Monday, May 25, 2020

Do You Make a Good MBA Candidate

Most MBA admissions committees try to build a diverse class. Their goal is to assemble a group of different people with opposing views and approaches so everyone in the class can learn from each other. In other words, the admissions committee does not want cookie-cutter MBA candidates. Nevertheless, there are some things that MBA applicants do have in common. If you share these traits, you might be the perfect MBA candidate. Strong Academic Record Many business schools, particularly top-tier business schools, look for MBA candidates with strong undergraduate transcripts. Applicants arent expected to have a 4.0, but they should have a decent GPA. If you look at the class profile for top business schools, you will see that the average undergraduate GPA is somewhere around 3.6. Although top-ranked schools have admitted candidates with a GPA of 3.0 or lower, it is not a common occurrence. Academic experience in business is also helpful. Although it is not a requirement at most business schools, the completion of previous business coursework can give applicants an edge. For example, a student with an undergraduate degree in business or finance may be considered a more viable Harvard Business School candidate than a student with a Bachelor of Arts in music. Nevertheless, admissions committees do look for students with a diverse academic background. GPA is important (so is the undergraduate degree you earned and the undergraduate institution you attended), but it is only one aspect of a business school application. Whats most important is that you have the ability to understand the information presented to you in class and the skills to work at the graduate level. If you do not have a business or finance background, you may want to consider taking a business math or statistics course before applying to an MBA program. This will show admissions committees that you are prepared for the quantitative aspect of coursework.   Actual Work Experience To be a genuine MBA candidate, you must have some post-undergraduate work experience. Management or leadership experience is best, but it is not an absolute requirement. At least two to three solid years of pre-MBA work experience is usually required. This may include a stint at an accounting firm or the experience of starting and running your own business. Some schools want to see more than just three years of pre-MBA work and may set firm admissions requirements to ensure they get the most experienced MBA candidates. There are exceptions to this rule. A small number of programs accept applicants fresh out of undergraduate school, but these institutions are not very common. If you have a decade of work experience or more, you may want to consider an executive MBA program.   Real Career Goals Graduate school is expensive and can be very challenging for even the best students. Before applying to any graduate program, you should have very specific career goals. This will help you to choose the best program and will also help ensure that you do not waste any money or time on an academic program that will not serve you after graduation. It doesnt matter which school you apply to; the admissions committee will expect you to articulate what you would like to do for a living and why. A good MBA candidate should also be able to explain why they are choosing to pursue an MBA over another type of degree. Good Test Scores MBA candidates need good test scores to increase their chances of admission. Nearly every MBA program requires the submission of standardized test scores during the admissions process. The average MBA candidate will need to take the GMAT or the GRE. Students whose first language is not English will also need to submit TOEFL scores or scores from another applicable test. Admissions committees will use these tests to determine an applicants ability to work at the graduate level. A good score does not guarantee acceptance at any business school, but it certainly doesnt hurt your chances. On the other hand, a not-so-good score does not preclude admission; it simply means that the other parts of your application need to be strong enough to offset the questionable score. If you have a bad score (a really bad score), you may want to consider retaking the GMAT. A better-than-average score will not make you stand out among other MBA candidates, but a bad score will. What Makes a Perfect MBA Candidate? Every MBA candidate wants to succeed. They make the decision to go to business school because they genuinely want to increase their knowledge and better their resume. They apply with the intention of doing well and seeing it through to the end. If you are serious about getting your MBA and have a whole-hearted desire to succeed, you have the most important traits of an MBA candidate.

