What Would Cause an Adcom to Reject a Strong MBA Applicant

We asked 14 admissions directors, â€Å"What behavior or information would cause you to reject an MBA applicant who otherwise is a strong candidate?† While the recipe for instant rejection may vary slightly from school to school, the common ingredients are ethical lapses and poor behavior. These are broad categories that each admissions director elaborates on below, but one sentiment provides the dominant seasoning – dishonesty and rudeness are simply not tolerated. For example, Sara Neher, Assistant Dean of MBA Admissions at UVA Darden, writes, â€Å"Treating others with respect is something of paramount importance to Darden. Sometimes rudeness is an indicator of bad character and sometimes it means that the applicant is not really that interested in Darden. In either case, I do not want to admit that person, no matter the quality of their work experience or GMAT.† A clear lack of fit or improper motivation for choosing a particular program frequently peppers the responses. For example, Sherry Wallace, Director of Admissions at UNC Kenan-Flagler explains: â€Å"Regardless of whether we are the top choice or the third choice, we want to see some passion and enthusiasm in the candidate.† For the full recipe, read the admissions directors’ responses in full to the question: â€Å"What behavior or information would cause you to reject an MBA applicant who otherwise is a strong candidate?† — Duke Universitys Fuqua School of Business,  Liz Riley Hargrove, Associate Dean for Admissions Behavior: Off the bat, candidates who falsify or plagiarize any component of their application would be denied. We also deny candidates whom we feel would not represent the school well or would not be positive contributors in the classroom and Fuqua/Duke communities. Information: We collect a lot of information on our applicants and this information is used to determine the academic ability as well as overall fit with our culture and community. If we determined that a candidate did not have the necessary background to be successful academically, we would not admit them to our programs. — hbspt.cta.load(58291, '5408ec42-be9e-4103-af71-50f665979c25', {}); Georgetown McDonough,  Shari Hubert, Associate Dean of Admissions †¢Ã‚  Rude or offensive behavior towards any staff member throughout the application process. †¢Ã‚  Finding out that the applicant lied on their application (i.e., not being truthful about a position, title, transcript etc., or not disclosing a lay-off, being fired, etc.) or did not disclose a criminal conviction. †¢Ã‚  Finding out that the applicant misrepresented him or herself in taking an exam (TOEFL, GMAT/GRE) or in an interview (i.e., sent someone else in their place to conduct the interview. We can usually guard against this since we ask for IDs from each interviewee, even those we conduct via Skype). — HEC Paris MBA,  Philippe Oster, Communication, Development Admissions Director When discussing the characteristics and behaviours that turn us off a candidate, the same things always spring to mind: a lack of respect for both the admissions process and the interviewers, telling lies on the application, poor letters of recommendation†¦.But there are few other habits that will put us off a seemingly strong candidate. Whilst it is important to sell yourself on your application, it is important to remain true to yourself and your achievements. When a candidate goes overboard trying to sell themselves, it raises a few eyebrows. We double check our applications, and if we find out that a candidate has been less than honest about the scale of his or her achievements – even if it was all in the name of making themselves sound a more appealing candidate – we will not be best impressed. We are fully aware that the top MBA courses are competitive but we also know at the same time that the perfect candidate doesn’t exist; when a candidate seems almost too good to be true, they usually are! Another key factor in a candidate’s application is coherence. We want to attract the best, most driven candidates, and so their motivation in applying for HEC Paris MBA has to be clear. It is completely normal for a candidate to apply for more than one business school, but when someone just blindly applies to the top 25 without thinking about whether that school offers the best experience for them and their professional aspirations, it doesn’t motivate us to accept them. Eclectic choices with little consideration are not an indicator of the strong-decision making and foresight that is so important when studying for an MBA. Each business school is different, and so it is important for the candidate to carefully consider their choices and only apply for the ones that cater to both their professional goals and personality. We wouldn’t expect a candidate to find that more than four of the top MBAs complement them perfectly, and so their application should reflect this. — IE Business School,  Jean Marie Winikates, Director of North America at IE Business School 1. Information that doesnt add up on the application and is still unclear after the interview. 2. Behavior that exhibits poor judgment. 