Current Events Article Review on Presidency essays

Recent developments Article Review on Presidency papers Senates Long Losing Streak on Presidency Could Be Near an End With the unforeseen withdrawal of Republican Mitt Romney from the presidential race, the probability of a sitting United States congressperson going directly from Congress to the administration shows up solid. Odds are that Republican Senator John McCain will confront either Hillary Rodham Clinton or Barack Obama, both Popularity based Senators, in the up and coming 2008 presidential political race Very nearly 50 U.S. congresspersons have pursued the countries most elevated position, yet just Bob Give, Barry Goldwater, George McGovern, John Kerry and John F. Kennedy won their separate partys assignment. The last time that a sitting U.S. congressperson won the administration was in 1960, when John F, Kennedy crushed previous Senator Richard M. Nixon. At no other time have two sitting U.S. congresspersons confronted each other straight on in the last presidential political race. Already, the main female congressperson to run for her partys assignment was Margaret Chase Smith in 1964. Senatorial experience and media introduction have consistently been thought of unmistakable focal points among presidential up-and-comers, and in such manner, Senator Clinton is the principal genuine female contender, running on her eight years involvement with the white house during President Bill Clintons residency as President, also. Congressperson McCain is a profoundly beautified war saint and Vietnam veteran with significantly more involvement with government, and a notoriety for honesty based on his past endeavors to take out faulty battle financing practices and government misuse of bureaucratic assets over Representative Obama is the least experienced of the three legislators, with just one term added to his repertoire, however is viewed as a solid up-and-comer who speaks to change as one of the subjects of his foundation; he is additionally the principal African Amer ... <!

The Biological Approach Essay Example for Free

The Biological Approach Essay One of the most astounding issues in brain science is understanding the connection between the psyche and the cerebrum. We as a whole perceive that we have cognizant consciousness of our environmental factors, and furthermore of ourselves (mindfulness). It is this experience which has regularly been portrayed as the psyche. However, what is the premise of the brain? Is it the declaration of a non-physical soul, or is it a result of physical procedures inside our body? Savants and researchers have been considering this inquiry for a considerable length of time. Clarifying the idea of awareness (that is, the brain) was respected by William James (one of the incredible pioneers of brain science) as the most provoking inquiry for brain science to reply. Today, a hundred years after James offered that remark, the test despite everything exists. Physiological Foundations of Behavior Fundamental inquiries regarding psyche and mind are various essential presumptions. Most physiological analysts today are realists, who consider both to be and cognizance as just the result of physiological procedures. Fundamentally, the cerebrum is the brain. In this manner, the errand is to distinguish the structures and procedures which produce cognizant mindfulness. Among the individuals who adopt this strategy are James Watson (co-pioneer of DNA) and Dominic Domasio. Both are occupied with inquire about planned for supporting this view, and their work has drawn open consideration. (See references underneath.) Arrayed against this position are various rivals, who contend the issue on different grounds. Some physiological scientists have embraced a neo-Cartesian position, contending that awareness (and in this manner the psyche) isn't confined in any cerebrum structure, and can thusly not be unequivocally demonstrated to be absolutely physical in nature. Among these are John Eccle s, a famous British analyst, and the late Wilder Penfield, a spearheading Canadian neurosurgeon. Another way to deal with the issue originates from the individuals who associate brain to the feeling of self. This thought additionally has Cartesian hints, since oneself is firmly connected with the idea of a spirit in customary idea. While numerous variations exist, the fundamental contention is that oneself is a phenomenological development, which is both in nonstop motion, but then experienced as an on-going character. In this view, the brain/self likely could be a result of physiological procedures, however it is not any more equal with the hidden structures than a structure is equivalent with its developer. Roger Sperry, a pioneer in the investigation of hemispheric specialization, has portrayed awareness as a rising procedure of the braina result of the entire, whose properties can't be clarified just by contemplating the fundamental structures. At present, obviously, the discussion can't be resolvedthe answer to William James exceptionally old inquiry keeps on evading us. Contemplating Mind and Brain: The Use of Case Studies Perhaps the most punctual technique used to investigate the activities of the cerebrum was the point by point examination of clinical patientstypically people who had endured some kind of physical injury. Such contextual investigations have frequently prompted amazing experiences. For instance, Pierra Broca in 1861 had the option to distinguish a region of the cerebrum associated with discourse creation (presently called Brocas zone) in view of reading a person who for over thirty years had endured a major language deformity: he could comprehend communicated in language, and could make different sounds, yet couldn't deliver intelligible discourse. In light of his social perceptions and an anatomic investigation after the patient passed on, Broca presumed that discourse limit is situated in the third convolution of the frontal projection of the left half of the globe. This spoke to a sensational development in physiological understandingforming an immediate association between the structure of the cerebrum and conduct. What's more, Broca saw the more extensive ramifications of his examination, declaring that all conduct can be related to some particular instrument/structure in the braina idea called restriction of capacity. After some time, scientists have utilized contextual investigations to accumulate further help for this rule. Today, different strategies have given better approaches to examine the elements of the cerebrum, however contextual investigations despite everything give bits of knowledge, just as interesting perusing. The Case of Phineas Gage Outstanding amongst other realized clinical cases included an emotional physical issue to an awful railroad specialist, Phineas Gage. One day in 1848, he was taking a shot at track development close to Cavendish, Vermont. While Gage was setting an unstable charge, a sparkle of metal against rock set off the charge, sending a long metal packing bar flying upwards. The bar entered Gages head just underneath the left eye, and left from the tob of his skull, to some degree forward of left focus. Amazingly, Gage endure (however he was blinded in his left eye). Much more strikingly, his conduct changed drastically. Though Gage had recently been agreeable and dependable, he got flighty, and given to horrendous attacks of temper. Tragically, he spent his outstanding years meandering around the United States, showing the opening in his skull and the iron bar which had brought him such misery. Gages story has been a wellspring of perpetual interest from that point onward. (His skull, and the iron pole, are still in plain view in the Harvard Medical School exhibition hall.) Given the pathway of the pole through his head, no doubt the injury broadly harmed the affiliation regions of the left frontal flap. The conduct changes, particularly in emotionality, have been utilized as proof that this area is engaged with the outflow of feeling. (A view favored by supporters of frontal lobotomies during the 1940s and 50s.) Medications and Behavior As talked about in the content, psychoactive medications influence conduct by influencing neural movement. Medications may do this in different