Dialogue Helps to Tell Your Story

Exchange Helps to Tell Your Story Exchange Helps to Tell Your Story Exchange Helps to Tell Your Story By Guest Author This is a visitor post by Charles A. Beam. In the event that you need to compose for Daily Writing Tips check the rules here. Exchange can represent the moment of truth your short story or novel. Regardless of how great the plot or headline, ineffectively composed exchange can kill a peruser faster than anything. I as of late read a draft novel original copy that had an intriguing reason, a convincing story line, and struggle in abundance. I was, in any case, totally killed in light of the fact that each character in the story sounded precisely indistinguishable. They all utilized the equivalent unnatural Shakespearean discourse, and seemed as though they were perusing from Hamlet. Indeed, even a road brilliant dark extremist understudy, who was depicted as forceful and racially delicate, talked as though he was the miscreant from Othello. This isn't to recommend that the character ought to have been ridiculed, or that his discourse ought to have been a spoof of ‘Amos and Andy’ or ‘Shaft.’ But, the character would have been progressively solid and conceivable if the exchange had been less formal, with more utilization of current slang, rather than the proper discourse that was utilized. The main slang word this character utilized in the principal part, in over a half page of discourse, was the word ‘ofay,’ which was embedded in a conventional sentence, making it stand apart like a pimple on prom night; and it was as unwanted and strange as a pimple. Perusing the section, which portrayed his experience with his teacher, I experienced issues telling which of them was talking without taking a gander at the labels, or returning to see who talked last. This was unmistakably an instance of poor exchange destroying an in any case great story. An increasingly viable strategy is to give each character a particular voice; either through the words they use, or some other activity that has a place with that character and that character alone. Exchange ought to be composed with the goal that the peruser knows quickly which character is talking. A decent method to figure out how to compose powerful discourse is to spy on the individuals around you. Note the characteristics that recognize one speaker from another. For instance, young people nowadays appear to put the word ‘like’ aimlessly in their discourse. Here’s a case of a discussion I caught on the metro one day, â€Å"He resembled truly crazy, and like I just couldn’t get into what he resembled saying, you know.† That is a genuine line of discourse that could be utilized in your story. You must be cautious by and large not to utilize what you hear verbatim. Individuals don’t frequently state what they need to state as concisely as you need your characters to address keep your story moving; yet casual articulations in your exchange will make your characters sound like genuine individuals. In the event that you need your composition to keep individuals intrigued, notwithstanding a solid plot, and a fascinating subject, you need characters that individuals find convincing. This implies figuring out how to compose exchange that holds a reader’s enthusiasm as much as the plot. Discourse, when elegantly composed, can assist with distinguishing a character more successfully than sections of depiction or account, and it can help keep your story moving. All the more significantly, it can keep a peruser keen on your story from the initial sentence all the way to the finish. You can check Charles page on RedRoom for discourse on administration, governmental issues and life all in all, just as data about his books. Need to improve your English shortly a day? Get a membership and begin accepting our composing tips and activities day by day! Continue learning! Peruse the Fiction Writing class, check our famous posts, or pick a related post below:When to use on and when to utilize inFlier versus Flyer5 Keys to Better Sentence Flow

China; a dangerous superpower; responding to debate Assignment

China; a hazardous superpower; reacting to discuss - Assignment Example The military size isn't contracting however developing, this demonstrates there is a whole other world to it than meets the eye. China is step by step building up its self as a financial monster, and this is the best spot to alleviate its danger of turning into a super force. China for the most part centers around virgin markets that are thought to have been dismissed by the west. US of America and it partners should concentrate on taking advantage of the business sectors before China. That will guarantee that the nations develop their GDP at a rate like China’s and be one stride ahead. I concur with the appropriate response and unequivocally advocate for the United States partners to audit their laws as to battle and military issues. Japan embraced laws that directed its military to obligations that are near the perfect stately in battle matters. China with its journey to have a firm hold in the area chose to guarantee areas that are obviously Japans sole belonging. The demonstration violets worldwide law and undermine Japans sway. The area under conflict is a joined military preparing field for both the United States of America and Japan. That may be the fundamental explanation China attacked the area. Japan should survey its laws and wake up to what its neighbor is doing. The nation ought to put more into military hardware. The activity may make China delayed on its interest for the domain. China proceeded with development financially, and venture into bearers mean that the nation is progressively a danger now and hoping to turning into a super force. The USA should help Japan in fortifying it military both as far as increasingly joined preparing and gear. The demonstration will dissuade China from attacking Japan and help America as a country have a partner where it can dispatch a hostile ought to there be a requirement for such activity. I firmly concur with the creator and consider China to be a developing super force and danger. US of America has many exchange concurrences with China making its

A Glimpse From the Other Side College Visits

A Glimpse From the Other Side College Visits Regardless of the endless advice people will give you about college visits, there is not set of words  that will ease the nerves. In fact, the truth is that most college freshmen dont remember their college visits, and much of their advice is cliche and corny. I remember trying to understand how to act and what to wear, and my older friends had varying ideas. So rather than stumble with words trying to string together advice, here is my experience on college visits from the other side. It is easy to sight a group of prospective students. They look and sound just like any university student, except they are carrying a neon orange bag and resemble a wolf pack following their khaki-wearing leader.  And more often that not, a current student will yell something  at the pack about how fantastic Illinois is. Gif from Giphy Whenever I see a group on tour, I admire each student for as least looking amused, but the truth is that it is hard to get a feel for the school in such a structured setting. So as a current student, my best advice would be this: after the tour (or even instead of the tour), just simply walk around campus with no destination. Dont be afraid to peak into a lecture or wander into a building. Dont be afraid to ask a current student any questions you have, as they will be 100% honest with you. The best way to know if a campus feels right is to experience what it would be like to go there. Gif from Giphy Rachel Class of 2020 I am studying Middle Grades Education with concentrations in Social Sciences and Literacy in the College of Education. Although I now reside in Champaign, I am originally from Vernon Hills, a Northwest suburb of Chicago.

20 Simple Presentation Topics on the US History That Will Grab the Undivided Attention

History classes usually turn out to be a jumble of dates, years, and odd names of people that died several years ago. Irrespective of this, writing about history is inevitable. When it comes to choosing presentation topics on the history of the United States, a lot of students are often clueless. Even though some students find this quite easy to do, however, others find it simply boring and complicated. They become confused, with no idea of where to start from. For this reason, it is very important to choose a topic that is thought-provoking, and interesting to write about. Below are some simple presentation topics on the history of the USA that will grab undivided attention Native Americans: The Impact of the European Colonization on the Native Americans? The Primary Causes of the American Revolution: The Common Sense Role of Thomas Paine in Promoting the Movement for Independence? Pre-Civil War Conflicts Over Slavery: What Caused Them? What Were the Effects of the Nat Turner Rebellion? Native American Conflicts in the West: What Were the Causes and Effects of the Battle of the Little Bighorn? Child Labor in The Late 1800s and Early 1900s: How Did It Affect the Society? How Were Reforms Carried Out? The 1930s Dust Bowl: The Causes and Effects Manhattan Project: Why Was It Made a Matter of Secrecy? What Were the Methods Used? The Bombing of Hiroshima/Nagasaki During the World War II: Was It Actually Necessary? Evaluate the Presidency of JFK: Was It an Effective Presidentship or Simply a Nostalgy? World War II: What Was the Influence of the Propaganda and Its Use in the United States? Kent State Shootings: What Are the Contributing Factors? Sept. 11, 2001, Attacks: How Was American Security Policies Affected by the Attack? How Was U.S. Foreign Policy Impacted? How Did It Impact The Views of Americans about Islam? The Cold War: Why and How Did It Originate and What Were the Impacts on the Foreign Policy of the USA? Vietnam War: How Did the US Get Involved? The 1960s Civil Rights Movement: Evaluate the Tactics and Accomplishments   U-2 Incident: How Did This Affect US-Soviet Relations? Yellow Journalism: What Was the Role In Instigating the Spanish-American War? Germanys Antagonism to the Iraq War: How Did This Affect The Relationship Between the USA and Germany? The Wilsonian Impulse: The US Foreign Policies, the Alliance, and Unification of Germany The 1920S Anglo-American Relations: The Struggle for Supremacy The successful essay paper on the US history usually depends on the writer’s skills as well as the chosen topic. Always go for an interesting topic, and ensure that you do not bore your audience with dull issues. Above are some topic ideas to begin with.

Friedrich Nietzsche s Ethical Theory - 1191 Words

Friedrich Nietzsche expresses an ethical theory in which he believes all humans should simply strive for power regardless of how it affects others. Though this sounds like an ideal theory because we would always have what we need, this mindset would lead to an unsuccessful society. Instead Thomas Hobbes presents a more preferable idea for society by establishing a type of â€Å"moral code† for all. Nietzsche’s idea of striving for total power would lead to a collapse in society where Hobbes’ idea of establishing a social contract under a supreme ruler would lead to a more peaceful and successful society. To being with, one must first look at Nietzsche’s ethical standpoint. Nietzsche believes everyone should strive to become the ubermensch, or the over man, by expressing the ego and simply taking as much power as one desires. Thus, the telos of humanity is to be the most egoistic. This can be seen when examining the origin of the word â€Å"goodness†. Originally, nobility defined the way they lived to be â€Å"good† and because peasants did not live to such a high standard they were â€Å"bad†. Nietzsche goes on to explain that priests became hateful of the â€Å"good† nobility. In Nietzsche’s eyes the priests hated the nobles for having great power. He writes â€Å"As is the well-known, priests are the most evil of enemies-but why? Because they are the most powerless† (Nietzsche 386). The priests were evil because they did not act out of self-interest, thus they did not have any power. This hatefulnessShow MoreRelatedEthics : Virtue Ethics And Ethics1351 Words   |  6 PagesPhilosophy Final Exam Dawlat Chebly 1/27/15 I. Provide answers for five (5) of the following (6 points each, total of 30 points): 1. what is virtue ethics and what does it do that the two major ethical approaches do not? Virtue ethics is one of the three major approaches in ethics. 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He is known to be one of the bestRead MoreAn Overview Of The Ethical1407 Words   |  6 Pagesï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Abortion: An Overview of the Ethical ï ¿ ¼Ã¯ ¿ ¼11/1/2015 Randy St.Cyr PHIL200 Introduction to Ethics Dr. Carrie Pettermin Issues ï ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼Ã¯ ¿ ¼ ï ¿ ¼Ã¯ ¿ ¼ÃƒËœÃ¯Æ'Ëœ Various philosophers through the centuries have had a tremendous impact on the way modern society thinks. ØïÆ'Ëœ Friedrich Nietzsche (1844-1900) influenced modern thinking with his â€Å"God is dead† philosophy. This meant that there was no longer any room for God in an enlightened and civilized society. ØïÆ'Ëœ John Stuart Mill (1806-1873) helped popularize the philosophy ofRead MoreExistentialism : A Very Short Introduction Essay980 Words   |  4 Pagesâ€Å"Authenticity is a collection of choices that we have to make every day. It s about the choice to show up and be real. The choice to be honest. The choice to let our true selves be seen† (Brown). In the book Existentialism: A Very Short Introduction, Thomas Flynn writes about one of the leading philosophical movements in the twentieth century: existentialism. This theory emphasizes that each individual is entirely free, making them responsible and accountable for their actions or choices. With thisRead MoreAn Introduction To Psychology . The American Psychological1758 Words   |  8 PagesAmerican Journal Association in 1887 and Journal applied Psychology in 1917 (Anderson 1929).Psycology was established separately from the General science like biology and philosophy. The different schools of psychology was to repre sent the major theories within psychology. Wundt was able to form one of the many systems of psychology; structuralism. Along with existentialism, behaviorism and functionalism which are just a few of the traditional schools and systems of psychology. 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Neutrality of money Free Essays

