How to Write a Book Review

How to Write a Book Review How to Write a Book Review Book reviews could be found in almost every newspaper or internet portal. There are different types of reviews. Some of them only introduce their readers to the particular book, other try to go deeper and to carry out a real analysis of the book. In our times of modern technologies and internet, it is better not to copy the practice of many internet users to write a short description of a book. Short reviews are easy to be written and also do not â€Å"waste† the time of the reader, but still they are not able to shed light on the book described. Hence, as it seems, not so many people know how to write a book review in the proper sense of the term. Your approach towards writing a book review needs to be based on three key elements: knowledge, interpretation and advice. Let’s check each of them in order to better explain the process of writing a book review. Knowledge If this task is assigned to you, and you hesitate what to write and how to do it, you are probably not a very experienced author. You should start from reading critical analyses and commentaries of the books. By reading them, you will know how to structure the paper, how to read the book itself, and how to discover the key meanings of the book in question. Analyses are boring in almost all cases, but you need to train your mind in this direction. Afterwards you have to start reading professional book reviews not written by readers, as it is with the web site Amazon.com for instance, but professional reviews in specialized newspapers and magazines. The final step of this stage includes reading a lot about your particular author- biography, achievements, interests, critical reception. Now you are ready to go to the second stage- interpretation and understanding. Interpretation of the book Your task involves not only a description of the book, but expressing your personal opinion on it as well. Be careful while dealing with them both: discern the one from the other. Your description needs to be adequate and realistic. Describe the main characters, their interactions and the plot. This description should not exceed one-fourth of the review. Of course, the good description requires an excellent understanding from you. There are some complicated plots which could leave every reader in the darkness. If this is the case, read other analyses, thus you will be able to notice key messages which otherwise will be incomprehensible for you. Now, it is time to discover the meaning of the book. What does the author intend to say? How does he/she say it? Perhaps several views on life are interwoven here: the advantage of novels is the diversity of characters â€Å"inhabiting† them; the same could be said about volumes with short stories. Thus, you will not be able to perfectly interpret a book; but your task is to elaborate an adequate interpretation. Advice for writing a book review The last stage of writing the paper turns around expressing your personal opinion on the book. Here you may allow yourself to be more subjective. Tell why you like, or do not like the book; what flaws you have found in it; what are its advantages. However, you should avoid extreme comments, and also to let the reader analyze the book for themselves. In this sense, you need to be pluralistic, in order to show respect for the reader. You must be confident while starting your work. Readers do not feel sympathy for reviewers who seem confused or incompetent. For that reason revise your paper several times as refine it in the best possible way. How to Write a Book Review How to Write a Book Review A company providing support in all kinds of book review writing can be a good source of help when you need a book review. Books related to any discipline and of any kind can be reviewed excellently by following the instructions. If you do not know how to do a book review writing, do not get upset as we are here to help you. So, follow the instructions given below for book review writing: Read the book for which you are going to do book review writing. While reading, summarize all the chapters in your own words. Evaluate the book. Closely look into the writing style of author, what words he/she uses mostly, how he/she has managed to deliver his/her views regarding the main topic and what theme he/she has followed to write the book. Try to find out the centre of the book, the main idea around which the whole text is revolving. Find out the strong and weak aspects of the writer which he/she has shown in his/her writing. Highlight the strong and weak points in your review writing. Try to find out how the writer has justified his/her claims that he/she made in his/her written work. Introduce the text clearly. Conclude in the last. Remember writing book reviews is a small exercise, you should not write a number of pages for it. Try to cut it short. First of all do the drafting for book review writing, then check it and write it with amendments. Try to keep the review as simple as you can. Moreover, it should be easily understandable. If you are still in need of assistance, contact us and we will resolve all of your problems related to book review writing.

Seaweed, Kelp and Other Brown Algae (Phaeophyta)

Seaweed, Kelp and Other Brown Algae (Phaeophyta) Brown algae are  the largest, most complex type of marine algae and get their name from their brown, olive, or yellowish-brown color, which they get from the pigment  called  fucoxanthin.  Fucoxanthin is not found in other algae or plants like red or  green algae, and as a result, brown algae are in the Kingdom Chromista. Brown algae are often rooted to a stationary structure such as a rock, shell or dock by structures called holdfasts, although species in the genus Sargassum are free-floating. Many species of brown algae have air bladders which help the blades of the algae float toward the ocean surface, allowing for maximum sunlight absorption. Like other algae, the distribution of brown algae is broad, from tropical to polar zones, but brown algae can be found in intertidal zones, near coral reefs, and in deeper waters, with a NOAA study noting them at 165 feet in the Gulf of Mexico. Classification of Brown Algae The taxonomy of brown algae can be confusing, as brown algae can be classified into the Phylum Phaeophyta or Heterokontophyta, depending on what you read. Much information on the subject refers to brown algae as phaeophytes, but according to AlgaeBase, the brown algae are in the Phylum Heterokontophyta and Class Phaeophyceae. About 1,800 species of brown algae exist. The largest, also among the most well-known, is kelp. Other examples of brown algae include seaweeds in the genus Fucus commonly known as rockweed, or wracks, and the genus Sargassum, which form floating mats and are the most prominent species in the area known as the Sargasso Sea, which is in the middle of the North Atlantic Ocean. Kelp, Fucales, Dictyolaes, Ectocarpus, Durvillaea Antarctica, and Chordariales are all examples of brown algae, but each belongs to a different classification determined by individual attributes and features of each. Natural and Human Uses of Brown Algae Kelp and other brown algae provide a number of health benefits when consumed by both humans and animals alike; brown algae are eaten by herbivorous organisms such as fish, gastropods and sea urchins, and Benthic (bottom-dwelling) organisms also utilize brown algae such as kelp when pieces of it sink to the sea floor to decompose. Humans find a variety of commercial uses for these marine organisms. Brown algae are used to produced alginates, which are used as food additives and in industrial manufacturing- common uses include food thickeners and fillers as well as stabilizers for the ionization process of batteries. According to some medical research, several chemicals found in brown algae can work as antioxidants, which are thought to prevent damage to the human body. Brown algae can also be used as a cancer suppressant as well as an anti-inflammatory and immunity booster.   These  algae provide not only food and commercial utility; they also provide valuable habitat for certain species of marine life as well as significantly offsetting carbon dioxide emissions through photosynthesis processes of certain populous species of kelp.