manners (for instance, mimicing a characteristic synapse, or adjusting its typical capacity and digestion), and numerous medications influence a wide range of kinds of neurons in different pieces of the cerebrum. Therefore, it very well may be hard to pinpoint accurately how a medication functions. This is one explanation new medications must experience broad research center and clinical testing before they are affirmed for open use. The challenges are additionally intensified when managing unlawful medications, sold in the city. Since there is no instrument for quality control, clients may get medications of changing strength and purityand now and again, what is sold isn't even what it is professed to be. (For instance, a blend of strychnine and milk powder has been sold as heroin, and different substances have been sold as MDMA or joy.) Consequently, road drugs present two concerns: the impacts of the medication (counting long haul impacts) may not be surely known, and the dangers related with taking something whose genuine substance is questionable. Note that these worries have nothing to do with moral perspectives towards tranquilize use: they speak to down to earth worries about the utilization of unlawful psychoactive medications. Hereditary qualities and Behavior Not long ago, analysts reported that the mapping of the human genome, is approaching consummation, in any event in fundamental structure. From various perspectives, this speaks to perhaps the best accomplishment throughout the entire existence of science: for a certain something, our hereditary cosmetics is exceptionally intricate, being made out of around 100,000 qualities made up of a huge number of individual amino acids. At a much more profound level, distinguishing our qualities represents the chance of understanding what job hereditary qualities plays in our conduct. The discussion between nativists, who accept that conduct is in a general sense natural, and hippies, who accept our conduct is formed by our encounters, returns to antiquated occasions. (As Approaches to Psychology notes, it has been contended that the primary realized brain science test, in old Babylon, was worried about whether language was inborn or learned.) Today, a wide assortment of methods are utilized to investigate the issues of heredity; one of the latest has been the use of transformative hypothesis to attempt to see how acquired practices may have started, called developmental brain science. (Obviously, this expect conduct is acquired in the first place!) Applying the Concepts: Sensory Processes As noted in Chapter 1, the procedure of discernment begins with incitement of our faculties; our comprehension of the world beginnings with what our faculties let us know. However how do our faculties handle the various kinds of upgrades we experience with the goal that the mind can process the data we get? While numerous subtleties are as yet not completely comprehended, it is conceivable to depict the general idea of tactile processinga process that is both unpredictable and noteworthy. The essential test for the sensory system is to interpret the data spoken to by tangible boosts into neural signalsa process called transduction. Every one of our faculties is intended to react to various kinds of upgrades: light for vision, sound waves for hearing, scent atoms for smell, etc. So as to deal with this decent variety, every one of our five detects utilizes various kinds of receptors, each particular to process an alternate sort of boost. For instance, there are receptors for contact t hat react to pressure against the skin, and various receptors that react fundamentally to warmth or cold. The receptors are the contribution for tangible neurons in the fringe sensory system. Tactile neurons thus associate with neurons in the focal sensory system (CNS), framing specific neural pathways for every one of the five detects. This specialization is both down to earth and fundamental, however it produces a fascinating consequencein quintessence, the pathways for each sense are intended to pass on data identified with that sense mode, paying little mind to what set off the movement. That is, the sensations we experience rely upon the pathway animated, not the type of the incitement. A German analyst named Johannes Mã ¼ller first noticed this during the 1830s, considering it the law of explicit nerve energie

Decoding Leadership What Really Matters

Decoding Leadership What Really Matters It is fairly obvious that leadership is absolutely critical for an organization’s health. Without good leadership, it is almost impossible for a company to hit its targets. Most CEOs understand this, both innately and consciously.However, “leadership” is a vague term. What does it mean to be a good leader? We know what good leadership means in politics, but what does it mean in the corporate world? What does a good leader do? What ingredients in the concoction that is leadership are responsible for good performance and cohesion?Most leadership development programs have an extremely scattered focus, covering a huge range of leadership-related issues.For that reason, many CEOS are not confident that their investments in leadership training will bear any fruit.What is needed is a focus on the leadership traits that really matter, those that account for the greatest performance dividends. In this article, this is exactly what we are going to cover: the four leadership traits that a ccount for the greatest percentage of what constitutes effective leadership.A good leader should be:1. SUPPORTIVE The organization is a team. Everyone is there for a particular reason.Everyone has their own personality and way of thinking. In this hodgepodge of personalities, one can easily lose sight of who is who and what they bring to the table.This can be demotivating for employees, when they feel like they are not recognized, or that their efforts are being taken for granted.In truth, people want to feel important, that they are contributing to the greater good, that they are indispensible.A supportive boss will understand this and ensure employees feel that their boss respects and believes in them.To better grasp this concept, think of soldiers in battle.Who are the soldiers fighting for â€" their country, their loved ones? In the battle, the country is an abstract concept.No, the soldiers are not fighting for their country or for ideals.In the battle, when everything is disti lled to raw emotions, the soldiers fight for their leader.When their leader is supportive and makes them feel necessary, the soldiers will be ready to fight to the death so as not to let their leader down.The same is true of sports. In the heat of a grueling game, the players are no longer playing to win. The concept of winning or losing becomes abstract.They think about winning and losing during training, but during the game, what really keeps them going is their leader.This is the value of a supportive, passionate coach/captain who cares about his/her team.If the coach or captain shows that he cares about the team and the individual members in it just as much as he cares about winning, not one member of the team will want to disappoint him.A supportive leader has empathy.He/she does not see employees as mere factors of production. Rather, he/she is able to see the humanity in them, that they are real people with real problems.Sometimes the issues an employee is going through in hi s/her life make it difficult or impossible to function at 100% in the workplace â€" for instance, when an employee is grappling with  issues such as illness, divorce, or grief.Due to his/her high level of empathy, a supportive leader will strive to be understanding.He/she will offer support to struggling employees and make them feel that they are not alone in their struggle.This show of support inspires such employees to sort out their issues and get back to optimum performance so as not to let down their boss.Empathy allows a leader to listen to and understand employee grievances.An unsupportive boss will be dismissive of employee grievances, something that will probably result in employee apathy, which will in turn hurt the company’s bottom line.The supportive boss, on the other hand, will give a listening ear to the employees and if it is possible to address