The â€Å"neutrality of money† refers to the notion that the effect of changes in an economy’s nominal supply of money will have no effects on the real variables like the real GDP, employment and consumption and only the nominal variables such as the prices, wages and the exchange rate are affected. It was the standard feature of the classical[1] macroeconomic model of unemployment and inflation that was based upon the assumption of quickly clearing perfectly competitive markets and the money market was governed by the quantity theory (Ackley, 1978). This resulted in what was known as the â€Å"classical dichotomy† – the real and monetary sectors of the economy could be analysed separately as real variables like output, employment and real interest rates would not be affected by whatever was going on in the nominal segment of the economy and vice-versa. We will write a custom essay sample on Neutrality of money or any similar topic only for you Order Now The objective of the present endeavour is to explore this concept of neutrality by delving into its theoretical motivations and basis and thereby introspecting upon the extent to which distinguishing between short run and long run neutrality are important before briefly exploring the possible methods of empirically investigating the notion and concluding. In the standard classical macroeconomic model, which was the basis of answering all macroeconomic questions before Keynes’s General theory brought forth its capturing   assault onto it, the connection between the money supply and the price level was made through the quantity theory thus implying that the price level would vary to ensure the real aggregate demand, which was assumed to be a function of the real money supply, was in alignment with the available supply of output determined in the market for labour. The quantity theory simply posits that real money balances are demanded in proportion to real income. This can be expressed as MD/ P = (1/v).Y; where MD represents the nominal demand for money balances, P the price level, v the velocity of circulation of money and finally Y the real GDP.   Now by assumption, v is constant; MD equals the supply of money which is exogenous (MD, = MS = M) in equilibrium and Y is fixed at its equilibrium value (Y= Y*) determined in the labour market. As a result the quantity theory equation essentially becomes an equation that determines the price level for different levels of money. We have,  Ã‚  Ã‚   P = v.(M/Y*) . Evidently, changes in the money supply now shall only influence the prices. This is the basis of the notion of neutrality of money which therefore is a direct derivative of the assumption of the quantity theory itself (Carlin and Soskice, 1990). An increase in the supply of money initially leads to a rise in the aggregate demand above the real output (Y*, which is exogenous to the money market) due to increased availability of cash balances. Due to the excess demand situation the prices are pushed up until the demand for real output reduces to equal the supply of it. Note that in the classical system, the rate of interest plays the role of equating savings and investment at full employment and does not enter the money market. However, in the 1930s the great depression which was essentially a situation of cascading mass unemployment had no convincing explanation in terms of the classical framework which proposed that an economy would always operate at full employment. This situation of mass unemployment and the lack of forthcoming explanations of the phenomenon in terms of the classical full-employment framework provided the context for the introduction of the Keynesian model of unemployment. Although he upheld the assumption of perfectly competitive markets, he assumed prices to be fixed and money wages to be rigid and inflexible especially in the downward direction in the short run thereby implying the inability of the prices and wages to adjust to excess supply situations in the labour market; employment and output were determined by the effective aggregate demand in the product market. Consumption was assumed to be a function of real income implying savings, essentially the remainder of real income after consumption to be a function of real income as well rather than a function of real rate of interest as in the classical framework, and aggregate demand was made up of the planned expenses for consumption, investment and government expenses (for a closed economy). Contrary to the classical model, in the Keynesian framework the rate of interest serves in equating real demand and supply of money rather than equating investment and full employment savings. This set up not only brings forth the possibility of equilibrium with unemployment prevalent in the labour market, it also dispels the concept of neutrality of money. An exogenous increase in the money supply through its effect on the real rate of interest affects the amount of investment and through that causes a change in the aggregate demand and thus in the real output and employment. So, this framework proves the non-neutrality of money the short run (Mankiw, 2000). But in the long run, money can be deemed to have neutral effects through the following reasoning. An increase in the money supply will reduce the interest rates and increase investment. However, as the money supply rises, the real stock of money balances exceeds the desired level thus necessitating the expenditure on goods to be raised in order to re-establish the optimum and in that creating an excess demand in the goods market. In the long run prices and wages are perfectly flexible and in the presence of excess demand, there is a rise in the price level until the excess demand is satisfied, at the new equilibrium. Again this rise in prices leads to an increase in the demand for money and thus leads to a restoration of the real interest rates and investments to their initial levels (Patinkin, 1987). Therefore, in the long run money supply increases have no effects on real interest rates, investment, or output in the long run. So, we find that although money is actually non-neutral in the long run due to the wage-price inflexibility in the short run, in the long run money has neutral effects. Infact, Patinkin (1956) notes that not only is money neutral in the short run but this short run neutrality is absolutely necessary for the quantity theory to hold. If this non-neutrality is denied and the classical dichotomy is accepted, then there is no theory of money, quantity theory or otherwise. Testing the neutrality of money would require one to measure the effects of altered money supply has on real variables like the real GDP, employment and real interest rate. One approach possible would be to use a time series data set with values for these variables. A regression would be run to ascertain the extent of effects if any, the changes in money supply over time has had on the real variables. In fact, Fisher and Seater (1993) have used time series data in this manner to test the neutrality of money. Their methodology however requires the usage of advanced econometric tools. Many consequent studies[2] have adopted this methodology to test time series data for different regions and check for neutrality of money. Another option would be to use cross section data with different regions specified by different money supply values. By gauging the differences in the values of the real variables of these regions and relating these with the differences in the money supply values through regression analysis can be another way of testing for neutrality of money. So, to sum up, we have seen that although short run neutrality of money is not a valid proposition, money does not have real effects in the long run. In the final section we have suggested two possible approaches to testing the neutrality of money. References: Ackley, G., (1978). Macroeconomics: Theory and Policy, New York: Macmillan Boschen, J.F. Otrok, C.M., (1994) Long run neutrality and superneutrality in an ARIMA framework: comment, American Economic Review 84, 1470-1473. Carlin, W., Soskice, D., (1990) Macroeconomics and the Wage Bargain: A Modern Approach to Employment, Inflation, and the Exchange Rate, U.K.: Oxford University Press Fisher, M.E. Seater, J.J., (1993) Long run neutrality and superneutrality in an ARIMA framework, American Economic Review 83, 402-415. Mankiw,   N.G., (2000) â€Å"macroeconomics† 4th ed, Worth publishers, New York Patinkin., D. (1987) â€Å"Neutrality of money,† The New Palgrave: A Dictionary of Economics, v. 3, pp. 639-4 Patinkin, D., (1956) Money, interest and prices: An integration of monetary and value theory, New York: Row Peterson [1] One should be beware of the misleading potential of the term classical and note its distinct presence in macroeconomics and its modern adoptions in the forms of new classical economics and thereby avoid confusing it with the school of economic thought associated with Marx, Smith and Ricardo. [2]   e.g., Boschen and Otrok (1994) for the US How to cite Neutrality of money, Essay examples

