Christmas Playlist Suggestions For Holiday Parties Essay

Christmas Playlist Suggestions for Holiday Parties Another year has quickly passed and it’s time again to start preparing for the holiday season. Besides the torture of finding parking spaces at the mall, scrambling for last minute gifts, and scouring for the perfect tree, there are many more spirited traditions to look forward to. One of them being your holiday Christmas party! I think it’s one of the most important things we can do with our family and friends, as it’s a time to harness the true spirit behind this highly commercialized holiday. With that being said, your party cannot be complete without holiday music adding to the ambiance of the festivities. Each holiday season, the radio stations play our favorite Christmas tunes around the clock and a blast of holiday cheer is heard over the loud speakers at department stores. Music is everywhere, and it plays a major part of the holiday season. I’ve prepared one of my own personal Christmas play lists that was created with tender loving care. Although there are hundreds of versions of our favorites to choose from, a good play list is eclectic with enough of a mix that will guarantee a special memory for someone in the crowd. There should be a touch of nostalgia from Christmas past, and more contemporary choices to keep it fresh and fun. The following songs, listed in no particular order, are going to be an amazing soundtrack for your holiday bashes this year. All I Want For Christmas Is You-Mariah Carey This isn’tShow MoreRelatedAccounting 1-4 Chapter100452 Words   |  402 Pages(page 6). study objective 2 Identify the users and uses of accounting information. 6 chapter 1 Introduction to Financial Statements Questions Asked by Internal Users ST ST RIK E RIK ON E r fai es Un ctic a Pr playlist itunes L. H.C.B. Brien s In Sgt. Pepper s Comes My Ship Cowboy? When Do Wia Gonna What is A Life Want All I MENU Snack ch ack ch ck chi k chips hi Stockholder Beverage Beverages eve ag everag everage ge Finance Is cash sufficient to

Analysis Of Charles Bukowskis Roll The Dice - 1337 Words

Life is full of risks, which carry both benefits and drawbacks. Every day we make decisions, whether logical or ill-considered. Half the time, we make the right choice, but in the other half, we risk a lot of what matters to us most. The poem â€Å"Roll the Dice† by Charles Bukowski discusses the decision of whether or not to take chances and the aftermath of choosing or refusing to â€Å"roll the dice†. The term serves as a reference to gambling, a sport that many will likely lose. â€Å"Roll the Dice† pressures readers to take risks and advises them that the rewards outweigh the consequences. People are willing to suffer physical pain, a sense of confinement, and humiliation in order to experience isolation and a state of bliss. First, literal and†¦show more content†¦A second drawback of gambling is loss of freedom due to the lengths to which people are willing to go in order to take more risks. One of those lengths involves stealing to support a gamb ling addiction. Of course, theft is illegal and can leave a person with a criminal record, which usually follows them for the rest of their life. The poem makes another consequence plain and simple: â€Å"it could mean jail† (10). Beside theft, crimes associated with gambling include fraud, in which people lie and cheat their way to financial gain, and embezzlement, in which people steal from their employers or other organizations. People who are sentenced to prison spend most of their days behind bars without freedom. They can experience sadness at being away from friends and family, abandonment from those who once trusted them, and even threats from fellow inmates despite the fact that their crime pales in comparison to murder, robbery, or other more serious offenses. Additionally, when an inmate is released from prison, they are shunned by society. People believe that no reasonable employer will hire someone with a criminal record (especially if it includes felony convicti ons) because they could repeat their misdeeds all over again and waste valuable time and money. When one’s gambling pastime becomes a habit, they need to consider how they will support that dependency and whether their options are legal. Since gambling is known as a loser’s