Describe your interest in art and film Essay Example | Topics and Well Written Essays - 500 words

Describe your interest in art and film - Essay Example The movies of the 1940s and the early color movies of the 1950s also capture elements of American culture and I find it fascinating to observe the way the people are different from people today. All of the visual aspects of these movies, including interior decor, costumes, and the details of street scenes conjure up a world that is gone now. Through watching these films I can imagine what it must have been like to live in those days. I I also enjoy analyzing the way the film is put together from a script and a set of many thousands of still frames with different camera angles, musical score, etc. to make a complete whole. The world of film is very commercialized, and this is something that people today have learned to accept without thinking. I find interesting to see which films are released for the mass market, and to work out why some of them are such great successes, and some of them lose a lot of money. One genre that I find fascinating is science fiction, because it allows the director and the audience to venture into a parallel universe, where the strangest things can happen.

Tim O'Brien's The Things They Carried Research Paper

Tim O'Brien's The Things They Carried - Research Paper Example The ambiguity of Tim’s dubious first person narration along with epistemological uncertainties that the narrator’s storytelling raises rather force the readers to rely more and more on the narrator as a guide through the atrocities and cruelties of war as per what to go and view the massacre and where not to. Therefore Tim’s as a narrator exploits the opportunity of being dubious to the readers just to warn them how storytelling can cheat their eyes. Referring to this epistemological uncertainty that the stories render Catherine Callaway comments as following: â€Å"The epistemological ambivalence of the stories in the Things They Carried is reinforced the book’s ambiguity of style and structure† (250) The narrator Tim himself along with his ambiguity renders the narrative an apparently believable continuity between the episodes of the novel, and hereby, sustains a progress, though little about the war, much about the spiritual progress. That is, th e narrator relates more of a spiritual journey than a military one. The surface level expectation, of the readers, that the novel tells the story of a war, is fulfilled through Tim’s effort to let the readers feel the immediate experience of war standing close to the battleground. Yet the war progresses little through these episodes. Rather the tantalizing meaning of the war continually gets developed through the elegiac continuity which exists among the episodes. The narrator, Tim O’Brien himself sits at the center of this continuity as a medium that links between the episodes. His role is more of a spiritual agent who symbolizes the progress, not of the war, but the war’s meaning or reality. Though the episodes of the narrative are not chronologically sequenced and not exclusively military-progress specific, an intangible progress prevails throughout these episodes. Being threatened and subsequently being provoked by the ambiguity and dubiousness of Timâ€℠¢s narrative techniques the readers’ attempts to muster the meaning from these episodic pictures necessarily gives birth to this meaning that war is not something conventionally assumed by the most. The stories told in twenty-two chapters of the novel â€Å"range from several lines to many pages and demonstrate well the impossibilities of knowing the realities of war† (Callaway 251). Sometimes the stories abruptly stop only â€Å"to be continued pages or chapters later† (Callaway 252). Often some stories are told by several characters part by part or randomly. Yet the validity of some stories can be questioned from the very beginning though they are told as if they are true. Referring to the possible motif behind this random fashion of storytelling Callaway comments: O’Brien draws the reader into the text, calling the reader’s attention to the process of invention and challenging him to determine which, if any, of the stories are true. As a result, the stories become epistemological tools, multidimensional windows through which the war, the world, and the way of telling a war story can be viewed from many different angles and visions. (Callaway 253) The episodes narrated by Tim serve as a set of catalysts that raise the epistemological uncertainties about the conventional perception of war. Tim recounts his experiences about the war and oft-repeatedly comments on them. He tells the story of the war when it

United Arab Emirates Essay Example for Free

United Arab Emirates Essay In his article titled â€Å"United Arab Emirates† Sulayman Najm Khalaf gives an interesting overview of the UAE, one of the richest and most prosperous countries in the world. He briefly covers a wide range of subjects that concern the way of life of the Emirati society and vary from the country’s location and geography, its history, ethnic and social composition, political institutions, social welfare, the history of economic development, urbanization to the family life of its citizens, religion, child rearing, education, eating habits, etiquette, etc (Khalaf). Khalaf’s brief account of gender roles and statuses in the Emirati society now make me see the role of women in the country’s social, political, religious, or artistic life in a slightly different way. Although it is a well known fact that Emirati women, like women in many other Muslim countries, do not have the same rights and opportunities as men regardless of whatever the country’s government officials may declare, I did believe they had a greater influence on many aspects of social life and better access to the country’s politics than they actually have. I was also surprised to learn that in spite of the high ratio of the number of educated women in the UAE and their impressive performance in schools and universities, most of them tend to get married early, instead of taking the existing career opportunities, and actually choose to dedicate themselves to raising children and managing domestic affairs. I wrongly believed that the current status of women in the UAE was somewhat approaching the status of women in Western countries. In his article Khalaf describes some aspects of the special relationship between four principal social classes existing in the United Arab Emirates on the one hand, and between the Emirati nationals and the immigrants on the other hand. I was not aware of the high importance which is attached to the division of the nationals into social classes, their roles in â€Å"Page # 2† the Emirati society, and particularly the obvious impossibility for their members to move from a lower social group to a higher one. The article also changed my beliefs about the existence of equal opportunities for the citizens of the United Arab Emirates. Despite apparent openness and equality that I believed were typical of the country, and also tolerance for other ethnic or religious groups, now I am quite aware of the visible existence of gender discrimination and discrimination against other cultural or religious groups which, what is particularly shocking for a Westerner, are overtly encouraged by the state. As far as discrimination against the immigrants is concerned, now that I have read Khalaf’s article I am inclined to believe that the incomers are tolerated in the UAE not out of a sense of Emirati hospitality that is often advertised abroad, but because the country needs them and their low paid labor and services. This can be substantiated, for example, by the fact that the nationals that are just a minority group representing only 20% of the population are favored by most state laws or business regulations (Khalaf). Despite being a multiethnic society, the UAE grants privileges to and appears to protect the interests of only one ethnic group reserving other groups for a sustainable but nonetheless a relatively decent, by local standards, existence. It can be thus concluded that equal opportunities as we understand them in the West simply do not exist in the United Arab Emirates. The author explains that apart from Islam which is the country’s official religion foreign incomers can open and attend their own places of worship, too. But, as he emphasizes in the article, the majority of immigrants are of Asian or Arab descent following Islam. Khalaf does not mention, for example, how many, if any, practicing Christians or Buddhists as well as their churches or temples there are in the country. It would be also interesting to find out more about how the UAE regulates the inflow of immigrants from the much poorer countries of the region. Little does the author say about certain aspects of the country’s â€Å"Page # 3† political life, for example, how the president and his deputy are elected and by whom, how the judiciary is formed, etc. REFERENCES: 1. Khalaf, S. N. United Arab Emirates. Retrieved April 17, 2008 from the World Wide Web: http://findarticles. com/p/articles/mi_gx5228/is_2001/ai_n19144272