Thursday, May 14, 2020

Ocean Trenches The Deepest Regions on Earth

There are places deep beneath the waves of our planets oceans that remain mysterious and almost unexplored. Some are so deep that their bottoms are as far away from us as the upper reaches of our atmosphere. These regions are called the deep ocean trenches and if they were on a continent, theyd be deep jagged canyons. These dark, once-mysterious canyons plunge down as far as 11,000 meters (36,000 feet) into our planets crust. Thats so deep that if Mount Everest were placed at the bottom of the deepest trench, its rocky peak would be 1.6 kilometers beneath the waves of the Pacific Ocean. Technically, tenches are long, narrow depressions on the seafloor. The harbor fantastic life forms not seen on the surface, animals and plants that thrive in the extreme conditions of the trenches. It has only been in the past few decades that humans could even consider venturing that deep to explore. A NASA mapping view of the Mariana Trench, which contains the Challenger Deep. NASA   Why Do Ocean Trenches Exist? Trenches are part of the seafloor topology that also contains volcanoes and mountain peaks higher than any on the continents. They form as a result of tectonic plate motions. The study of Earth science and tectonic plate motions, explains the factors in their formation, as well as the earthquakes and volcanic eruptions that occur both underwater and on land. Deep layers of rock ride atop Earths molten mantle layer. As they float along, these plates jostle up against each other. In many places around the planet, one plate dives under another. The boundary where they meet is where deep ocean trenches exist. For example, the Mariana Trench, which lies beneath the Pacific Ocean near the Mariana island chain and not far from the coast of Japan, is the product of whats called subduction. Beneath the trench, the Eurasian plate is sliding over a smaller one called the Philippine Plate, which is sinking into the mantle and melting. That combination of sinking and melting formed the Mariana Trench. A combined image of Earths plates, the plate boundaries, and ocean bottom mapping (called bathymetry).   NASA/Goddard Science Visualization Lab. Finding Trenches Ocean trenches exist in all the worlds oceans. They include the Philippine Trench, Tonga Trench, the South Sandwich Trench, the Eurasian Basin and Malloy Deep, the Diamantina Trench, the Puerto Rican Trench, and the Mariana. Most (but not all) are directly related to subduction actions or plates moving apart, which take millions of years to occur. For example, the Diamantina Trench formed when Antarctica and Australia pulled apart many millions of years ago. That action cracked Earths surface and the resulting fracture zone became the trench. Most of the deepest trenches are found in the Pacific Ocean, which overlies the so-called Ring of Fire. That region gets the name due to tectonic activity that also spurs the formation of volcanic eruptions deep beneath the water. The Challenger Deep is part of the Mariana Trench in the South Pacific. This bathymetric map shows the deep in dark blue, along with surrounding underwater terrain. NASA/Goddard Visualization Lab   The lowest part of the Mariana Trench is called the Challenger Deep and it makes up the southernmost part of the trench. It has been mapped by submersible craft as well as surface ships using sonar (a method that bounces sound pulses from the sea bottom and measures the length of time it takes for the signal to return). Not all trenches are as deep as the Mariana. Time seems to erase their existence. Thats because, as they age, trenches are filled