The Revolutionary Period Of 1763 Essay - 1328 Words

The revolutionary period of 1763 through 1830 brought newfound ideas of liberty as well as increased focus on the rights of man, promulgating new rhetoric surrounding human rights. The American Revolution launched a global movement in which the people took a stand against their oppressors and fought for governmental autonomy. This international movement brought forth new political ideology, as well as increased the voice of the people. The political thinkers associated with the various global revolutions in America, France, and in South America, all used human rights rhetoric as a means of inciting the people to further weaken the existing imperial governments in order to create a widespread and global revolution. The American Revolution exists in history as the starting point in a great series of revolutions across the world in which the oppressed fought and claimed independence from their imperial rulers. Along with this revolution, began a political movement in which human rights rhetoric began to proliferate across the globe. The American Revolution denounced the idea of the â€Å"rights of Englishmen† and proclaimed there are only the â€Å"rights of man,† establishing a new foundation for the universal rights of man (Bender 63). The American revolutionaries fought for governmental autonomy and used strong nationalistic rhetoric, as well as promised increased rights and representation for the people as a means of provoking the people into revolution. This form of rhetoric, asShow MoreRelatedHow the American Revolution Changed American Society Essay1189 Words   |  5 PagesFrom 1763 to 1789 the American Colonies underwent a radical transformation into an independent self governing nation. British debt accumulated from the French and Indian War brought colonists into conflict with the mother country over a variety of social, political and economic issues. However, the outcome of the American Revolution was not a radical departure from America had been prior to 1763 but later, with the introduction of the constitution, developed unto a revolutionary society. At theRead MoreThe American Revolution Can be Blamed on Enland Essay1213 Words   |  5 PagesPrior to the Revolutionary War, during the 1760s, the contradicting opinions among the colonists living in England’s thirteen colonies separated them into two major groups, those loyal to the king and to Great Britain and those patriotic to colonial America. While the loyalists were content to be English subjects and wanted to remain under the protection of England, the patriots felt that it was essential that the colonies obtain their liberty from England. 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The Trial of Peter Zenger, The Proclamation of 1763, the Boston Massacre combined with constantly changing taxes and rules that governed them made many think that self-governance was the best path for the colonies. Others felt that the King and his appointed officials had their best interests in mind and preferred to stay loyal to the crown. Later

Professional HR/marketing essay on Competitive Intelligence Free Essays

Introduction This paper is set in order to demonstrate the research proposal on the subject of the role of line managers in reward in the context of human resource management. The main covered areas will include the presentation of research objectives and rationale, brief critical investigation of the recent studies and research methodology. The ethical issues are going to be demonstrated at the end of the research proposal. We will write a custom essay sample on Professional HR/marketing essay on Competitive Intelligence or any similar topic only for you Order Now Research Objectives and Rationale Recent research demonstrates that the role of line managers in the implementation of reward programs is neglected in most of the cases. This, in turn, negatively affects the general process of reward program integration. For instance, a survey, which has been done on 1300 organizations in 80 countries, has demonstrated that only 30 % of these organizations have reported a successful implementation of reward program (Stark and McMullen, 2008). It has been further presented in the research that HR executives tend to design the reward programs whereas the line managers tend to integrate those. The research, however, fails to provide an in-depth perspective on the subject of the involvement of both line managers and HR executives (Armstrong and Bowen, 1998). Therefore, it is important to provide the extensive perspective on the subject of the role of line managers in the implementation of rewarding programs. This will contribute to the academic body of research in the human resource subj ect area. Additionally, it will allow human resource management to identify the main problems with their reward strategies; thus altering the strategies in order to acquire a success in delivery of reward programs. As a result, given the concept of the study, the main research objectives are: To explore the concept of rewards and general role of HR representatives in it To investigate the level of line managers’ involvement in the rewarding process in the context of HR management To identify and explore the elements of the most successful and effective rewarding strategy Literature Review This section is designed in order to deliver a brief critical investigation of key theoretical concepts on the subject of line managers’ involvement in the development and implementation of reward programs. The main sub-themes will include identification and exploration of human resource function in the development of reward programs, investigation of performance management and identification of the most effective method of reward in the context of line managers’ involvement. Reward and Reward System The reward systems have been integrated within HRM only recently. These have been designed in order to provide the monetary value to those employees who have added value to the organization. This concept is directly interlinked with the development of career and increase in motivation (Thorpe and Homan, 2000). Secord, (2003, p. 403) states that reward management is associated with â€Å"designing, implementing, maintaining and communicating reward processes†. These processes, in turn, shape the level of monetary payment for value-adding activities, performed by employees. HR Role and Function in Reward In general, there is little evidence in HR’s delivery of the actual value to the company. Assessment on 54 organizations, located in the USA, has demonstrated that the majority of companies has not assessed HR department due to the lack of value, delivered by this sector (Ramlall, 2002). It has been further estimated that some companies do not have any specific rating system to measure the performance of HR department (Becker, Huselid, and Ulrich, 2001). One of the key functions of HR is related to the design of reward system. However, this function has been ignored in the recent studies. CIPD (2006) has done a survey in the organizations on the subject of the role of HR representatives in the reward systems. It has been estimated that front-line management plays a much more significant role in the integration of the reward systems, contrary to HR specialists. HR duties are associated with a large number of aspects that should be taken into consideration in order to successfully fulfil the job. This implies that the HRM system should be visible, authoritarian, legitimate and understandable (Bowen and Ostroff, 2004). If these factors are not presented in front of employees, the strength of HRM system, as perceived by employees, decreases. HR representatives are important in design of reward system and performance management. Armstrong and Bowen, (1998) outline the personal characteristics of HR executives and their experience, as the important factors that are projected in design of reward and performance management systems. However, there is little contact between HR executives and employees, which develop the obstacles to actual integration of reward systems and performance management. This implies that HR executives are not able to actually see the performance of employees in