3. Someone who exhibits goals that do not align with the program outcomes. — IMD,  Lisa Piguet, Associate Director MBA Admissions and Marketing As far as behaviour goes – as you know, our interview process is the most unique in the industry so we get to witness all kinds of behaviours. For me, I do not tolerate people who do not give space to others in a discussion. IMD is 95% international so English is the second language to most of our class (if not the third, fourth or fifth language). Therefore it is really important to me that people give each other the respect and courtesy to express themselves in the best way they know how. If someone in a group discussion does not allow this, I do not tolerate it. The second part to the question – rejecting someone. We reject people when we see that they have written their own letters of recommendation or if they’ve lied on their application. We also do background checks at IMD (only after someone has been accepted) so if anyone has lied in the application we will find it out here as well and this is automatic grounds for dismissal (obviously we give them a chance to explain or clear things up before dismissing them). — hbspt.cta.load(58291, '9bb31be0-3cf6-45f0-be3d-3791cc1bd9bd', {}); London Business School,  Oliver Ashby, Senior Manager, Recruitment Admissions, MBA Programme Every communication and information point is a valuable addition to our assessment of a candidate. We have a set of values that define us as a learning community and we look for evidence that candidates are aligned with those when assessing their fit for our school. We do not seek out behaviour to exclude applicants but instead actively seek to champion evidence that a candidate has the right ‘cultural fit’ for LBS. That is to say they demonstrate they are communal, open and engaged. We also look for candidates who we feel are likely to play an enduring role in the schools future. — Michigan Ross,  Soojin Kwon, Director of Admissions Here are some things that would cause us to reject a seemingly strong MBA applicant: †¢ Evidence of plagiarism †¢ Falsification of background †¢ Poor judgment could be demonstrated through an essay, a recommendation letter, an interview, a formal or informal interactions †¢ Lack of cultural awareness and openness to diversity †¢ Inability to work well with others — Notre Dame Mendoza,  Debby Herczeg, Assistant Director, Graduate Business Programs Admissions Our focus is in ethics and values, so something that may cause us to reject an otherwise strong candidate, would be behavior or information that has shown the candidate to be unethical. There are many situations where a person can fall into this category, so of course, we would review the entire case to see if there would be need for concern. The additional consideration is values. Does the candidate have any example of not having similar values as the University? Ethics and values are an important part of our curriculum and we hope that all of our graduates represent the program and University based on what they learn here at Notre Dame. — Toronto Rotman,  Niki da Silva, Director, Recruitment Admissions, Full Time MBA The behaviour that would cause our admissions committee to reject an otherwise strong candidate would be arrogance. The culture at Rotman is a program of equals where individuality is a core value at the School, so a candidate who comes across as arrogant simply won’t be a good fit with others in the program, despite having otherwise impressive qualifications. We are looking for people who value the contribution and unique skills/experiences others can bring and admitting candidates who believe they are superior to others is far too damaging to the culture to be considered. This arrogance can come across in an admissions interview, sometimes in an essay, and also in reference letters. — The Lauder Institute, (Joint-Degree MA International Studies Wharton MBA/Penn Law JD), Meghan Ellis, Associate Director of Lauder Admissions As a program that focuses on international business and management issues, global and regional studies, and cross-cultural proficiency, the Lauder Institute has a strong emphasis on foreign language skills. A successful Lauder applicant must have at least an advanced level of proficiency in one of our non-native language programs (Arabic, Chinese, French, German, Hindi, Japanese, Portuguese, Russian, and Spanish). The only exceptions are that native-level Spanish, French, and Italian speakers can enter our Portuguese program without prior knowledge of the language, and for our new Global program we ask that applicants have strong proficiency in two languages other than English. The above comments refer specifically to the Lauder Institute – not the Wharton MBA. — UVA Darden,  Sara E. Neher, Assistant Dean of MBA Admissions I’m continually amazed by how some applicants every year are rude, either directly to me, or to members of the Admissions team. Examples are things like signing up for events and not attending, short, terse emails, or canceling a class visit or interview at the last minute and expecting the admissions team to be able to accommodate you at your convenience (amazingly – expecting a class visit when there are not classes, like Fridays). Treating others with respect is something of paramount importance to Darden. Sometimes rudeness is an indicator of bad character and sometimes it means that the applicant is not really that interested in Darden. In either case, I do not want to admit that person, no matter the quality of their work experience or GMAT. — UNC Kenan-Flagler,  Sherry Wallace, Director of Admissions Some of the reasons we would avoid admitting applicants that might appear to be strong candidates, include: †¢ Candidate perceived to be a mismatch with our school. Maybe the candidate’s values (expressed or witnessed) don’t match Kenan-Flagler values. Maybe the candidate seeks a particular curriculum that we don’t offer or a career outcome that we don’t think we are best suited to help them achieve. †¢Ã‚  Candidate has been excessive in contacting the admissions office and requesting individual attention. Too many inquiries, too many requests for one-on-one meetings or phone calls – beyond that which is appropriate. Note that we encourage candidates to engage with us. I’m referring here only to those people whose demands for individual attention are unreasonable. †¢Ã‚  Candidate received negative feedback from staff or students. Perhaps the candidate came to campus and was rude or inappropriate with the staff or students they met. †¢Ã‚  Candidate doesn’t display sincere interest in being a student at our school. We expect that most applicants will consider multiple schools. Regardless of whether we the top choice or the third