the grievances, he or she will do so. If not, the boss will explain to the team why what they are asking for is not poss ible at that particular moment.In other words, a supportive boss is good at communication.This involves two key skills: listening and relaying a message. Listening may be the most important skill in the repertoire of any leader.It is by listening that the leader understands who his/her employees are, their challenges, and their aspirations. Listening enables the leader to identify problems in the organization and solve them before they become toxic.Listening also helps the leader access fresh ideas on how to achieve the organization’s objectives â€" employees on the ground are likely to have more practical ideas on what needs to be done, since they are interacting directly with the customers, equipment, workload, and so on.The second skill in communication is the ability to relay a message.This skill is fed by the first â€" listening. Having listened to what the employees have to say, the leader understands what they need and how to respond in a way that will satisfy them enough t o get back.Furthermore, such a boss will have an easier time when it comes to motivating the team. Since the employees feel acknowledged by this boss, they will be more open to hearing what he/she has to say.Due to his supportiveness, the entire atmosphere of the organization will reflect his demeanor. All organizations reflect the personality of their leader.When a leader is supportive, a culture of support, empathy, and care will infuse every single department in the organization. The best way to avoid having a toxic workplace is to install a supportive leader.Even when supportive, empathetic leaders come to a toxic environment, their presence is transformative â€" especially when this leader is proactive in bringing the toxic culture to an end.2. RESULTS-ORIENTEDThis trait seems to be in opposition to the previous one, which is why many leaders seem to have one or the other but rarely both.However, a good leader is one who unites both traits.A supportive leader cares about people , but a results-oriented leader cares about reaching targets, making profits, and so on.A great leader is one who is able to show empathy and at the same time remain focused on hitting targets â€" the two traits are not mutually exclusive.We will fall back on the coaching metaphor because it is so appropriate â€" the organization is a team. While a coach may care deeply about each of his players, he also cares deeply about winning. That is the target.The coach must care more about winning than the players because the players draw their motivation from the coach.A passionate coach is able to communicate and transfer this obsession with winning to his team.The same is true of a leader in an organization. The organization is far more complex than a sports team. The coach has only one objective â€" to win.The organization, on the other hand, has a variety of objectives, each of which the leader must take to heart and do his/her best to attain. It is therefore clear that the job of a lea der is to motivate the team to attain great results.Every organization makes plans. It plans on how to use its money, where to allocate resources, the sales targets it must attain, the profits it needs to reach, and so on. These targets won’t be reached by the leader, but by the organization itself â€" by employees.However, what employees care about may be things like salaries and bonuses. It is the task of the result-oriented leader to motivate the entire organization to place its focus on its targets.It is impossible to reach targets if the business processes of the organization are in disarray. The leader should therefore be passionate about efficiency.For instance, how many meetings do you attend per week or per day? Are they that important?The truth is that most meetings are a waste of time and what they accomplish could just as easily have been done on email or via instant messaging platforms.A results-oriented leader will grasp this quickly and find a way to reduce the numb er of meetings taking place in the organization. They understand that the fewer the number of meetings, the higher the level of productivity in the organization.In other words, the results-oriented leader should car about efficiency and productivity in the workplace, rather than simply following standard ways of doing things.Since motivation is not enough to attain the organization’s targets, the leader will put in the time to streamline the business processes of the organization. This is known as business process re-engineering.In business process engineering, the organization takes stock of its existing processes and then fine-tunes them or develops new ones which will improve productivity, increase efficiency, and cut costs.Business process re-engineering involves the following:Prioritizing results.Identification of the organization’s goals and purposes.Keeping the company’s mission in mind in all business processes.Stop focusing on managing and start focusing on the custom er.A good example of that is reducing meetings and using email or instant messaging.As simple and intuitive this might sound, in reality most organizations do not realize how much time can be saved by cutting the number of meetings. Business process re-engineering is about identifying such inefficiencies and fixing them.A good understanding of project management is also critical for leaders.Projects are the best metaphor and CEOs who understand how projects work make the best leaders.A project is an activity carried out by multiple people, that has specific objectives, time constraints, and resource constraints. The organization is like that too.When you break it down to its core essence, the organization is one long project. Every financial year is a new project with its specific targets and budget.A leader who understands this will have an easier time figuring out how to organize the company better so as to hit the set targets within the set budget.In other words, great leaders ar e project managers magnified to oversee the entire company. The coach metaphor is also appropriate here.A good coach is like a project manager â€" every season, the coach must aim at winning a cup for his/her team.Project managers are, by default, results-oriented because the criteria by which a project is determined to be either a failure or a success is very clear.Huge organizations are complex and the criteria of failure and success is not always crystal clear.A good leader distills the company’s objectives to their deepest core to identify exactly which results he/she is expected to attain.He/she then streamlines business processes to make this possible.In addition, the leader communicates the company mission with compelling passion to the team so as to motivate them to achieve desired results.3. SEEKING DIFFERENT PERSPECTIVESOrganizations are composed of many individuals, some having hundreds or even thousands of people.Whether it has two or two thousand employees, an organiz ation is bound to be influenced by the different perspectives and personalities of the people who work there.It would be supremely egoistic for a leader, one individual, to think that his/her convictions and ideas are the only ones that matter, not in an organization of two people and certainly not in one that contains two thousand.Visionary leaders may have ideas that are more valuable than everyone else’s, but if those ideas do not include the perspectives of others in the team, they are likely to be more idealistic than practical.As mentioned earlier, employees are the people at the ground, interacting with the end user, the product, the equipment, and the company’s business processes.If these people’s unique perspectives are not taken into consideration, the organization is likely to have problems at achieving its objectives.This is a complaint often voiced in many organizations â€" employees complaining that the top management imposes its decisions on them without consult ing them.Human beings are not machines. People do not like to feel like cogs in a wheel. They do not want to feel that they are merely factors of production, that they do not matter much in the organization.All people want to feel valued and useful.A good leader understands