Female Performers in Country Music Essay -- Women Gender Papers

Female Performers in Country Music During the early twentieth century, southern music began to be known by a somewhat more precise and diverse set of classificatory designations such as "country," "blues," and "jazz," Through the phenomenal development of the radio and recording technology, the music of the south rapidly became known throughout the nation. The contributions of early performers such as the great Jimmie Rodgers, Vernon Dalhart, Bob Wills, Milton Browne, the singing cowboys and many others are well documented. But where are the female musicians during the early development of country music, specifically during the 1920s and 1930s? In the "blues" field, the names of the legendary Billie Holiday, Bessie Smith, Mamie Smith and Ma Rainey are well known along with male performers such as Blind Lemon Jefferson, "Peg Leg Howell," and many others. In the opera, women had long held important places in the music and the same may be said of vaudeville. In earlier country music, female performers were much less prom inent and their roles more muted. Furthermore, until recently, there has been a woeful lack of scholarly attention to the early roles of women in the formation of the music in its modern commercial form. A part of the problem lies in the fact that recorded country music from the pre-1940 period is difficult to find, but it is also likely that women performers were far less numerous during this period. Coltman (1978:161) reports of that of the 377 pieces of recorded country music from the period 1922-1931 he had heard, only 12 (3%) were female soloists or all female groups, only 5% of the records were male groups who would feature a female soloist, and only about 5% were known to feature women as instrumentalists.... ...liche, "You've come a long way, baby." 1Jill McWhorter is a 1990 graduate of Middle Tennessee State University and is currently a reporter and staff writer for the Review Appeal in Franklin, Tennessee. 2There is some evidence that Billie Maxwell, "The Cow Girl Singer," may have been the first to record in this genre. (Cf Coltman, 1978:164). 3In the Summer of 1990, Patsy visited Murfreesboro and appeared as a surprise guest in my Elderhostel class on country music. She delighted us with a rendition of "I Wanna Be a Cowboy's Sweetheart" and graciously consented to an interview. Some of the material in this section is drawn from that interview. BSA 4Female performers are only beginning to compete in the songwriting arena and lag woefully behind in the music publishing business. They have made great strides, however, in the area of artist management.

Mary Shelly Essay

Compare the way Susan Hill and Mary Shelly Create tension in extracts from their novels â€Å"The Woman In Black† and â€Å"Frankenstein† Gothic Horror was born with the arrival of the book â€Å"Frankenstein† by the author Mary Shelly in 1816. This book fuelled the future wring of horror and changed the future of horror forever. The book â€Å"Frankenstein† came about after Mary had a horrific dream one night. Mary’s writing was influenced by many factors in her life. Her father used to take her along with him to demonstrations, showing that electricity had the potential to bring people back to life, also science was largely unknown about then, there were many endless possibilities and unanswered questions. She also visited a village of clockwork dolls, which she was very impressed by. All this and the hurt of the loss of her premature baby added to the birth of the most popular book of its century. The book â€Å"The Woman In Black† by Susan Hill was written about 150 years later. At this time science had progressed and many things that were once a mystery were now explained. There was less of the unknown; Yet Susan still managed to create this chilling tale. The extract from â€Å"Frankenstein† is set in a dreary basement, used as Victor Frankenstein’s laboratory. The very first line starts off with ‘It was on a dreary night of November†¦ ‘ which adds to the creepy atmosphere, because the night, darkness and cold weather of the November month are usually associated with bad scary things, like chilly weather and shadows in the dark. It then mentions that its one in the morning with heavy rain pattering against the pains, and his candle nearly burnt out, which tells you it was a barely lit room, with a dark chilling atmosphere in the middle of the night, when most are normally asleep, dreaming or having nightmares. This setting and atmosphere very much fits the gothic horror genre, leaving you with a very particular sense of tension. In â€Å"The Woman In Black† extract, we find out in the first small paragraph, is set in a small dilapidated graveyard, this is scary within its self because of a graveyards ossociation with death, ghosts and all things evil. The second paragraph starts with ‘In the greyness of the fading light’ again adding to the dark, gloomy atmosphere with a feeling of tension of what is to come. The language used in both extracts is very sophisticated and quite complex, as is typical to the gothic horror genre, but while they both use big words â€Å"Frankenstein† is much more old fashioned in wording, obviously due to the time it was written in. Whereas in â€Å"The Woman In Black† the language used is much more modern while still keeping to the more complex wording of the gothic horror genre. It’s the first time Victor meets his creation alive in the extract of â€Å"Frankenstein†. His reaction to the â€Å"monster† he has created very much sets up your opinion of it. The way he describes this creature clearly gives you the impression it is evil with its ‘watery eyes’ and ‘His shrivelled complexion’. In â€Å"The Woman In Black† her appearance is not described very much, the focus is more on the feelings she provokes within Arthur. He does however describe the look on her face as ‘as a desperate, yearning malevolence; it was as though she was searching for something she wanted, needed- must have, more then life itself, and which had been taken from her. ‘ Through Arthur’s thoughts and feelings being explained to you, you feel, or are supposed to feel, what he is feeling. I think the writer is very good at making you experience these dramatic emotions through the character Arthur Kipps, and I certainly was affected by how Arthur is affected when he sees the woman in black. â€Å"Frankenstein† was written at a time when science was new, strange, exciting, and threatening. Much was unexplained and seemed scary and illogical. Strange new ideas were being explored, some far fetched and some that just seemed far-fetched but were the start of vast new scientific knowledge. People began to travel all around the world and experience many new things, different social and cultural attitudes. All this obviously had a profound affect on Mary; she began questioning things and was very aware of the reality of the world around her. In her book it sends out the message of what would happen if people started playing â€Å"god† with life. She obviously felt strongly about this and maybe feared this is what was to come. â€Å"The Woman In Black† was written about 150 years later, in a much more developed time. When science was accepted and we are used to travel, we are less religious and life is very different. The paranormal is less unexplained and the unexplained scares people, this is why Susan has chosen the form of a ghost in her story, as it is more believable then a â€Å"monster† like Frankenstein’s creature, as we know that wouldn’t be possible knowing more about the way things work through science, yet a ghost is still unknown and unexplainable. Both extracts are very typical of the gothic horror genre. They both use complex language with big words and long flowing sentences, with only a few short ones for dramatic affect. They both tell a story about a â€Å"creature† and the unknown at the times they were written. I personally like the extract from â€Å"The Woman In Black† the best, as I can understand the more modern language and I can relate to the story line better because the paranormal is a lot more believable to me then the creation of a â€Å"creature† from dead parts. By Jemma Burke Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Mary Shelley section.