choice, we want to see some passion and enthusiasm in the candidate. †¢Ã‚  Candidate presented fraudulent information. — Vanderbilt Owen,  Christie St. John, Director of Admissions What are reasons we would deny an otherwise strong candidate? I can think of three main reasons. First, if we hear from our students that a candidate has acted inappropriately in a social situation with the students, i.e., having said or done something highly offensive, we would not admit the person. It doesnt happen a lot, but when our students report such an incident, we know that the person would not be a good fit in our community. Second, if we feel that the person has career goals that are simply not feasible, whether because of their lack of essential work experience, their interpersonal skills, or maybe because they want something that we dont feel our program can help them with. We talk very frankly and honestly with applicants whose goals dont seem to align with their experience. We explain that we want them to get a job and that we will do everything we can to help, but they may need to be flexible and be willing to work very hard to get into something they just dont have the background for. We feel this is the only ethical way to do business – to set people up for success. Finally, we occasionally google some of the people we are interviewing, just to get an idea of what their interests are. Many times we discover fun facts that help us find the right students to connect with the applicant. But once, a colleague actually discovered some very serious criminal allegations against an applicant which led to his incarceration. No mention of this was made in the application, and had we not done some searching, we would not have known about this. Many schools use background checks for all admitted students to verify credentials and check for criminal offenses. We havent done that for a while at Vanderbilt but we are considering it now. There are probably other things but these are at the top of the list. — UCLA Anderson,  Jessica Chung, Associate Director, MBA Admissions Blatant plagiarism in the application essay is something that can make an otherwise strong MBA candidate inadmissible. An applicant can have great academics, work experience and other qualities, but if he/she behaves unethically by copying passages from other sources and passing off as his/her own work, there’s a strong chance that this behavior can continue as a student in the program and that’s not someone we want as a part of our community. — Do you need help reapplying to b-school? For personalized assistance, check out our MBA Rejection Review. An experienced admissions consultant will walk you through your dinged applications and advise on how to move forward successfully.   hbspt.cta.load(58291, '5408ec42-be9e-4103-af71-50f665979c25', {}); For 25 years, Accepted has helped business school applicants gain acceptance to top programs. Our outstanding team of MBA admissions consultants features former business school admissions directors and professional writers who have guided our clients to admission at top MBA, EMBA, and other graduate business programs worldwide including Harvard, Stanford, Wharton, Booth, INSEAD, London Business School, and many more.  Want an MBA admissions expert  to help you get Accepted? Click here to get in touch! Related Resources: †¢ Best MBA Programs: A Guide to Selecting the Right One, a free guide †¢ How to Reapply Successfully to Top MBA Programs [Video] †¢ Rejected by Business Schools? 5 Steps to Change the Outcome

Conflict Management - 5778 Words

Understanding Conflict and Conflict Management http://www.foundationcoalition.org/teams Definition A team is a small group of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.1 Although student teams may not satisfy all the requirements of the definition, the degree to which they do often determines their effectiveness. Rationale Students do not come to school with all the social skills they need to collaborate effectively with others. Therefore, teachers need to teach the appropriate communication, leadership, trust, decision making, and conflict management skills to students and provide the motivation to use these skills†¦show more content†¦How do people respond to conflict? Fight or flight? Physiologically we respond to conflict in one of two ways—we want to â€Å"get away from the conflict† or we are ready to â€Å"take on anyone who comes our way.† Think for a moment about when you are in conflict. Do you want to leave or do you want to fight when a conflict presents itself? Neither physiological response is good or bad—it’s personal response. What is important to learn, regardless of our initial physiological response to conflict, is that we should intentionally choose our response to conflict. Whether we feel like we want to fight or flee when a conflict arises, we can deliberately choose a conflict mode. By consciously choosing a conflict mode instead of to conflict, we are more likely to productively contribute to solving the problem at hand. Below are five conflict response modes that can be used in conflict. What modes do people use to address conflict? All people can benefit, both personally and professionally, from learning conflict management skills. Typically we respond to conflict by using one of five modes: 5 †¢ Competing †¢ Compromising †¢ Avoiding †¢ Collaborating †¢ Accommodating COMPROMISING The compromising mode is moderate assertiveness and moderate cooperation. Some people define compromise as â€Å"giving up more than you want,† while others see compromise asShow MoreRelatedConflict Management1178 Words   |  5 PagesConflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people dont realize is that well-managed conflict can actually be a force for positive change. Conflict is â€Å"an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achievingRead MoreConflict Between Conflict And Conflict Management845 Words   |  4 Pagesâ€Å"People are afraid of conflict because they do not have essential skills to manage it well.