5 Steps to Determine Your LinkedIn Profile Focus by guest blogger Jill Schaefer

5 Steps to Determine Your LinkedIn Profile Focus by guest blogger Jill Schaefer You are a multi-faceted human being and yet you only get one LinkedIn profile (or two if one of them is in a second language). Perhaps you are unsure where to focus as a professional and thus how to present yourself in your profile. The question â€Å"Who am I?† is an important one for job seekers and professionals, and it’s not always easy to answer. You: The multi-talented All of us are good at MANY things; but the fact is you can’t be everything to everyone- especially as a job seeker. As Martin Yates, CPC, author of the famed Knock ‘em Dead series, elaborates in Knock ‘em Dead 2012: The Ultimate Job Search Guide, â€Å"People get hired based on their credentials not their potential†¦ Decide on the job that will be the easiest sell for you and the easiest buy for an employer.† In the almost two years that I have been writing LinkedIn summaries for The Essay Expert, I have encountered clients who attempt to be all things to all people. They want to highlight their experience in A, B, and C industries and their accomplishments at X, Y, and Z jobs, AND promote their small business- all within the space of 2,000 characters. Sound familiar? You may think this broad-ranging type of summary says, â€Å"I’m dynamic and versatile.† In reality, most readers interpret it as, â€Å"This person is confused, random, and indecisive.† 5 Step Plan Here’s how to convey focus and strength in your LinkedIn summary: Step 1: Pick one thing The first step to finding your LinkedIn focus is to zero in on the PRIMARY job that you’re after or the PRIMARY professional pursuit you want to come across loud and clear in your profile. How do you do that? Back to Martin Yates’ words of wisdom. â€Å"Based on the skills you possess today, what is your primary job target?† Step 2: Find job descriptions for your target job or profession. Identify keywords. Look up 3-5 job descriptions for your target job category. For example, if I am looking for a marketing or communication manager position, I would go to indeed.com, monster.com, or careerbuilder.com to find posted positions, such as Marketing Communications Officer or Marketing Services Manager, that employers are actively recruiting for. You don’t have to limit yourself to a certain geographic area for this exercise. The point is to learn what job title is most commonly used and what language employers use to describe the job’s requirements. What is the problem a person in that role must solve? What skills would an ideal candidate have? (Note: If your target job requires you to do things that you hate, go back to Step 1.) Copy and paste the contents of the job descriptions into an electronic file or print them out. Highlight mandatory skills from the job descriptions. What keywords- the words that LinkedIn recruiters and hiring managers would search on- keep popping up? Hint: â€Å"team player† is not a keyword phrase, â€Å"alliance management† is. Learn more about keywords in Brenda Bernstein’s Baffled by choosing keywords for your LinkedIn Profile HEADLINE post. Make a list of the most common keywords from the job descriptions. You might want to use Wordle.net to help out with this part. Step 3: Identify your accomplishments With your target job position in mind,   create a list of your top five relevant accomplishments. Organize each accomplishment into a Situation/Action/Results format: Briefly DESCRIBE THE SITUATION or problem. List the ACTIONS YOU TOOK to amend the situation. Describe the RESULTS YOU ACHIEVED. Use quantifiable statistics and metrics, if possible. Step 4: Evaluate how you match up Compare and contrast the similarities between the job descriptions and your accomplishments. How do you match up? If you do, great! If not, it’s time to re-evaluate whether you have matching experiences or successes in the areas that are important to an employer. Step 5: Be THAT person Make sure everything you say about yourself on your LinkedIn profile supports your ONE target position or singular professional objective. Don’t muddy the waters by including keywords from everything that you’ve ever done in your working life. Keep it focused. Remember if you decide today that you’re most qualified to be a genie and tomorrow you decide you’d rather be a zookeeper, you can change your LinkedIn profile accordingly. It’s a living document that reflects who you are as a professional right now. Once you’ve updated your LinkedIn profile, start monitoring the â€Å"Who’s viewed your profile?† section on the right side of your LinkedIn home page. How many times has your profile appeared in searches over the past few days? If your hits are in the single digits, change a few keywords, reassess, and repeat until your numbers go up. Feeling lost? The Essay Expert is here to help you find your professional self. We have helped many a client with multiple professional personalities benefit from a focused, successful LinkedIn summary. About Jill Schaefer: Jill is a professional copywriter and freelance writer who lives in Madison, Wisconsin. She specializes in environmental communications, connecting with clients, giving LinkedIn profiles a makeover, and producing compelling copy. View winning LinkedIn summaries Jill co-wrote for The Essay Experts clients: Shashi Dosaj | Marissa Keller Outten | Michelle Henry