this and consults them to see if their unique perspectives will help him/her craft a better plan/solution for guiding the company towards attaining its objectives.Considering other people’s perspectives does not even have to involve asking them. It can be as simple as putting yourself in their shoes and being empathetic.When making decisions that impact on people, the good leader asks, “How will this decision affect people? Am I okay with that? Should I tweak the decision so it can have this other impact instead?”A good example is restructuring, a process which typically leads to mass layoffs of the company’s staff.Sometimes, layoffs are absolutely necessary as they cut down the company to a size it can a fford, cuts costs, and reduces inefficiencies.However, before laying off staff, a great leader will consider the perspectives of fellow leaders/managers, the employees that remain, the employees that are laid off and their families, and so on.The leader will ask themselves, “Is the company merely a profit-making factory or is this a family which feels pain when it has to lose any of its members?”After considering the different perspectives of the affected people, the leader will try to find a solution that both addresses the problem, conforms to his/her values, and whose effect on stakeholders he/she can live with.The perspectives the leader should consider when making decisions are not just those of internal stakeholders. The leader should also consider the perspectives of customers, partners, shareholders, and so on.Customers’ perspectives are particularly pertinent and can make or break an organization.Wise leaders take customer data and research seriously. They monitor cus tomer behavior keenly and observe what their customers are expressing. That way, they ensure competitors don’t get the upper hand in the market.Customers’ desires are dynamic and a good leader keeps his/her finger on the pulse and steers the company towards what customers care about.This involves monitoring market trends and making the appropriate decisions to adjust to the changing market.Seeking different perspectives means that the leader is a reader.By “reading” we mean having a curious mind that wants to know what is happening in the industry, in his/her own company, out in the field, and the changing regulatory regime.Such a leader will therefore keep himself informed by constant reading, consulting, and listening.If the captain does not know what is happening, how can he/she steer the ship to its intended destination safely?Seeking different perspectives is mainly a means of reducing bias in decision-making.Even the best minds are susceptible to cognitive biases. Cons idering different perspectives helps give a more accurate picture.4. EFFECTIVE PROBLEM SOLVER There is a direct link between leadership and problem solving. Source: Problem Solving 2Let’s use the battle metaphor.Business language is full of combative words for a reason â€" because business and war are similar in many ways.During a battle, many things that weren’t in the plan crop up and threaten to ruin everything.However, good generals and commanders don’t give up because situations that were not planned for have come up.Instead, they take these challenges head-on and try to find solutions without losing sight of their objectives.The same thing applies in the world of business.In other words, a good leader is proactive in a crisis.While others are running around shouting that the sky is falling, a good leader keeps a level head and coolly assesses the situation without getting emotional.After analyzing the problem, he/she can then come up with a solution that works.Problem solving is one of the traits no leader should lack.When a crisis strikes, the person everyone tur ns to is the de facto leader, even if that person does not have that rank. Authority rests with the person who is able to solve the big problems.Problem-solving involves decision-making.Making decisions is widely accepted as the role of leaders.Making decisions is difficult, since one has to be responsible and accountable for the consequences of those decisions, particularly when those decisions involve risk-taking.Before the leader makes a decision, he/she has to consider various factors, perspectives, and scenarios.A good leader is able to forecast different possible scenarios for every course of action. This helps him/her zero in on the best solution to a problem.A leader stops being useful the day he stops making good decisions or loses the ability to solve problems.This is why no organization can do without a leader â€" because it is necessary that there be someone who is responsible for decisions taken.Sometimes problems need urgent solutions and the leader has no time to anal yze or introspect. In such a case, the leader is forced to rely on his/her instincts. Problem-solving instincts are not innate. They are developed, not in-born.This is why we noted earlier that a good leader must be a reader and someone who considers multiple perspectives.The more knowledge, experience and understanding of everything pertaining the organization and its environment and stakeholders a leader has, the easier it is for him to make accurate snap decisions, even in a moment of urgent crisis.It therefore follows that a leader should spend his time preparing for future crises.The leader must ask: “What can go wrong? What can I do to prevent it from happening? If it still happens, what should I do to alleviate it? Is there a permanent solution to this problem? What knowledge don’t I have right now that would be useful in solving this problem? Which person or book or source can provide me with that knowledge?”In the company structure, lower-level leaders such as supervi sors deal with the problems that come up daily.As you go up the company’s hierarchy of leadership, the problems to be solved occur less frequently but have a greater impact.For instance, the CEO’s job is to think about big problems like: “What innovation can disrupt the industry and be a threat to this organization? What new product should we invest in to raise the company’s bottom line? What should we do to meet this year’s targets?”WRAPPING UPAn organization is like a ship.Sailing a ship across oceans would be impossible without a great captain.Similarly, steering an organization to success would be impossible without a great leader. Without great leaders, the organization would never attain its objectives.Being a great leader involves a lot more than calling the shots and making decisions.To be a great leader, you need to cultivate four important qualities.You should be supportive of your team, you should be result oriented, you should constantly seek different perspe ctives, and you should be an effective problem solver.

The Theory Of Adolescent Psychology - 1324 Words

mal study of adolescent psychology began with the publication of G. Stanley Hall s Teens in 1904. Hall, who was the first president of the American Psychological Association, viewed teens primarily as a time of internal turmoil and upheaval (storm und drag). This understanding of teen was based on two then new ways of understanding person behavior: Darwin s evolutionary theory and Freud’s psychodynamic theory. He believed that teens was a representation of our person ancestors phylogenetic shift since being primitive to be being civilized. Hall s assertions stood relatively uncontested until the 1950s when psychologists such as Erik Erikson and Anna Freud started to be formulate their theories about teens. Freud believed that the psychological disturbances associated with teen were biologically based and culturally universal while Erikson focused on the dichotomy between identity formation and role fulfillment. Even with their different theories, these three psychologists agr eed that teens was inherently a time of disturbance and psychological confusion. The less turbulent aspects of teens, such as peer relations and cultural influence, were left largely ignored until the 1980s. Since the 50s until the 80s, the focus of the field was mainly on describing patterns of behavior as opposed to be explaining them. Jean Macfarlane founded the University of California, Berkeley s Institute of Person Develop, formerly called the Institute of Child Welfare, in 1927. TheShow MoreRelatedWhy Is Psychology Useful?1541 Words   |  7 Pages Why Is Psychology Useful: In its primary form, psychology studies humans- who and what they are and what they are. Psychology looks into why people act and think a certain way and how someone can improve themselves. Psychology allows people to understand more about how the mind and body works together. 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Rembrandt van Rijn Essay - 1024 Words