† This is true because according to O’Grady and Malloch (2016), conflict is reflection of an insufficient knowledge of the dynamics of conflict and a lack of capability in its management. In the case of Nancy, perhaps she needs to undergo specialty training or classes about conflict management in order to improve their unit’s dynamic or interaction. 2. â€Å"If you engage with conflict too early, there is a chanceRead MoreThe Conflict And Conflict Management Strategies908 Words   |  4 PagesRobbins and Judge define conflict as a process that begins when one party perceives another party has or is about to negatively affect something that is cared about. There is a variety of conflicts that individuals will encounter within their lives. Knowing and understating the conflict cycle and understanding conflict management strategies will help individuals solve conflict in a reasonable manner (Robbins Judge, 2014). Discussing Contentious Issues/ Bringing Conflict into the Open When managersRead MoreConflict Of Conflict Management Styles1690 Words   |  7 Pages Many people do their best to avoid conflict at all costs, but it is an occurrence that everyone must deal with from time to time. Understandable, the avoidance of conflict is glamorous, however learning how to handle the conflicts can make them seem less bothersome. Learning how to manage conflict is a key factor in becoming a manager and the execution of that learning can be very different from manager to manager. Shanker (2013) describes conflict management styles as an equation involving theRead MoreConflict Management1469 Words   |  6 PagesConflict Management Conflict Management Yamil Little Strayer University BUS520 Dr. Anthony Hughes 02/27/11 Conflict Management Introduction In today’s ever-changing business environment organizations encounter varying levels of intrapersonal, interpersonal, intragroup, and intergroup conflicts. Intrapersonal conflict is a battle within oneself, which usually involves a life goal and/or change. Interpersonal conflict is when two or more people have opposing perspectivesRead MoreConflict Between Conflict And Conflict Management1772 Words   |  8 Pagesopinion there will also be a chance for some form of conflict to arise. To resolve and manage conflict, any organization or persons’ must try to understand the causes, theories, approaches and strategies of conflict management. Resolving conflict requires a great deal of attention and thorough understanding in seeking resolution. In this review, conflict management will be explored in general from different perspectives in light of how conflict effects teams or groups, workplace relationships andRead MoreConflict Between Conflict And Conflict Managemen t1313 Words   |  6 PagesConflict and conflict management both play pivotal roles in all relationships, whether they are between friends, family, lovers, or coworkers. However, while most relationships have an abundance of conflict, the amount of properly implemented conflict management in all relationships is relatively low. This is especially surprising when you consider the sheer amount of research and counseling directed at managing conflict in constructive ways. Though the aforementioned services and research are ofRead MoreConflict Between Conflict Management And Resolution883 Words   |  4 Pagesnegative association with conflict. Reflects poorly on the supervisor when there is conflict but in reality it’s only negative when the supervisor or employee, depending on the situation does not address the conflict. Unresolved conflicts can negatively impact not only the employees involved but also the company. Unresolved conflicts result in negative impacts not only t o the individual but also the company. Focus on the problem, not the person. Sometimes the conflict will be reoccurring or unresolvableRead MoreConflict Management Styles1081 Words   |  5 PagesConflict Management Styles Myron Harris 09/30/2012 CJA/444 Allen Cole Conflict Management Styles Conflict usually occurs when individuals within a group or organization has differences in opinions. When individuals are in a disagreement about something like policies and procedures or even the overall direction of which an organization or company is heading it can become very frustrating. As we all know conflict the process of conflict usually begins when an individual or party has perceivedRead MoreEssay on Conflict Management1382 Words   |  6 PagesIntroduction to conflict The term conflict referred to perceived incompatible differenced resulting in some form of interference or opposition. Conflict is a natural part of organizational life because the goals between mangers and workers are often incompatible. If people perceive that differences exist then conflict state exists. Conflict is not exists between individual only, it also can exist between departments and divisions that compete for resources or even because of overlapped authority

Recruitment Strategy for Good Life Health Clubs - myassignmenthelp

Question: Discuss about theRecruitment Strategy for Good Life Health Clubs. Answer: According to Cascio.2018 here are several activities that impact the effective performance of an organization. Recruitment plays a very crucial role in the proper functioning of an organization. Poor decisions made when recruiting employees greatly affect the performance of an organization. This limits the rate at which goals are achieved. The best strategy to recruit a pool of suitable candidates for a fitness director position and the basic materials that can be used in an actual campaign. Acquiring the best talent is very critical to the success of Good Life Health Clubs. Poor decisions made when recruiting may end up producing long-term negative effects for the company hence its competitive edge and share of the market will be lost. The current job market has become very competitive and the available skills