Business Management Learning and Education

Question: Discuss about the Business Management for Learning and Education. Answer: Introduction: In todays competitive business environment, it is essential for the firms to build a strong team so that organisational work can be implemented effectively. In developing the better teams, there are various factors that work such as people, their personality, education, background, gender and experience. These factors help the firms to establish a better team and motivate team members to work collectively to achieve organisational goals (Eckstein 2013). But, at the same time, in managing the complex organisational environment, managers face various challenges. In this, the main challenge in front of managers is that how to build a perfect team and its composition to meet the firms objectives. The uneven analytical intelligence of the team and team members also creates the challenges to the managers to manage the organisational environment (Erez, et al. 2013). In this way, this report discusses the learning from the talent pool to build perfect teams by taking the case of Google Inc. It is because, in Google, there are different skills and knowledge employees, who are working in the different teams. Background The case study profiles a 25 years old but experienced student, Julia Rozovsky, who participated in two study groups in order to get experience and enjoyment during the study of MBA degree at one of the top American University. She found that in both the groups, people have skills and knowledge. In this, one group had people, who argued for the leadership position, criticising one anothers ideas, and experiencing conflicts (Duhigg 2016). On the other hand, another group was different from the first group as the group and the people were warm and friendly. Due to becoming global and more complex business environment, Google has focused on the team building activities to ensure the success in the global marketplace. In this, the firm was launched Project Aristotle in order to study the different teams to identify why some teams stumbled and some soared. For this, Julia was assigned for the project and identified that understanding and influencing are some group norms that help the teams to improve their productivity in the firm (Duhigg 2016). But, Julia needed to work further in order to identify the norms, which play important role in the organisation to build a team. In this, Julia invited two groups for the discussion, Team A and Team B. Team A included professionals, who have experience and knowledge related to the field. On the other hand, Team B included the successful executives and middle managers. From the case study, it is analysed that there are different factors that develop the effective teams. But, Julia faced issues in determining the critical norms and behaviours that are important in forming effective teams within the firm (Duhigg 2016). It is because sometimes, the norms of one effective team contrasted with another, who is equally successful in the organisation. Identification of issues and problems From the given case study of Google, it is analysed that in forming the better and effective team, the firm faced issue related to the determination of team norms. It is because these norms decide the nature and behaviour of teams within the firm. One of the major issues was also related to that one team can succeed in one environment but, fail in another. It is because due to lack of managerial communication or lack effective working environment may cause the failure of the team (Zohar Polachek 2014). In this, the theory of managerial communication believes that communication between team members are essential to work in the different environments. Through establishing communication, team members can share their issues and experience with the other team members, which can be effective in developing teams within the firm (Duhigg 2016). It is also found that understanding and influencing group norms or unwritten rules were the key to improving group performance. It is also analysed that in the good teams, everyone spoke roughly the same amount, which is one of the ways to encourage unwritten rules in the teams. Along with this, it is also found that if the team does fail, the manager needs to do lots more to rebuilding the team, which takes more time and cost of the firm in the industry (Robbins Judge 2012). Possible Solutions There are various alternatives that can be used by Google to resolve the issues. In this, team coaching can be effective and one of the supportive alternatives that could be used by the firm to encourage communication among the teams and their members. In this, a team of 5-8 people, who are from different backgrounds and skills, can be formed. In this, it is essential for the firm to recruit team members, who have the experience on the same field. Due to this, Google can effectively provide the coaching to the new and existing teams so that they can improve their performance to achieve the outcomes (Rousseau, Aube Tremblay 2013). At the same time, the managers can also talk about the role that the team member needs to play in the team. In this, team leader can also align the team members role and work with the larger mission of the organisation and communicate their contribution. Through this, the team leader can change the norms of the team and lead it towards the success path (Eckstein 2013). Along with this, in the alternatives, the team manager or leader can