Essential Roommate Rules to Discuss when Moving in Together

Essential Roommate Rules to Discuss when Moving in Together Even if you’re used to sharing a room with your siblings or other relatives, living with a roommate is a new experience, and their habits and routines might seem weird or annoying to you. Can you find a compromise with your cohabitant? Can you be a good roommate even if you’re not friends? We are sure that this is possible if you follow some basic rules. Thats why we have made a list of ground rules for roommates that will help you avoid conflicts, which are not uncommon for people who live in close quarters. 1. Washing Dishes When talking about roommates, its impossible not to mention the most vital question – whose dirty plate is this and who should wash it? The issue of dirty dishes often starts a roommate war and makes you think â€Å"I hate my roommate. There are two simple ways to avoid this problem: Make a schedule Set the basic rule of doing dishes immediately after the meal or cooking What if a roommate breaks the rules, leaving dirty plates around? Such behavior might be a passive aggressive move or just an act of irresponsibility. Make sure you have separate dishes (maybe even marked or colored) and do only the ones which you use. Eventually, your roommate will have to start washing dishes instead of waiting for someone else to do it. 2. Inviting Guests Considerably Having your roommate’s friends, relatives, or significant other repeatedly staying at your place is annoying. Especially when you get up in the morning and discover an occupied bathroom or no hot water left. You need to establish must-have rules when living with a roommate to regulate such issues. Make sure to talk about how many people you and your roommate can invite and how long guests stay. Also, mention the necessity of warning each other beforehand. 3. Cleaning Living in a dirty apartment or dorm room is not the most pleasant thing. Especially if you’re not the one who makes the mess but the one who has to clean it eventually. When two or more people move in together, they might be surprised by the fact that the term â€Å"clean† might mean different things for different people. For example, some individuals are totally okay with the fact that there are dirty dishes in the sink. Others cant sleep knowing that there might be some trash in the bin. So, what you can do is: create a cleaning schedule discuss if you are going to use cleaning services and if so, split the bill discuss the organization and storage of things set up a list of weekly cleaning tasks discuss the rules of using and cleaning the kitchen, bathroom, and other shared spaces. The cleaning schedule solves the majority of problems that might occur. For example, you wont have to think of how to ask your roommate to clean the bathroom. You can just point out the schedule. 4. Respecting Each Others Space Having your space and some privacy is necessary no matter how many roomies you have. Thats why its important to respect personal space and the right to study, have some rest, or hang with your significant other alone. Always make sure to ask your roommate to knock before coming in and keep the noise reasonable no matter what time it is. By the way, if you would like to know how you can meet your significant other in college and develop a relationship, we have a few pieces of advice for you. How do you deal with roommate breaking rules? Start with closing the door to your room and putting a big sign on it. Having a key to lock your door is also a good idea if possible. If you live with your roommate in one dorm room, its much harder to establish the borders of private space for both of you. However, you can discuss: what to do if one of you has a date in your room your daily schedules – when each of you goes to bed and gets up the items, furniture, gadgets that are shared and any private stuff (what your roommate can use when he or she needs it, what needs to be asked before borrowed, and what should be never touched) what to do if you want to change something in the room, move furniture, etc. Being roommates doesnt imply being friends. However, being respectful of each others preferences is what helps to build a friendly relationship. If you want your rules to be followed, make sure that you are attentive to the needs of your roommate too, so that you are equal in your rights and obligations. 5. Being Responsible Living with a roommate is all about compromises. It’s also about being responsible and caring. This means that both of you should take care of the pets if you have them, observe fire safety, be careful when using roommates things, make sure you close the door when leaving, etc. No one wants to have an indifferent roommate whose absent-mindedness can lead to tragic results. Being responsible also means that sometimes you need to solve problems that are caused by your roommate. For example, if your roommate leaves clothes in the washing machine or forgets to turn off the iron. You aren’t the one who messed up, but you are the one who has to fix it once youve noticed it. What to Do if Your Roommate Keeps Breaking Rules? However, discussing and establishing these rules with your roomies doesn’t mean that they will be followed. Sometimes you might find that you’re the only one who cares about such rules. So, what can you do? Consider signing a roommate agreement Having rules written down and signed by both parties has a bit more weight when it comes to agreements with other people. This way you will not hear things like â€Å"I don’t recall talking about this with you† or â€Å"you have never asked me to.† A roommate agreement is a brief document that lists all the rules that you and your roommate agree to follow. Such agreements can be framed and put on the wall so you can always point them out. Communicate How many times have you heard that you need to speak about the things that bother you? If something is wrong, it doesn’t mean that your roommate wants to spoil your relationship. Sometimes they might just forget about your agreements (this is one more reason to put your rules on the paper). That’s why communicating is key to overcoming obstacles before they grow into problems. Talk to your roommate if you feel they don’t respect the rules that you have created together and why it makes living together difficult. Make your position clear and try to sound as calm as possible. Talk to a landlord Not all problems with your roommate can be solved by trying to reach a compromise. If your roommate breaks the rules intentionally in order to make you feel uncomfortable, this means that it’s better for you to consider other actions that you might take. For example, if you rent an apartment, you can talk to a landlord about the inconveniences which your roommate makes you go through. Provide a few examples or proof if you have any (for example, that your roommate throws noisy parties at night) and let your landlord know that you can find another roommate who will be more friendly and law-abiding. Chances are high that your landlord will take your roommate’s name off the lease. However, this should be a last resort. If you live in a dorm, you can also approach your supervisor and ask to move you to another room. There aren’t always vacant rooms, but you can at least try. Never be ashamed to move out if you are harassed or insulted by your roommate. Eventually, you can always teach your roommate a lesson by pulling a prank on him or her. Wrapping Up Lastly, one more tip for everyone moving in with another person for the first time and wondering how to set the rules in your house: roommates cant read thoughts. Communicate, discuss what bothers you, and what you can do about that. This is the only way to be able to live under the same roof. There might be plenty of things that you are used to doing differently, so be prepared to find a compromise to make this coexistence work. If it’s your freshman year, our article on some tips for your first year in college will come in handy too.