have been diversified thus recruiters need to be more selective in their choices Analoui(2007). According to Sun.2007 current marketplace has experienced so many changes as compared to some two decades ago. The market begun with a general theme and later evolved to the specific needs of the consumer. The employer has the chance to target the message to a specific group of people who best suit the job vacancy through the targeted job board. In this scenario, targeted recruitment is the best way to go since it gives the company the opportunity to pay for specific applicants who were arrived at after the postings were targeted. This is different to the case where you pay the entire multitude yet many of the candidates are not qualified. When used, the target recruitment strategy offers the company so many advantages. First and foremost, it is the most economical way a company can achieve their goals. It also enables the company to attract a wide slate of candidates for the advertised vacancy. Lastly, target recruitment enhances the diversity of the workforce and the employment bra nd. For Good Life Health Clubs to get the right applicants to fill the fitness director vacancy the best way to go is through the target recruitment so as to get the best candidate for the job. To target specific people for the job, the company can focus the advertising and recruiting efforts and tailor the message content so as to attract a given segment of the labor market Costen(2012). This approach is also beneficial since the company does not need to recruit a large number of employees but instead the company is looking for a person who can fill the single position of a fitness director. In order for the company to get the best employee, recruitment should be done externally. External recruitment is when the organization decides to fill the vacancy from any suitable applicant outside the business. External recruitment is advantageous in that; the company is able bring people with new ideas, get a large pool of candidates from which they can be able to get the best candidate and lastly the company will be able to get applicants who have a wider range of experience. When done externally, recruits can be found through; magazines and journals, newspaper adverts, encouraging walk-in applicants and through audio and visual media. Posting vacancies through the media reaches a wide number of individuals and In turn increases the number of potential candidates that can be chosen to fill the vacancy. This method may seem expensive to the company but it is very advantageous since it maximizes the number of interested individuals that are reached in a short period of time Schule rJohnson(2012). For a successful formal recruitment, the company must have the right job specifications and the right advertising strategy to lure the correct employees. This is made possible by having the right software and technology that can effectively handle the advertisement. The technology can help the company keep the records of all those involved in the interview and use it for future employment opportunities with the business. Social media is a great channel of reaching out to the job seekers. Facebook, a platform used by billions of people, can be the best way to reach out to interested individuals. An advertisement can be done on the Facebook account run by the organization clearly stating the necessary requirements for the position in this case is recruitment of fitness director of Good Life Club. With this in mind, the company will be able to reach out to interested applicants who have been closely monitoring its operation. Twitter also plays a great role in advertising job vacancies since it also has a large number of followers. The company can use individuals with many followers to advertise the vacancy or use their own platform to pass out the information. The advertisement can also be done through the website of the company thus allowing potential candidates to learn about the vacancy before deciding on whether to apply or not. In order to reach out to the relevant applicants, the company should carry out its on recruitment. Involving recruitment agencies is not the right option since they may end up choosing individuals who do not have the correct qualifications. People with greater knowledge of the job should be used to carry out the interview so as to appoint a person with the best qualifications. The interviewer should have all the necessary knowledge about the position and ask questions proving that can determine whether the applicant is fully aware of the job being applied. To recruit their own employees, the company should follow a proven recruiting process. The following steps should be followed; first is to develop accurate job descriptions , compile a success profile , draft the advertisement describing the position and the key qualifications required then to post the advertisement in the relevant media ,develop a series of phone screening question .Next is to review the received resumes and identify the best candidate. Lastly is to select candidates for assessment. For the company to effectively reach out to the applicants, a realistic job preview should be put in place. Through this preview, the employee is provided with a realistic view of what the job entails. The applicant can be able to determine whether they are a good match for the advertised job or whether they do not fit the job description. Current employees can hold a meeting and create the Realistic Job Preview. They can then decide on the best way to distribute the RJP to the labor market. Distribution in the form of a written material is the most preferred since it is cheaper and can be able to reach a large number of individuals. The RJP should be introduced early in the recruiting process so that applicants can get information about the job earlier enough Reece(2010). In addition to development of the suitable recruitment strategy there is the need of the