establish group norms for communication at the beginning of the project. In this, the use of explicit communication can be effective to value every team member views and perception. This can also lead the team manager to establish safe communication at the time of differences in opinions. Through this, the team manager can provide a similar working environment to the team members as they experienced previously (Ostrom 2014). It can also be effective in rebuilding the team quickly with less or no cost at the time of failure of the team. It is because through establishing group norms for the communication, team members can share their stories and feedbacks in order to build better team for the accomplishment of organisational and project objectives significantly. Proposed Solution In order to resolve the issues, the development of group norms for communication at the beginning of the project can be effective. It is because due to this, the team leader can effectively lead the new team within the organisation. In this, the establishment of group norms can also be effective for Matt in defining the roles to the group members and access their feedbacks to build and establish effective team at the workplace (McLaughlin Vitak 2012). At the same time, the use of group norms for communicating can also be supportive in making strong working environment, where everyones voice will be valued and to make a safe communication, where the leader receive different opinion and ideas. At the same time, it will be an effective solution to improve the attitude and behaviour or team members in order to develop the supportive teams to achieve organisational objectives whether these are technical or related to the market. Along with this, the development of group norms for communication can also be supportive in establishing culture of ownership, which can also be effective in directly talk with the team members and resolve their queries and communicate difficult information in a way that safeguard relationships (Eckstein 2013). This proposed solution can also be realistic and beneficial for Google in terms of managing the teams in the different situations. It is because due to IT-intensive field and environment, Google can motivate team members to proactively work on the accepting critiques of their work without taking it as a personal criticism. It can also help the firm to make team members more responsible towards their work as well as organisational process (Douglas 2016). Through this, the members can also motivate to develop strong teams to achieve organisational objectives. Recommendations On the basis of above, it can be recommended to Google that it should develop the explicit communication among the team members as a short-term action. Due to this, the team members clearly understand the instructions and information without any misinterpretation. Through this, Matt can also speak at length about the work project and roles of the team members in the project (Hall 2015). Due to this, Matt can also ensure the success of team in the organisation and raise the team output to provide competitive advantages to the firm. Along with this, the firm can also recruit an external coach for providing training and coaching to the team members about the work and communication. The recruitment of external coach can be effective for the firm to assist the team members in their roles and also support the team to identify and address barriers to its own performance (Karthik 2014). Through this, the firm or Matt can provide full focus to the team to achieve its goals without any interference. References Douglas, E 2016, What Google Learned About the Perfect Team, viewed 22 August 2016, https://www.business2community.com/leadership/google-learned-perfect-team-01539343#u4XOMCx0rKG2qkws.97. Duhigg, C 2016, What Google Learned From Its Quest to Build the Perfect Team. viewed 22 August 2016, https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html. Eckstein, J 2013, Agile Software Development with Distributed Teams: Staying Agile in a Global World, Addison-Wesley, New York. Erez, M, Lisak, A, Harush, R, Glikson, E, Nouri, R Shokef, E 2013, Going global: Developing management students' cultural intelligence and global identity in culturally diverse virtual teams, Academy of Management Learning Education, vol. 12, no. 3, pp. 330-355. Hall, T 2015, 5 Research Backed Practices to Build a High Performing Team. Viewed 22 August 2016, https://connectionculture.com/5-research-backed-practices-to-build-a-high-performing-team/. Karthik, M 2014, 14 Ways to Help Teams Communicate Better. Viewed 22 August 2016 https://www.workshifting.com/2014/07/14-ways-help-teams-communicate-better.html. McLaughlin, C Vitak, J 2012, Norm evolution and violation on Facebook, New Media Society, vol. 14, no. 2, pp. 299-315. Ostrom, E 2014, Collective action and the evolution of social norms, Journal of Natural Resources Policy Research, vol. 6, issue 4, p. 235-252. Robbins, SP Judge, T 2012, Essentials of organizational behaviour, Pearson, Boston. Rousseau, V, Aub, C Tremblay, S 2013, Team coaching and innovation in work teams: An examination of the motivational and behavioral intervening mechanisms, Leadership Organization Development Journal, vol. 34, no. 4, pp. 344-364. Zohar, D Polachek, T 2014, Discourse-based intervention for modifying supervisory communication as leverage for safety climate and performance improvement: A randomized field study, Journal of Applied Psychology, vol. 99, no. 1, pp. 113.