order to base the decisions (Armstrong and Bowen, 1998). This increases the significance of line managers in relation to this task. Role of Line Managers in Reward Systems The studies suggest that the role of line managers in fulfilment of some of the HR functions has been increased over the time. Along with the transferring of supervisory duties to line managers, their people management duties have been enhanced as well (Hales, 2005). In the light of current line managers’ role in people management, the HR function and role are ignored and diminished. The research suggests that line managers are not qualified enough in order to fulfil these types of duties, namely reward systems integration. However, they are trusted by their subordinates as a result of cooperative work together. This is contrasted by the gap, which is developed on the basis of lack of time, willingness and qualifications in order to actually perform HR-related duties (Becker, Huselid, and Ulrich, 2001). It has been further added that for line managers it is easier to implement reward systems and performance management, since there has been a direct link found between the leadership style and motivation development (CIPD, 2007). This implies that line managers are more knowledgeable about their employees’ traits and level of job’s quality. Furthermore, the line managers are able to influence employee motivation development (CIPD, 2007). Performance Management Performance management is regarded to be crucial in effective management of organizational culture. It aims at the evaluation of employee’s attitude and behavior in relation to the job; thus contributing to the increase of the overall significance of performance management practices, as perceived by employees (Hannah and Iverson, 2004). Other scholars suggest that it is a leadership function, which contributes to the efficiency of performance management (Uhl-Bien et al., 2000). This corresponds to the ability to see the supervisor’s willingness to provide feedback and explain the goals of the organization, as the main factor that contributes to the increase of employee morale and therefore the company’s overall productivity (Smewing, 2001). This suggests that the employees are seen to be taken care of, therefore are more prone to commit to the organization over the long term. HR specialists are the ones that design performance management programs whereas line managers tend to realize those programs. However, the majority of line managers do not have sufficient tools in order to maintain a qualitative performance management (CIPD in ONREC, 2004). Additionally, it has been estimated that the concept of performance management has changed over time. This suggests that initially, this concept was integrated in order to address the issues of pay and the ability to achieve certain organization’s objectives (CIPD in ONREC, 2004). Currently, this concept has evolved into the talent management and the ability to recruit and retain the best employees on the market. Additionally, performance management has evolved into shifting away from the dogma that financial pay may be the only motivating force behind the performance (Armstrong and Baron, 1998). Large attention in the motivation-related research has been attributed to the significance of intrinsic and extr insic motivation. Intrinsic motivation suggest that the employee is motivated by the force of self-motivation. Extrinsic motivation suggests that the employees are motivated by the external factors, like the increase of pay (Speckbacher, 2003). It is stated in the same source that it is a challenging task to channel the intrinsic motivation, however, performance management is shifting to the integration of this dogma. The intrinsic motivation suggests that the employee receives satisfaction from the achievement of certain objectives. Therefore, this motivation eliminates the need to provide additional financial benefits in order to increase employee’s productivity. Additionally, already increased employee morale reduces the need for further integration of the additional practices, aimed at the increase of one’s productivity (Speckbacher, 2003). Research Methodology This section aims at the presentation of the main research methodology and its elements. This section is based on the integration of â€Å"research onion† framework, which implies a shift from presentation of â€Å"research method† to the description of â€Å"primary data instrument† through a variety of stages (Saunders et al., 2009). Research Type Due to the scope and subject of research,mixed research methodology is applied. This methodology suggests that the study will be conducted whilst integrating the elements of quantitative and qualitative research methods (Saunders et al., 2009). This method is regarded to be associated with a high degree of costs, which is suitable, given the scope of the research (Ellin Datta in Greene, 2007). Research Paradigm Research paradigm has been selected to be positivism and interpretivism. Positivism philosophy suggests that the researcher incorporates value- free, objective perspective on the subject of the study. This requires minimum integration of the values and opinions that have been acquired throughout the lifetime (Saunders et al., 2009). Interpretivism on the other hand allows interpretation of the collected information into the narrative format. This is especially applicable to the qualitative interviews. One of the possible disadvantages that may emerge as a result of positivism application, that the researcher may integrate some lifetime values within data collection and analysis processes (Frauendorf, 2006). This might become an obstacle, due to the lack of critical research skills. Research Approach The research approach is proposed to be deductive, in order to benefit from the development of theory on the basis of evaluation of the elements of the acquired data (Thyer, 2010). Deductive research approach exercises the shift from more expanded towards more detailed in line with the subject theory and elements (Thyer, 2010). In other words deductive reasoning employs top down approach, where the conclusions are drawn on the basis of acquired findings. Since this subject is regarded to be multi-dimensional, the analysis of smaller details, associated with the role of line managers in development and integration of reward systems, would be beneficial. Research Nature The research is proposed to be of explanatory character. The main aim of this type of research is to explore the causal relationships between dependent and independent variables. The ultimate purpose of this research is to explain the situation and predict the events (McNabb, 2008). The main question in relation to the explanatory research is attributed to – â€Å" Why this event has happened?†. Therefore, the main question in relation to this research would be – â€Å"Why the role of line managers is so significant and/or so insignificant?†. Hypothetical Question Qualitative Research Question: What is the role of line managers in reward system planning and integration as projected in real life time activities Quantiative Research Hypothesis: Line managers have a direct positive affect on reward system integration Line manager have a direct positive impact on performance management activities Research Design The research design is chosen to be a multiple case study (Yin, 1993). This implies that two case studies will be developed in order to investigate the role of line managers in the development and integration of reward systems. One case will include the line managers; whereas another case will include the employees. This will allow data collection will allow the acquisition of data on the subject of insight on this subject, from line managers and subordinates, which would contribute to the development of the full picture on the subject of study. Multiple case study is known to be associated with the triangulation of data and research methods (Yin, 1993). It has been estimated that case study strategy is well applied to qualitative and quantitative methods, which will result in the achievement of research objectives (Yin, 1993). Research Techniques Along with the integration of mixed research methodology, questionnaires