with sea-bottom sediments (sand, rock, mud, and dead creatures that float down from higher in the ocean). Older sections of the sea floor have deeper trenches, which happens because heavier rock tends to sink over time. Exploring the Deeps The fact that these deep-ocean trenches existed at all remained a secret until well into the 20th century. Thats because there were no vessels that could explore those regions. Visiting them requires specialized submersible craft. These deep ocean canyons are extremely inhospitable to human life. Although people did send diving bells into the ocean prior to the middle of the last century, none went as deep as a trench. The pressure of the water at those depths would instantly kill a person, so no one dared venture into the deeps of the Mariana Trench until a safe vessel was designed and tested. That changed in 1960 when two men descended in a bathyscaphe called the Trieste. In 2012 (52 years later) filmmaker and underwater explorer James Cameron (of Titanic film fame) ventured down in his Deepsea Challenger craft on the  first solo trip to the bottom of the Mariana Trench. Most other deep-sea explorer vessels, such as Alvin (operated by the Woods Hole Oceanographic Institution in Massachusetts), do not dive nearly quite so far, but still can go down around 3,600 meters (around 12,000 feet). The Weird Life in the Deep Ocean Trenches Surprisingly, despite the high water pressure and cold temperatures that exist at the bottoms of trenches, life does flourish in those extreme environments. It ranges from tiny one-celled organisms to tubeworms and other bottom-growing plants and animals, to some very strangel-looking fish. In addition, the bottoms of many trenches are filled with volcanic vents, called black smokers. These continually vent lava, heat, and chemicals into the deep sea. Far from being inhospitable, however, these vents supply much-needed nutrients for types of life called extremophiles, which can survive in the alien conditions.   Future Exploration of Deep Sea Trenches Since the sea bottom in these regions remains largely underexplored, scientists are eager to find out what else is down there. However, exploring the deep sea is expensive and difficult, even though the scientific and economic rewards are substantial. Its one thing to explore with robots, which will continue. But, human exploration (like Camerons deep dive) is dangerous and costly. Future exploration will continue to rely (at least partially) on robotic probes, just as planetary scientists reply on them for the exploration of distant planets. There are many reasons to keep studying the ocean depths; they remain the least-probed of Earths environments and they may contain resources that will help peoples health as well as a deeper understanding of the seabeds. Continued studies will also help scientists understand the actions of plate tectonics, and also reveal new life forms making themselves at home in some of the most inhospitable environments on the planet. Sources â€Å"Deepest Part of the Ocean.†Ã‚  Geology, geology.com/records/deepest-part-of-the-ocean.shtml.â€Å"Ocean Floor Features.†Ã‚  National Oceanic and Atmospheric Administration, www.noaa.gov/resource-collections/ocean-floor-features.â€Å"Ocean Trenches.†Ã‚  Woods Hole Oceanographic Institution, WHOI, www.whoi.edu/main/topic/trenches.US Department of Commerce, and National Oceanic and Atmospheric Administration. â€Å"NOAA Ocean Explorer: Ambient Sound at Full Ocean Depth: Eavesdropping on the Challenger Deep.†Ã‚  2016 Deepwater Exploration of the Marianas RSS, 7 Mar. 2016, oceanexplorer.noaa.gov/explorations/16challenger/welcome.html.