Applied linguistics Essay Example | Topics and Well Written Essays - 2250 words

Applied linguistics - Essay Example The input that a learner receives has been identified as a major contributor that affects the acquisition of a second language. The importance of the input given to a learner was emphasized by Stephen Krashen who advocated for comprehensible input as the solution to acquisition of a second language (Hunston & Oakey, 2010). Input is invariably determined by the amount of time granted to the learner and thus the longer the time allocated the better a learner becomes in speaking a second language. Input can be enhanced by personal reading habits of the learner (Ortega, 2009, p. 60). Learners who are committed to reading books written in the second language of choice are at a better place than their non-reading counterparts are in speaking the language fluently. Voluntary reading of books can be termed as one of the best-input tools, and the results justify the significance of input in the learning process (Hunston & Oakey, 2010). The importance of the type of input in the acquisition of a second language cannot be overemphasized as grammatically sequenced processes have been found to be ineffective. The use of sequencing should be limited and the process should be limited to individual learner’s abilities. However, input is not the only solution in the learning process and more alternatives have to be accommodated. ... might undergo significant lessons in language their communication might not be as sharp as that of those learning the language in France or a French-speaking nation. The interaction hypothesis emphasizes on the conditions that are present during the learning process. The interaction of a learner in the second language is crucial in developing fluency and deeper understanding of the actual meaning of certain words. Interaction entails using the language in day-to-day activities. The interaction phase is conducive when there is some sort of breakdown in the communication and a learner is forced to negotiate for the meaning (Ortega, 2009, p.63). This insinuates that for communication to be successful a learner should be in a surrounding where they can use the second language in their activities. The interaction phase is important in helping learners in simplifying input and pushing them to modify parts of their speech. The output hypothesis plays an important role in a person’s a ttempt of learning a second language. The output process essentially assists learners of a language by providing them with the necessary feedback (Hunston & Oakey, 2010). The output of the process should be comprehensible to the learner for maximized automation of their knowledge of the new language. Finally, the importance of the output hypothesis in the process of acquiring a second language is assisting individuals in concentrating on the form and nature of their communication. The input process can also pose a challenge in SLA for example if too much emphasis is placed on classroom teachings (Ortega, 2009, p. 60). The teaching of a second language primarily in the classroom can be part of the hindrance to the acquisition process as emphasis is placed on vocabularies instead of literally