Meeting Agenda Essay Sample free essay sample

Forming meetings fundamentally involves three stairss:†¢ Fixing Notice-to inform the participants about the rubric. intent. day of the month. clip. locale etc intent of the meeting. †¢ Enlisting Agenda-to inform and steer the participants about what issues are traveling to be brought under treatment in the meeting †¢ Writing Minutes – to observe down all the of import treatment points. descions. and decisions drawn in the meeting. Fixing Notice: The first and first undertaking in forming meetings is to fix a notice for informing the participants about the inside informations. i. e. Title. intent. day of the month. clip. locale etc intent of the meeting. Notice â€Å"To discuss the Issue of Computer Labs Head of computing machine scientific discipline section has called a meeting on Friday 15 June. 2012 in university Auditorium at 10. 00 am. All module is informed to go to the meeting† Making a Meeting Agenda: Meetings set aside clip to brainstorm thoughts. relay of import information. work out jobs and program undertakings. A meeting must be well-planned to do this clip productive. An docket provides an lineation of the purpose of the meeting and the points that need to be discussed. A meeting docket can be distributed in front of clip to let attendants to fix inquiries and input. An effectual docket can be designed in a few simple stairss The meeting docket is a roadmap for the meeting. It lets participants cognize where they’re headed so they don’t acquire off path. Most significantly. the meeting docket gives a sense of intent and way to the meeting. When trying to keep a productive meeting. the most of import thing you can make is to make an docket. This should be sent to all attendants good in progress to give everyone clip to analyze the subjects and fix what they need to state. Agendas highlight the intent of the meeting and the determinations that need to be made. Without an docket meetings lack focal point and determinations will non be made since attendants will travel off on tangents and neglect to understand what needs to be achieved. I should be clear at this point that there is nil incorrect with a brainstorming session where an docket would non be required. but for more formal meetings with specific inquiries. jobs and issues that need attending and solution. an docket should ever be given. When puting the points of the docket it is best to officially bespeak content from the attendants. This will give people a opportunity to add anything they feel is of import. You must give people clip to answer so make this measure every bit early as possible. A simple electronic mail will do. It is deserving composing the docket foremost and directing this out with the petition since it will give people a better thought of the capable affair and rightness of their meeting subjects. Of class there will be an ‘any other business’ subdivision at the terminal of the meeting. but as many subjects as possible should be set in the docket so that a timescale can be more accurately estimated. If there are 14 subjects at the terminal of a meeting that merely lasts for an hr because you didn’t cognize about them in progress. so this is likely to be rushed and non explored to the full or the meeting will infest. Every meeting docket should incorporate a certain sum of general information in the header subdivision. This needs to be information on the meeting parametric quantities instead than its content. For illustration note the day of the month. the start clip. the terminal clip and the location. If this is sent in progress so it will be clear to everyone when and where the meeting will be held. It is a good thought to put any specific purposes in this subdivision. Say for illustration you are keeping the meeting to make up ones mind upon the scheme needed for an office move. This should be noted at the top so all parties are cognizant of the subject. This should halt people seeking to mouse inappropriate docket points on such as the new CRM system demands. It is usual to hold a subdivision for attendants so that everyone knows who will be coming. This will besides let them to propose anyone else they feel should be present that you have non included. This can be a simple list. If anyone is required to convey specific points to the meeting other than a notepad and pen so just warning should be given. If you needed a specific maths jobs solved and had neglected to state people to convey their reckoners so you would be at a serious disadvantageous when cipher has one. Time would be wasted while they all went back to their desks to bring them. Once this general information is listed. it is clip to add the docket subjects. The first subdivision is ‘apologies for absence’ since there may be people who can non do it on the twenty-four hours. This subdivision is required for the minute taker to observe the existent attendants. Some meetings are held on a regular footing such as hebdomadal planning meetings and project meetings. If this is the instance so a subdivision must be included called ‘minutes of the last meeting. ’ This subdivision will travel over the actions ensuing from the last meeting and follow them up. If they have been completed so they can be crossed of everyone’s list and if they have non. so the action would still stand and may necessitate to be discussed farther. The following docket points will be specific to the subject of your meeting. Using the illustration of an office move. agenda points may be as follows ; intent of the move. location of the new edifice. duty for the move itself. informing the staff. marketing the move to clients and contacts and eventually the duty for wellness and safety one time the move is completed. Obviously this is a immensely simplified list. but hopefully it gives an thought of how to put relevant docket points. All points must work out one issue and should add something to the overall solution required. The points should flux in a logical order and be related to each other. Think about what needs to be completed first before something else can be done. What are the dependences? The office move can non be marketed to clients before it has happened so this will logically be further down the list than points about the move itself. Once all relevant points are on the docket there should be a subdivision called ‘Any other concern. ’ This will let any last infinitesimal things to be discussed. Hopefully. if you have completed an docket good. this subdivision will be blissfully short since everything will be covered on the docket points already set. Make non let people to deflect everyone from the chief purpose of the meeting. If people want to discourse unrelated points so suggest they email or set up a separate meeting. The docket will be in a different format and will include different things depending on the type of meeting and who will be in attending. An all-day meeting in which people from outside the company or members of the populace will go to may good necessitate to include agenda points in a more specific clip format. Agenda points may include debut. tea and java interruption. tiffin etc. whereas a general office meeting would frequently be excessively short and hence except these points. The linguistic communication you use would necessitate to be simple and contain no industry abbreviation that people outside the country of expertness would non understand. As the presenter of the meeting. believe about what people need to see in progress to acquire a good thought of what will go on during the meeting. Supply all participants with an docket before the meeting starts. Your docket needs to include a brief description of the meeting aims. a list of the subjects to be covered and a list saying who will turn to each subject and for how long. When you send the docket. you should include the clip. day of the month and location of the meeting and any background information participants will necessitate to cognize to keep an informed treatment on the meeting subject. What’s the most of import thing you should make with your docket? Follow it closely! All dockets should name the undermentioned: †¢ Meeting start clip †¢ Meeting end clip†¢ Meeting location†¢ Topic headers†¢ Include some subject item for each header†¢ Indicate the clip each subject is expected to last†¢ Indicate which meeting participants are expected to be the chief subject participants Minutess of MeetingMinutess are the official record of an organisation. It is important that they are accurate since they are the legal record of the proceedings and actions of the organisation Minutes are written as an accurate record of a group’s meetings. and a record determinations taken. They are utile because people can bury what was decided at a meeting if there is no written record of the proceedings. Minutess can besides inform people who were non at the meeting about what took topographic point. Who writes the proceedingss? It is normal pattern for one individual at each meeting to be given the undertaking of composing the proceedingss. It may be the same individual each meeting. or the undertaking may be rotated. What do the proceedingss contain? Before each meeting an docket should be drawn up. detailing the affairs to be discussed at the meeting. A set of proceedingss should usually include the undermentioned information: †¢ clip. day of the month and topographic point of meeting ; †¢ list of people go toing ;†¢ list of absent members of the group ;†¢ blessing of the old meeting’s proceedingss. and any affairs originating from those proceedingss ;†¢ for each point in the docket. a record of the chief points discussed and determinations taken ;†¢ clip. day of the month and topographic point of following meeting ; †¢ name of individual taking the proceedingss. Tips Distribute ( by electronic mail ) the docket before the meeting. so that members of the group have a opportunity to fix for the meeting. Include an point â€Å"AOB† ( Any Other Business ) at the terminal of the docket as a topographic point to include last-minute points. Keep the proceedingss short and to the point. Don’t waffle. If you want to enter every word said. you might see a tape entering to supplement the proceedingss. Where a member of the group is asked to execute a set undertaking. record an â€Å"Action† point ; this makes it easy to read through the proceedingss at the following meeting and â€Å"tick off† the action points. Either write the proceedingss as the meeting happens ( if the proceedingss secretary is a fast typist! ) . or instantly after the meeting. The Oklahoman they are done. the more accurate they are. Meeting MinutessMeeting proceedingss sometimes seem to hold become a â€Å"lost art† . I mean. they are non rocket scientific discipline. instead a spot dense. Let me therefore portion with you the in my sentiment indispensable points. †¢ If you want to follow merely one advice. here it is: Write in a manner that allows person who has non attended the meeting to understand the proceedingss. This particularly means that you must really carefully put the context for each subject. You get two things from that extra attempt. First. person who has non attended the meeting will understand your proceedingss ( surprise. surprise ) . Second. and possibly more significantly. YOU will be able to understand your proceedingss in a few hebdomads. Opportunities are that you would non make so without puting context etc. †¢ There is no such thing as a meeting without proceedingss. Depending on the type of the meeting you can make up ones mind to merely compose a short electronic mail that amounts things up. But something should be written! This is the lone manner to guarantee that people have a common apprehension what has been discussed and decided. †¢ Use a templet. and please allow it be the same templet every cli p. It does non necessitate to be highly sophisticated but should back up easiness of reading. That means the reader should be supported in absorbing the content. †¢ Each entry is clearly marked as a certain type. Normally you find: determination. information. action point. Add others as you need them ( sometimes â€Å"status† is a different class ) . †¢ Please merely one ( 1 ) proprietor per action point. This individual is responsible that the occupation gets done. This does NOT intend this individual ever has to make it in individual ( this is merely one of several possibilities ) . He or she can besides depute it. make it together with person else. etc. But he or she is responsible towards the meeting that the work is finished by the assigned due day of the month. †¢ Each action point besides has a due day of the month. There must never-ever be an action point without a due day of the month. Period. This due day of the month does NOT acquire adjusted when it is missed. Otherwise the force per unit area to work hard will be lowered ( you don’t want that. make you? ) . †¢ You should document who attended the meeting and who got informed about the result. So please set a list of attendants ( besides partial attending. to be documented as such. counts ) and a list of receivers into your papers. So nil complicated here. right? One last word in footings of attempt. Writing good meeting proceedingss takes clip. Unless you are highly fast. you can anticipate that the authorship will sometimes take every bit long as the existent meeting. But this is usually clip good spent. Particularly if you are working for a client on a consulting undertaking. you should be careful to document what was said. So what should you make with those meeting proceedingss one time you have finished composing them? Here is my return on it: †¢ Send them to the participants and inquire them to look into carefully †¢ Depending on when the following meeting occurs. people must either supply their feedback within a certain timeframe ( I suggest 2-3 on the job yearss ) or at the following meeting. †¢ If nil has been brought frontward within the in agreement timeframe. the proceedingss are considered to be signed away. This is critical for undertakings with external clients. but besides good pattern internally. Content First paragraph: Kind of meeting ( regular. particular. etc. ) ; the name of the organisation ; the day of the month. clip and topographic point of the meeting ; the name of the presiding officer and secretary ; approximative figure of members present ; constitution of a quorum ; and recording of the action taken on the proceedingss of the old meeting. The organic structure should include. with each gesture being a separate paragraph. : †¢ The exact diction of gestures. whether passed or failed. and the manner they were disposed of. along with the name of the shaper †¢ If the ballot was counted. the count should be recorded. Edward tellers studies. if there are any. are included. In axial rotation call votes the record of each person’s ballot is included †¢ Notices of gestures – old notice is sometimes required e. g. amendments of the bylaws †¢ Points of order and entreaty †¢ What we decided in the meeting†¢ What we accomplished in the meeting†¢ What we agreed to in footings of following stairss ( action points ) To avoid blowing your clip spent in meetings. be certain your notes and proceedingss answer these 10 inquiries: 1. When was the meeting?2. Who attended?3. Who did non go to? ( Include this information if it matters. )4. What subjects were discussed?5. What was decided?6. What actions were agreed upon?7. Who is to finish the actions. by when?8. Were stuffs distributed at the meeting? If so. are transcripts or a nexus available? 9. Is at that place anything particular the reader of the proceedingss should cognize or make? 10. Is a follow-up meeting scheduled? If so. when? where? why? Minutess need headers so that readers can plane for the information they need. Your templet may include these: SubjectsDecisionsActions Agreed UponPerson responsibleDeadlineFollowing MeetingDate and TimeLocationAgenda itemsDo’s and Don’ts: Do compose proceedingss shortly after the meeting–preferably within 48 hours. That manner. those who attended can be reminded of action points. and those who did non go to will quickly cognize what happened. Don’t skip composing proceedingss merely because everyone attendedthe meeting and knows what happened. Meeting notes serve as a record of the meeting long after people forget what happened. Don’t describe all the â€Å"he said. she said† inside informations unless those inside informations are really of import. Record subjects discussed. determinations made. and action points. Don’t include any information that will abash anyone ( for illustration. â€Å"Then Terry left the room in tears† ) . Do use positive linguistic communication. Rather than depicting the treatment as heated or angry. usage passionate. lively. orenergetic–all of which are merely every bit true as the negative words. Bashs have a new twelvemonth filled with productive meetingscaptured expeditiously in chip. clear meeting notes! NOT INCLUDED†¢ The sentiment or reading of the secretary†¢ Judgmental phrases e. g. â€Å"heated debate† â€Å"valuable comment†Ã¢â‚¬ ¢ Discussion: Minutess are a record of what was done at the meeting. non what was said at the meeting†¢ Gestures that were withdrawn †¢ Name of seconder is unneededBlessingIf the proceedingss have been distributed to the members before the following meeting so the blessing procedure can be really short. The presiding officer merely states â€Å"Are there any corrections to the proceedingss as printed? † If there are none. or after all corrections have been made. the presiding officer may state â€Å"If there is no expostulation. the proceedingss will be approved as printed ( or as corrected ) . † Signature After the proceedingss have been corrected and approved by the rank. they should be signed by the secretary and can be signed by the president. The word â€Å"approved† and the day of the month of the blessing should besides be included MINUTES BOOK The official transcript of the proceedingss should be entered in the Minutes Book and kept by the secretary. These are the belongings of the organisation. non the secretary. If the organisation has a central office office. the official transcript of the proceedingss should be kept at that place. Copy If the members receive a transcript of the proceedingss it is non necessary for them to have all the fond regards. When they do non have the fond regards. the proceedingss should include a brief sum-up of the fond regards. ANNUAL MEETINGS/CONVENTION MINUTES Minutess of an one-year meeting or convention should be taken by the secretary with the aid of the Minutes Approval Committee members. In progress of the one-year meeting or convention. the secretary should fix a set of skeleton proceedingss. In the readying of this skeleton of the existent proceedingss the followers may be used: docket. plan. old proceedingss ( as a usher ) and the book. The skeleton proceedingss are based on what is expected to go on ( the book should be of great aid here ) . In fixing the skeleton proceedingss. be certain to go forth many empty infinites for the particulars that may go on during the meeting and any last minute alterations. Transcripts of the skeletal proceedingss are needed for the secretary. parliamentarian and members of the Minutes Approval Committee. During the meeting. the members of the commission and the secretary follow the skeletal proceedingss and make full in any extra information. Immediately after each concern run intoing the commission and the secretary meet and work together on an agreed upon set of proceedingss for that meeting. After the last concern meeting of the convention. the secretary prepares the concluding transcript of the proceedingss based upon what is agreed upon by the commission. This concluding transcript is reviewed by all commission members. When they all agree. they sign the original transcript and the occupation of O.K.ing the proceedingss is completed. If there is a transcript of the meeting. it is the secretary’s occupation to reexamine the transcript doing certain all the proceedingss are accurate. If it is necessary to alter the proceedingss. all members of the Minutes Approval Committee must hold upon the alterations.