application of job description, job specification and competence-based analysis. Good Life Health club needs a fitness officer who is able to run the business professionally and successfully also he or she can be able to train and develop other fitness professionals according to their needs. The fitness director should also make sure that the members in the club are serviced with all their health and fitness needs. According to the qualifications of the director; he or she should have a diploma in TAFE ,3 years fitness professional experience and have knowledge of operating the machines and equipment. In addition the director should have organization, people and good communication skills. Based on the competence based analysis the director should contribute to the financial position of the club, good management, provision of quality and efficient services and good overall performance. A good recr uitment strategy will keep in mind the three items in the selection of suitable candidates for the job Draganidis(2006). References Analoui, F., 2007.Strategic human resource management. International Thomson Business Press. Boxall, P. and Purcell, J., 2011.Strategy and human resource management. Palgrave Macmillan. Cascio, W., 2018.Managing human resources. McGraw-Hill Education. Costen, W.M., 2012. Recruitment and selection.The Encyclopedia of Human Resource Management: Short Entries, pp.379-387. Draganidis, F. Mentzas, G., 2006. Competency-based management: A review of systems and approaches. Information Management Computer Security, Volume 14, pp. 51-64. Heneman, HG, Judge, TA Kammeyer-Mueller, JD 2015,Staffing Organizations, 8th Edition, McGraw Hill. Huselid, M.A., 2015. The impact of human resource management practices on turnover, productivity, and corporate financial performance.Academy of management journal,38(3), pp.635-672. Rees, G. and Rumbles, S., 2010. Recruitment and selection.Rees, G. and French, R. Leading, Managing and Developing People, pp.169-190. Schuler, R.S. and Jackson, S.E., 2012. Linking competitive strategies with human resource management practices.The Academy of Management Executive (1987-1989), pp.207-219. Sun, L.Y., Aryee, S. and Law, K.S., 2007. High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective.Academy of management Journal,50(3), pp.558-577.

Managing A Personal Computer Essays - Scripting Languages

Managing A Personal Computer Managing A Personal Computer 1.1 The AUTOEXEC.BAT file is one of files which loads every time the computer is booted. It contains command lines and procedures to run programs and load settings for the system's hardware and software configuration. It also may contain command lines procedures to run programs which may clean your system's hard drive of temporary files and viruses. An example of this file is shown below: @ECHO OFF PROMPT $P$G SET PATH=C:\DOS LH C:\SBCD\DRV\MSCDEX.EXE /S /D:MSCD001 /M:8 /V SET BLASTER=A220 I5 D1 T4 SET SOUND=C:\SBPRO C:\MOUSE\MMOUSE.COM The first line of this batch file, @ECHO OFF, is programming command which hides all the command lines procedures from the user. The second line is also a programming command that configures the CUI command prompt. The parameters after PROMPT tell the CUI what to show. The $P stands for current drive and path and $G stands for the greater than sign (>). Apart from those two parameters, a user can add any characters after PROMPT and it'll be shown as the command prompt. The next command configures the CUI to search for files in that directory first before looking in its current location. The SET and PATH command procedures, even though different commands, are used in conjunction to configure CUI environment variables and the parameters displayed after that are what the CUI will search in first. The next command is loading DOS's CD-Rom drive letter allocater (The CD-Rom driver must be loaded first in the CONFIG.SYS). The parameters after the executable file inform the CUI to allocate a particular drive letter for the CD-Rom and also may inform the CUI to allocate extended memory or how to read the CD-Rom in terms of speed and sectors. The LH configures the CUI to load this command procedure in high or extended memory. The next command procedure allocates the Interrupt and Drive Memory allocation for the system's sound card as well as informing the CUI of the sound card's input/output range. The next command procedure informs the CUI to look for all the drivers for the sound card in its parameters which will be a directory on the hard disk. The last command loads the driver for the mouse. This command procedure doesn't need any parameters and is just a single command procedure telling the CUI to load that executable file. 1.2 A Batch File Which Asks For User Input: @echo off cls IF "%1"=="C" GOTO DRIVE IF "%1"=="D" GOTO DRIVE if "%1"=="c" goto drive if "%1"=="d" goto drive echo Please type INSTALL X (Replace X with your hard drive letter) echo eg. INSTALL C goto :quitinstall :DRIVE echo Welcome to the Batch Input Demo written by Leon Douglas. echo. echo Do You wish to continue? choice /n Yes or No cls echo off md %1:\minstall cd %1:\minstall echo off copy a:\inst2.bat inst2 :quitinstall Without going into excessive detail of this batch program, what it is accomplishing is a drive letter to install a program into as well as a yes or no instruction to continue. The first part of the batch file which is in bold is the piece of programming that requires a drive letter to be typed as a parameter to the batch file. It will only recognise C or D as drive letters, whether it be as uppercase or lowercase. If the user does not type a parameter or types a different drive letter other than C or D, the batch file will display a message that states a drive letter is required before continuing. In the second piece of programming which is in italics is what the user will see if they type C or D as a parameter next to the batch file's name as the command procedure. This part of the programming asks