Memo and letter Essay Example | Topics and Well Written Essays - 500 words

Memo and letter - Essay Example Since you did not listen to our expert advice, there is nothing that we can do for you on this matter. If it is your wish to still plant trees in this particular wet area, it would be better if you planted balsam firs there. Admittedly balsam needles are significantly darker than the Douglas Firs’, but the shape of both trees would still fit in with your tree line. If you have any more concerns or queries at all, then please get in touch with our customer service department and we will be more than willing to help you. Once again, we understand what you are going through but we just can’t be of assistance at this particular time. I am writing this memo to you to analyze Raymond Manning’s application for a crushing and grinding manager’s position at Durango Chemical Corporation. It my opinion, the application letter is convincing and provides many reasons why he should get the job, although it could be structured better to improve his chances of getting the job. Raymond has set up the heading of the letter in the right format because the letter is addressed to the corporation and includes location details. This is fairly standard procedure. However, Raymond also uses a regular and much used greeting, â€Å"To Whom It May Concern.† While this is an appropriate many to address a letter to someone in a formal business setting, the letter could be much more personable if it was actually addressed to the person who is going to read the letter. It would not be too difficult to find out who is in charge of appointing someone for the role. In fact, the person’s name and position is probably stated in the job advertisement that Raymond read in the newspaper. If it was not, then he could have done some research and found the appropriate name. Employers generally prefer to be addressed directly rather than just having a generic greeting. The first line of the letter is good because it gets straight to the point. Employers often do not have much time to read

Three information technology topics Essay Example | Topics and Well Written Essays - 1750 words

Three information technology topics - Essay Example Three information technology topics When we remind ourselves that it is we who decide how to keep technology busy, we shall be better (Turkle, 2011, p.296).† The Turkle comments criticize the current situation where people cannot survive without technology. Children prefer staying indoors. While inside, the children prefer playing computer games, surfing the internet and online relationships. The children have discarded the prior setup where children prefer face to face games with their neighbors, classmates, and relatives. Turkle insists that people should use computers and other technology devices as tools for increasing face to face communication, relationships, and other physical activities like basketball, volleyball, baseball, chess, and the like. Its difference from her findings in the past. Comparing her findings in the past, Turkle preferred that man cannot survive without technology, especially robots. Sherry Turkle emphasized that her 1984 position was for authenticity. Thus, a person is a better analy st, calculator, decision maker, and creator, when compared to a computer. The computer only follows what its software instructs it to do. On the other hand, the human being can insert other alternative procedures to one question, predicament, or activity. Authenticity is, â€Å"what sex was to the Victorians – threat and obsession, taboo and fascination. I have lived with this idea for many years (Wilks, 2010; p.9†¦)†. Turkle was initially obsessed to come up with new technology that will reduce the individual’s physical exertion. ... During the good old days, people would go the nearest store to buy a pen, paper, and envelope. The person would scribble messages on the paper. Next, the person would seal the letter inside the mailing envelope. Consequently, the person would ride the bus or train to the nearest post office. Upon arriving, the person will line up a long queue of people mailing their envelopes. After the post office clerk receives the person’s envelope, the person returns home. The entire process may take two to four hours, depending upon the traffic situation and the distance between the person’s home and the post office. In addition, Turkle prefers that all persons email their messages. Emails reach their intended receiver with a split second. The entire encoding and emailing process may take less than ten minutes. During the entire email process, the person is hiding behind the closed doors. Similarly, the person can order goods and services online. The person can click the McDonaldâ €™s website, and the McDonald’s crew ill deliver the hamburgers to the person’s home. Consequently, the person reduces face to face encounters. This is the essence of Turkle’s prior stand. 2. WHO DID IT? (Isaacson) Steve Jobs, more than anyone else, is responsible for today's digitech culture. Steve jobs created Apple computers. Before his untimely death, Steve Jobs orchestrated the user friendly computer environment. Steve Jobs was the visionary of product perfection, paving the bright and widening path of computer world conquering. Steve jobs would burn the midnight oil crafting new computer technologies. With infighting brewing up, Steve Jobs left the company that he had founded, Apple. After several years, Apple was on the brink of financial destruction. Consequently, Steve