Diagnosis and Treatment Essays - Abnormal Psychology,

Mood disorders are characterized by disturbances in a person?s mood or their prolonged emotional state. Most people have a wide emotional range, they are capable of being happy or sad, animated or quiet, cheerful or discouraged, overjoyed or miserable, and it just depends on the circumstances. People with mood disorders, their range are greatly restricted. They will seem stuck at one or the other end of the emotional spectrum, either constantly happy and excited or constantly sad no matter what the circumstances. Depression is a well known mood disorder and very common. A person who is depressed will experience a state in which they feel overwhelmed with sadness, they lose interest in activities, and they will display other symptoms such as excessive guilt or feelings of worthlessness. How does one know when feelings of sadness and hopelessness are just normal feelings and reactions to a person?s circumstances or are they experiencing a form of depression.Clinicians look for some significant impairment of distress in social, occupational, or other important areas of functioning. Doctors also look for other explanations of the symptoms; could they be due to substance abuse or the side effects of medication that the person may be taking. Could it be a result of a medical condition, such as hypothyroidism which is the inability of the thyroid gland to produce an adequate amount of its hormones? Could the hormones be due to an intense grief reaction? If the symptoms cannot be explained by any of the above causes then the clinician uses a test called the DSM-IV-RT to help make a diagnosis of depression. DSM-IV-RT notes at least five of the fallowing symptoms and at least one of the first two must be present within the patient: 1.Depressed Mood- Feel sad or empty for most of the day, almost every day, or have others observed these symptoms? 2.Loss of interest in pleasure- lost interest in performing normal activities, such as working or going to social events? Does the person seem to just be going through the motions of everyday life and not receiving any pleasure from it? 3.Significant weight loss or gain- Has the person gained or lost more than five percent of body weight in a month? Has the person lost interest in eating or is complaining that food has lost its taste? 4.Sleep disturbance- Is the person having trouble sleeping? Or is the person sleeping too much? 5.Disturbance in motor activities- Is there a change in activity level? Does the person just sit around? Or does the behavior reflect agitation or unusual restlessness? 6.Fatigue- Does the person complain about constantly being tired and having no energy? 7.Feeling worthlessness or excessive guilt- Does the person express feeling like; ?You are better off without me? or ?I ruin everything for everyone I love.? 8.Unable to concentrate- Complain of memory problems or they are unable to focus their attention on simple tasks. 9.Thoughts of death- Does the person talk about committing suicide or wish that they were dead. Appropriate diagnosis is the first step in effective treatment. Second step is therapeutic help for the individual. Behavioral therapies would be most effective since its therapeutic approaches that are based on the belief that all behavior, normal and abnormal, is learned, and that the objective of therapy is to teach people new, more satisfying ways of behaving. Insight therapy would be affective also. Insight therapy is to give people a better awareness and understanding of their feelings, motivations, and actions in hope that this will lead to better adjustment. Family therapy would also be necessary for those who are experiencing depression who have a family. Family therapists believe that it is a mistake to treat a client in a vacuum, making no attempt to meet the person?s parents, spouse, and children, for if one person in the family is having problems, it is often a signal that the entire family needs assistance. I would also recommend couples therapy for those who are in a relationship. Couples therapy is designed to assist partners who are having difficulties within their relationship. While a person who is diagnosed with depression may not directly be aware that their depression is affecting their loved ones, therapy is necessary so that they are aware of how their behavior