Self Reflection Technical Managerial Competency

Question: Discuss about theSelf Reflectionfor Technical Managerial Competency. Answer: Technical Managerial Competency Reflection Project management has been one of my dream courses and I have been looking forward to doing it. However long it has taken, I am glad to have taken it this semester. The course was both interesting and informative. Apart from acquiring knowledge from learning in class and demonstrations from the tutor, I have also developed skills and competencies in this field that I know will come in handy when working in the real projects in the corporate world. The skills might be hard to quantify in words but practical analysis of these skills demonstrate a lot of change in my technical competence. First of all, with this course, I have been able to acquire self-leadership skills. This is demonstrable by the way I have been able to communicate and relate with others effectively. In various class projects, I was able to communicate about goals (Barry, 2012), responsibilities, performance and expectations to members in an effective manner. In all the cases, my self-leadership skills were evident in that I was able to stay positive (Hamilton, Byatt, Hodgkinson, 2010) despite anything that happened while the project progressed i.e. conflict amongst team members. I was able also to demonstrate self-leadership through empowering others and delegation of duties. The other demonstrable quality that I have achieved in this course is the ability to lead others. This became evident with the motivated team members (Whetten Cameron, 2010, p. 327) that I led and the level of cohesiveness that the team achieved during my tenure as their leader (MindTools, 2014). To top it up, I was able to resolve conflicts amongst the team members in a mature and amicable way that left the team members even closer to each other than before. Another demonstrable skill that I achieved in this course and is worth reflecting upon is the ability to think strategically (Miller, 2009) and create an achievable vision for the project. In this, I was able to learn how to incorporate the project vision with the organizational goals and vision in order to ensure that the project runs in tandem with the organizational goals and vision (Meredith Mantel, 2009). This was also demonstrable with the ability to influence the management of the organization and the involved stakeholders to buy and agree to my project vision and use my word as a guarantee that the project will at long last be a success (Whetten Cameron, 2010). I wont have concluded this reflection well if I cant mention the psychological factors that I also achieved in the process of learning this course. While it is important to develop management and leadership skills as a project manager, management of psychological factors which impacts not only project success, but also personal satisfaction is a key factor. Addressing of these factors include the development of creative problem solving, management of stress and development of self-awareness amongst the team members (Whetten D. Cameron, K., 2011, p. 19). This can be achievable through managing conflicts, motivating others, gaining power and influence and communicating to others supportively. In this course, I learnt that even though it might not be evident, stress plays a very big role in project management and determines to a larger proportion the success of the project. Improvement Generally, my learning experience during this course has been an interesting one. I have come out of the course better than the way I was, thanks to the practical and illustrative sessions that we have had during the semester. However, I believe that I would have achieved a lot than I have if only some few changes could have been effected. First of all, the future classes should embrace team work more than doing things individually. This is because with team work and collaboration, one is able to bring out what he or she is best at and contribute to the team hence complementing each other. This ensures that the element of synergizing is brought out where it is believed that the whole is greater than sum of its parts. The other thing that I feel could have improved my learning more is the use of real life projects where the student meets actual clients and work with them during the course of the learning. This would bring in the element of real life situation solving real life experiences, hence making us get used to the corporate world and understand the skills that are sought after by employers in the graduates. To sum it up, learning that is more oriented to practicality is more effective than using theorems and demonstrations. In the current world, people with the right problem solving skills and embraces collaboration are more successful and strategies more than people who follow strict timelines and models that have been set up in the workplace. It is high time that learning also take on these strategies and incorporate in the learning process to ensure that a student is wholly prepared to deliver solutions to the problems in the workplace and revolutionize the world. References Barry, T. (2012, May 16). Project Management | Top 10 Leadership Qualities of a Project Manager. Retrieved March 7, 2014, from https://www.projecttimes.com/articles/top-10- leadership-qualities-of-a-project-manager.html Hamilton, G., Byatt, G., Hodgkinson, J. (2010, November 5). Anatomy of an effective project manager - management, leadership, careers, project management - CIO. Retrieved March 7, 2014, from https://www.cio.com.au/article/367017/anatomy_an_effective_project_manager/ Meredith, J. R., Mantel, S. J. (2009). Project Management: A Managerial Approach (7th Ed.). Hoboken, NJ: John Wiley Sons, Inc. Miller, C. (2009, October 15). Harold Kerzner: Project Managers Must Understand Business. Retrieved March 4, 2014, from PMI: Project Management Institute: https://blogs.pmi.org/blog/voices_on_project_management/2009/10/harold-kerznerproject-manager.html Mind Tools. (2014). Team Management: Forming, Norming, Storming, Performing. Retrieved March 6, 2014, from Mind Tools Ltd.: https://www.mindtools.com/pages/article/ newLDR_86.htm Whetten, D. A., Cameron, K. S. (2011). Developing Management Skills (8th ed.). New York, NY: Prentice-Hall.