the user whether to continue with the installation or not. If the user types anything apart from yes,no,y or n the program will not proceed until the correct parameter is typed. If the user enters the correct parameter the program will proceed to the next step which is shown above in bold and Italics. This part of the batch program makes a directory on the given drive and then copies another batch file from the same location as itself to the directory it created. From here, this batch file terminates after the command procedure is given to start the other batch file. 1.3 Macros That Automate Procedures Within A GUI (Windows) Within Windows 95 there are several ways that procedures can be automatically loaded without the input of a user. The two most common methods are by placing command line procedures as icons within the Startup folder of Windows or by placing the command line procedures in the LOAD= line of the WIN.INI. Another method is by

Smoking in College Yay or Nay

Smoking in College Yay or Nay This isn’t going to be one of those articles that tries to convince you to quit or preaches at you. Instead, let’s talk about smoking in college in a new light! There are several issues connected with smoking that you face if you smoke. So, for those who are smoking or consider to start you should be aware of the problems you may face, and think about some alternatives as well. The Smokers Smell Some students feel pretty much fine with the fact they smoke but are really bothered about the smell. Even if you are in the process of quitting an smoke really rarely, the smell can bother other students and professors, who will immediately detect you are a smoker. Nobody wants to be the guy in class that smells like an ashtray. Several tips might be useful. How to hide it from others? Don’t bring cigarettes with you if you’ve set up your day with back-to-back classes. If you cant quit smoking while in college, just wait until after classes are done to smoke. Dont carry â€Å"butts† or cigarettes that you â€Å"butt† and don’t finish! These things reek. You might not smell it, but non-smokers can smell them from a mile away and you simply will not be able to hide the smell in class even if you try to put it in your backpack. And, wherever you put it will begin to sme. Carry hand lotion and cologne or perfume with you in your backpack or whatever. Your hands have the most of cigarette smell on them. After you’re done smoking lotion-up your hands and then give yourself a spritz. You can always keep a small travel-size toothbrush and toothpaste with you so that you can quickly brush your teeth after taking a few drags. Don’t forget to invest in breath mints and gum! So thats the problem which always accompanies a smoker it’s hard work keeping the smell at bay. It makes almost impossible to be a Secret Smoker, so if you consider to start smoking, and hope it will be left unnoticed you should think again. Smoking Education You would be shocked to find out that only a tiny sliver of smokers out there really know anything about a) tobacco, b) smoking, and c) cigarettes. Why not study up? No one start sa habit without a reason. Why smoking should be an exception? Look into the history. Learn how smokes are produced and by whom. Learn how the body processes nicotine and why it’s so addictive. Don’t do it because you’re trying to quit, but simply out of curiosity. Wouldn’t you like to know about these little â€Å"cancer sticks† that you have a love/hate relationship with? Like anything else in this world, there’s tons to learn and discover and who knows what that might lead to. Are There Safe Cigarettes? The only reason cigarettes have a bad name is because of the health risks. Well, what if you created a safer cigarette, or one that wasn’t hazardous at all? And don’t tell me it’s not possible because it is! Anything we can think of is possible and someone, someday, is going to do it and that person or that group of people are going to become billionaires without a doubt. Think of the lives they’ll save. Holy Smokes! Get on it. Just imagine guilt-free smoking. Hmm, how much would a pack of harmless cigarettes cost? Here’s a hint to get you started: look into Leaf Protein Concentrate (LPC) made from Tobacco leaves. Have You Considered Vaping? What started as these simple little gadgets made for smokers has turned into a global phenomenon. Vaping is mainstream now. Is it safer? Are the chemicals dangerous? How serious is the lack of concrete studies and evidence concerning vaping? One thing’s for sure, there’s a ton of really yummy vape flavors out there and many people have claimed that vaping or e-cigs helped them kick conventional smoking. One drawback is the cost of the vaping apparatus, these things are getting insane! Pretty soon you’ll have people carting around veritable vaping hukas! The Dating Scene If you’re a single college smoker we’d love to hear from you. Is it harder to date? And, more importantly, do you find yourself attracted to other smokers or do you try to only date non-smokers? When you fill out an online dating profile, are you honest and disclose the fact you smoke? There’s so many questions! There’s a thought, put together a creative investigation about the Smoker Dating scene! The result may help you decide whether it is worth to start smoking in college at all. Because if youll have to choose between love and cigarette it would be a hard dilemma! By the Numbers Truth is, smoking rates in the modern world are plummeting across the board. Tobacco companies are reeling! It’s primarily due to ultra-high taxation, which in turn is being driven by the dramatically high healthcare costs to look after smokes as they age. Every day the chances you’ll quit and find a more productive addiction get higher and higher. Regardless, take it easy on yourself and make your reasonable and mature decision! Want to start smoking hot discussion? Have some thoughts to share? Dont be shy! Leave your comments below!