Major General George Meade in the Civil War

Major General George Meade in the Civil War Born at Cdiz, Spain on December 31, 1815, George Gordon Meade was the eighth of eleven children born to Richard Worsam Meade and Margaret Coats Butler. A Philadelphia merchant living in Spain, Meade had been crippled financially during the Napoleonic Wars and was serving a naval agent for the US government in Cdiz. Shortly after his death in 1928, the family returned to the United States and young George was sent to school at Mount Hope College in Baltimore, MD. West Point Meades time at Mount Hope proved brief due to his familys increasingly difficult financial situation. Wishing to continue his education and aid his family, Meade sought an appointment to the United States Military Academy. Securing admission, he entered West Point in 1831. While there his classmates included George W. Morell, Marsena Patrick, Herman Haupt, and future US Postmaster General Montgomery Blair. Graduating 19th in a class of 56, Meade was commissioned as a second lieutenant in 1835 and assigned to the 3rd US Artillery. Early Career Dispatched to Florida to fight the Seminoles, Meade soon fell ill with fever and was transferred to the Watertown Arsenal in Massachusetts. Having never intended to make the army his career, he resigned in late 1836 after recovering from his sickness. Entering civilian life, Meade sought work as an engineer and had some success surveying new lines for railroad companies as well as working for the War Department. In 1840, Meade married Margaretta Sergeant, the daughter of prominent Pennsylvanian politician John Sergeant. The couple would ultimately have seven children. After his marriage, Meade found steady work increasingly difficult to obtain. In 1842, he elected to re-enter the US Army and was made a lieutenant of topographical engineers. Mexican-American War Assigned to Texas in 1845, Meade served as a staff officer in Major General Zachary Taylors army after the outbreak of the Mexican-American War the following year. Present at Palo Alto and Resaca de la Palma, he was brevetted to first lieutenant for gallantry at the Battle of Monterrey. Meade also served on the staffs of Brigadier General William J. Worth and Major General Robert Patterson. 1850s Returning to Philadelphia after the conflict, Meade spent the bulk of the next decade designing lighthouses and conducting coastal surveys on the East Coast. Among those lighthouses he designed were those at Cape May (NJ), Absecon (NJ), Long Beach Island (NJ), Barnegat (NJ) and Jupiter Inlet (FL). During this time, Meade also devised a hydraulic lamp that was accepted for use by the Lighthouse Board. Promoted to captain in 1856, he was ordered west the following year to oversee a survey of the Great Lakes. Publishing his report in 1860, he remained on the Great Lakes until the outbreak of the Civil War in April 1861. The Civil War Begins Returning east, Meade was promoted to brigadier general of volunteers on August 31 at the recommendation of Pennsylvania Governor Andrew Curtin and given command of the 2nd Brigade, Pennsylvania Reserves. Initially assigned to Washington, DC, his men built fortifications around the city until being assigned to Major General George McClellans newly formed Army of the Potomac. Moving south in the spring of 1862, Meade took part in McClellans Peninsula Campaign until being wounded three times at the Battle of Glendale on June 30. Quickly recovering, he rejoined his men in time for the Second Battle of Manassas in late August. Rising through the Army In the course of the fighting, Meades brigade took part in the vital defense of Henry House Hill which allowed the remainder of the army to escape after the defeat. Shortly after the battle he was given command of the 3rd Division, I Corps. Moving north at the beginning of the Maryland Campaign, he earned praise for his efforts at the Battle of South Mountain and again three days later at Antietam. When his corps commander, Major General Joseph Hooker, was wounded, Meade was selected by McClellan to take over. Leading I Corps for the remainder of the battle, he was wounded in the thigh. Returning to his division, Meade achieved the only Union success during the Battle of Fredericksburg that December when his men drove back the troops of Lieutenant General Thomas Stonewall Jackson. His success was not exploited and his division was forced to fall back. In recognition for his actions, he was promoted to major general. Given command of V Corps on December 25, he commanded it at the Battle of Chancellorsville in May 1863. During the course of the battle, he implored Hooker, now the army commander, to be more aggressive but to no avail. Taking Command Following his victory at Chancellorsville, General Robert E. Lee began moving north to invade Pennsylvania with Hooker in pursuit. Arguing with his superiors in Washington, Hooker was relieved on June 28 and command was offered to Major General John Reynolds. When Reynolds declined, it was offered to Meade who accepted. Assuming command of the Army of the Potomac at Prospect Hall near Frederick, MD, Meade continued to move after Lee. Known to his men as The Old Snapping Turtle, Meade had reputation for a short temper and possessed little patience for the press or civilians. Gettysburg Three days after taking command, two of Meades corps, Reynolds I and Major General Oliver O. Howards XI, encountered the Confederates at Gettysburg. Opening the Battle of Gettysburg, they were mauled but succeeded in holding favorable ground for the army. Rushing his men to the town, Meade won a decisive victory over the next two days and effectively turned the tide of the war in the East. Though triumphant, he was soon criticized for failing to aggressively pursue Lees battered army and deliver a war-ending blow. Following the enemy back to Virginia, Meade conducted ineffective campaigns at Bristoe and Mine Run that fall. Under Grant In March 1864, Lieutenant General Ulysses S. Grant was appointed lead all Union armies. Understanding that Grant would come east and citing the importance of winning the war, Meade offered to resign from his army command if the new commander preferred to appoint someone different. Impressed by Meades gesture, Grant refused the offer. Though Meade retained command of the Army of the Potomac, Grant made his headquarters with the army for the remainder of the war. This proximity led to a somewhat awkward relationship and command structure. Overland Campaign That May, the Army of the Potomac embarked on the Overland Campaign with Grant issuing orders to Meade who in turn issued them to the army. Meade largely performed well as the fighting progressed through the Wilderness and Spotsylvania Court House, but chaffed at Grants interference in the armys matters. He also took issue with Grants perceived preference for officers who had served with him in the west as well as his willingness to absorb heavy casualties. Conversely, some within Grants camp felt that Meade was too slow and cautious. As the fighting reached Cold Harbor and Petersburg, Meades performance began to slip as he did not direct his men to scout properly prior to the former battle and failed to coordinate his corps properly in the opening stages of the latter. During the siege of Petersburg, Meade again erred altering the attack plan for the Battle of the Crater for political reasons. Remaining in command throughout the siege, he fell ill on the eve of the final breakthrough in April 1865. Unwilling to miss the armys final battles, he led the Army of the Potomac from an army ambulance during the Appomattox Campaign. Though he made his headquarters near Grants, he did not accompany him to the surrender talks on April 9. Later Life With the end of the war, Meade remained in the service and moved through various department commands on the East Coast. In 1868, he took over the Third Military District in Atlanta and oversaw Reconstruction efforts in Georgia, Florida, and Alabama. Four years later, he was struck by a sharp pain in his side while in Philadelphia. An aggravation of the wound sustained at Glendale, he declined rapidly and contracted pneumonia. After a brief fight, he succumbed on November 7, 1872, and was buried at Laurel Hill Cemetery in Philadelphia.

Ethical Performance Appraisal Issues Research Paper

Ethical Performance Appraisal Issues - Research Paper Example The compensation plan also cut down on the amount of money that was given to doctors who had tenure. This is because the amount of money they were getting was more that they were bringing in and or that reason, in order to benefit from the finances they had to work more to gain more. Various strengths have been associated with the pay for performance plan. They include positive performance because the surgeons pay correlate directly with the number of patients or surgeries they perform in a given quarter. Secondly, the compensation plan provides equality on the surgeons in the sense that regardless of the tenure on has served they all have to get paid according to their performance; hence, reducing the protection given to low performers in the organization (Beaulieu & Zimmerman, 2005a). Thirdly, there is employee motivation because the surgeons will not be relying on the base pay that they have been accustomed to in that, knowing that they will get more when they work makes it increase their motivation and productivity for the organization. Even though the compensation plan has various strengths, it has shown some weaknesses. They include lack of backing from surgeons who have had tenure of service. Because they are accustomed to a little work, yet more pay and for that reason, adjusting would be AA problem. Secondly, the surgeons working on the research will abandon their work because the money meaning that they might lose grants from National Institute of Health motivates them. To deal with these challenges, it is important to come up with a plan that will ensure that the employees with tenure do not feel left out. Additionally, they should be provided with a work plan that allows them to bring the hospital money to stop in order to ensure that even though they are taking money from the hospital at least they are bringing some back. In relation to

Mental Process Paper Research Example | Topics and Well Written Essays - 1000 words

Mental Process - Research Paper Example It is an operation, which has an effect on the mental contents of an individual. It can also be seen as the thinking process or the cognitive remembrance operation. Overall, it is all the different things that an individual can do with his or her mind including emotion, volition, reasoning, belief, conception, imagination, creativity, memory, introspection, and perception. 1. Compare and Contrast the Four Styles of Creative Intelligence and their Influence on Organizational Decision Making. Intuition is focused on the production of results and is reliant on experiences in the guidance of decisions (Bara, 2010). Most people consider the implications of comprehending the past as most believe that a majority of mistakes can be escaped if one understands its historical significance. Every organization, from a perspective of business, needs to consider patterns and exhibit caution at every turn. Strategic planning lets organizations prepare for possible scenarios via the forecasting of al l outcomes that are possible (Bara, 2010). Some of the biggest successes, as well as failures, can be traced back to reliance on results that are past. Businesses will consider several factors, for example, the market’s current conditions, segmentation, objectives, and experiences that it relates to in the past. The mindset of inspiration is focused on the change in society and the presentation of dedication aimed at changing results (Bara, 2010). People whose working is grounded in this mindset are imbued with positive energy and are able to remain focused, motivated, and logical. Organizations that possess this type of individual are enabled in their ability to visualize situations currently and use that as inspiration to create a positive future outcome. These individuals have the ability to promote change, which could limit the organization in a number of ways (Bara, 2010). They have a tendency to lose focus on everyday functions, as they are highly adept at assessment of the bigger picture. The style of imagination targets artistic individuals, who enjoy writing, and show qualities of strong leadership (Brown, 2006). Individuals with this mindset show the ability to visualize various scenarios. They possess a huge impact in the process of decision making especially in organizations where there are chaotic times since they are able to visualize beyond the current situation, which gives them excellent coping skills for solution for problems. They have an ability that is unique in their ability to remain confident and poised which rubs of on the rest of the organization. They also inspire others allowing them plan for and envision the future. One limitation is that these people are not totally focused on the immediate future, which could be problematic since all aspects should be placed in perspective (Brown, 2006). Individuals using the innovative style tend to stick to the issues before them and on evidence (Brown, 2006). It is the most logical of t he styles since it is clearly focused on evidence that is visible like data. However, this makes it impossible to see the organization’s apparent vision, which it is attempting to achieve. Successful organizations need a balance of different mindsets, which are found suited well to different roles. Precision is needed by all industries and organizations thus innovation is vital. This mindset comes

