Essay Sample on the Apostles Creed

Eating Disorders Essay -- Research Health Weight Anorexia Essays

Dietary problems      Eating issue are destroying and unsafe personal conduct standards that happen inside individuals for various reasons. The three kinds of dietary issues I will examine incorporate the three generally normal of the disarranges: anorexia, bulimia, and enthusiastic over eating (known as pigging out). Despite the fact that the disarranges take physical harm on the body, they are not in reality physical sicknesses. You can't catch and dietary issue. Or maybe, they are mental issues that grow all the more regularly inside females however influence the male populace to some degree also.      Anorexia is described by very low body weight and a contorted self-perception went with a serious dread of putting on weight. Extraordinary practicing is likewise generally connected with anorexia. An anorexic may permit themselves somewhere in the range of 100 to 1,000 calories every day. It isn't food that turns them off nonetheless, it's the distraction with putting on weight. Food my in truth might be at the forefront of their thoughts continually. Some grow such fixations on food that they will create fixations on cooking and setting up the foods… likely never at any point tasting them. An anorexic can lose at any rate 15% to as much as 60% of their typical body weight. Bulimia happens with or without anorexia indications. People with bulimia will in general voraciously consume food then self actuate spewing. Be that as it may, pigging out is now and then not a segment of bulimia. People may eat ordinary sums, and afterward pardon themselves to the restr oom. Another basic attribute is the utilization of purgatives, diuretics, and bowel purges in contemplations that it will discharge those calories. Bulimics are not really underweight. Some are considerably over weight if not at a typical weight, and they quite often have a swollen appearance to their stomachs. Enthusiastic gorging is a confusion where people indulge, regularly utilizing food as an addictive substance. As others may go to liquor, medications, or betting to reduce pressure, impulsive overeaters go to food. Food has numerous relationship with comfort. Impulsive overeaters may feel void inside, and go to food to assist them with feeling full. A gorge can average from anyplace between 1,000 calories to 20,000, or even as low as 100 calories.      An dietary problem can create because of various reasons. It could be enthusiastic and character issue, family pressures, a potential hereditary propensity, also... ...s the highest points of finger joints.      The essential side effect of anorexia is significant weight reduction from exorbitant and constant consuming less calories. In ladies, feminine cycle would be rare or missing. The skin might be dry and secured with fine hair, and ordinary scalp hair might be flimsy. The feet and hands might be cold and now and then swollen. The stomach is regularly enlarged in the wake of eating. Thinking might be befuddled of moderate, and the anorexic may have poor memory and absence of judgment. Above all else with these two issue there is a contorted self-perception included. The anorexic or bulimic could investigate a mirror and see a totally unique body then their own. Any of these side effects is an admonition!      Eating issue are extremely terrifying and hazardous. Despite the fact that figures state that they for the most part happen with in young ladies it could occur with any one. There is nobody reason it happens either. Typically the patient with the confusion (for the most part an anorexic or bulimic) will have a fixation on flawlessness and customs. Despite the fact that they are dysfunctional behaviors, treatment is accessible. Mentally, just as truly. On the off chance that you speculate that somebody you know has a dietary issue don't overlook it they are extremely perilous!