Workforce Planning

Group 2 Manage Workforce Planning Autism Victoria – Workforce Plan By James Watts, Jessica Lim, Luke Farrugia and Kair Aueil For Jan Kelly 06/04/2012 Table of Contents 1. The Necessity of Workforce Planning3 2. Overview of organisation3 2. 1. Autism Victoria’s services3 3. Strategy3 3. 1. Autism Victoria’s Vision3 3. 2. Autism Victoria’s Values3 3. 3. Autism Victoria’s Mission4 3. 4. Autism Victoria’s Strategic Priorities4 3. 5.SWOT Analysis4 4. External Factors4 4. 1. Global Factors5 4. 2. National and Regional Factors5 4. 3. Challenges5 5. Internal Environment6 5. 1. Business Planning Process6 5. 2. Internal Changes6 5. 3. Labour Issues6 5. 4. Organisational Structure6 6. Current Workforce Profile7 7. Future Workforce Profile7 8. Gap Analysis and Closing Strategies7 9. Conclusion and Recommendations8 10. References8 1. The Necessity of Workforce PlanningWorkforce planning is a comprehensive process that provides managers with a framework fo r making staffing decisions based on an organisation’s mission, strategic plan, budgetary resources and a set of desired workforce competencies. (Dessler, Griffiths & Lloyd-Walker 2007 pp78) Workforce planning allows managers to anticipate changes in the external and internal business environment and how they will impact their organisation’s workforce needs.It also provides a basis for managers to devise strategies to tackle said changes and generate the maximal amount of value for their dollar. As Autism Victoria is a non-profit organisation, it relies heavily upon government grants and funding. The limitations on this form of income make it imperative that Autism Victoria invests every penny wisely. And because the hiring and payment of workers is so costly, significant effort must be put into the workforce planning process in order to ensure that it isn’t costing the company more than it benefits it. . Overview of organisation Autism Victoria, trading as Amaz e, is a member-based not-for-profit organisation and is the peak body for Autism Spectrum Disorders (ASDs) in the state of Victoria. Their aim is to improve the quality of life for people affected by Autism Spectrum Disorders, their family and carers. They also provide a range of services to individuals and agencies with an interest in Autism Spectrum Disorders (including Asperger Syndrome and PDD-NOS). 3. 1. Autism Victoria’s services Autism Victoria offers the following services: free phone support for individuals and organisations affected by ASD * certified and customised training programs for professionals and businesses * information and education sessions for individuals and families including the Early Days workshops * autism accreditation for services, schools and practitioners * administration of the FaHCSIA â€Å"Helping Children with Autism† funding on behalf of government * information Services – Autism Library, Spectrum Magazine, eSpectrum newslett er, online resources, Fact Sheets and more 3.Strategy 4. 2. Autism Victoria’s Vision That all people affected by an ASD have the best quality of life outcomes possible 4. 3. Autism Victoria’s Values * Diversity * Co-operative spirit * Willingness to learn * Background in dealing with an ASD 4. 4. Autism Victoria’s Mission To provide the best quality range of information, advice and support to families and individuals and advocating for systemic change, the establishment of networks, links and communities and the provision of training and accreditation to the service support system. 4. 5.Autism Victoria’s Strategic Priorities Autism Victoria’s most recent Board of Directors meeting yielded 5 priorities for this quarter. They are: 1. To confirm and enhance the role of Autism Victoria as the Peak Body on Autism Spectrum Disorders in Victoria 2. To ensure Autism Victoria is a robust and functional organisation 3. To develop and adopt a number of divers e income streams to ensure the financial viability of the organisation 4. To provide comprehensive quality information and advice on all matters related to Autism Spectrum Disorders 5.To take direct action to improve the provision of service and standards to people with an Autism Spectrum Disorder 4. 6. SWOT Analysis 4. External Factors There are several external factors which currently have an influence on Autism Victoria’s workforce planning considerations. Some of these external factors have a positive influence; others, negative. In this section, several strata of external factors will be discussed. 5. 7. Global Factors As Autism Victoria is a state organisation, there aren’t many global factors currently affecting it. The most notable factors would be the new developments in ASD diagnosis and treatment.The American-developed DSM-X diagnostic tool will be replacing the current DSM-IV version, and this has the potential to cause a great deal of uncertainty in the di agnosis of ASDs. Autism Victoria predicts that 20% of would-be autistics would be failed to be diagnosed. This would lead to a large population of ASD symptom carriers being deemed unfit for access to quality knowledge and care. One potential global factor that could be beneficial for Autism Victoria involves a conference that is currently being held by them every two years. This conference is streamed into 9 regional centres in Victoria.With the advent of new media technology that is available today, they would have the opportunity to stream the conference live into surrounding nations, spreading knowledge and awareness much more effectively. Autism Victoria is constantly on the lookout for new research and technologies which have the potential to benefit their cause. This would greatly influence their workforce planning process, as technological knowledge and skills would be a crucial part of assessing an applicant’s suitability. The advent of this technology may even creat e new job positions. 5. 8. National and Regional FactorsA national factor which has the potential to affect Autism Victoria is the introduction of a new National Disability Insurance Scheme by the Victorian Coalition Government. It is still unknown whether this new process will have a positive or negative effect on Autism Victoria and their beneficiaries. The Department of Education and Early Childhood Development has released an Autism State Plan for Victoria, which is committed to supporting all children affected by an ASD. In conjunction with Autism Victoria, they have been promoting the spread and knowledge of ASDs through the Victorian school system.Autism Victoria is also constricted by the funds and resources they have at their disposal. Though the amount of funding they have received has increased greatly over the last few years, there is still room for growth, as there are still a large number of ASD sufferers in Victoria. 5. 9. Challenges There are several challenges that are currently being faced by Autism Victoria. In Australia today, 1 in 100 children is diagnosed with Autism. This places a large demand on the services and support Autism Victoria provides. Funding and manpower is a significant part of the fulfilment of these demands.Autism Victoria’s CEO organises a quarterly board meetings in order to discuss a wide range of matters. The current purpose of their next meeting, which is due to happen as of now is to develop a paper for the government underling what policies Autism Victoria believe should be changed or added. They also prepare papers on how much funding is needed. Recently Autism Victoria has been lobbing with education ministers to get the amount of experience teachers get with autistic people while studying to become teachers increased.There are currently no guidelines on how much time teaching students get hands on with Autistic children, with many universities offering no hands on time with Autistic children while studyin g teaching. This is something that the current CEO of Autism Victoria believes strongly in and is trying to get changed. 5. Internal Environment 6. 10. Business Planning Process Every year Autism Victoria holds their Annual Planning Day. This is a day where planning for the next year is done. The strategic plan is revised by the Board of Directors, and all managers are required to do SWOT analysis of their departments. . 11. Internal Changes As Autism Victoria as an organisation has had enormous growth within the past 3 years, during the increase in size of Autism Victoria’s operations they have had hire many new people to meet the demands of the organisation and the community. As a result, current offices have become cramped and there is no free office space within their current offices, due to this they are currently looking at moving to a new larger office. 6. 12. Labour Issues Autism Victoria’s only current problem with labour is an oversubscription.They recently e ncountered a problem in which 100 applicants applied for a new position that Autism Victoria had made available, this in turn created a problem of having to interview lots of applications. The CEO of Autism Victoria states that they only interviewed the people that where in the yes category because there where so many applicants it was not worth there time to interview the maybes as well. 6. 13. Organisational Structure At the head of the organisation structure of Autism Victoria is the current CEO Murray Dawson-Smith. Below him 5 work teams which are headed by respective managers. There are roughly 5 staff per work team.Autism Victoria’s Organisational Chart: 6. Current Workforce Profile The current workforce employed by Autism Victoria is more than adequate to perform the tasks and operations necessary at the organisation. Though the company is expanding and will be able to hire more employees, the supply of workers desirous to gain employment at Autism Victoria far exceeds the demand for employment by the organisation. This means that Autism Victoria has a great deal of control over both the internal and the external elements of hiring and promotion, and the luxury of choice when it comes to filling any position within the organization.The internal supply of workers, however, is largely tapped out. Though the workforce is highly qualified, experienced, and performs their tasks/fills their roles in a manner that meets or exceeds expectations, individuals at the organisation are also well-suited to and satisfied with their current positions, making internal promotion or lateral movements to fill vacancies and new positions undesirable and an ineffective and inefficient way to meet current workforce needs.External supply is also quite extensive, meaning Autism Victoria has many choices when it comes to filling current workforce needs. A high level of experience is not actually a requirement for considering employment, as extensive training is available for the right candidate. When seeking employees in the external workforce, then, personality, values, and ability to fit in with the other individuals at the organization are the key considerations. 