and semi-structured interviews have been selected to be applied as part of the primary data instrument design. Questionnaires will be distributed among employees, namely floor employees in the selected commercial companies. Semi-structured interviews are going to be targeted at the line managers in order to deliver a follow up on the acquired findings, by questionnaires. This will allow demonstration of the perspective of line manager involvement in reward systems integration from both perspectives. Questionnaires are beneficial since these allow collection of the data from a large sample, which is a primary research objective in relation to the employees’ study group (Saunders et al., 2009). Due to the specifics of the study, the questionnaires are going to be distributed via e-mails, in order to enable quick rate of responses. This is also associated with low degree of costs due to the utilization of th e interactive platform for questionnaires distribution (Saunders et al., 2009). Interviews, in turn, aim at the acquisition of an in-depth perspective on the subject. As a result, once the primary data from questionnaires is collected, the line managers will provide clarification of the causal relationships between the perspectives of employees about their involvement and their actual fulfilment of duties. The interviews will be heldon site, in order to ensure comfortable settings during the interview. This would allow access to the opinions and views that are hidden deep inside one’s psychology. There is a large risk of bias opinion emergence due to the depth of the interview process and involvement of qualitative opinions, views and behaviours (Saunders et al., 2009). Additionally, the lack of research skills might result in the possible shift from the main subject; thus the inability to acquire valuable findings that would correspond with the research objectives. Primary data quantitative analysis is proposed to be maintained on the basis of SPSS processes integration and narration. Sampling Strategy Sample is a group of individuals with specific characteristics that have been selected in order to represent the whole population (Saunders et al., 2009). This research will be based on the incorporation of probability sampling strategy. This strategy suggests that all the individuals within the population have equal chances to be selected for the study. The main segmentation variable will be based on the occupation of study respondents (Saunders et al., 2009). This implies that for questionnaires, the sample will consist of floor employees and for interviews the sample will consist of line managers. The sub-sampling strategy is selected to be a stratified random sampling. This implies that all the employees are considered for participating in the study whilst being grouped with regard to their occupation (Saunders et al., 2009). This correlates well with the cross-sectional research design. The sample size is proposed to be 150 floor employees and 10 line managers in one commercial organization, which is geographically limited to the UK. Research Timeframe The cross-sectional timeframe has been chosen to be applied in this study. This implies that the research will be conducted over a short period of time, in contrast to the specifics of longitudinal timeframe. This would ensure relatively quick observation of study participants whilst conducting questionnaires and interviews (Jackson, 2008). This would allow investigation of a sample where the members possess different characteristics. Ethical Issues Due to the incorporation of direct human contact as part of the research design, there are some ethical issues to address. First of all, the study will be based on the integration of confidentiality-related policies. This suggests that all the material, which is acquired as part of primary data collection, will be stored confidentially in order to avoid sharing to any other 3rd party, unless otherwise stated by the primary data owner. In addition to this, the questionnaires and interviews are going to be supplied with the introductory letter. This introductory letter is designed in order to acknowledge the study participants with study’s purpose, aims, terms and conditions. By accepting the terms and conditions of the research, the study participant agrees to participate in the process of research conduct. Both questionnaires and interviews are designed in order to address the race relations and equality of rights. Any study participant will have the opportunity to withdraw from any stage of research conduct process, whereas their data will not be utilized for the purposes of research. The study participants will have a right to stay anonymous, unless otherwise stated. All the expenses, namely research, transportation, communication and stationary are manageable by the researcher. Draft Timetable    123456789 Literature Review Design of Primary Data Instrument Pilot Study and Data collection Data Analysis Analysis and Discussion Chapters Completion Draft review by supervisor Amendments and Final Review Conclusion This paper was designed in order to demonstrate the proposal for the research on the subject of line manager’s involvement in reward systems integration and performance management. It has been estimated as part of the literature review, that line manager role is significant in the integration of both of these processes. It is mainly associated with the fact that they are able to see and engage in the actual performance management; thus being able to produce objective results in relation to reward systems, contrary to the HR department. It has been further estimated that employees tend to develop both intrinsic and extrinsic motivations, where intrinsic motivation is much more significant in channeling in order to acquire the benefits in relation to the financial performance of the company. As a result, the main objectives of research is to explore the level of involvement of line managers in the reward systems. This is proposed to be done by the means of mixed research methodo logy integration. The primary data collection instrument consists of interviews and questionnaires that are distributed among 10 line managers and 150 floor employees in the commercial organization in the UK. References Armstrong M, Baron A (1998). Performance Management: The new realities. Institute of Personnel Development: London. Becker, B., Huselid, M., and Ulrich, D. (2001). The HR Scorecard: Linking People, Strategy, and Performance. Boston: Harvard Business School Press Bowen, D.E., Ostroff, C. (2004). Understanding HRM-firm performance linkages: The role of â€Å"Strength† of the HRM system. Academy of Management Review, 29, 203-221 CIPD. (2006). Rewarding Work: Vital Role of Line Managers. Available from: http://www.cipd.co.uk/NR/rdonlyres/72035864-98CD-495A-8CB9-96989B96E73C/0/vitalrolmgrca.pdf (Accessed on 10/12/12) Hales, C. (2005). Rooted in supervision, branching into management: continuity and change in the role of first-line manager. Journal of Management Studies, 42: 3, 471–506. Hannah, D. and Iverson, R. (2004). Employment relationships in context: implications for policy and practice, in J. Coyle-Shapiro, L. Shore, S. Taylor and L. Tetrick (eds). The Employment Relationship: Examining Psychological and Contextual Perspectives. Oxford: Oxford University Press, pp. 332–350. Jackson S. (2008). Research Methods and Statistics: A Critical Thinking Approach. 3rd ed. Cengage: USA McNabb D. (2008). Research Methods in Public Administration and Nonprofit Management. 2nd ed., Sharpe: USA Ramlall, S. (2002). A Critical Review of the Role of Training Development in Increasing Performance. Journal of Compensation and Benefits, 18, 5, 12-17 Saunders M., Lewis P. (2009). Research Methods for Business Students. 5th ed., Pearson Education: UK. Secord H. (2003). Implementing Best Practices in Human Resources Management. CCH: Canada Speckbacher, G. (2003). The Economics of Performance Management in Nonprofit Organizations. Nonprofit Management Leadership, 13, 3, 267-281. Stark M., MacMullen T. (2008). When considering effective reward-program implementation, too frequently the role of the line manager is neglected. WorldAtWork Journal, 2nd Quarter. Thorpe R and Homan G. (2000). Strategic Reward Systems. London: Pearson Education Limited. Thyer B. (2010). The Handbook of Social Work Research Methods. 2nd ed., p 33, Sage Publications: UK ONREC. (2004). Line managers are key to good performance management. Available from: http://www.onrec.com/news/news-archive/line-managers-are-key-to-good-performance-management (Accessed on 10/12/12) Uhl-Bien, M., Graen, G. and Scandura, L. (2000). Indicators of leader–member exchange (LMX) for strategic human resource management systems. Research in Personnel and Human Resources Management, 18: 137–185. Yin, R., (1994). Case study research: Design and methods. 2nd ed., CA: Sage Publishing. How to cite Professional HR/marketing essay on Competitive Intelligence, Essays