Rembrandt van Rijn was born on July 15, 1606 in Leiden, Netherlands. He came from a large family where he was the ninth child. His father was a miller and saw to it that Rembrandt had an excellent education. Rembrandt began attending the University of Leiden, but really wanted to study art. Eventually he left school to become an apprentice to the artist Jacob van Swanenburgh. He also was a student of the painter Pieter Lastman. Company Frans Banning Cocq and Willem van Ruytenburch , known as the Night Watch is a Rembrandt painting which dates from 1642. It is a company of the bourgeois militia Musketeers Amsterdam , Frans Banning Cocq controlled , leaving weapons of a building. This painting is in New Rijksmuseum in Amsterdam, which is†¦show more content†¦Indeed, this year, the table is transferred to the Town Hall ( the Dam) whose walls were too small. A copy of the complete Gerrit Lundens canvas made before cutting , is exhibited at the National Gallery in London. During the occupation of Holland by Napoleon , the canvas is then transferred several times before staying permanently in Trippenhuis (home of the Family Trip ) becomes an art museum , where it is exposed to 1885 , when opened on New Rijksmuseum. The fabric is removed and sheltering in various shelters during the 1939-1945 war . Like other famous works , she suffered attempts of degradation including knife ( 19111 , 1973) and acid ( 1985). It is now the centerpiece among many other masterpieces , the Rijksmuseum. The exact title of the work , if the artist or sponsors have given him , is unknown . But the title The Night Watch is an unfounded tradition dating back to the nineteenth century. Night is even less apt than Watch. When the critics and the public attached that word to the painting, the canvas had become so darkened by dirt and layers of varnish that it was difficult to tell whether the illumination Rembrandt had provided in it came from the sun or moon. Not until after the end of World War II was the painting fully restored so that the viewer could get an idea of the brightness it had when itShow MoreRelatedRembrandt Van Rijn Essay1430 Words   |  6 PagesHovater World History 28 March 2013 Rembrandt van Rijn People consider the Dutch painter and etcher, Rembrandt Harmenszoon van Rijn, an important figure in Dutch history. He achieved success at a very early age but had personal tragedies and financial hardships in his later years. Many are familiar with Rembrandt’s reputation. Rembrandt’s works show his greatest accomplishments. Mainly his childhood and home life influenced his works. Steadfastly, Rembrandt van Rijn, the greatest Dutch portrait painterRead MoreEssay on Rembrandt Harmenszoon van Rijn1035 Words   |  5 PagesRembrandt Harmenszoon van Rijn Rembrandt (1606-1669), Dutch baroque artist, who ranks as one of the greatest painters in the history of Western art. His full name was Rembrandt Harmenszoon van Rijn. He possessed a profound understanding of human nature that was matched by a brilliant technique—not only in painting but in drawing and etching—and his work made an enormous impact on his contemporaries and influenced the style of many later artists. Perhaps no painter has ever equaled RembrandtsRead MoreBiography of Rembrandt Harmensz van Rijn681 Words   |  3 PagesRembrandt Harmensz van Rijn was the premier artist in 17th century Europe during the great Golden Age of Dutch painting, well known for his Dutch Baroque style of art that lead to his title as one of the greatest painters in history. His incredible brush technique and his masterful appreciation of human nature combined to create a humongous impact on his peers as well as influencing tons of artists of later years.1 He was born on July 15, 1606, in Leiden, Netherlands, a small city located in theRead MoreRembrandt and the Nude Essay1607 Words   |  7 PagesRembrandt van Rijn was a Dutch artist well known for his many paintings and etchings of landscapes, figures and animals. His subjects included biblical, secular and mythological scenes. Rembrandt also dabbled in the nude even though they were not popular among his contemporaries. Rembrandt’s nudes were his interpretation of the real human body. He painted every wrinkle and every fold of the body. Rembrandt’s nudes were not considered ugly and grotesque. His nudes were unlike the Greek goddesses hisRead MoreEssay about Rembrandt1237 Words   |  5 PagesRembrandt Rembrandt is known as one of the greatest artists of the 17th century. He is also known as one of the greatest painters in western art. Rembrandt earned these titles rightfully so. He belonged to the Baroque period. The Baroque period had works of art that were emotional, dramatic, and included real people as the primary subjects. Rembrandt showed all of this in his work. Rembrandt was influenced by nature, religion, the Bible, and humanity. His paintings showed his moods andRead MoreArt Appreciation Unit 4 Ip Essay1084 Words   |  5 PagesAmerican InterContinental University Abstract During this assignment I will talk about three types of Work of Art from three different artists from the Baroque period through the postmodern era. 1). Michelangelo Merisi da Caravaggio; 2) Rembrandt van Rijn; and 3) Peter Paul Rubens, these three artists were known for their religious theme in their art work. The naturalism that was visibly demonstrated in each of the artist work with high contrast of lighting that noticeably appeared in these paintingsRead More Self-portraits - Van Gogh And Rembrandt Essay974 Words   |  4 Pagesculture of the time. Rembrandt van Rijn and Vincent van Gogh are 2 artists of whom are well represented by this statement. Rembrandt was born into a Dutch society of the Baroque era . This time period influenced his style of artwork heavily as these were the Post-High Renaissance years. This meant that the accepted artworks of the society at the time were religiously based works influenced by the efforts of the Reformation which was also occurring at the time. This meant that Rembrandt painted his worksRead MorePortrait of Marten Looten Essay examples1903 Words   |  8 Pagessymbolizes an entire period of art spanning the majority of the 17th century: Remrandt van Rijn. He has produced quite a large amount of paintings, many of them portraits, but one is of particular interest. The Portrait of Marten Looten is an extraordinary painting, commissioned by successful Dutch merchant Marten Looten himself in 1632. The painting is quite impressive. Using oil paint on a wooden canvas, Rembrandt created an almost unreal representation of another human being. The amount of detailRead MoreRembrandt Essay examples 874 Words   |  4 PagesRembrandt Harmenszoon van Rijn is generally considered one of the greatest painters in European art history and the most important in Dutch history. Rembrandt was also a proficient printmaker and made many drawings. His contributions to art came in a period that historians call the Dutch Golden Age (roughly equivalent to the 17th century), in which Dutch culture, science, commerce, world power and political influence reached their pinnacles. In all, Rembrandt produced around 600 paintings, 300 etchingsRead MoreResearch Paper About 1660 Rembrandt Self Portrait1985 Words   |  8 PagesNo artist has left a loftier or more penetrating personal testament than Rembrandt van Rijn. In more than 90 portraits of himself that date from the outset of his career in the 1620s to the year of his death in 1669, he created an autobiography in art that is the equal of the finest ever produced in literature even of the intimately analytical Confessions of St. Augustine.1 Rembrandt Harmenszoon van Rijn (15 July 1606– 4 October 1669) was a Dutch painter and etcher. He is generally considered

Math 10 Ib Porfolio Free Essays