7. Future Workforce ProfileThe most significant difference between the current and future workforce profiles at Autism Victoria is the planned expansion of the organisation, which will enable it to hire fifteen more individuals. As the organisation is devoted to providing autism assistance services, the new hires will need to be willing to work in this environment and to receive ongoing training and development towards providing individuals with autism and their families with always-improving services; however current knowledge or experience in the area is not really required.Even so, there are many applicants on file in the external workforce with experience, knowledge, and a strong desire to work at Autism Victoria, such that if the experience and knowledge considerations were to becom e more important in the future this would not present a problem to the organisation in the slightest. The desire to work for Autism Victoria in the wider external workforce is so strong, in fact, that the company should not have problems filling any open positions for some time, even with the company’s emphasis on ability to personally integrate with the other members of the organisation in a productive fashion.Such strong embedded cultures can be prohibitive to outsiders, but with a large pool to choose from this should not be an issue. In addition, former employees will and do apply for open positions. Even in the external workforce, then, there are potential employees known to be a good fit with the organization. The supply of available employees in the external workforce is more than enough to meet the organization’s needs. 8. Gap Analysis and Closing Strategies Autism Victoria is in a good state to fulfil their current strategic obligations.However, with the impen ding relocation on the horizon, they will need to focus on expanding their workforce capacity in order to cope with the coming staffing demands. This will not require a large increase in staff-seeking expenditure or effort, as Autism Victoria already has the exposure necessary to warrant oversubscription. Another area Autism Victoria should focus on is increasing the technological capabilities of its workforce. With the advent of new diagnostic and treatment tools, a workforce capable of utilising these developments stands to retain its usefulness far into the future.Autism Victoria can promote this focus by developing technological training programs for its staff. An increase in funding is imperative to secure the aforementioned developments. Thus, it necessary for Autism Victoria to continue to promote government funding at every available opportunity, as this provides a layer of buffering in the event that said developments fall through and contingency plans must be introduced. 9 . Conclusion and Recommendations Autism Victoria has had the good fortune of rapid expansion within the last 5 years, and has thus far been capable of adapting to the changing environment of the industry’s workforce.But in order to secure its place in the future and fill out its expanding business scope, Autism Victoria will have to take the following actions: * Increase its workforce by 15 staff in order to adequately expand into its new location * Develop a training program to education staff in the use of the DSM-V diagnostic tool * Secure a 50% increase in government funding through the lobbying of ministers It is reasonable to believe that through the use of these recommendations, Autism Victoria stands to perform exceedingly well in the industry in a period out to 2020. 0. References Dessler, G, Griffiths, J & Lloyd-Walker, B 2007 Human Resource Management, 3rd edn, Pearson Education, Australia Workforce Planning India shines Shalini Shukla 18 Apr 2012 In the last two decades, India has gone from being one of the least globalised economies in the world to one of the most dependent on international commerce. â€Å"Our markets are more open, we enjoy a wider range of consumer items than ever, and those who go abroad (far more than ever before) finance their travel expenses with foreign exchange,† says Shashi Tharoor, elected member of the Indian Parliament from the Thiruvananthapuram constituency in Kerala and former Minister of State for External Affairs. Business process outsourcing has (also) tied large numbers of Indians to foreign work environments and business partners. † This year, India is poised to over take Japan as the third largest economy in the world, based on purchasing power parity. James Agarwal, consulting director and head – India, BTI Consultants, a part of Kelly Services, says that main growth drivers seem to be a variety of internal and external factors , including investment-friendly public policies and regulations. India has also successfully raised its aggregate savings rate to levels that would allow sustained high levels of domestic capital formation, in turn helping high growth,† says Agarwal. While India’s economy is one of the world’s most dynamic, corruption, sloppy standards, a lack of decent staff and too much red tape are common gripes amongst businesses. Prince Augustine, EVP – Human Capital at Mahindra & Mahindra, says there is much to be improved. â€Å"The potential of India has not been fully tapped in terms of its resources and people capability,† he says. There is ample scope for growth looking at the vast expanse of the country, its population and rich cultural heritage. † The country’s labour force is one to be reckoned with. It boasts the world’s largest labour pool, with 270 million entering the workforce over the next 20 years, says McKinsey & Company. It also has the world’s youngest workforce, with 70% of the population falling under the age of 35, according to the latest Indian Census. â€Å"By and large, people (in India) are hard-working, and management is participative, forward-looking and quite performance-oriented,† says Augustine.Agarwal agrees and says work culture in India requires one to be acclimatised to the behavioural as well as cultural variations of the country. â€Å"For instance, here, people consider their family when accepting job proposals, although Gen X is emulating the west gradually,† he says. â€Å"Also, workers in India have a strict work ethic; they do not mind even working on weekends if the demands are such, unlike most other countries where weekends are almost exclusively considered personal time. However, Agarwal added that Indian workers can be rather particular about certain festivals which cannot be ignored, such as Diwali. Gender equality While India has certainly done some things right on the business front to achieve double-digit economic growth, gender equality in the country still has a long way to go before it comes even close to levels of other economic giants. According to the Gender Sensitivity Benchmark for Asia 2011 report, India is the worst among six top Asian economies when it comes to the representation of women in the workplace at the junior- and middle-level positions.Indian multinational companies studied had the lowest number of women employed, at 24. 43% of the total workforce in India. Agarwal laments that despite the fact that recent times have witnessed a boost in the status of women, such discrimination still seems to exist. â€Å"Discrimination here relates to matters like pay, conditions pre- and post-employment, promotions and other opportunity matters,† he says. â€Å"For a developing country like India, gender equality is still a long way off, coupled with unprecedented efforts to grant women an equal status and the reby ensure her development. There is a silver lining though. In spite of all the challenges, India has shown and worked on progressive policies. Today, most of India’s companies are committed to providing equal employment opportunities for all. Employers are increasingly realising the value of trained human resource, especially women in India. Diversity hiring intent among leading companies has gone up by almost 500% since 2010, according to a study by the Chennai-based FLEXI Careers India, which sources only women executives. Some organisations are changing their HR policies to retain their valuable employees,† says Agarwal. â€Å"There are companies which are providing flexibility so that female employees at various life stages could benefit from these policies, like working from a different city, sabbatical from corporate life, and extended maternity leave. † A host of companies, like Godrej Industries, Pepsico, Genpact, Kraft, P&G, Deutsche Bank and others, have all stepped up their gender diversity hiring recently.Progressive companies such as Mahindra & Mahindra believe in equal opportunity and do not discriminate in any form. â€Å"Our philosophy is that the right person should be selected for the job. We have an evolutionary approach to diversity as the working population base needs to be aligned to ensure that there is a rich supply of employable workforce,† says Augustine. â€Å"In the manufacturing sector primarily in engineering, although the number of woman employees is limited, we have good representation. IBM is another company that’s been championing diversity in the workplace. Three or four times a year, a team from IBM goes on a recruitment drive with a difference – they screen and select only female employees. Conservative estimates suggest IBM has added well over 2,000 women in two years, with the proportion of female workers increasing from 24% of the