The Concept of Competition on the Market

Table of Contents Introduction Competition Conclusion References Introduction Hayek (103) believes that when economists overemphasize the importance of perfect competition, they are actually ignoring the solution when the situation is imperfect. In fact, the concept of competition is even more important when the market is imperfect so they should strive at offering a solution to that situation.Advertising We will write a custom term paper sample on The Concept of Competition on the Market specifically for you for only $16.05 $11/page Learn More Competition A good solution to an economic problem should be one that gives answers to problems as they are and not as they should be. To this end, any prescriptions that start from the situation as it should be would not be very useful. For instance, in perfect competition, it is assumed that the products and services in the market are identical. However, this is quite untrue in reality; people’s needs and knowledge vary tremendously so suppliers must respond by offering heterogeneous products. Additionally, human skills will keep varying from time to time with a high number of them changing for the better. This means that the nature of services and goods will also alter in response to these skills changes. In essence, no two doctors can ever be the same and the services they offer may not always be the same. Therefore, studying a theory that assumes these doctors to be the same would be very appropriate academically but would not be very useful in the real economic environment. Hayek (106) believes that competition is all about the spread of information. If people are aware of the possibilities within a certain market then they will be motivated to make efficient use of the resources. However, for that to happen, then the information being taken around must be constantly altered. Economists advocate for a theory that presumes that these factors do not change and this defies the very essence of competition. In this regard, it may not be wise for economists to continue depending on the perfect competition model which must always leave all factors constant. In order to place a certain argument in context, it is always crucial to understand the agents involved in the matter and time frame affecting them (McNulty, 81). For example, economic theories and models were created and propagated by certain individuals who analyze their economic environments within a certain timeframe. In essence, what this implies is that the theories they had created may have ceased to be relevant because the times and the environments they were analyzing may have altered.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Human behavior is never really constant so certain theories may soon become outdated or passed with time. Hayek’s argument that competition is always altering indi cates that most of the information collected by economists would simply be outdated even within the span of one day. This casts doubt on a perfect competition model that presupposes no change in the market (Rizoo White, 43). The market is never filled with absolutes. In other words, it is rarely characterized by monopolistic conditions or perfectly competitive conditions. The former term refers to one end of the spectrum where no competition exists. Such a firm would be the only one offering a certain service and its output curve would be equivalent to the demand curve. However, such a situation rarely continues for long because other firms will leverage on the technology and methods used by the monopolistic firm in order to get a reasonable market share. This implies that a producer may only be a monopoly for a while because other players in the field will always be willing to get involved. On the other side of the scale is perfect competition where new volume purchases for the pr oducts offered by each firm are quite low. The conditions for this to occur are: freedom to enter or exit the market by market players and offering homogenous products amongst other things. The real market rarely falls in either one of these scales. Most of the time, suppliers will find themselves in between. Most of them seek monopolistic situations hence explaining why they always in engage in the process of research and development. On the other hand, when a near monopoly appears in the market, it is often the laws of competition that will intervene in order to let an organization know that there are certain advantages to be enjoyed through the use of technology. Consequently this balancing of interests between the concerned groups eventually leads to a mixture of companies that are neither actual monopolies nor perfectly competitive firms (Ackerlof, 4). It should be noted that in a highly dynamic market, there are always challenges of developing a product or service that would b e sufficient for monetary monopolistic tendencies. In other words, firms would simply need the conditions of a monopoly to last for an adequate period. This would allow for the completion of a certain transaction. A new condition or prerequisite for being a monopoly may arise but at least this had allowed an organization to continually improve. Most organizations are often created as profit ventures. In other words, their major aim in the long run is to bring in profits. However, the perfectly competitive model assumes that in the long term, firms make negligible profit. This implies that most of them will not have an incentive to exist in the perfect competition model. There would be no point for companies to use their creative genius in order to improve because there would be no profits to accompany these changes in the long run. When economists assess the market using a mechanical and unchanging method then they are largely ignoring the dynamic character of it. Effective solution s always tend to be those ones that embrace the continuum of firms between being perfectly competitive to being perfectly monopolistic.Advertising We will write a custom term paper sample on The Concept of Competition on the Market specifically for you for only $16.05 $11/page Learn More This creates a flexible and creative way of solving the problems of the market. In fact, when the market is thought of as an open system then chances are that there would be greater accuracy in offering solutions. What this implies especially for today’s dynamic systems is that the market would be better understood when handled that way than when handled in the neo classical or traditional manner. Hayek therefore believes that the free market in itself possesses the ability to deal with its imperfections. Therefore, contrary to certain understandings by adherents to economic models, it is possible to still handle the inconsistencies and dilemmas that arise out of an imperfect model of competition. Hayek believes that this is best done through price. He claims that price contains an indication of practical knowledge within any specific market. Most often, this is related to the optimum costs of the goods and hence the actual optimum prices that they need to be (Stolyarov, 50). Conclusion In essence, neo classical economists who rely on the perfect competition model may have failed in their most central quest- to give actual solutions to real problems. Hayek (106) believes that it would be better to be more concerned with the analysis of the imperfect scenario because this would reflect actual facts. When economist can determine ways in which diversity in the market is combined with gaps in skills and information then that would be a more feasible direction. Also, when economists can know how to tackle mistaken notions and their corrections in imperfect competition then this would also be more applicable. Finally, because the market possesses so many players with various expectations, it would be more informative to demystify the process of uniting these differences. In essence, when the market is thought to be a process instead of a system, then more tenable answers may be found. References Stolyarov, George. Austrian economics and Hayek’s view of the market process. Western man journal, 63(2005): 50 Hayek, Friedrich. Individualism and economic order. Chicago: University of Chicago press, 1948Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Rizzo, Mario White, Lawrence. Foundations of the market economy. London: Routledge, 1996 Ackerlof, George. Uncertainty, quality and market mechanisms. Economics journal, 5(1970): 4 McNulty, Paul. A note on the history of perfect competition. Columbia: Columbia University press, 1967 This term paper on The Concept of Competition on the Market was written and submitted by user Rodrigo Z. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

The Complete Guide to Google Scholarships

The Complete Guide to Google Scholarships SAT / ACT Prep Online Guides and Tips Google is one of the world’s software and technology powerhouses - it’s not surprising that they offer several scholarships for students interested in pursuing computer science and engineering. Because Google has the resources to offer very generous awards, applicants come up against serious competition when gunning for one of their scholarships. If you’re interested in a Google scholarship, you should be as prepared as possible if you want to submit a successful application. In this post I’ll explain every major Google award in detail before giving you tips and strategies for submitting an awesome application. Introduction Google offers six major scholarships for students who plan to pursue (or who are actively pursuing) an education and career in computer science, computer engineering, or a closely related field. Because Google is constantly seeking to employ people with these skills, it makes sense that they would encourage talented students to study CS. In an effort to encourage underrepresented groups to pursue CS and other technical fields, most of the Google scholarships are limited to certain populations. Here are the six major scholarships I’ll cover: The Generation Google Scholarship-Applicants must be African American, Hispanic, American Indian, Filipino/Native Hawaiian/Pacific Islander, Female, or a Person with a Disability. The Google Anita Borg Memorial Scholarship- Applicants must be female. The VenkatPanchapakesan Memorial Scholarship - Applicants must be students in India who have faced adversity. The Google Lime Scholarship for Students With Disabilities - Applicants must study in the US or Canada and have a visible or invisible disability. The Google Europe Scholarship for Students With Disabilities - Applicants must study in Europe and have a disability. The Google SVA Scholarship for Student Veterans - Applicants must be US veterans or currently serve in the US military. At the end of the article, you’ll find strategies for increasing your chances of winning a Google scholarship. 1. The Generation Google Scholarship The Generation Google Scholarshipis for high school seniors or current undergraduate/graduate students who are passionate about computer science and engineering, belong to a minority group within computer science, and plan on attending school in the US or Canada. Winners receive either $10,000 (US dollars) or $5,000 (Canadian dollars) depending on where they attend school. Money must be used for tuition or education-related expenses. Winners entering their first year of college or university are required to attend Google's Computer Science Summer Institute the summer before. All other winners will be invited to attend the Google Scholars' Retreat. Application components: General background info, resume, transcript, 1-2 letters of reference, 4-6 short essays. Deadline: This year’s deadline (March 3, 2016) has already passed. Next year’s application will open this fall - the deadline should be in early March 2017. Eligibility Criteria There are different requirements depending on whether the applicant is a current high school student OR a current undergraduate/graduate student. Requirements for High School Students Applicants must: Be current high school seniors. Intend to enroll in, or be accepted, as a full-time student at a university in the US or Canada for the 2016-2017 school year. Intend to pursue a computer science or computer engineering degree, or a degree in a closely related technical field. Exemplify leadership and demonstrate a passion for computer science and technology. Be a student from an underrepresented group in computer science: African American, Hispanic, American Indian, Filipino/Native Hawaiian/Pacific Islander, female, or a person with a disability. Be available to attend Google’s Computer Science Summer Initiative (CSSI). Requirements for Current University Students Applicants must: Be currently enrolled as an undergraduate or graduate student for the 2015-2016 academic year. Intend to be enrolled or accepted as a full-time student at a university in the US or Canada for the 2016-2017 school year. Be pursuing a computer science or computer engineering degree, or a degree in a closely related technical field. Exemplify leadership and demonstrate a passion for computer science and technology. Exhibit a strong record of academic achievement. Be a student from an underrepresented group in computer science: African American, Hispanic, American Indian, Filipino/Native Hawaiian/Pacific Islander, female, or a person with a disability. Application Again, the application process differs based on whether the applicant is a high school student or a university student. Application Process for High School Students The online application includes: General background information (includes contact info and information about your current and intended institutions) Current resume Academic transcript One letter of reference from a STEM instructor Responses to six short answer questions Application Process for Current University Students The online application includes: General background information (includes contact info and information about your current and intended institutions) Current resume Academic transcripts from your current and prior institutions (if you have earned a prior degree) Two letters of reference from a professor, instructor, adviser, or supervisor Responses to four essay questions 2. The Google Anita Borg Memorial Scholarship Anita Borg Memorial Scholarships are offered around the world, but for the purposes of this article I’ll be focusing only on the US Anita Borg Scholarships. The US Anita Borg Memorial Scholarships are for female undergraduate and graduate students who are studying computer science or similar technical fields. Scholarship winners receive $10,000 each and will be invited to attend the annual Google Scholars’ Retreat in Mountain View, CA. Different numbers of winners are chosen every year, but it seems the scholarship usually selects 20-30 recipients. Application components: General background info, resume/CV, academic transcripts, two letters of reference, four essay questions. Deadline: Applications are currently closed. The next scholarship cycle (2017) will open in the fall of 2016. Women are underrepresented in CS and related fields - Anita Borg Scholarships hopefully work to remedy this. Eligibility Criteria Applicants must: Be a female student currently enrolled as an undergraduate or graduate student at a university for the 2015-2016 academic year. Intend to be enrolled in or accepted as a full-time undergraduate or graduate student at a university in the United States for the 2016-2017 academic year. Major in computer science, computer engineering, or a closely related technical field. Maintain a strong academic record. Exemplify leadership and demonstrate passion for increasing the