Math 10C Pre-IB Portfolio Assignment Type 1 Investigating the Quadratic Function A quadratic function is one where the highest exponent of the independent variable is 2. The quadratic function can be written in the general form of, where a, b, and c are real numbers. However, the quadratic function can also be written in the standard form of , which is sometimes more preferred, where p and q are the x and y coordinates of the vertex, respectively. We will write a custom essay sample on Math 10 Ib Porfolio or any similar topic only for you Order Now The purpose of this task is to investigate the graph of a quadratic equation, the parabola, when the equation is written in the form. By analyzing p and q we can determine the vertex of the graph. Also, by increasing or decreasing the values of p or q, we can translate the parabola vertically and/or horizontally. First, if we look at the functions y=x2 ,y=x2+3, y=x2-2 we know that all 3 are in general form. To convert general to standard form you will need to use the process called â€Å"completing the square† which goes as following: Ex. y=ax+bx+c Now if we convert the three functions mentioned above, in standard form respectively they are y=x020, y=x02+3 and y=x02-2. Now if we were to graph these points, either the standard or general form would work. y=x2 , y=x020 y=x2+3 , y=x02+3 y=x2-2 , y=x02-2 Other examples of these types of graphs could be anything along the line of. An example of a parabola in the form of y=x2q with either a positive or negative q value could be y=x2+5 and y=x2-4. When we graph the two equations they are as following: y=x2+5 , y=x02+5 y=x2-4 , y=x02-4 The reason I choose to convert them to standard form was to look for the vertex. By looking at the graph and the standard form of the equations we can conclude that the vertex of the graphs are (0,0) , (0,3) , (0,-2). In standard form you can also find out many other things. For example, the domain and range, the axis of symmetry. All three graphs are graphed in the same screen for comparison. From the above graph we notice that the graphs of y=x2+3 and y=x2-2 have been shifted vertically, either up or down by the q units, where the q is the number that follows the x2. By looking at the following graph, we can generalize the following: The graph of is the graph of, vertically translated q units. If q is positive, then the shift is upwards. Conversely, if q is negative, than the shift is downwards. If we look at the next following functions of y=x2 , y=x-22 , y=x+32, we can see that the functions are written in the standard form. To change standard form to general form you need to expand the function. To do this you need to do the following steps: Ex. y=x+52 When we convert the functions of y=x2 , y=x-22 , y=x+32, respectively they are y=x20x0, y=x2-4x+4, y=x2+6x+9. When we graph the following functions, we get: y=x20x0, y=x2 y=x2-4x+4, y=x-22 y=x2+6x+9, y=x+32 Furthermore, if we change the values of p in the function we can translate the graph to either the right or left. An example of this could be y=x-82 or y=x+52. When graphed they should look as the following: y=x2-16x+64, y=x-82 y=x2+10x+25,y=x+52 For the first three graphs above, the vertex of them respectively are (0,0), (0,2), (0,-3). The vertex of the above graphs are (0,8), (0-5). While looking at the graphs we notice that if the value of p is changed to either a positive or negative number it depends whether the graph is shifted horizontally on the x-axis. As done previously, all three graphs have been graphed in the same screen for comparison. From the above combined graph, we notice that the graphs of y=x-22, y=x+32 have been shifted horizontally, to either the left or right by p units, where p is the number that follows after x. By looking at the above graph, we can generalize the following: The graph of is the graph of, horizontally translated p units. If p is positive, the shift is to the right. On the other hand, if p is negative, the shift is to the left. Given the trends noticed when changing p and q, we can predict the vertex of the graph. The graph ofis the graph of, vertically translated 5 units upward, and horizontally translated 4 units to the right. Since the vertex of the graph isis at (0,0), the vertex of the graph should be at (4,5). Alternatively, since we know that the vertex of the parabolic function of the form lies at (p,q), we can expect that the vertex of the graphis to be at (4,5) as p=4 and k=5. How to cite Math 10 Ib Porfolio, Papers

Data Co Recruitment and Selection Plan

Question: Preferred recruitment method for position selected, inclusive of evidence of research and reasons to support your decisions. Method is appropriate for data Co Recruitment and Selection Plan position. Answer: 1.0 Introduction: DataCo is a data management company which has been awarded a contract which is expected to transcribe over 3000000 documents in which some are hand written and other are typed into electronic form. These are the Singapore courts useful material like records of findings, evidences and so on from the year 1907. In order to make court proceeding modern and streamline Singapore government arranged the funding for transcribing the document into electronic format, so that they can be searched and scanned and also can be available in pdf format and the result has been stored on database. This similar project had finished in Malaysia by DataCo and now setting a new office in Singapore for same work along with the key staff. Hence DataCo needs to hire well qualified local staff within a time three months time period and within given budget. They handed this responsibility on our Singapore Elite HR company for further assistance and we accomplishing the responsibility through this report. Report will give most appropriate recruitment methods for the post IT Help Desk Operator and after that preferred selection methods for IT help desk operators role are explained in detail. 2.0 Recruitment Methods: To search and hire appropriate and qualified employees for IT Help Desk Operator position it is very important to use appropriate channels for recruitment. Hence the methods we used for recruitment are online advertisement, profession association advertising and advertising through print media. 2.1 Online Advertising: Advertising through internet is most cost effective method and more over that it will reach towards more people, the people who view this advertisement will obviously have more computer as well as technical background and hence considered as most appropriate method (Alrichs, Nancy 2000). This advertisement channel will covers all the targeted post. Additional benefits of using this method is easy and faster response producing method compare to other traditional resources (Ashby, Franklin and Arthur 2001). By overlooking this years Singapores internet job advertisement number, it is in between 106,000 to 139,000 in March and April. It is also observed through the survey that Singapores job seeker using the online recruitment channels in order to find and potential job roles in a prestigious company. The advertisement sites used by us to recruit appropriate candidates are STJOBS and Monster Singapore as these are Singapores and most reliable sites for placing the online jobs. STJOBS is largest job placement site in Singapore and Monster Singapore also has near about 1 million unique job hunter month. 2.2 Professional Association Advertising: In order to recruit well qualified and particular candidate for particular job role from the specialized labor markets this is one of strong methods for recruiting. The posts IT help desk operator is sourced from this method (Deems, Richard 1994). The candidates sourced by the industry specific placements had the proper and better educational qualification and also has higher technical skills as compare to candidates recruited from non-professionals job boards and it was approved by the research (Herman, Roger and Joyce 2001). In order to source the IT help desk operator the advertisement has been made on Singapore Computer Society and it does not require extra cost because SCS is partner of STJOBS (Dan Schawbel). One benefit of their partnership is as STJOBS placed any job advertisement, they get copied into SCS employment block which is then view by the professional partners and SCS has approximately 120 professional partners along with the major Singapore Universities. Singapores library sector and information service sectors professional organization are used in order to source the qualified librarian for DataCo. Candidates are sourced from the websites which places advertisement for career placement and are affiliated from professional advertisement (Darling, Peter 2007). Starting data of librarian job is earlier than the other four job posts. 