Sample Code of API’s Controls in Written Javascript

Sample Code of API’s Controls in Written Javascript use strict //function to load Facebook JavaScript. var loadFacebookJS = function () { blockUI(); if (!$(#modalWindowDivControl #FacebookDivision).contents().find(.fb-share-button).attr(data-href)) { unBlockUI(); (function () { var e = document.createElement(script); e.type = text/javascript; e.src = document.location.protocol + //connect.facebook.net/en_US/all.js#xfbml=1appId=297301533752770; e.async = true; document.getElementById(fb-root).appendChild(e); } ()); } else { setTimeout(loadFacebookJS, 200); } } // freez the screen until the whole page loads function blockUI(controllerId, message) { controllerId = controllerId || ctl00_gridDiv; message = message || Processing Please Wait; message = + message + ; if ($(#blockMessage).length == 0) { $(# + controllerId).append($( ).attr(id, blockMessage).css(display, none).html(message)); } else { $(#blockMessage).html(message); var controller = $(# + controllerId).data(); if (controller != undefined controller != null controller[blockUI.isBlocked] != undefined controller[blockUI.isBlocked] != null controller[blockUI.isBlocked] == 1) return; } $(# + controllerId).block({ message: $(#blockMessage), css: { border: none, padding: 15px, backgroundColor: #eee, -webkit-border-radius: 10px, border-radius: 10px, opacity: .9, color: #444, display: inline, width: 35% } }); } function unBlockUI(controllerId) { controllerId = controllerId || ctl00_gridDiv; $(# + controllerId).unblock(); } LinedIn Js file use strict // funtion to check and load linkedin JS. var LoadLinkedinJS = function () { blockUI(); if (!$(#modalWindowDivControl #LinkedinFrame).contents().find(#LinkedinButton).attr(data-url)) { unBlockUI(); $.getScript(http://platform.linkedin.com/in.js); } else { setTimeout(LoadLinkedinJS, 200); } } // freez the screen until the whole page loads function blockUI(controllerId, message) { controllerId = controllerId || ctl00_gridDiv; message = message || Processing Please Wait; message = + message + ; if ($(#blockMessage).length == 0) { $(# + controllerId).append($( ).attr(id, blockMessage).css(display, none).html(message)); } else { $(#blockMessage).html(message); var controller = $(# + controllerId).data(); if (controller != undefined controller != null controller[blockUI.isBlocked] != undefined controller[blockUI.isBlocked] != null controller[blockUI.isBlocked] == 1) return; } $(# + controllerId).block({ message: $(#blockMessage), css: { border: none, padding: 15px, backgroundColor: #eee, -webkit-border-radius: 10px, border-radius: 10px, opacity: .9, color: #444, display: inline, width: 35% } }); } function unBlockUI(controllerId) { controllerId = controllerId || ctl00_gridDiv; $(# + controllerId).unblock(); } Job Share Modal window use strict //This JavaScript is Main script for all Social Networks Connections and Communication. //Created on 03/04/2014 //Created by Devank Agarwal var SocialNetworkingJavaScript = function () { var jobApplicationUrl = ; //function return the JobApplicationUrl this.CreateJobApplicationURl = function (JobId) { jobApplicationUrl = jobURL(JobId); // Alert to check the shared url. //alert(jobApplicationUrl); return jobApplicationUrl; } //function that creates dynamic url including tenant,source,user and job id. function jobURL(JobId) { var host = location.host; var URL = ; // Just a dummy url to make the it run on localhost. if (host.indexOf(ams.hirepro.in) != -1||host.indexOf(db1.hirepro.in)!=-1) { URL = getLiveUrl(); } else { URL = http://d.ams.hirepro.in/amserdemo/public/JobApplication/Default.aspx/?; URL += getTenantUserAndJobIDEncryption(); } //alert(URL); return URL; } //function to get all the values for queryString. var escapedURL = function () { var alias = getTenantAdamInfo().TenantAlias; var SourceId = getSourceId(); var UserId = readCookie(userId); var EncrpytedJobId = $(#control_Use_It_For_Setting_Attributes).attr(RecentlyEncryptedJobId); //alert to check the values //return (alias%3D + alias + %25userid%3D + UserId + %25sourceid%3D + SourceId + %25jobid%3D + JobId); return (alias= + alias + userid= + UserId + sourceid= + SourceId + jobid= + EncrpytedJobId); } // function to fect virtual path of that hosting dynamically. var fetchVirtualDirectoryName = function () { var arrayOfPathName = location.pathname.split(/); return arrayOfPathName[1]; } // function to get encrypted source id from the hidden field. var getSourceId = function () { return $(# + GetClientId(hfEncryptedSourceId)).val(); } // function to escape the url but presently not used. var getTenantUserAndJobIDEncryption = function () { var URL = escapedURL(); //return escape(URL); return URL; } // function to get the live url dynamically. var getLiveUrl = function () { var protocol = location.protocol; var hostName = location.hostname; var host = location.host; var liveURL = ; liveURL += protocol + // + host + /; liveURL += (host.indexOf(:) == -1) ? fetchVirtualDirectoryName() : ; liveURL += /public/JobApplication/?; liveURL += getTenantUserAndJobIDEncryption(); return liveURL; } } HTML code for Share job Modal window Email Direct Hi, I would like to announce a new job opening in our organization. A complete job description is available on the link provided below. Eligible individuals interested in applying for this position may submit an application on the link below Social Media style=border-style: none; border-color: inherit; border-width: medium; overflow: hidden; scrolling=no> frameborder=0 style=border-style: none; height: 350px; width: 100%; border-color: inherit; border-width: medium; overflow: hidden;>

Matching Dell

The Matching Dell Business case by (Rivkin. J & Porter, M) defines the personal computer industry and outlines its history and development, with focus on Dell Computers. This paper will analyze the case study by means of the Strategic Situation Analysis and Planning Method (SSAP), by portraying and comparing Dell with its main competitors, namely: IBM, Compaq, Hewllet-Packard and Gateway. Approaching the strategic situation from SSAP method’s step number one, Financial Analysis, step number two, External Business Environment Analysis and step number three, Business and Corporate Strategy Analysis, an external analyst perspective will be drawn based on past , present and future trends that will be used to give recommendations of investments to potential investors. The Personal Computer Industry From its inception the computer industry was mainly composed of large corporations such as IBM and DEC and unaffordable, heavy hardware such as mainframe computers. Having a personal computer at home was a mere aspiration those days. Between 1975 and 1981 many discoveries occurred that gained popularity with electronic hobbyists, when pre-assembled personal computers entered the market. These computers were pioneered by firms such as Apple Computers, MITS and smaller ones such as Tandy/RadioShack and Commodore. Almost immediately, other major electronic firms entered the market of personal computers. These companies focused their business on other electronic industries before this. The pioneer of the first personal computer was IBM in 1981 and its success translated to a market share of 42% of the market two years later. Although, IBM produced most of the components for its mainframes computers, for PCs it purchased from others the required parts and then assembled the machines. The operating software for IBM’s first PC was custom-made by Microsoft, which was then just a start-up software firm. The microprocessor for the operating system (OS) was designed by Intel, another corporation that benefited from the partnership with IBM. Microsoft’s first operating system to IBM is the backbone structure for all the current versions of operating systems (OS) implemented by Microsoft. A proprietary system developed by Apple, held 20% of the market by 1983. In 1982, another firm named Compaq entered the market with a low-priced portable clone and had $100 million in revenues during its first year, which turned out to be the fastest growing company in American history. By 1984, Dell Computer Corporation entered the market and transformed the way PCs were assembled and distributed. Historically, what has really revolutionized the PC industry was the establishment by IBM of an open architecture for their first PC, making its operating system and other proprietary information available to encourage software developers to write programs for the IBM PC and to motivate other firms to make compatible peripherals. Moreover, the unforeseen business strategy at IBM caused the company to become vulnerable to other market entrants and lost their sustainable competitive advantage, since many other IBM clones were manufactured. This cased the company to lose market share to competitors. Step One – Financial Analysis Financial Position Dell's financial history, like most company's, changes over different periods. These changes can be attributed to changes in the demand of the product, technological advancements, manufacturing costs, competition, and economic conditions. In 1999, the approximate cost of manufacturing a basic personal computer was between $800 and $900 (Kwak & Yoffie 1999). Dell sold computers directly, and through retail distributors. In 1994, Dell actually lost money on retail sales. When comparing Dell's direct sales to the retail channel it shows that there was a 5. % operating income through the direct sales, and a -3. 0% operating income in retail sales. Dell's market share increases from 1. 0 in 1990 to 13. 2 in 1998. Direct sales of Dell' personal computers through telephone, mail, and internet helped increase their market share. The total market size for the personal computer industry is $74. 6 million. Exhibit 4: Portion of Sales Through Each Channel by Region from the Matching Dell Case shows the highest channels in which personal computers are distributed in different geographic areas. In the Americas, the most popular channel is distributor/reseller which accounts for 41. 2% of sales, second is the direct channel which accounts for 29. 7% of sales, and third is the retail channel which accounts for 21. 