workforce to 26%. â€Å"We keep trying to fin d new ways of hiring women,† Kalpana Veeraraghavan, diversity manager for India and South Asia at IBM tells The Economist. This is not just about filling a talent crunch. There is a strong correlation between success in the marketplace and having a diverse workforce. † Other examples include Genpact, where the overall ratio of men to women is 60:40; Kotak Mahindra Bank, where two out of 10 employees are women; and KPMG, which has increased its headcount for female employees by 75% as compared to its figures for 2010. Schneider Electric has also bumped up its percentage of women in the workforce from just 9% in 2009 to 20% in 2011. Money talksCompanies in India are cautious, but also confident of long-term performance this year. Organisations have emerged in a mature way post-downturn with a stronger compensation philosophy in place, designed around ‘pay for performance’ and a comprehensive view for long-term sustainability. According to the Hay Group Compens ation & Benefits Report 2011, the country witnessed an actual average salary increase of 11% in 2011 and is optimistic about seeing double-digit growth this year at an average of 12% across levels.Sridhar Ganesan, managing consultant and Rewards Practice Leader, Hay Group India, says, â€Å"in a short span of the last five years, the Indian employment market has witnessed a range of behaviours with employers on a hiring spree and also in rightsizing mode. The market is now stabilising and maturing to the next level of employer and employee relationships. † Graduate salaries are also picking up with monthly salaries touching Rs 40,000 (US$758) in industries including engineering, sales, marketing and even in support functions such as finance and HR.Salaries are going up at a good time as India experiences its highest inflation rates yet, with the annual inflation rate for the country accelerating to a 13-month high of 9. 78% in August 2011. For instance, Mahindra & Mahindra do es regular Mark-to-Market comparisons and appropriate changes are made in compensation based on market realities. â€Å"Employees are aligned to these realities,† says Augustine. Ganesan also observed that there is a constant reinforcement of pay for performance. Bonus figures have been continuously showing an increasing trend year-on-year, as organisations now believe in pay for performance with controlled merit increments. † More organisations have certainly designed variable pay to induce a performance-driven culture. The target bonus percentage ranges between 8% and 44% of base salary at junior management levels, 11–63% of base salary at middle management, and 15–75% of base salary at senior management levels. The Hay Group report found that around 79% of the organisations participating paid some form of bonus in the last 12 months.When it comes to bonuses, Diwali is the time when employees expect them in India. According to The Economic Times, Diwali bonuses range from 10% to over 200% of basic pay. Consumer durables companies and IT and business process outsourcing companies are the most generous, with the former giving out 20–250% of basic pay during the festive season and the latter shelling out 80–100% of basic wages as bonuses. Bonuses in the financial services sector range from more conservative figures of 16–50% while those in the automobile industry fluctuate between 10% and 25%.The retail sector can give out anywhere from 9% to 60% of basic pay in bonus pay-outs during the festive season. LG Electronics India is a case in point. The consumer durables company gives out a total of 200–700% of basic salaries to its 4,500 employees annually through six bonuses, including two half-yearly performance incentives in January and July, a Diwali bonus, a post-Diwali bonus, an LG birthday bonus in May and a retention bonus to employees who have completed two years of service at LG.The retention bonus is a maximum of 400% of an employee’s basic monthly salary and is paid in three instalments in every consecutive year. Talent development There is no doubt that India’s vast manpower pool has played a vital role in its economic success story. It is increasingly obvious that the success of Indian companies is not just based on superior access to raw materials or technology or patents, but also fundamentally upon human skills.The major challenge, though, seems to be the issue of upgrading skill sets of this human resource through training & development in the face of high attrition and competition, says Agarwal. â€Å"Indian companies are recognising their responsibilities to enhance the employee’s opportunity to develop skills and abilities for full performance within the position and for career advancement,† he says. The India that is going global is also a remarkably young country. â€Å"India’s youth population remains an under-utilised economic as set,† says Tharoor. Census figures show that nearly one-fifth of India belongs to the 15–24 year age group.Each year, the country will add around five million young adults in that age group – five million potentially productive workers providing India with the fuel it needs to drive productivity higher, powering its economy even further. The education system is working to create a steady stream of young talent. According to National Association of Software and Services Companies (NASSCOM), each year over three million graduates and post-graduates are added to the Indian workforce. However, there is still room for improvement in terms of developing this talent. Today’s new graduates seem to be grossly lacking in all-round skills – something that’s expected, given their formal education,† says Agarwal. Augustine agrees, saying some big concerns include the employability of fresh graduates and how aligned these graduates are to business re ality. Still, many reforms are underway, from governance structure of higher education and decentralisation, to major investments in faculty development, for both private and public institutions. â€Å"A lot of effort is being put into expanding tertiary education, especially for low- and middle-income students,† says Agarwal.Corporates are also doing their business to improve the quality of education and hence increase the number of employable talent. For instance, Wipro works closely with the Indian school and college system through the Wipro Applying Thought in Schools (WATIS) programme. The strategy revolves around systemic education reform and transforming the current nature of schools and pedagogy, it works through building capacity of social sector organisations working in the space of education and directly with schools. The WATIS programme has engaged with over 2,000 schools and 30 social organisations across 17 states of India.Mission10X Learning Approach (MxLA) is another program by Wipro that focuses on improving the potential for employability of engineering graduates in India. It does this through direct engagement with engineering colleges and faculty capacity development. The program reaches out to over 300 colleges and has trained 10,000 engineering college faculty members. Aditya Birla Group offers Management Trainee Programmes through which the company recruits exceptional management graduates from the best business schools in the country.Siemens India’s one year training programme sees newly recruited management trainees undergo a rigorous five-week classroom training, six stints of three weeks each in Sales, Operations, Finance, HR and Corporate Strategy, and a 26-week project within a business unit or corporate function. The synergy between the public and private partnership with a strong focus on key HR programmes such as talent management and employee capability-building, coupled with attraction and retention will be pivot al as India continues its journey of rapid growth.Laws to keep in mind when doing business in India+  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   According to James Agarwal, consulting director and head – India, BTI Consultants, some important Labour Acts which are applicable for carrying out business in India are:+  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Employees’ Provident Fund and Miscellaneous Provisions Act+  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Employees’ State Insurance Act+  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Workmen’s Compensation Act+  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Maternity Benefit Act+  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Factories Act+  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Minimum Wages Act+  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Payment of Wages Act|JugaadA Hindi slang word, jugaad (pronounced ‘joo-gaardh’) translates to an improvisational style of innovation that’s driven by scarce resources – a case of ‘get it done, by hook or by crook’. Just as Guanxi describes the central idea in Chinese society, jugaad is almost a way of life in India. Most workers in India embody this intrinsic trait of jugaad in their day-to-day work, allowing them to creatively come up with products and services that are more economical both for the supplier and consumer, and maximises resources for a company and its stakeholders in as little time as possible. Resolutions for 2012The English daily, Mumbai Mirror, sums up some of the biggest workplace resolutions that people in all industries will try to keep in 2012:+  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Encourage leadership – This comes in handy as companies transition from closed to open source leadership formats this year+  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Monitor workplace gossip – Managing office gossip is important in keeping major conflicts at bay+  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Strike a connect – Know the ‘why’ and then focus on the task, helping to avoid miscommunication, politicking, etc†¦|POISED TO: Cool, calm, collected or waiting at attention : as in poised to strike. purchasing power parity : aggregate:accumulated,  added,  amassed,  assembled,collected,  collective,  combined,  composite,corporate,  cumulative,  heaped,  mixed,  piled,total