involvement of women in computer science. This award is open to US citizens, permanent residents, and international students. You can apply for this scholarship even if you’ve won before. If you're not in the US, you may be eligible for a scholarship in another region. Anita Borg Scholarships are offered in Africa, Asia Pacific, Canada, China, Europe, Middle East, and the US. Scholarship conditions vary by region. Application Students submit an online application which includes: General background info (contact info, information about your current and intended institutions) Resume Academic transcripts from your current and prior institutions (if you’ve earned a prior degree) Two letters of reference from a professor, instructor, adviser, or supervisor Responses to four essay questions Special Notes This scholarship seems very competitive based on the US colleges and universities that winners attend - many of them are top-rated schools. You can read more about the winners and their academic and professional careers. As this is a memorial scholarship, it’s important to learn as much as possible about the award’s inspiration: Dr. Anita Borg. 3. The Google Venkat Panchapakesan Memorial Scholarship The Venkat Panchapakensan Memorial Scholarship is for college and university students in India who are passionate about computer science and/or engineering. Winners receive $750 (US dollars) for tuition and education expenses plus a visit to the YouTube headquarters in San Bruno, CA. Selected students will also have an opportunity to submit a proposal for funding ($250) to spend on growing computer science in the local community. Application components: Two short essays, one short video, resume/CV, two letters of recommendation. Deadline: This year’s deadline (March 31, 2016) has already passed. Next year’s scholarship deadline (2017) should be around the same time. Eligibility Criteria Applicants must be: Currently enrolled as an undergraduate/graduate student at a college or university in India (for both the 2015-2016 and 2016-2017 academic years). Currently pursuing a degree in computer science, computer engineering, or a closely related technical field. Students with compelling applications will also fit the following criteria: Aspire to be computer scientists and technology leaders. Exemplify leadership skills and a demonstrated passion for community science and technology. Assist those around them to excel in the field of computer science and technology. Help their friends and family use computer science and technology. Leverage the field of computer science to transform systems (from building the next game-changing technology, to even helping families be happy, etc.) Have faced adversity and overcome it to continue learning and growing in the field of computer science. This scholarship strongly emphasizes ties to the community. Application Process 1. Write an essay (300 words max) explaining: How do you plan to use CS to make the world a more sustainable place? If you receive the scholarship, how will you use it to advance your passion and the goals of this scholarship? 2. Write an essay (250 words max) explaining adversity that you’ve faced and how it’s impacted your career. Explain the steps you took to overcome it. 3. Submit a video (1 min max) telling the scholarship committee why you want to receive this award. Upload it to YouTubeand share the link in your application. 4. Submit your resume/CV. Include your experience in the area of computer science, as well as your leadership experience and the impact you’ve created. 5. Submit two letters of recommendation. They can be from faculty or from supervisors at your work (like an internship, part-time, or full-time job). Special Notes As this is a memorial scholarship, it's important to learn as much as possible about the award's inspiration. VenkatPanchapakesan was a"much loved and highly respected engineer" who worked at companies such as YouTube, Google, and Yahoo. He passed away at a young age after a battle with cancer. Here's what the scholarship description has to say about Venkat: "During his short time he deeply touched the hearts and minds of his friends, family and colleagues. He taught us to be generous, humble, ever-optimistic and to always find the best in people." 4. The Google Lime Scholarship for Students With Disabilities The Google Lime Scholarship for Students With Disabilitiesis for college and university students in the US and Canada who both (1) study computer science or a related field and (2) have a visible or invisible disability. Winners receive either $10,000 (US dollars) or $5,000 (Canadian dollars) depending on where they attend school. Money must be used for tuition or education-related expenses. Application components: General background info, transcripts, resume/CV, two letters of reference, three essays. Deadline: The application is currently closed - the most recent deadline was December 6, 2016. The new application will launch in the fall. Eligibility Criteria Applicants must: Have, or consider themselves to have, a visible or invisible disability. Be currently enrolled as an undergraduate or graduate student at a university for the 2015-2016 academic year. Plan to enroll as a full-time student at a university in the US or Canada for the 2016-2017 academic year. Maintain a strong academic performance. Be pursuing a degree in computer science, computer engineering, or a degree in a closely related technical field. Exemplify leadership and demonstrate a passion for computer science and technology. Application Submit an online application which includes: General background information (e.g. contact information, details about your current and intended universities) Resume/CV Academic transcripts from current and prior institutions (if you have earned a prior degree) Two letters of reference from a professor, instructor, adviser, or supervisor Responses to three essay questions 5. The Google Europe Scholarship for Students With Disabilities The Google Europe Scholarship for Students With Disabilities is for college/university students in Europe who both (1) study computer science or a closely related field, and (2) have a disability. Winners receive a â‚ ¬7,000 scholarship. About 10 recipients are chosen every year. Application components: General background info, resume/CV, academic transcripts, one letter of reference, essay questions (number currently unknown). Deadline: The scholarship is currently closed, but will re-open in the fall. There aren't many geographic limitations within Europe for this scholarship, which makes it pretty flexible. Eligibility Criteria Applicants must: Be currently enrolled at a university in Europe for the 2015-2016 academic year. Intend to be enrolled or accepted as a full-time student at a Bachelor’s, Master’s or PhD program at a university in Europe for the 2016-2017 academic year. Be studying computer science, computer engineering, informatics, or a closely related technical field. Exemplify leadership and a passion for computer science and technology. Have a disability (defined as a long-term or recurring issue that impacts one or more major activities that others may consider a daily function). Application Students complete an online application which includes: General background info (contact info, details about your current and intended institutions) Resume/CV Academic transcripts from your current and prior institutions (if you’ve earned a prior degree) One reference letter from a professor, instructor, adviser, or supervisor Responses to essay questions (number and length undisclosed) Special Notes Although there isn’t much info available about the number or types of essay questions required, the FAQ section suggests that at least one of the prompts will ask students to write a technical essay. If asked to write a technical essay, your piece should include the following: A brief overview of the problem Your approach to the key technical challenges How you solved the problem Impact/conclusions If you’d like more info, check out this example of a technical essay written for this scholarship. It looks like there are about 10 winners chosen for this scholarship every year. Winners are students at universities all over Europe. 