7% of the sales. These three channels are the top channels world wide, and distributor/reseller is the channel with the highest percentage of sales across the board. Income Statements Dell and its competitors Compaq, Gateway, and HP all have had their revenues increase over the period between 1991 and 1998. The companies differ when the net income is compared from the same time period. In the Appendix, Table 4: Profit as a Percentage of Sales shows a comparison between 1991 and 1998. Profit as a percentage of sales is a note worthy calculation because it shows a ratio of profits to sales. If a company has high sales it does not necessarily mean that it will have high profits. In Table 4, you see that in 1998 Dell has the highest profit as a percentage of sales. Since Compaq has a negative net income in this year, its data is skewed. Dell percentage of sale has grown by 2. % in this seven year period. Using the calculation (This Year)/Base Year x 100 and data from 1991, to 1998 Dell sales increased 20. 5% and net income increased 28. 63%. This shows that profits increased more than sales in the same time period. This means that Dell became more efficient in production which yielded greater profits. Net income increasing more than sales shows Dell's efficiency in production and distribution. It cut costs of making and selling its computers to have a greater profit. In the appendix, Table 1 shows the year on year percent changes for Dell's sales. This table shows that Dell's sales continue to grow each year. Price Comparison Exhibit 9 in the Matching Dell Case shows Ratings of High-end Desktop PCs by Consumer Reports(1998). It is shown on the table that Dell's product sells for $2400, HP's product sells for $2200, Gateway's product sells for $2647, and Compaq's product sells for $2950. Data on the same table rates these computers on price, speed, quality, and other things customers value in computers with a scale of 1 being excellent and 5 being poor. When the customer ratings are averaged Gateway has a rating of 1. , Dell and HP have a rating of 2. 4, and Compaq has a rating of 2. 7. Dell is the lowest in price and second highest in rating. This shows that customers are satisfied with the dell computer, more so than some of the more expensive brands. Company Profitability Exhibit 11 from the case compares Major PC Manufactures and their financial data. Return on Equity(ROE) is calculated in this table and the major players can be compared. The ROE shows the profitability of a corporation because it shows how much profit is generated from the money the shareholders have invested. Dell has a ROE of 62. %, Gateway has a ROE of 25. 7%, HP has a ROE of 17. 4%, and Compaq has a ROE of -24. 2%. HP and Compaq have substantially more revenue than Dell. Compaq does not have a higher net income, but HP does. At first glance you would think that HP is a better company in regards to personal computers but when you look at the ROE you notice a difference. Out of all the major competitors in the personal computer industry Dell has the highest ROE. Therefore it is the most successful company in this market. It would be recommended that investors invest in Dell to achieve the most out of their investment. Revenues Dell's company became more successful when it withdrew from retail in 1994. It was losing money by distributing its computers in this channel and learned from its mistakes. In 1996 it started its website which provided another opportunity for customers to order from them directly. Exhibit 11 also shows that Dell keeps its cost structure lower than its competitors. When something is not benefiting the company, Dell does not wait, it acts on it and tries to continue to make Dell a successful corporation. Compaq has very, very high revenues but there are obviously major problems with the company. Its net income and ROE are negative numbers, which shows that the company is not profitable in 1998. Compaq only has 4. 4% of sales from direct sales, where Dell has 86. 6%. This is a major advantage to Dell because there is no middle man and Dell can obtain all profits. In ratings of PC Vendors by Corporate Managers with PC buying Responsibility (Exhibit 8), Dell Ranks high in user satisfaction, extremely high in raw technology, second highest in pricing, and moderately high in service and support. Compaq ranks high in pricing but low in user satisfaction, raw technology, and all customer relations. Having quality customer services gives Dell an advantage over Compaq. Financial Conclusion The financial performance of Dell, Compaq, HP, Gateway and other companies in the PC industry we see that high revenues do not always translate into a profitable company. Shareholders and investors are looking for high returns on the amount they invest in their respected companies. Dell is the most profitable company as of 1998 with the highest return on investment. The most valued aspect of Dell's company at this time is the use of the direct sales channel. Also, Dell sells its computers at a cheaper price than its competitors but still ranks high in customer satisfaction surveys. Dell can offer a lower price by keeping its manufacturing and selling costs down. This way it can still make a profit and keep and attract customers. Dell started out as a small operation in a college dorm room and it continues to grow significantly on a yearly basis. Step Two – External Business Environment Analysis The market for computer systems and services is subject to intense price competition. In addition to several large branded companies, there are other branded and generic competitors. Dell competes primarily based on its technology, direct customer relationships, value, performance, customer service, quality, and reliability. Its main competitors are Compaq, and Gateway, both business are 90% PC dependent. However, due to Compaq’s low financial performance, HP was Dell’s primary competitor followed by Gateway in 1998. The main stakeholders group are: customers, competitors, suppliers, shareholders, employees and the government. In Table 6 in the Appendix theTarget [Customer-or-Client] – [Product-or-Service Connections] is shown. The PC competitive environment can be distinguished between its geographic and its customer categories. The geographic market for the PC industry is segmented by worldwide and U. S basis market share, while the customer category is segmented into: Large business, small & midsize business, home and small office, government and educational institutions. Based on the information from Exhibit 11 in the Matching Dell case, Compaq leads the U.  S and the worldwide market with 16. 4% and 16. 6% of PC shares respectively. Dell comes in second place with 10. 4% in the worldwide market share and 15. 1% in the U. S. PC market share. Gateway follows in behind both companies with a 4. 2% worldwide share and 8. 1% in the U. S. By comparing the major players we can see that Compaq is a leader in the market, however these market leadership if compared with the company’s financial information is not translated into profits, since it has a negative profit marking and a negative return on equity (ROE). ROE is one of the best measures of a corporation’s profitability, since it shows investors and stakeholders how much profit the company generates with the money shareholders have invested and for Compaq a negative ROE could be an indication that even if it has the greater market share amongst the PC industry there are problems with the bottom line net income and management issues. The customer group of Large Business is dominated by Dell Computers with 33. 6% market share followed by Compaq with 27. 5%. In the case of Small & Midsize business, Dell has a 37% against a 32. % market share held by Compaq. Moreover, in the Home & Small office PC sales customer category, Gateway has the leadership by large from its closest competitor HP with a 58. 2% share against a 33. 3% held by HP and Compaq comes next with a 28. 5% stake of the market. In addition, Gateway also has a leadership in the Education segment of the market, with a 8. 2% market share trailed by Compaq with 5. 3%. The government sectors is mostly equally divided amongst the PC industry competitors, with shares ranging from 5. 1% to 6. %, leveraging a very close competition. Growth rates and the percentage changes help to analyze and understand the companies being assessed. The overall performance of the PC industry has been assessed from 1989 to 1998 and the results are as follows: (Conclusions from Exhibit 2) Dell’s growth rate on average was 50. 5% for the period 1989 to 1998, while Compaq grew an average of 17. 9%. If this percentage change had not being analyzed in depth, one could think that Gateway had a greater growth than Dell Computers; from its inception it had an 87. % growth rate. However, if the first two years of operation were removed from the calculations, we can see that the actual growth rate for Gateway’s would only be 19. 5%, which would place it behind Dell. Compaq had and average growth of 17. 9% in the same period. Five forces competitive analysis and industry value chain (Diagram 1). Dell manufactures most of the products it sells and has manufacturing locations worldwide to service its global customer base. Dell believes that its manufacturing processes and supply-chain management techniques provide it a distinct competitive advantage. Its build-to-order manufacturing process is designed to allow Dell to significantly reduce cost while simultaneously providing customers the ability to customize their product purchases. In addition, Dell purchases some of its products from third-party original equipment manufacturers and resells them under the Dell name. Dell’s manufacturing process consists of assembly, software installation, functional testing, and quality control. Testing and quality control processes are also applied to components, parts, and subassemblies obtained from third-party suppliers. Quality control is maintained through the testing of components, subassemblies, and systems at various stages in the manufacturing process. Quality control also includes a burn-in period for completed units after assembly, on-going production reliability audits, failure tracking for early identification of production and component problems, and information from Dell’s customers obtained through services and support programs.