YouTube Ingredients for Making Great Videos

YouTube Ingredients for Making Great Videos © Shutterstock.com | Alexey BoldinJust uploading a video to the very popular video site â€" YouTube, is no guarantee that you will be instantly noticed. Making a successful presence for yourself and promoting yourself on the channel calls for a lot of commitment and willingness to learn and grow. This article takes you through these topics 1) identify and understand your target viewers, 2) 12 ingredients of great videos, and 3) consistency is important.IDENTIFY AND UNDERSTAND YOUR TARGET VIEWERSPrior to working on increasing the number of your subscribers, you must have an understanding of the type of subscribers you are on the lookout for. The following are some of the questions that should be discussed internally previous to starting a major campaign to win more YouTube subscribers.What is the age of your target audience and where are they located?What are the other types of videos they watch?Following comprehension of your target demographic and what characterizes them, you can c onsider what concerns them. Step into the shoes of any one prospect of yours. What would your key worry be? What are the types of things you would most desire to learn to do? It is essential to connect the answers back to things entailing your company’s services or goods.Following blogs or publications covering areas your target demographic would like to learn or read about and conducting surveys or browsing forums would assist you in staying ahead on the issues mentioned above. All of these are great resources to know about occurrences that would provide a great subject for a captivating YouTube video.To learn about your target audience’s search trends, ask yourself questions such as:What is my target audience desirous of watching? Check out search trends and the questions they post in social media.At present, where is my target audience looking for the content they are interested in? Research your competitors. Find out the YouTube channels or other existing sites that already develop the type of content you hope to do. Try to use the aspects/techniques that make certain vblogs popular, in your videos.These answers will take you towards developing valuable, interesting and shareable content to attract your target audience. Such nature of content is essential for getting views.12 INGREDIENTS OF GREAT VIDEOS1. Follows trends and adopts a popular formatTry to use video content that is in tune with the trends. You can know what the trending topics are by checking out the top news, in general, in your field and also the trending subjects appearing in social networks. Such topics would be grabbing the attention of your niche audience. You can leverage the popularity of these topics to create content around them and thereby attract attention to your videos.The three most popular formats for video content and which would give you the best results on YouTube are:Educational: demos, tutorials, reviews, interviews and how-to guidesInformational: content curation, ne ws, and other informationEntertaining: easy-going, fun and stuff that is just not so seriousOne suggestion for making interesting videos is to upload interviews with great or powerful names in your industry. It is one of the easiest and quickest ways to develop video content because your subject is the one doing all the talking. Just find an expert associated with your industry. You’ll be able to shoot sufficient matter in just 10 minutes to create a number of fantastic videos for your channel. Trade shows, conventions and meet ups are all wonderful places to get hold of experts keen to share their views and ideas. You can even consider organizing Skype video interviews and utilize screen capturing software to capture the footage. The truth is, in general, people just love to be the subject of interviews.2. Attractive titleA video with a unique title will be more noticeable than one with a poor/ordinary one, with respect to the search results. Compare “Cookies in 20 minutes” t o an ordinary title such as “Bake good cookies.”3. Captures attention quicklyThe introduction is one of the aspects of utmost importance in a video. In addition to capturing the audience’s attention, it should present the direction and themes of the video and make the viewer want more and more. This can be done by way of clips of what to expect, graphics and personal introductions.Let your introduction be powerful but short. Chances are viewers won’t be willing to watch an introduction that exceeds 10-15 seconds. This includes lead-ins, graphics, and titles. Hook them quick so that they move into your video’s main content.4. Fantastic image qualityA video of high image quality will look professional. The better the quality of your camera, the better the results in your video. YouTube video looks good at 720p, however, aim for a camera with 1080p. At this resolution, your camera’s image sensor would be able to catch more video and at superior quality.Shaky footage is amat eurish and will give your viewers a feeling of motion sickness. In the professional world, these may be used at times, but with taste. Anything that assists in decreasing camera shake and steadying your shot will enhance the viewing experience considerably and make the professionalism even more obvious.Stabilizing device such as a steady cam: This would enable you to walk around with your camera bereft of the shaky footage of conventional handheld shots. This lends an element of smoother professionalism to your videos and can assist with making things far interesting than when they were shot from just one perspective as is the case with a tripod.5. Fantastic sound qualityViewers would be happy to see a video that doesn’t just look good but also has great sound quality. Practically anything is better than your camera’s microphone. External microphones are more versatile and score better at capturing wonderful sound. Don’t compromise when it comes to sound. You may wonder why sp end so much of money on microphones. However, remember that any microphone is far better than your camera’s in-built microphone and greatly enhances the viewing experience.6. Content pacingIt is important that your video’s pacing does not make the viewer bored. Do not spend too much time on unexciting subjects, and let the action keep going. Do not stuff too much information into a single segment. If you are creating informative videos, think along the lines of slicing the content into many parts. This would ensure that the audience is not overburdened with information. At the same time, ensure that there is enough content to suit the video’s length. Even a second of disinterest