Composite Numbers What Are They How Can You Spot Them

Composite Numbers What Are They How Can You Spot Them SAT / ACT Prep Online Guides and Tips Do you know the difference between prime and composite numbers? If not, don’t worry! You’ve come to the right place. In this post, we’ll talk about what prime and composite numbers are and give you a handy chart you can use to quickly see if something is a composite number. What Is a Composite Number? Composite numbers are whole numbers that are greater than 1 and divisible by other whole numbers. Here are the questions to ask yourself to decide if a number is composite: Is the number a whole number? Is the number greater than 1? Is the number divisible by whole numbers other than itself? Let’s apply those questions to two different numbers to see if they are composite or not. Take the number â€Å"4†. 4 is a whole number. It is greater than 1. You can divide 4 by 4. You can also divide 4 by 2, so it’s divisible by other whole numbers. That means 4 is a composite number. Let’s look at the number â€Å"3†. 3 is a whole number. It’s greater than 1. You can divide 3 by 3. But, you can’t divide 3 by any other whole numbers. That means 3 isn’t a composite number. How to Tell the Difference Between Prime and Composite Numbers If a number isn’t composite, then it’s prime. Prime numbers are numbers that are greater than 1 that are only divisible by themselves and the number 1. The best way to tell if a number is prime or composite is to perform the divisibility test. When you use the divisibility test, you check to see if a number is divisible by common prime factors, like 2, 3, 5, 7, ,and 13. If you’re testing an even number, start by trying to divide it by 2 to see if it’s composite. If you’re testing a number that ends with 0 or 5, try to divide it by 5. If you get a whole number when dividing by any of these common factors, then your number is composite. If you get a fraction or decimal when dividing by these common factors, then your number is likely prime. Composite Number Chart (1-100) Here is a handy composite number list to reference. All of the numbers in blue are composite numbers. Prime Number Chart (1-100) Here’s an easy-to-reference prime number list. All of the numbers in red are prime numbers. Final Thoughts It’s important to know whether a number is prime or composite so you can understand whether or not the number is divisible. Remember, ask yourself these questions to tell if a number is a composite number or not: Is the number a whole number? Is the number greater than 1? Is the number divisible by whole numbers other than itself? What’s Next? Writing a research paper for school but not sure what to write about?Our guide to research paper topicshas over 100 topics in ten categories so you can be sure to find the perfect topic for you. Learning about natural logs?Check out our guide on the natural log rules you must knowto ace this subject. What is dynamic equilibrium and what does it have to do with rusty cars?Find out by reading ourcomplete guide to dynamic equilibrium.