Uses of Hris in Recruitment Process

INFORMATION SYTEMS AND RECRUITMENT Among the many definitions of Human Resource Management (HRM), this paper will approach it from a sistemic perspective. That is to say, HRM comprises the whole range of activities from the need to fill a free post to the time when an employee leaves the firm. The first one is the recruitment process, which is divided into three stages: Application, selection and socialization. This paper will leave out the latter, focusing in the use of HRIS (Human Resources Information Systems) for the recruitment process until the final appointment decision.Specifically, the first decision to be made by the firm is whether the recruitment will be internal or external. Table 1 shows a comparative between the pros and cons of each type of recruitment. As it can be seen, the internal recruitment has, initially, more advantages than the external. This is why several academics (e. g. Deguy, 1989; Pena Baztan, 1990 and Diez de Castro et al. , 2002) recommend this option whenever it is feasible and suitable. Only in those cases that this is not valid or sufficient, the firm must resort to external recruitment. Nevertheless, it is necessary to keep in mind that this statement is to be taken cautiously.There is no perfect recruitment method; the choice will have to be made considering the particular circumstances of the firm and its objectives. European and Mediterranean Conference on Information Systems (EMCIS) 2006, July 6-7 2006, Costa Blanca, Alicante, Spain J. A. Fernandez-Sanchez et al. Use of HRIS in recruitment process. The Spanish case. 2 Internal recruitment External recruitment advantages disadvantages Advantages disadvantages Low cost Limited offer Higher number of candidates High cost Faster results Interest conflicts Slower Better knowledge of candidates Lack of authority due to excess of trustNo prior knowledge of candidates Shorter socialization period Lack of innovation and new ideas Encourage change and innovation Longer socializati on period Business culture is fortified Business culture may stagnate Encourage modifications in culture Likely cultural shock Increases motivation between employees Likely discontent among non-selected May de-motivate Increases the build up of knowledge Factor for attraction and upkeep of staff Table 1. Internal vs. external recruitment The optimal use of internal recruitment processes requires possessing an updated and accurate knowledge of the personnel of the firm (Leal Millan et al. 1999), for which a HRIS can be used. The simplest and cheapest of them all, most likely, is a human resource inventory (also known as Internal IS): a database or registrar in which the largest amount of information possible is kept. Basic data to be included in this database are the personal details, the recruitment dates, the positions held, promotions, and other observations regarding their performance and potential (Pena Baztan, 1990). Following this, it must be reminded that the internal recruit ment sources are to be employed wisely, because, on occasion, they may lead to deception instead of motivation.Likewise, in order to ensure that all internal and external (if any) applications are considered equally, the former should be complemented with the most complete information available (Besseyre des Horts, 1988). Considering this frame of work, this paper intends to test two main hypotheses on the topic of the use of these recruitment sources from an empirical point of view. On the one hand, regarding the relationship between HRIS and internal recruitment processes: Hypothesis 1: â€Å"The firms that deploy HRIS in their internal recruitment processes will perform better than those who do not do it†.On the other hand, following those authors that recommend internal over external recruitment decisions, the research inquires whether: Hypothesis 2: â€Å"The firms that prefer internal recruitment decisions over external recruitment will perform better than those who do not do it†. Nevertheless, the implications that the assertion or rejection of these statements will not be fully understood unless a descriptive analysis of the presence and usage of business HRIS is carried out. This will be done prior to the actual test of the hypotheses alleged above.European and Mediterranean Conference on Information Systems (EMCIS) 2006, July 6-7 2006, Costa Blanca, Alicante, Spain J. A. Fernandez-Sanchez et al. Use of HRIS in recruitment process. The Spanish case. 3 2 DATA ANALYSIS To study the two hypotheses, along with some descriptive data, a nation-wide empirical research was performed. It was founded on the results of a prior research limited to the province of Alicante (Spain), in which the questionnaire was tested and the model was validated. SCOPE Spain POPULATION 3000 Firms with more than 200 employees SAMPLE 334 valid answers (11,1%)STANDARD ERROR 5,2%1 Table 2. Technical data of the empirical research The T test, used to determine the infere nce of the observations, concluded that there were no significant differences between the group of firms that did answer and that who did not. Consequently, the data here shown can be considered as valid indicators of the behaviour of the Spanish firms with more than 200 employees. 2. 1 Use of HRIS in the firm: a descriptive analysis Before the two main hypotheses are tested, a complimentary analysis of the findings may lead to a better understanding of the implications of this research.This part of the study will deal with the descriptive analysis of the use of HRIS in the firm. The first dimension to be concerned about is the type of information system implemented by these firms (see Table 3). Traditional (manual) Files Computerised HRIS Management of C. V. online F % V% C% F % V% C% F % V% C% YES 259 77,5 77,5 77,5 165 49,4 49,7 49,7 207 62,0 62,3 62,3 NO 75 22,5 22,5 100,0 167 50,0 50,3 100,0 125 37,4 37,7 100,0 Total 334 100,0 100,0 332 99,4 100,0 332 99,4 100,0 F=Frequency %=P ercentage V%= Valid percentage C%= Cumulative percentage Table 3.Most common applications of HRIS A few facts stand out in table 3. For starters, over two thirds of the firms (77,5%) use manual HRIS, i. e. traditional files. This is likely due to their lower cost and easier handling. As for the most sophisticated systems, this is, the computerised HRIS, barely half of the firms employ them, although this has shown an increasing tendency when compared to the results of the previous experimental research (in early 2004, only a 38,6% of the firms gave an affirmative answer).The motivations underneath this evolution include the sheer necessity to adapt to the requirements of a more complex organization, the desire to imitate those successful firms that had implemented them, or the uprising of more knowledgeable managers in present time businesses, among others. Regarding the deployment of applications for managing C. V. s online (retrieving them and storing the information adequately), it seems easy and useful enough to be accepted by 62% of the organizations. Regarding the use of HRIS in the recruitment policy, table 4 shows that every stage may benefit from them.Even though, their degree of application is inversely related to the timing and the complexity of 1 This error has been calculated for N=3000, assuming p=q and a confidence interval of 95%. European and Mediterranean Conference on Information Systems (EMCIS) 2006, July 6-7 2006, Costa Blanca, Alicante, Spain J. A. Fernandez-Sanchez et al. Use of HRIS in recruitment process. The Spanish case. 4 the task. As it was observed before, more sophisticated HRIS (and, therefore, able to assist in more complex tasks such as decision making processes) are implemented by a smaller number of firms. Reception of pplications Data storage Data retrieval Decision making processes F % V% C% F % V% C% F % V% A% F % V% C% YES 294 88. 0 91. 0 91. 0 285 85. 3 88. 2 88. 2 216 64. 7 66. 9 66. 9 151 42. 2 46. 7 46. 7 NO 29 8. 7 9. 0 100 38 11. 4 11. 8 100 107 32. 0 33. 1 100 172 51. 5 53. 3 100 Total 323 96. 7 100 323 96. 7 100 323 96. 7 100 323 96. 7 100 F=Frequency %=Percentage V%= Valid percentage C%= Cumulative percentage Table 4. Use of HRIS in different recruitment stages In sum, table 5 shows that 36,5% of the firms do use some HRIS application for all four recruitmentrelated tasks, which indicate two conclusions: ) HRIS are not an exclusive tool, but they are seldom used in combination with other methods; and b) These applications are good enough as assistants and support devices, but they will never be able to substitute human criterion. Frequency Cumulative frequency % Valid % Cumulative % 0 14 14 4,2 4,2 4,2 1 28 42 8,4 8,4 12,6 2 80 122 24,0 24,0 36,5 3 90 212 26,9 26,9 63,5 4 122 334 36,5 36,5 100,0 Total* 334 100,0 100,0 *0= no HRIS; 1= HRIS for only one task; 2= HRIS for two tasks; and so on. Table 5. Number of tasks performed through HRISFinally, there was an interest in seeing whether seve ral structural characteristics of these firms were significantly related to the use of HRIS. It can be seen in table 6 that only two classifications are affected by the use of HRIS: parent firms over subsidiaries, and the larger firms. These results respond to the logic that both types of organizations require a more complex structure, which may influence in their decision of relying on HRIS for leaner and more efficient recruitment tasks. VARIABLES CHI-SQUARED DEGREES OF FREEDOM SIGN. Family Business 4,241 4 ,374Parent /subsidiary 19,832 6 ,003 Public/private 1,295 4 ,862 Industry 36,434 28 ,132 % Permanent staff 13,960 12 ,303 Number of employees 28,320 8 ,000 Table 6. Use of HRIS concerning other classification treats European and Mediterranean Conference on Information Systems (EMCIS) 2006, July 6-7 2006, Costa Blanca, Alicante, Spain J. A. Fernandez-Sanchez et al. Use of HRIS in recruitment process. The Spanish case. 5 2. 2 Hypothesis 1: The firms that deploy HRIS in their inte rnal recruitment processes will perform better than those who do not do itThe first hypothesis is tested with the aid of a new variable created for the purpose of measuring whether the firms use internal recruitment methods based on HRIS applications. A Chi-squared test, carried out on the actual results against the null hypothesis, assesses that the actual results are different enough to overcome a certain probability that they are due to sampling error with a statistical significance of 0,045, thus confirming the assertion of hypothesis 1.Hence, it is found that those firms that rely on internal recruitment processes based on HRIS applications have better outcomes in the performance of the appointed person than those who do not. Table 7 shows the observed frequencies and how this fact may affect the overall performance of the recruitment process. Regarding the firms’ impression on the effects of using HRIS to recruit good candidates, the majority of those that implement the m (89,3%) agree in considering this fact â€Å"quite† or â€Å"plenty† beneficial. It is outstanding as well the fact that only one of them has marked this item as â€Å"No beneficial at all†.Perceived outcomes recruitment/ selection No beneficial at all A little Quite Plenty Yes Internal recruitment and HRIS 1 (0. 3%) 31 (10. 3%) 209 (69. 4%) 60 (19. 9%) No 0 (0. 0%) 7 (21. 2%) 25 (75. 8%) 1 (3. 0%) Table 7. Concurrence of HRIS usage and internal recruitment. Effects on recruitment results. In addition, in order to find if the use of HRIS has a positive influence on the outcomes of the recruiting process, another Chi-squared test shows that a relationship is established between the independent variable (Use of HRIS) and the dependent one (Perceived outcomes of the process), with a 0,000 statistical significance.Therefore, it is statically confirmed that a greater application of HRIS contribute in a positive manner to the outcomes of the recruitment process, and , in consequence, to the overall performance of the firm. This evidence agrees, once more, with hypothesis 1. 2. 3 Hypothesis 2: The firms that prefer internal recruitment decisions over external recruitment will perform better than those who do not do itBefore carrying out this test, it seemed necessary to see whether firms prefer internal recruitment techniques over external ones. To do so, a frequency analysis was carried out, as illustrated in table 8. Frequency % Valid % Cumulative % Never 5 1,5 1,6 1,6 Very rarely 11 3,3 3,5 5,1 Rarely 19 5,7 6,1 11,2 Occasionally 62 18,6 19,8 31,0 Frequently 72 21,6 23,0 54,0 Very frequently 77 23,1 24,6 78,6 Always 67 20,1 21,4 100,0 Preference of internal recruitment over external recruitment Total 313 93,7 100,0 Table 8.Preference of internal recruitment over external recruitment The low values of the â€Å"very rarely† and â€Å"never† categories, and the fact that 69% of the firms prefer internal over external recruitment o n a â€Å"frequently† to â€Å"always† basis, demonstrate that it is internal European and Mediterranean Conference on Information Systems (EMCIS) 2006, July 6-7 2006, Costa Blanca, Alicante, Spain J. A. Fernandez-Sanchez et al. Use of HRIS in recruitment process. The Spanish case. 6 recruitment what organizations favour. The reasons under this tendency can be found in the advantages of internal recruitment methods, as seen in the literature review.As for the consequences of this choice, table 9 provides the results of the relationship between the use of internal recruitment by the firms and the perceived degree of satisfaction with the outcomes of such a decision. None Of little satisfaction Moderately satisfactory Satisfactory Very satisfactory Addition of the last two Seldom 0 (0. 0%) 0 (0. 0%) 3 (30. 0%) 6 (60. 0%) 1 (10. 0%) 7 (70. 0%) Occasionally 0 (0,0%) 0 (0,0%) 12 (15,0%) 58 (72,5%) 10 (12,5%) 68 (85,0%) Sometimes 1 (0,8%) 0 (0,0%) 11 (8,7%) 97 (76,4%) 18 (14 ,2%) 115 (90,6%) Often 0 (0,0%) 0 (0,0%) 5 (6,9%) 44 (61,1%) 23 (31,9%) 67 (93,0%) Use of nternal recruitment Always 0 (0,0%) 0 (0,0%) 1 (5,0%) 11 (55,0%) 8 (40,0%) 19 (95,0%) Table 9. Degree of satisfaction with the outcomes of the recruitment process This contingency table indicates that those firms that use primarily internal recruitment processes seem more satisfied with their decision. Moreover, another Chi-squared test carried on these two variables rejects the null hypothesis of independence with a statistical significance of 0,013.Therefore, hypothesis 2 is confirmed, as has been argued by the work of other authors (namely Pfeffer, 1994 and 1998; Huselid, 1995; Delaney and Huselid, 1996; Delery and Doty, 1996) who show a positive relationship between the internal recruitment strategy and the performance of the firm. 3 DISCUSSION AND CONCLUSIONS The main conclusion of this paper is the realization that the use of business HRIS is in a developing and retrieval. In spite of thi s, it is recognized the positive influence that these systems have in the recruiting process, which make us think that HRIS will gain a place in many organizations in the short and medium term.Regarding the commonest applications of HRIS, our findings indicate that a fairly large percentage of firms rely on these systems for at least one the stages of the recruitment process. Nevertheless, the presence of these applications is scarcer for the most complex and delayed in time tasks, such as decision making processes, because they require, in return, more complex HRIS. This conclusion is therefore reinforced by the findings expressed above, since it is the developing stage of HRIS what leads to this decompensate situation. It was also observed that two groups of organizations lead the HRIS mplementation trend: the parent companies, with regard to their subsidiaries, and the largest firms in terms of number of employees. This seems a logical finding because their more complex structure s may benefit more of the advantages of HRIS to increase the efficiency of their recruiting processes. Besides, HRIS are found to be preferred in combination with other HRM practices, instead of on their own. This reveals that human judgement is still the main criterion for making decisions in this area, albeit assessed or supported by the information provided by the HRIS.As for the main hypotheses tested in this research, internal recruitment is the favourite method for filling in vacant positions within the firms, which confirms the theoretical assumptions that asserted that, even though both internal and recruitment strategies are to be considered, the former is less costly and provides more advantages to the firms. Indeed, the evidence supports that a better performance is expected from the people internally recruited, which in turn will improve the overall business performance.European and Mediterranean Conference on Information Systems (EMCIS) 2006, July 6-7 2006, Costa Blanca , Alicante, Spain J. A. Fernandez-Sanchez et al. Use of HRIS in recruitment process. The Spanish case. 7 The same can be stated about the synergies caused by the interaction between HRIS and internal recruitment. The business managers, overwhelming, agree in the positive effects that the advantages of the latter, and the better quality information provided by the former, have in the outcomes of the recruitment decisions. Finally, we would like to express our own impression on this topic.It is our belief that HRIS add competitive value to the firm as a whole and to the HRM department specifically. Despite this conviction, shared with many other academics of the field, we have reservations supporting that information systems may endow businesses with a sustainable competitive advantage on their own. Classic strategic information systems benefited from their being the first to arrive, but they soon became a commodity, even a compulsory asset in order to remain in the industry. Their pe rvasive condition may inhibit other firms from developing the strategic changes needed for succeeding in the foreseeable future.