for the viewer may prompt him to look at another video. In the case of longer videos, you can consider introducing slight section breaks at which point the pace would slow down a bit. This would provide the audience with a little time to reflect on what they viewed up to now before you carry on with yo ur content.7. Call to action and/or annotationDon’t close your video with just a goodbye. Request your viewers to leave comments under the video, post the links to your videos in Facebook, or subscribe to your channel. This would result in more subscriber interactions and subscriptions.Utilize annotations to provide a subscription button within your video. Ensure that the button doesn’t block important action in the video. Save it for the concluding segment.8. A common themeIt is essential that the content uploaded to your channel matches your theme, consistently. Suppose you start by uploading movie reviews, then always upload movie reviews or something related to it. Don’t upload sports videos later. If your content keeps changing theme, your subscribers may lose interest.If you would like to upload content for different themes, consider creating different channels to represent the various themes. This would enable you to link to your channels but still separate your differe nt themes of content so that your viewers are not confused.9. ValueThe video should provide a worthwhile video experience â€" something that is worth the viewer spending his time for. Otherwise, don’t be surprised if your video lacks in real views. Ensure that each of your videos has your best content, strategies and other information. Keep thinking how you can raise the bar.10. Editing with good softwareSoftware of a higher quality provides you much more control over the appearance of your video after it’s done. It also enables you to utilize special effects if your video calls for them. Better software means better control over sound. Provide your video with intros and outros and a logo that calls viewers to subscribe. You can maintain viewer interest by having music (royalty-free) in the background. Well-created special effects and animated titles lend attraction to the video.11. The personal touchYour video should speak directly to the viewer. Develop connection and trust. L ook straight into the camera and address your viewers directly. Use the word ‘you’ a lot. Be approachable and friendly â€" talk as though you are with a friend. Welcome the viewer. Ask questions.12. SEO optimizationTitle and Filename: The title should be compelling and have the main keyword in it, but keyword stuffing is to be avoided. The main keywords should be present towards the beginning. The title should not exceed 65 characters (inclusive of spaces). Ideally, it would have just five words. Similarly, your video’s filename should hold your main keyword. Supposing your keyword is “easy Christmas cake recipes, the file should be named filename.easy_Christmas_cake_recipes.mp4.Tags and pertinent keywords: The right tags would be of help to YouTube to comprehend more about your video and categorize it. It would also boost the possibilities of your video coming up in the right sidebar of videos with associated content. Use both popular and specific keywords. Try to use the c omplete 120 character limit. A web page with applicable keyword phrases and terms always has a higher rank in search results. In the same way, videos with the right keywords would figure in YouTube’s top search results.View retention: This factor counts the number of total viewers who decided to view your video to the end. If your video has the capability to hold attention from beginning to end, it’s an indicator of quality content.Channel authority: This can be achieved with increased audience engagement and views. You can provide a link to your website, to your YouTube channel to develop channel authority.Description: Your main keyword and a link to your site should be there in the description’s initial few sentences. To increase the possibility of click-throughs, the link must be at the top of the description otherwise search engine traffic cannot see it above the fold.Watch later: Should your viewers put the video you uploaded in the “Watch Later” playlist, it is a mea ns that YouTube utilizes to make out if a video should be played many times.Views: Quite logically, the views count can considerably impact your rankings. Having quickly increasing views and a number of them indicate viral potential and quality content â€" factors that YouTube utilizes for ensuring videos appear in the top search engine results.Thumbnails: The thumbnail provides the first impression pertaining to your video. Personalized thumbnails are always preferred to the snapshots auto-generated by YouTube. The best size for an image is 1280720 px or at least ensure that the width is a minimum of 640 pixels.Comments: The case of comments is similar to views. They indicate popularity and engagement, which can push your video to the top.Video transcript: Incorporate targeted keywords in the video transcription so that YouTube gets a synopsis of your video.Subscriptions: This is another factor that tells whether your content is compelling or not. If many people subscribe to your c hannel, it means your uploaded video or video(s) have captured their interest, and they are looking forward to seeing more of you. The more the number of subscribers, the more worthy you become of a high rank from YouTube.Backlinks: As is the case with Google, YouTube also utilizes inbound links for the purpose of ranking your uploaded videos, and channel.Thumbs up/down: Your thumbs up to thumbs down ratio doesnt only tell whether you’re generating positive or negative feedback from a viewer; YouTube also uses this as a basis for recommending your video to users who might be interested in your content.Shares: The share rate (like views and comments) may be indicative of the viral potential and quality of your video. So, the higher the number, the better.Embeds and links: Links and embeds to your videos from reputable and pertinent sites lend authority to your videos.CONSISTENCY IS IMPORTANTQuality should be maintained consistently. You can also see what your competitors are doing to learn how to improve your videos’ quality. Also, keep to posting schedule. If you decide to post videos three times a week, you should always be posting videos three times a week. Also, inform your viewers of your schedule to create a buzz and trigger enthusiasm excitement among them to watch your next video.Mix these ingredients together and you have a magical recipe that you can continuously use to get takers for your end dish â€" the videos you’ve worked so hard on.