Antecedents and Consequences of Organizational Intelligence

Antecedents and Consequences of Organizational Intelligence Chapter 1: Introduction Life is not primarily a quest for pleasure, as Freud believed, or a quest for power, as Alfred Adler taught, but a quest for meaning in work (doing something significant), in love (caring for another person) and in courage (during difficult times) (Frankl, 2006). This chapter provides an overall understanding of this dissertation. Section 1.1 describes the research background. Section 1.2 discusses the research objectives and questions. The following section 1.3 explains research scope. In section 1.4, significance of the research is discussed. Finally, this dissertation describes the organization of this dissertation in Section 1.5. Research Background In today’s world, organizations confront fast and astonishing changes. Their survival will depend on adaptation capability they will perform so that, they can comply with those changes. As a result of this situation, the management concept with its process acquires a different character, which is because of technological progression and globalization. In this age, to consistently sustain the importance, knowledge concept of the organization is changing fast. In organizations, shared individual knowledge transform into organizational information. Effective application of organizational knowledge forms intelligent organizations progressively. However, in order to achieve these, an intuition of making use of knowledge in creative way is required. Therefore, to survive in the demanding and competitive environment, organizations are needed to be intelligent in today’s world. Organization is alive and, for being strived needs continuous information. While organization in the past have been viewed as compilations of tasks, products, employees, profit and processes, today they are increasingly seen as intelligent systems designed to manage knowledge. Therefore, measuring ability of learning, finding and logical thinking is necessary for evaluation and performance improvement. Seeing such scenario in high turbulent world, those men are successful and efficient who possess a high IQ. Undoubtedly, men can overcome their life problems by utilizing their given intelligence. Certainly, it is true in organizational world particularly in modern age in which organizations have become more complicated and their survival has become more difficult due to improvements in sciences and industries as well as the emergence of new needs and challenges overtime. Now, this question arises how we can prepare ourselves to face such uncertainties where change is only thing that is stable. Obviously, those organizations are successful which can utilize their employees thinking power effectively. As a fascinating concept and intriguing research area, â€Å"intelligence† finds strong appeal in many disciplines outside of individual and cognitive psychology (Sternberg and Kaufman, 1998). One of the disciplines that provoked increased interest in the importance of intelligence is the management and organization development literature (Glynn, 1996; March, 1999; Stalinski, 2004). In this globalized world, when the environment is so turbulent what the organizations are needed to do is, they need to be more intelligent in order to have competitive advantage over their competitors. Though the concept â€Å"organizational intelligence (OI)† was introduced in 1967 but not much has been done in this area till now. Even if we disregard the entire literature in which organizational intelligence was supposedly aggregated (Kurzman and Owens, 2002), the term is still ambiguous in the context of organizational development scholarship. This is true because there is a lack of a un ified theory of intelligence in organizational settings as noted by the numerous and fragmented perspectives and ideas of researchers in the field (Glynn, 1996). Research Questions and Objectives The primary objective of this dissertation is to delineate an integrative view of organizational intelligence and provide some guidelines. For this purpose, this dissertation attempts to find out the antecedents and consequences of organizational intelligence and to test the proposed conceptual model of organizational intelligence. Related with this purpose, previous research shows some research challenges. The first challenge is to explore the factor structure of organizational intelligence. An integrative perspective of organizational intelligence is a necessity. It is also noted that there is a dearth of studies which attempted to explore the factor structure of organizational intelligence. Consequently, the other challenge is to test the proposed conceptual model of organizational intelligence. Previous studies did not show any such empirical finding on this issue. Therefore, the main research aim is to find out the antecedents and consequences of OI and develop and test a model. This research has identified five important constructs in identifying the antecedents and consequences of OI: Leadership Organizational culture Organizational intelligence Organizational innovational capability Organizational performance This research discusses the following research questions: RQ1. What is the factor structure of the OI construct? RQ2. To what extent does leadership impact organizational intelligence? RQ3. To what extent does organizational culture impact organizational intelligence? RQ4. To what extent does organizational intelligence impact organizational performance via organizational innovational capability? On the basis of the above research questions following research objectives were formed: Research Objective 1 (RO1)- To explore the factor structure of organizational intelligence Research Objective 2 (RO2)- To investigate the influence of leadership on organizational intelligence Research objective 3 (RO3)- To investigate the influence of organizational culture on organizational intelligence Research Objective 4 (RO4)- To further understand the relationship between organizational intelligence and organizational performance via organizational innovational capability Research Objective 5 (RO5)- To assess existing models of OI Research Objective 6 (RO6)- To develop a conclusive model of antecedents and consequences of OI based on the research findings; and, Research Objective 7 (RO7)- To validate the model and test the hypotheses The sixth and seventh research objectives are the final output of this research, which attempts to develop an appropriate structural measurement model of antecedents and consequences of OI. Research scope This relation is aimed at investigating the antecedents and consequences of organizational intelligence. In doing so, this thesis presents a model of antecedents and consequences of organizational intelligence (OI), based on the Kalkhan (2007), Falletta (2008) and Albrecht’s (2003) model and empirically test hypotheses. This model of OI was validated by a survey in an R D organization. An organization is regarded as a system of inter subjectively shared meanings sustained through social interaction (Walsh and Ungson, 1991). Organizational intelligence emerges from those interactions that constitute the organization. It is embedded in the structured patterns of thought and action in which organizational members interact and engage (Glynn, 1996). Technologically advanced systems affect organizational intelligence as well. They enable the development of organizational intelligence (Huber, 1990; Leidner and Elam, 1995). Thus, organizational intelligence is