6. The Google SVA Scholarship for Student Veterans The Google SVA Scholarship for Student Veterans is for college and university students in the US who both (1) study computer science or a closely related field and (2) are student veterans or are on Active Duty Eight scholarship winners receive $10,000 each. Application components: General background info, resume/CV, academic transcripts, two letter of reference, proof of veteran status, three essay questions. Deadline: The scholarship is currently closed, but will re-open in the fall. Last year’s scholarship deadline was November 2. Eligibility Criteria Applicants must: Be currently enrolled as an undergraduate or graduate student at a university for the 2015-2016 academic year. Intend to be enrolled in or accepted as a full-time student at a university in the US for the 2016-2017 academic year. Maintain a strong academic performance. Be pursuing a computer science or computer engineering degree, or a degree in a closely related technical field. Exemplify leadership and demonstrate a passion for computer science and technology. Be a current student veteran (includes members of the National Guard or Reserve) as proven by a DD-214 and transcript, or a student on Active Duty as proven by submission of Active Duty orders and a Memorandum of Understanding from your commanding officer indicating that you are currently in good standing with your unit and transcript. Have received an honorable discharge, or be in good standing with his/her branch of service. Application Applicants must submit an online app which includes: General background info (contact info, details on your current and intended institutions) Resume/CV Academic transcripts from your current and prior institution (if you’ve received a prior degree) DD Form 214 Certificate of Release or Discharge from Active Duty (DD-214), or Active Duty orders and a Memorandum of Understanding from your commanding officer indicating that you are currently in good standing with your unit Two letters of reference from a professor, instructor, adviser, or supervisor Responses to three essay questions (300-500 words each) Unfortunately, the exact prompts for the next scholarship cycle haven't been released.Chances are, however, that they will be similarto essay prompts used in past years. Essay prompts from last year’s application include: What sparked your interest in computer science? How did this lead you to major in computer science and what do you hope to accomplish with your degree? In your answer, please describe how your experiences have influenced the goals you have for yourself. Please give us 1-2 examples of how you have exhibited leadership. Explain how you were influential, what you were trying to achieve, and the impact you had as a result. These need not be demonstrated through formal or traditional leadership roles. Think broadly and examine the many ways you are having an effect on the members of your technical community, your university, or your broader community. Please describe the most significant computer science project or research you have worked on, how you approached key technical challenges, and what you gained from the experience. It might have been a class assignment, a research project, or other work or volunteer experience. If the project was team-based, specify your individual role and contributions in the project. How to Win a Google Scholarship Most of the awards listed are for current undergraduate or graduate students, so you may not be quite ready to apply for a Google scholarship. This is a good thing - the longer you have to prepare for your scholarship application, the better your chances of success. Here, I’ll cover both long-term strategies (for students who are in high school/early college) and short-term tips (for students who want to submit an app during the next scholarship cycle). If you're trying to win any of the competitive Google scholarships, you've got to start thinking strategically pretty early on. Long-Term Strategies You might still have a while before you put scholarship applications together, but that doesn't mean you can't start preparing. These long-term strategies will help you strengthen not just your Google scholarship application, but your college apps as well. Demonstrate Academic Excellence There aren’t any hard GPA cutoffs when it comes to qualifying for these awards, but with the intense competition for Google scholarships, you’ll need impressive grades in order to stand out as an applicant. Some of the scholarships listed above have public lists of scholarship winners which also list the students' college and university. Many of the schools (at least the ones located in the US) are very competitive with acceptance rates as low as 5-15%. This gives you an idea of the sort of student you'll be competing with for these awards Not all scholarship recipients ended up at ultra-competitive schools, but your chances of winning an award will be higher if your grades are comparable to those of the most high-achieving students. I expect you'll need to have a truly excellent GPA - top 10% in your class, or even top 5% - in order to have a good shot. Read more about what’s considered a good GPAand why. Demonstrate Leadership Skills Many scholarship programs - including Google’s - want to invest in future leaders in their fields. It’s important that you show a history of leadership experience in order to meet this criterion. You can do this by: Actively participating in class or at work Volunteering to lead or take on projects Joining clubs or extracurriculars (especially related to CS) that ignite your passions and interests Starting your own club or organization Working your way up the ladder (e.g. getting a promotion) at a job or internship Develop Relationships With Educators, Mentors, and Advisers All of the scholarships listed above require applicants to submit lettersof reference. It'll be easier to seek out letter-writers - and the letters themselves will be more effective - if you've cultivated relationships with several instructors, mentors, and/or authority figures. Seeking out these types of relationships is also helpful for another reason: it's important to have experienced people around you to guide you on your academic and career path. If you have respect for a particular class or job or extracurricular activity, your teacher or mentor will come to respect you - that’s step #1. To work on further developing these relationships, you can: Go to office hours to ask for extra help on tricky problems or concepts Actively participate in class and work meetings Go to your professors or supervisors with questions that may be outside the scope of your regular curriculum or job; this demonstrates intellectual curiosity Commit to Computer Science and Technology The large scholarships that Google gives out are serious, long-term investments in both the futures of student recipients and the future of computer science and technology.As such, Google wants to make sure that the awards go to those who are going to stayinthese fields. The longer you’ve been seeking out an education in CS and the more projects or learning experiences you’ve taken on, the more serious and invested you’ll seem to application evaluators. Here are a few ways you can demonstrate a commitment to CS: Start taking any and all available courses in high school Work on programming projects with a mentor in your free time Participate in CS clubs and/or competitions Choose to major in CS or a closely related field (this is a requirement for Google scholarships) Short-Term Tips Even if you haven't been planning long-term to optimize your Google scholarship applications, there are a ton of things you can do to boost your chances. Follow these tips to submit a complete, polished, thoughtful application. Not much time? You can still work to submit a winning application - you just have to be smart about it. Plan Ahead (as Much as Possible) You can't exactly throw a complete Google scholarship application together in one afternoon. For one thing, you'll have to write several essays and/or short answer questions; for another, you'll have to get thoughtful letters of reference from teachers or advisers. These things take time to do well. I'd