Human Resource Management Growth and Development

Questions: A. Prepare a competency framework and action plan to empower and allow all staff to choose the areas of their strengths and weaknesses for the following workforce (LO: 2.1): I. Specific competencies Store Manager and first line supervisors? II. Generic competencies Customer facing store staff? B. Taking into consideration your research and study into UK competency framework initiatives I. Explain how this will impact and positively improve your UK private sector business organisation? II. How does your explanation B1 above compare to UK public sector organisations? C. In consideration of your answers to B above and expressing the importance of employee development; provide an explanation on why this is important for the business and service economies in the UK? D. With direct reference to current UK reports and policies, identify at least two lifelong learning and training initiatives and explain how the role of the UK government could help improve lifelong learning and training for the UK workforce development? Consider as part of your answer, the direct links to human resources development in your organisation given in the scenario? Answers: A. Competency Framework and Action Plan I. Specific Competencies- Store Managers and the first line Supervisors Step One Prepare Defining the purpose for the store managers and the first line supervisors (Wilton 2011) It is important to create a competency framework team for the store managers and the first line supervisors Step Two Collecting Information Observing the people at the time of performing their roles Interviewing people separately and talking to them individually Preparing a proper questionnaire, as this is one of the efficient easy to gather data (Torrington, Taylor And Hall 2011) After that, analyzing the data is highly important to get the answer (Taylor 2010) Step Three Creating the sub groups (Foot And Hook 2008) Grouping the statement properly Refining the subgroups (Carberry and Cross 2015) Identifying the competencies for the senior managers and the line managers This above-mentioned table has explained the framework individually for the store managers and the line managers of the company One Pound Emporium (BPP Learning Media 2013). Clarke (2012) has stated that the training requirement is not same for all the employees and the staffs in the organization who are at different levels. Moreover, the roles and the responsibilities of the staffs are not the same, as they largely vary from one level to another. Therefore, it is clear enough to say that the employees and the staffs have different roles to play in the organization to achieve the desired business growth of the organization (Cameron and Bogin 2012). In this case, it is important to discuss about One Pound Emporium organization and let us imagine that One Pound Emporium is a manufacturing company. The association has 3 subdivisions such as finance and accounting department, marketing department and the manufacture department. It has been assumed that the company has been planning to conduct a proper training session for the employees of One Pound Emporium. Therefore, it is no doubt to say that the company must monitor as well as assess the training requirements of the employees of the organization at different levels as well as different departments. In order to conduct the training session, the HR department is required to design the training session depending on the requirements of the employees of the One Pound Emporium. II. Generic Competencies- Customer Facing Store Staff In this part, it is important to mention the framework for the employees of the organization who face the customers in the stores. From the Employee Perspective From the Company Perspective The employees are required to provide ongoing direction as well as support to the staffs of the company The company is required to prepare proper job description and the role specification The managers and the trainers must take initiatives to provide direction (BPP Learning Media 2010) One Pound Opium is required to identify the requirement and the necessity of the individual training The senior managers of the company are required to motivate the staffs, so that they can give best effort for providing service to the customers in One Pound Emporium The senior managers are required to develop the communication system in order to enhance the company growth (Boxall and Purcell 2011) It is important for the company to ensure through the framework that company meets the standards Apart from that, it is highly important to develop the salary scale as well as the compensation package and the personnel management procedure At first, the HR department of the company is required to look at the Finance and the Accounting Department of the company. In this case, the training requirement of the manager is different from that of the training requirements of the subordinates. Githens (2012) has stated in his work that the managers of the company are required to provide the training is such a way that they can achieve the goal of the organization. However, the subordinates of the organization must be conscious of the goals of the company and their major apprehension must be to