more than the aggregate intelligence of organizational members; it is the intelligence of the organization itself as a larger system. An unintelligent organization can be composed of apparently intelligent people and an intelligent organization can be composed of relatively unintelligent components (Albrecht, 2003; Kerfoot, 2003). Organizations, as well as people, display differing degrees of intelligence. Difference s among organizations’ intelligences are not related to the differences among the intelligences of organizations’ members only. Many factors such as organizational symbols, patterns of interaction, organizational culture, socialization processes and advanced technological systems influence the differences among organizations’ intelligences. This area has not been much explored and especially in India not much significant work has come into the light. Therefore, a strong need was felt to study this area as it seems to be very important in today’s world. It has been found out that most of the works on OI are not empirically supported. Halal (1997) in his work stated that organizational intelligence leads to organizational performance. After the review of literature it was found that organizational intelligence is the factor which promotes knowledge management, creativity, innovativeness, performance and it helps organization in achieving its goal. Therefore, after understanding its impact on other related OB constructs, it was concluded that it deserves concerted attention. 1.4 Significance of the Research As already stated that there is a dire need of empirical investigations in the field of organizational intelligence because this is the factor which influences performance of the organization (Halal, 2000). This study tries to answer the question that if the lack of resources and the overload of information are the problems, is intelligence the solution to improve organizations? In the Knowledge Economy, the organization needs to develop and maintain supportive partnerships to deal with complex issues in uncertain environments, turning challenges into opportunities, anticipating and understanding emerging threats and recovering from unexpected shocks and cries. In other words, in times of crisis and high economic and social turbulence, organizations must show high levels of intelligence to meet the needs of the organizations. The ability to solve problems and make decisions, defined as ‘intelligence’, is the solution to improve organizations. This assumption is based on the conviction that the right answer to users’ need depends on managers’ ability to absorb what is happening in the environment and to correctly act on the generated knowledge. Rothberg and Erickson (2004) hold that intelligence, in all forms, comes from the strategic management of knowledge, understanding the environment within which knowledge is collected and used, and making the knowledge actionable, especially by strategic decision makers. Understanding of OI and its antecedents and consequences may immensely help the organizations and assist them in improving and achieving their objectives. Concept of OI has evolved and advanced a variety of practices and processes aimed at the creation and application of knowledge. However, scholars have been concerned by, and practitioners have struggled with, the lack of clear, comprehensive concepts that define the field of organizational intelligence (Staskeviciute, 2009). Ercetin (2009) holds that definitions of intelligence are in continuous revision. In particular, she finds that there is no unifying understanding of the concept of intelligence in management (Staskeviciute, 2009). Staskeviciute and Ciutiene (2008) conclude that in scientific literature it is possible to find different concepts of organizational intelligence, but they are all bounded by the same feature: the organization’s capability to adapt to environment and knowledge management, because organizational intelligence involves knowledge based on the organization’s capacity. Organizational intelligence refers to the process of turning data into knowledge and knowledge into action for organizational gain (Cronquist, 2011). On a practical level, the CETISME cooperative (Cooperate to Promote Economic and Technological Intelligence in SMEs) has stated that consistently getting the right information at the right moment can only be the result of a permanent intelligence process leading to policy established at the highest level of the organization (2002). Cruz and Dominguez (2007) point out that the processes of perception, knowledge creation and decision making are favored by the proper management of information resources. The goal of OI is to interpret and act on relevant facts and environmental signals from the learning arising from acquired competences (skills +knowledge + attitudes). In general, the perception, interpretation, analysis, integration and use of knowledge is related to OI. The central argument of this thesis is to identify the factors which lead to organizational intelligence and what are the resultant factors when organization is acting intelligently. In the moments of uncertainty, organizations must have high levels of intelligence to interpret, integrate, combine and filter the relevant knowledge. Intelligent systems depend on a structured network of â€Å"expert analyzers† who offer their technical skill, knowledge, and personal experiences. They engage with the systems by validating information, discovering relationships between pieces of information and conducting analyses. In short, OI systems provide the pathways for knowledge to become intelligent, that is, actionable (answer â€Å"so what† questions and stay future-focused). They can also direct actions to acquire additional knowledge necessary to â€Å"fill in the blanks†. Full knowledge, with appropriate analysis, provided to the key manager at the right time defines how intelligence can extend and protect the capabilities of organizational systems (Rothberg Erickson, 2004). Also, its significance increases when it is seen in the context of RD organization, as the people working there are intelligent and knowledge workers, therefore, the relevance of this concept is automatically enhanced in such scenario, which this study tries to look into. Organization of the Dissertation To describe organizational intelligence and identify its antecedents and consequences, this dissertation will follow the research procedure and structure as shown in Figure 1-1. It consists of six major parts: (i) introduction, (ii) literature review, (iii) development of theoretical framework and hypotheses, (iv) research methodology, (v) data analysis and research findings, (vi) discussion, and conclusion. The remainder of the dissertation is organized as follows. The following chapter surveys summarizes the related studies. It includes the relevant literature of organizational intelligence, empirical studies on organizational intelligence and its antecedents and consequences. In chapter 3, this dissertation proposes a conceptual research model, and explores the key variables and their relationships. In chapter 4, research methodologies are explained such as theoretical research approaches, design and administration of the survey. It also explains the sample and measures. Chapter 5 illustrates the analysis and summarizes analysis results. Chapter 6 extends with the explanation of the findings and tested model, it also discusses the contributions and limitations of the study and offer suggestions for future study. Table 1.1 Simplified Structure of the Thesis

