disadvantages: Advantages - MBO programs continually emphasize what should be done in an organization to achieve organizational goals. - MBO process secures employee commitment to attaining organizational goals. Disadvantages...
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...performance , so others can see and try to beat everyone else’s performance Assumed linkages If customer satisfaction increases it’ll increase the bank’s profit If controls increase it’ll increase the financial performance People = increases customer satisfaction- financial performance , control Standards > people Control > strategy implementation Characteristics Financial measures = objective Strategy implementation = objective Customer implementation =subjective, gets a number based on the customers the firm’s survey. Just because it’s a number it’s doesn’t mean it’s objective People = subjective = based on the area manager’s or boss thought Control: subjective based on the internal auditor’s evaluation and ratings Standards, subjective based on the managers view Rated ATMs out of control of branch managers Services not provide adequate support to the branch Person in branch not dedicated to greet customers and helping with problems that may arise Subjective = it’s biased, favouritism, Advantage = it’s a demanding branch; objective many not reflect the actual performance of all the branches as they are all different branches. Customers : 80% and above is a an above par, this branch has different customers base But uncontrolled ATM’s impacts the entire branch And also if the performance evaluation was tailored, it still be even more subjective. if each branch is measured on differently or different target. D) Rating ...
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...Pre-Employment Skills Testing and the Law Karen VanKampen April 2009 Table of Contents |Introduction…………………………………………………………………………………. | | |The Laws That Apply to Pre-Employment Skills Testing………………………………….. | | |The Benefits in Pre-Employment Skills Testing……………………………………………. | | |The Controversy / Risk in Pre-Employment Skills Testing………………………………… | | |Cases / Examples…………………………………………………………………………… | | |Recommendations………………………………………………………………………….. | | |Bibliography……………………………………………………………………………….. | | Introduction When seeking the best candidates for open job positions, employers (private and public sector) use a variety of legal means to screen and select viable candidates. Many employers use tests to identify the most suitable candidate to perform the job. The types of tests used by employers may include skills tests, psychological tests, strength tests, medical tests, personality...
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