2.3 Print Media Advertising: This is cost effective method as well as large people groups can be reached through the newspaper advertising. Newspaper advertisements are quickly created and published as well. Though the online advertising method is fast and utilized by most people, it is not fair to discard the traditional methods importance too and hence this method also has to be utilized (Meister, Jeanne 2014). Print media advertisement used by the company having less developed brands along with the online advertisement. The regional newspapers can attract more candidates for the advertised post and more applicants mean more options and among this much options good candidates can be selected (Bartram 2005, 1187). 3.0 Selection Methods: In order to select appropriate, highest performing and well qualified candidate for the post of IT Help Desk Operator relevant selection methods are used and are discussed below with their validity and reliability. The methods are Successive hurdles method which will be used to select candidates among the large intake and it also assist to obtain the great performance related to job role. Then compensatory score card methods and interviewing is performed which is most important and relevant methods and appendix contain more detail description about this method. Next the candidates have to go through the selection tests along with the higher validities. 3.1 Compensatory Scorecard Method: As we discuss above this method is used to shortlist the IT Help Desk Operator candidates from given intake, here we shortlist 45 candidates and then those candidate go through different tests like online skills checking and personality test after this two test short interview conducted to candidates. We also apply multiple regression method to score the applicants and this method come along with different advantages and also prediction errors will be minimized. If any candidate does not accept the offer then the position will be offered to another best scoring candidate. 3.2 Successive hurdles methods: In order to select the candidate for IT help desk operator position this method will be used by us to accomplish the selection. Number of remaining applicants after going through each step and full breakdown of the steps for each post can be viewed in Appendix B. 3.3 Selection methods validity and reliability: 3.3.1Reviewing the resumes and application forms: According to work experiences and education qualification the resumes has been reviewed considering all the positions in mind and also using the scoring principle (Catano, Darr Campbell 2007, 214). When large number of candidates is there for interviewing process and also performing the same activities then application forms will be useful in order to keep minimum costs with less interviews. Weighting assigned according to application forms which is mostly focused on job related questions. Application form is included contain statement of information for the applicant which inform that the information provided by then is checked and is performed in order to reduce the applicant errors. The information given in resume will be helpful in predicting the candidates characteristics according to the specific job. The validity of this work experience along with job performance is 0.27 measured by Cheng and Dainty (2005, 385). Recruiters use resumes on the basis of work and experience and is studied by Homer (2001, 60) and they made a conclusion that individual recruiters fell between inter related reliability level up to 0.60 and 0.70. Recruiters have to focus the logical and mathematical ability along with the language skills. 3.3.2 Testing of skills: The candidates are tested over the criteria aligned by Singapores Alpha Numeric test for data entry and error rate is 98% and words per minute is score delivered constraints. Short listed applicants then go through further test in assessment centre which involve PI-R personality test, skills checks and essential tests for checking computer literacy and abstract reasoning test. The test results show no vital changes in with or without supervision types. Validity of this performance testing method is measured at 0.33 Draganidis and Mentzas (2006, 63) and 0.42 validity could be reached for skills testing for clerical positions. 3.3.3 Cognitive Testing: The Singapore norm online tests are used under cognitive testing and that can be scored without any professional training. Among the other selection methods this type of testing has high validity of all selection methods. It is mostly valid and useful for job roles prediction as those posts requires higher professionalism level and managerial level. It is the important characteristics of cognitive testing those candidates are selected on performance level. Validity of cognitive testing on the basis of job and training performances is shown below: 0.73 is job proficiency validity and 0.91 is training validity in accordance with the computer programmers related job roles measured by (Horton 2000, 310) Kochanski and Ruse (1996, 30) measured professional validity as 0.74, whereas 0.69 for managers and 0.32 for clerical. 3.3.4 Testing of personalities: It is significant to check that the applicants applying for the job really have those personality traits to accomplish their job roles and to screen out them with high neuroticism. This personality testing is conducted through Neo FFI PI-R online test. As the test is carried through internet and it is not easy to identify the correct answers hence cheating percentage is very low due to which true personality will be invoked. Conscientiousness is vital characteristics to measure performance on the basis of proficiency in job and training and personal information (McEvoy, Hayton, Wrnick, Mumford, Hanks and Blahna, 2005, 400). Jobs autonomy is impacted over personality validity. For example IT Help Desk Operator requires high level of problem solving quality in applicants and hence this testing is used for improvement. Good problem solving qualities are initiative taking, quick decision making, high openness to experience and conscious. 3.3.5 Assessment Centres: IT help desk operators candidates requires job role high level of interpersonal activities and hence assessment centres are utilized. These centres are very useful and assessors should have to train effectively for running and testing. Every job roles requirements should known by the assessors and participants behavior will be observed according to it, then the participants are divided according to behavior, and their behavior quality has been judged, and determines evaluation rating of candidates. The HR staff at Elite Company will have the ability to run the assessment centres, still the training is provided to assessors of assessment centre before one day of assessment centre testing on recording of behavior and exercises of applicants. The group within the AC performs an exercise of group discussion without leader, this exercise requires that applicants involve and discuss a given topic on their own without appointing any leader. This leaderless group discussion will help the assessor to observe and identify and rate the candidates oral communication skills, leadership qualities, detailed discussion, information about topic which is related to the qualities required for the IT help desk operators job. Rausch, Sherman, and Washbush, (2002, 187) measured validity of this selection technique as 0.36 towards job performance. 