encourage you to start putting your application together about 12 weeks before the due date. This timeline is important for a couple of key reasons. First, you'll need time to draft your essays, ask a trusted mentor to review them, and then polish and write up final versions. Second, it's courteous to give letter-writers plenty of time to come up with references - ask them if they'd be willing to write for you at the beginning of this 12-week window (or even earlier). Invest in Your Essays Your essays are the one part of your application where the scholarship committee gets true insight into who you are as an individual - they won't ever meet you in person, and while reference letters are helpful, they're still second-hand accounts. As such, you want to make sure your essays are confident, strong, and polished. Here are some tips for making your essays the best they can be: Answer every part of the prompt. This is especially important for any technical essays. Elaborate -don’t just provide a list in response to a question. Evaluators want to see that you’re thoughtful. Yes/no answers will not cut it. Make your goals and passions clear. It is very important to application evaluators that students are invested in, and passionate about, computer science and technology. There are many students that study CS - why should you get the scholarship? What do you care about that makes you special? If you have an opportunity to do so, explain why you started studying CS, why you want this scholarship, and how this scholarship will helpyou (for example, maybe you hope to directly help others or advance technological progress). Craft a narrative. You want your essays (if you are required to write more than one) to work together in crafting a cohesive story about who you are and what you care about. Think critically about two or three important points that you want evaluators to knowabout you - all of your essays should serve to communicate these points. Don’t be afraid to brag (to an extent). Bring up any honors, awards, or accolades if they’re directly related to CS. It’s helpful to make a list beforehand of all of your achievements (this is also helpful if you need to update your CV or resume). Demonstrate humility. As accomplished as you may be, it’s off-putting to come across as arrogant about what you’ve achieved. Don’t be afraid to (partially) attribute your successes to the guidance, mentorship, and support of others. Stay positive. This is especially pertinent when it comes to essays asking you about hardships or adversities. It’s helpful to speak about these issues with a frank, honest tone - just make sure to express positivity about the future. Choose Your Reference Writers Wisely It's of course important to scholarship evaluators to gain insight into your own motivations and perspective, but it's just as important for them to understand how others view you. As such, it's important that you think strategically about who you ask to write your letters of reference. Ideal letter-writers will have detailed,glowing anecdotes showcasing your character,your work (hopefully in CS), and your personal relationships with others. Letter-writers can be especially effectiveif they know you in multiple contexts(e.g. they serve as a mentor but also as a professor or boss). Read more about what makes for a great letter of recommendation. Summary Google offers six major scholarships for students all around the world, but only students who are studying (or plan to study) computer science or a closely related field will qualify. The six scholarship programs are: The Generation Google Scholarship The Google Anita Borg Memorial Scholarship The VenkatPanchapakesan Memorial Scholarship The Google Lime Scholarship for Students With Disabilities The Google Europe Scholarship for Students With Disabilities The Google SVA Scholarship for Student Veterans As the awards are fairly generous, applicants will come up against serious competition. In order to optimize your chances of winning one of these awards, it's important that students strategize inboth the short and long term. What's Next? Google scholarships aren't the only generous, competitive awards out there. If you're interested in going after some serious scholarship prizes, we have the information you need to help you win. Check out our guides to the Gates Millennium Scholarship, the Coca Cola Scholarship, and the Ronald McDonald House Charities Scholarships. If you want to hedge your bets by applying to smaller awards (which you definitely should), local scholarships are the way to go. Want to improve your SAT score by 160 points or your ACT score by 4 points?We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

The Best Question to Ask in an Interview to Impress Your Interviewer

The Best Question to Ask in an Interview to Impress Your Interviewer Every interview is a source of stress. You need to prove yourself by answering all the questions relevant to the job correctly (and well). But you also need to stand out from the crowd. While the first thing depends a bit on your field, the second is universal. Here’s the bottom line. In an interview situation, you and your future employer are both trying to figure out whether you would work effectively together. They want to know whether you will succeed in the position. You do too! So how do you find out? Try asking the following when it comes time for you to ask â€Å"whatever questions you might have†:â€Å"How would you define success for this position?†Right away, you’re going to get insider information. Your interviewer is about to spill the holy grail with juicy tidbits such as: strategies and specific skills the job requires, priorities the job demands, and the culture of the company itself.You ask this question and it will be immediately clear th at you’re taking the job and the process seriously. You’ll have expressed interest in the nuances of the job, and you’ll show off some truly snazzy communication skills while you’re at it.It won’t guarantee you’ll get the job, by any means, but it will put you in a great position to see whether you’d find it a good fit, and to prove that you should be a strong contender.

Business Plan Assignment Example | Topics and Well Written Essays - 2500 words

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Case studies x 2 Essay Example | Topics and Well Written Essays - 500 words

Case studies x 2 - Essay Example The team leader should not waste much time once he realized the diversity of his team vis-Ã  -vis the group task and must make efforts to reinforce the idea of collective achievement and mutual respect. The most important task is to motivate the unmotivated and who better to do this than the thinkers? They should be used to interact with the former subgroup to listen to their views, and check if there are any systemic defects or issues that need to be resolved. These interactions give the tutees opportunities to ask questions and for the tutors to be surprised by the elements of human attitude that govern group functioning and motivation. This two-way learning process helps the group cohesion and builds a sense of belonging. In a similar manner, the team leader has to publicly acknowledge the creativity and the hard work of individuals, and explain the gains that everyone in the team would enjoy as a result of the team effort, monetary or otherwise. The role of a CEO is judged by the touchstone of a healthy growth of his organization and keeping the stakeholders happy. In order to realize his objectives, he creates his teams and treats each individual on the merits of his/her contribution to the organization in achieving the short/medium/long term goals. One of the important aspects of performance is team spirit that overcomes short term individual grouses. Comparison and discontent are universal in organizations. They are to be handled in such a way that the solution neither creates more discontent nor demoralizes. In the present case, Jim has an impeccable track record of performance. His ability to develop contacts and build networks is of considerable value to the company and at the same time, points to the respect he commands in the market. He is thus a key resource that directly generates revenues for the