James Cook :: essays research papers

James Cook   Ã‚  Ã‚  Ã‚  Ã‚  Do you know who the worlds greatest explorers are? One of them is the topic of this essay. This essay is about James Cook. The objective of this report will be to answer the following question: Why do we remember James Cook?   Ã‚  Ã‚  Ã‚  Ã‚  James Cook was born on October 27, 1728 in Marton, England. At the age of 18 James Cook became an apprentice with a shipping company. His first voyages he worked on ships that carried coal to English ports. In 1755, during the French - Indian war, Cook joined the British navy. In 1759 he was given a dangerous wartime mission. He was to enter French territory and survey the St. Lawrence river for the British navy. The charts that he made during this voyage contributed to the capture of the French city of Quebec later in that year.   Ã‚  Ã‚  Ã‚  Ã‚  James Cook made three voyages to the Pacific. His first voyage, in 1768, the navy appointed Cook to lead an expedition to Tahiti. On the Endeavour they left in August and reached Tahiti in April of 1769. On the island scientists watched the planet Venus pass between the Earth and the Sun. This was the main goal of this voyage but cook had been given secret orders to find an unknown continent in the south pacific. He was told to find it because geographers believed that it kept the world in balance, however Cook was unable to find it. In October of 1769 Cook became the first European man to visit New Zealand. In April of 1770 the Endeavor sailed to Botany Bay on the east coast of Australia. Cook claimed the entire east coast of Australia for Great Britain. He returned to England in July of 1771. During this voyage, from 1678 - 1771, Cook became the first ship captain to prevent an outbreak of scurvy. Cook had heard that scurvy was caused by a lack of fresh vegetables and fruits. To prevent an outbreak he served his sailor's fruit and sauerkraut. In July of 1772 Cook set off on his second voyage to the pacific. Cook had left England with the Resolution and the Adventure. This expedition was Cook’s second attempt to find the unknown southern continent. During this voyage Cook sailed farther south than any European had ever gone. Cook faced many dangers in the cold Antarctic waters. Jagged mountains and ice as high as 18 meters often blocked the way of the ships. High winds that pushed the icebergs towards the ships increased the danger. Cook circled Antarctica but the ice kept him from sighting land.