Evolution of the Fight or Flight Response

Evolution of the Fight or Flight Response The goal of any individual living creature is to ensure the survival of its species into future generations.  It is why individuals reproduce. The whole purpose is to make sure the species continues long after that individual has passed away. If that individuals particular genes also can be passed on and survive into future generations, that is even better for that individual.  That being said, it makes sense that, over time, species have evolved different mechanisms that help make sure that individual will survive long enough to reproduce and pass down its genes to some offspring that will help make sure that the species continues on for years to come. Survival of the Fittest The most basic survival instincts have a very long evolutionary history and many are conserved between species. One such instinct is what is referred to as fight or flight. This mechanism evolved as a way for animals to become aware of any immediate danger and to act in a way that will most likely ensure their survival. Basically, the body is at a peak performance level with sharper than usual senses and an extreme alertness. There are also changes that happen within the bodys metabolism that allow the animal to be ready to either stay and fight the danger or run away in flight from the threat. So what, biologically, is actually happening within the animals body when the fight or flight response has been activated?  It is a part of the autonomic nervous system called the sympathetic division that controls this response. The autonomic nervous system is the part of the nervous system that controls all unconscious processes within the body. This would include everything from digesting your food to keeping your blood flowing, to regulating hormones that move from your glands, to various target cells  throughout your body. There are three main divisions of the autonomic nervous system.  The parasympathetic division takes care of the rest and digest responses that happen when you are relaxing. The enteric division of the autonomic nervous system controls many of your reflexes.  The sympathetic division is what kicks in when major stresses, like an immediate threat of danger, are present in your environment. Adrenalines Purpose The hormone called adrenaline is the main one involved in the fight or flight response. Adrenaline is secreted  from  glands on top of your kidneys called the adrenal glands. Some things adrenaline does in the human body include making heart rate and respiration faster, sharpening senses like sight and hearing, and even sometimes stimulating sweat glands.  This prepares the animal for whichever response- either staying and fighting the danger or fleeing away quickly- is the appropriate one in the situation it finds itself in. Evolutionary biologists believe that the fight or flight response was crucial for the survival of many species throughout Geologic Time. The most ancient organisms were thought to have this type of response, even when they lacked the complex brains that many species have today. Many wild animals still use this instinct on a daily basis to make it through their lives. Humans, on the other hand, have evolved beyond that need and use this instinct in a much different way on a daily basis. How Daily Stress Factors Into Fight or Flight Stress, for most humans, has taken on a different definition in modern times than what it means for an animal trying to survive in the wild. Stress for us is related to our jobs, relationships, and health (or lack thereof).  We still use our fight or flight response, just in a different way. For instance, if you have a big presentation to give at work, most likely you will become nervous.  The sympathetic division of your autonomic nervous system has kicked in and you may have sweaty palms, a faster heart rate, and more shallow breathing.  Hopefully, in that case, you would stay to fight and not turn and run out of the room in fear. Once in awhile, you may hear a news story about how a mother lifted a large, heavy object- like a car- off her child. This is also an example of the fight or flight response. Soldiers in a war would also have a more primitive use of their fight or flight response as they try to survive in such horrific circumstances.

Imploymet Trend in Iformation Systems Management feild Essay

Imploymet Trend in Iformation Systems Management feild - Essay Example But these are my observations. It would do me a lot of good to research what the industry really requires on one of its potential members. First off, I should realize what the Universities can do in order to make me the best of the IS employee out there since every great man probably started in one. Universities are aware of the importance of computers these days. Life simply cannot function without them. Therefore, there is a steady need for people that would know how to install, operate, program, and analyze the system, and Universities are prepared just to provide these personnel. Universities are offering varying computer science programs. The industry expects a lot from these. The industry expects these programs to adequately equip the graduates with knowledge on management systems analysis, computer concepts, data processing, data base design, file organization, data base management systems. The graduates in order to qualified also need to be very adept in planning and controlling of systems projects, analyzing information needs, using computer systems, organizing structures and information systems as well as hum an relations in systems development. The potential employee should at least understand the workings of statistics, and operations research. The graduates, when they have been studying still should have already been exposed to the industry through field projects. Finally, the University should have familiarized all the graduates it had produced with COBOL, a computer language and the students should be very knowledgeable with computer control and auditing. (Hinomoto, 405-406) Of course, a university education could only get one aspirant so far. He would probably land an interview but in the end, do not get hired. There are of course, qualities that should be inherent and learned by a person in order to fulfill the job requirements as well as please their bosses, prominent figures in the information systems management field. Knowing technical computer stuffs just won't cut it for everyone. Computers and their processes can change quickly in a blink of an eye, all it takes is one innovative idea and this will set forth numerous transformations in the field as well. Therefore, it is acknowledged that the job requirements and the associated knowledge or skills needed from the Information Systems professionals would change quite as rapid as well. The need to improve IS human resources is a highly prioritized and a person who could provide that would be most welcome to join the group of IS professionals. Specifically, an employed person of the information systems management industry should possess these skills. First is the technical specialty knowledge, for instance, knowledge on operating systems, programming languages, database management systems, networks, telecommunications and other more. And than, the person must be adept with technology management knowledge skills. These are concerned with how to organize these technologies in order to accomplish strategic business objectives. Then these lead us to the person needing sufficient business functional knowledge and skills. After all, most of these technologies are in use to achieve business goals. Therefore, they have to have business sense so they can reengineer business processes. Lastly, like every job in the world, or most of them anyway, they have to have