3.3.6 Selection through interviews: Appendix C includes the interview questions and judging criteria for selecting highest performing candidate for IT Help Desk Operators post. This is mostly used and effective selection method in order to select the applicant on the basis of their knowledge assessed through various interview questions and has high validity if interview taken efficiently. Interview questions are related to the job roles and according to the requirement of that position and are proven to increase validity and reliability. Validity of structured interview is 0.51 as measured by Sanchez and Levine, (2009, 61) while unstructured interviews 0.37 validity and hence interviews are taken in structured manner. First to build informal rapport with applicant the behavior based and situational based interview questions will be included in interview lists. BBI questions have high validity than situation based interview questions that are 0.31 and 0.25 respectively and hence obviously BBI will be used mostly than SI s. 3.3.7 Check Background and reference of candidates: It is important to check the educational background of the candidates approached for the job, to ensure that they have the qualifications as stated in resume for IT help desk operator posts, it is must to check education background. Checking the references given by the candidates is very significant procedure during selection process in order to satisfy DataCos legal obligations towards their employees. Interviewees personality and character is identified by checking reference and external sources are used to assess previous job performance of the applicant (Spencer, 2004). With the help of meta-analysis the authors Schmidt and Hunter, (1998, 265) measured selection validity of reference checking method is 0.26. At the last round of selection process reference checking is utilized and is not used as screening too, because its reliability is measured very low approximately 0.40 or less. 4.0 Developing job and person description forms: It is crucial thing to create the job and personal description forms in order to accomplish the recruitment and selection processes. The criteria applicants should follow in order to apply for the IT Help Desk Operators job and job description is given below: IT help desk operators Job description form for DataCo Last Updated: 1st March 2012 Job Title: IT help desk operators Reporting to: TBC Level: Support level Salary: best in industry Hours: Full time Location: Singapore Job description: There role is to assess the staff if they have any difficulties related to hardware or software uses. They can use multiple medium for this and result has to be documented. They also have responsibility of training new staff regarding to new software and hardware. They should be responsible for maintaining scanning devices and updating and software and hardware whenever necessary. They are required to work in Singapore office on the basis of full time and have to report the team leader. Ensure about the data security is imperative for the IT help desk operator which is done by monitoring and managing the issues. Responsibilities and Duties: Job Responsibility and duty %time Have to answer all staff queries with all available mediums 30 Resolution records has to be created for future use 10 Can install the needful hardware and software 15 Provide and monitor hardware and software training of new staff 15 Monitoring and managing security of data 5 Maintain and support the remote computing applications and VPNs 15 DataCo Person Description Form Last Updated: 1st March 2012 Job Title: IT Help Desk Operator Qualifications: Essential: MS Certified Desktop support technician along with tertiary IT degree. Optional: Oracle training courses, Microsoft certified IT professional: Enterprise support technician Required work experience and skills: Essential: The candidate should have 2 or more years experience in an IT support role Oracle system expert Having full knowledge about all Microsoft office suits and Microsoft windows Excellent skills of problem solving Desirable: Experience in data security Personal qualities and behavioral traits: Excellent verbal communication and writing skills required Able to work in team environment High level of literacy and numeracy required Should be able to do multitask and prioritize work 5.0 Evaluating the recruitment and selection practices: It is critical to evaluate the success of our recruitment and selection plan. According to us we used most efficient and effective recruitment and selection process to appoint the best candidates for the required posts of DataCo. 5.1 Recruitment method evaluation: Through this we evaluated the return we are invested in the different channels for advertisement. This evaluation can be conducted sufficiently by collecting the numbers of responses arrived from advertisement and then cross checked them with the recruitment costs. This data is collected from STJOBS and Monster Singapore websites we used for posting our advertisements. 5.2 Selection method evaluation: According to the Shippmann et al. (2000, 706) selection method are nothing but rational model of estimates. He further concluded that employees performing higher than 85% are categorized as good employees, on and below 15% performing employees are categorized as poor and other 50% performing are standard deviation category. The selection method return is based in SD because it categorized the employees as good or poor in performance and if the SD shows good graph that means we recruited highly performing employees and vice versa. 6.0 Conclusion: The report has been given a detailed and full version for recruitment and selection procedure adopted by Elite HR Company for DataCo. Singapore. DataCo is needed to accomplish a project within two year and we find out local qualified and well performing employees for them. For this purpose we used different techniques and methods in order to place best candidates for DataCo. References: Alrichs, Nancy S., Competing for Talent: Key Recruitment and Selection Strategies for Becoming an Employer of Choice, Davies-Black Publishing, Palo Alto, California, 2000. Ashby, Franklin C. and Arthur R. Pell 2001 Embracing Excellence: Become an Employer of Choice to Attract and Keep the Best Talent, Prentice Hall Press, Paramus, New Jersey. Deems, Richard S. 1994 Interviewing: More than a Gut Feeling, Provant Media Publishing, Urbandale, Iowa. Herman, Roger E. and Joyce L. 2001 How to Become an Employer of Choice, Oakhill Press, Winchester, Virginia. Dan Schawbel. 2015 Time. Darling and Peter. 2007 "Disabilities and the Workpiace".Business NH Magazine24(8): 28. Meister, Jeanne. Forbes. RetrievedJanuary 9,2014. Bartram, D. 2005 The Great Eight competencies: A criterion-centric approach to validation. 90, 11851203. Catano, V., Darr, M., Campbell, C. 2007 Performance appraisal of behaviour-based competencies: A reliable and valid procedure. Personnel Psychology, 60, 201-230 Cheng, M. I., . Dainty, R. I. J. 2005 Toward a multidimensional competency-based managerial performance framework: A hybrid approach. Journal of Managerial Psychology, 20, 380-396 Draganidis, F., Mentzas, G. 2006 Competency-based management: A review of systems and approaches. Information Management Computer Security, 14, 51-64 Homer, M. 2001 Skills and competency management. Industrial and Commercial training, 33/2, 59-62 Horton, S. 2000 Introduction- the competency-based movement: Its origins and impact on the public sector. The International Journal of Public Sector Management, 13, 306-318 Kochanski, J. T., Ruse, D. H. 1996 Designing a competency-based human resources organization. McEvoy, G., Hayton, J., Wrnick, A., Mumford, T., Hanks, S., Blahna, M. A. 2005 competency-based model for developing human resource professionals. Journal of Management Education, 29, 383-402 Rausch, E., Sherman, H., Washbush, J. B. 2002 Defining and assessing competencies for competency-based, outcome-focused management development. The Journal of Management Development, 21, 184-200 Sanchez, J. I., . Levine, E. L. 2009 What is (or should be) the difference between competency modeling and traditional job analysis? Human Resource Management Review, 19, 5363 Schmidt, F.L., Hunter, J.E. 1998 The validity and utility of selection methods in personnel psychology: Practice and theoretical implications of research findings. 124, 262-274 Shippmann, J. S., Ash, R. A., Battista, M., Carr, L., Eyde, L. D., Hesketh, B., Kehoe, J., Pearlman, K., Sanchez, J. I. 2000 The practice of competency modeling, Personnel Psychology, 53, 703-740 Spencer, L. M. 2004 Competency Model Statistical Validation and Business Case Development, HR Technologies , White Paper