Emirates Airlines Research Paper Example | Topics and Well Written Essays - 1250 words

Emirates Airlines - Research Paper Example In terms of innovation, it is the first airline which has introduced â€Å"Audio Video on Demand† for their passengers in all the classes. It remains first in terms of introducing the in-flight calling and the concept of the onboard spa. Emirates Airlines is also known as the first airline which has initiated the internet and Wi-Fi facility inside the flight. The product offering of Emirates Airlines includes ‘ICE’ package.Information: Allows the customers to remain updated with the current news from BBC website. It also enables them to take a vision from the external cameras of aircraft. Communication: Enables the passengers to contact anyone via mail, SMS and phone call.Entertainment: The passengers can watch their favorite shows and also can play games. Due to introducing innovation in its operation and providing various facilities, Emirates Airlines is regarded as the prestigious company in the developed as well as emerging market. It is regarded as a fierce c ompetitor especially in the premium sector because it is leading the airline segment (â€Å"Emirates Group Careers†). The company has coped up with the economic downturn by improving its efficiencies as well as by introducing innovations in its operations (â€Å"Emirates†).Opportunities: Emirates Airlines is incessantly innovative and due to the advancement of its technology, it is making excessive profit. Its association with Qantas enables them to draw more Australian passengers.

Critically evaluate the significance of leadership as it relates to Assignment

Critically evaluate the significance of leadership as it relates to driving the culture of an organisation. To support your anal - Assignment Example Leadership is usually associated with motivation; the incentive theory suggests that the employee will increase their efficiency if they are offered incentives (Handy, 2007). However, certain theorists believed that employees are often driven by economic needs which are also known as rational assumptions (Handy, 2007). Management is a logical process which requires the emotional intelligence of the manager to handle the human resources of the organization. Leadership and Management are interrelated but cannot be used interchangeably and there are three dimensions of leadership which is needed for effective management which are planning, negotiation and rewarding. Managers are concerned with the achievement of targets; however leaders are concerned with fresh approaches of how to manage the employees of the organization through inspiration and motivation. Theories related to satisfaction of the worker are very limited; a satisfied worker may not work harder but he/ she tends to stay l onger in the existing organization (Handy, 2007). As per author Kotter, management is about dealing with the complexity of the problems whereas leadership is about coping with change and bringing order and consistency in the organization (Sadler, 2003). The difference between management and leadership was first defined by theorist James McGregnor in the year 1978 (Sadler, 2003). The theory laid emphasis on the difference between transactional and transformational leadership. Transactional leadership occurs when the manager takes the initiative in offering some form of satisfaction in return for something valued (Sadler, 2003). Managers who exhibit the transactional leadership skills are usually associated with ability to attain results and solve problems through proper planning, organizing, directing and controlling and work methodically within the structure and the boundary of the organization. Organizational culture and transformational leadership are interrelated and also has a s ignificant impact on the organizational effectiveness. Transformational leadership qualities lead to excellent performance of the employees which are beyond the expectations of the organization. As per authors Denison and Mishra, there are usually four cultural traits that are related positively with the organizational performance which are involvement, consistency, participation and normative integration (Xenikou and Simosi, 2006). Managers following transformational leadership skill promote an environment that helps in achievement of high goals. Transformational leadership is mainly concerned with the intellectual simulation, accomplishment, and individual consideration. In addition it was also proved that there are certain organizations which have certain group norms that help in promoting self actualization, participation in decision making, moral and social support, cooperation etc. The organizational culture theory as proposed by Cook and Rousseau suggests that culture is comp osed of the shared values of a social group acquired through socialization process and can be acquired through socialization process and exposure to variety of culture bearing elements (Xenikou and Simosi, 2006). These culture bearing element constitute of social interaction, employee behaviour and their performance.