Wednesday, May 6, 2020

Evaluation Of A Counseling Session - 998 Words

When conducting this counseling session I decided to conduct my session as if it were an initial interview session. So with that being said my client who likes to go by the name of Jay is a 24-year old African American women who was raised by her two adoptive parents and grew up with her blood brother as well. Jay’s mother passed away from cancer when Jay was 17-years old and that is when her relationship with her father began to diminish. Jay also did not have a strong connection with her blood brother either. When Jay turned 18 she moved out of her father’s house and has thus lived in 8 to 9 different homes between the age of 18 to 24. Jay stated that because she is adopted she does not distinguish between actual blood ties as being family and thus has very strong connection to her friends who she refers to as sisters. Over the past years Jay has begun to reconnect with her father and brother as she has grown. 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Tuesday, May 5, 2020

Human Resource Management Ezibuy

Question: Discuss about the case study Human Resource Management for Ezibuy. Answer: Influence of external business factors on human resource management function Human resource management plays a significant role in the retail performance of EziBuy of New Zealand. Human resource management not only streamlines the business operations but also helps to gain competitive advantages in this growing competitive world. However, growing demands of customers and changed environments of the external world create lots of challenges for the human resource manager of EziBuy (Bamberger, Biron and Meshoulam 2014). With internal economic and technical difficulties, the human resource management of this organization also faced difficulties from the external factors (Bamberger, Biron and Meshoulam 2014). The three major external factors which have significant effects on the human resource management performance are described as follows Demographic Factors: Demographic factors such as education, race, gender and cultural background have significant impacts on the organizational performance. Cultural diversity along with gender discrimination creates significant negative impacts on the HRM practices. The organizational authorities create pressure on the human resource manager not to select more women employees as they think female workers are very emotional and will not be able to make impactful decisions for the organization (Snell, Morris and Bohlander 2015). In addition, the older people are used to with the older technology and programs. So, if any new technical programs are introduced inside the organization for business benefits, these people do not want to adapt the changes. This kind of distinctions is not fruitful for any organization. Socio-Cultural Factors: People hired from different cultural backgrounds create workforce diversities which are very difficult to handle. Cultural diversities sometimes lead to conflict situations which result in unethical behaviors inside the organization (Bamberger, Biron and Meshoulam 2014). The Cultural mismatch is one of the greatest problems faced by the human resource manager of EziBuy as this affects the retail performance negatively (Gatewood, Field and Barrick 2015). In addition, the attitudes of employees are different; some are very dedicated, and some have high apathy towards work. Therefore, the human resource manager faced lots of difficulties while mitigating these problems from the organization. Political Factors: These factors are the major reason which halts the human resource operations to achieve organizational goals and objectives. The rules and regulations set by New Zealand government create a lot of pressure on the recruitment process of the organization. While hiring people, the human resource manager is strictly ordered that candidates should have some political references or background to get selected in the organization. Ineffective enforcement of these laws leads to sexual harassments, gender discrimination and organizational diversities (Berman et al. 2015). All these factors lead to poor psychological well-beings of the employees as well as create high employee turnover rates. Moreover, people recruited from political background always try to show their power which creates organizational discrimination. It becomes very difficult for the human resource manager to deal with those issues; as a result, organizational performances are getting affected. Effective Human Resource Planning Process By analyzing the external factors which are affecting the human resource department of EziBUy very badly, can be mitigated by moving from current manpower position to desired manpower needs. Through strategic planning, the human resource manager should have to use rights kinds and a right number of people at the right place and the right time, so that organization can receive long run benefits. Strategies to Solve the Problems of Demographic Factors: The human resource manager of EziBuy should incorporate diversity management program with the business applications which will help to ensure the fact personal differences should not be related to the hiring and recruiting process (Snell, Morris and Bohlander 2015). In addition, the organization should train and promote the women employees properly in the same manner as the men workers so that the gender discrimination problem can be ignored to some extent. Strategies to Solve the Problems of Socio-Cultural Factors: Integration of people coming from different cultural backgrounds can lead to conflict situations if not properly handled. In order to mitigate this, the human resource department of EziBuy should strategize proper plans to develop effective human capitals to engage the cultural changes in a positive way. After hiring people, the organization should pose an inductive training session for the employees to emphasize new ways and a new mindset for achieving maximum profits for the organization (Gatewood, Field and Barrick 2015). Moreover, the human resource manager should take one to one feedback from the employees whether they are facing any challenges inside the organization or not. After that, the HRM should take up appropriate countermeasures as per the organizational needs. This feedback process will help to mitigate the cultural problems of the organization at larger extent. Strategies to Solve the Problems of Political Factors: The human resource manager of EziBuy should be aware of the political factors with different workforce policies which are negatively affecting the organizational performances. Before adapting any rules and regulations introduced by the government, the human resource manager should fully examine the implications of amongst the organizational workforce. Therefore, it will be possible to bring out necessary improvements inside the organization (Bamberger, Biron and Meshoulam 2014). Moreover, the recruitment process should be totally based on skills and qualifications and not on the political background or reference. The human resource manager should take the responsibility to ensure the fact while anticipating the changes; normal functions of the organization are not affected. With all the above mentioned strategies, the HRM department should also determine manpower needs for the organizational benefits, and this can be achieved in the following ways Forecast the Future Manpower Needs: This totally depends on future requirements of staffs in the organization. Prepare Inventory for Present Manpower: The inventory plan should contain employees' abilities, work preferences, and skills which can be used as business information (Berman et al. 2015). Anticipate the Manpower Resources: it can be done by comparing the present resources with future requirements of manpower. Meet the Manpower Requirements: it can be achieved through proper planning, selection and recruitment, training, promotion and motivation to ensure that the manpower needs are properly met. References Bamberger, P.A., Biron, M. and Meshoulam, I., 2014.Human resource strategy: Formulation, implementation, and impact. Routledge. Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2015.Human resource management in public service: Paradoxes, processes, and problems. Sage Publications. Gatewood, R., Feild, H.S. and Barrick, M., 2015.Human resource selection. Nelson Education. Snell, S.A., Morris, S.S. and Bohlander, G.W., 2015.Managing human resources. Nelson Education.