provide the principle of the administration that does not require any major decision making concerns. After looking at this part, it is important for the HR of the company to look at the Marketing department of the company and in this part, the company must provide training to the managers so that they become effective team leaders as well as efficient decision makers (Gold, Rodgers and Smith 2013). The company is required to give proper training to the subordinates, so that they become highly effective in executing the decisions of the management of the organization. At last the HR of the company is required to plan the training session in such a manner that the managers of the company can be become effective decision maker. Clarke (2012) has said that the production experts must be given training so that they become highly innovative as well as efficient to do the production work at the best level. Moreover, the HR of the company is required to design the training program for the employees as well, so that they can easily comply with the regulations of demeanor of the department as well as play their workers role (Jackson, Ones and Dilchert 2012). Therefore, at the conclusion, it can be said that training is highly required for the different staffs of the company at different levels and the training session must not be the same. B. I. It can be said that the role of the government in providing training along with the development program and lifelong learning is highly important. The focusing contribution of the government in this perspective has been mentioned below. Generating a public norm: For the Government, it is easy to reach all and with the help of the various roles and means, the administration can commence a favorable process in order to produce a widespread civilization among the civic that will help them to instruct as well as build them up. (Kickul and Bacq 2012). Formulating a HR policy for all: It can be said that the Government can formulate an effective Human Resource Development Strategy for all the citizens as well as help them to enhance the potentiality of the citizens for achieving development (Marchington and Wilkinson 2012). Allocate Fund: The Government can easily provide funds for the Hyman Resource Development in the private sector as well as in the public sector. However, it has been found that the Governments around the world generally provide funds in order to train as well as develop the capacity of the state employees. As per the Government policy along with the requirement, they can give funds to the private sectors as well besides the Government sector (McGuire, Garavan and Dooley 2012). Properly promote Human Resource Development Study: The Government in different parts of the world can help training and development with the help of promoting Human Resource study for all the citizens of the country. However, it can be said that this can be done through incorporating an intense syllabus of the Human Resource Development in the National Curricula. The Government must make Human Resource Development an integral part of the national syllabus in different stages (Morris 2012). B. II. Creating a favorable work environment in comparison to the UK Public Sector Organization It can me mentioned that by providing a constructive work surroundings, the management can assist the citizens of the nation in development of overall potentiality and this can be done in several ways. One of the effective conducts can be passing a commandment holding the civil rights of the national employees along with strict chastisements for violations of any rules or norms in the workplace (Poell 2012). The company One Pound Emporium has the well-framed motto to serve the customers at the highest level and the early performance of the company was poor as compared to the other service sectors in UK. C. Competency can be described as the potentiality to accomplish any given work. Therefore, this ability demands some other qualifications as well that are precondition to complete the work effectively. Sambrook (2012) has mentioned some of the concepts of capability that can be understood from the below-mentioned sequences. 1. Apprentice: Those people who do not have any previous acquaintance. 2. Knowledgeable apprentice: Those people who have the principal knowledge of the occupation. 3. Practitioner: Those people who work with crucial understanding for a tumble time-frame. 4. Well-informed Practitioner: Those people who have congregated all the needed knowledge of the concerned matter, however, they are yet to arrive at the level of a professional expert (Scully-Russ 2012). 5. An Expert: Those people fall under this category are people who actually become proficient in the particular subject as well as the developed an in-built understanding of the subject or the job. It can be said that the movement of the company influences both the private and the public sector. Truss, Mankin and Kelliher (2012) have said that previously the knowledge of capability was not largely dispersed and with the passageway of time, it has become one of the matters of big concern. Moreover, the standards of competencies have become one of the common debate topics among the experts of the society. Specifically in the communal subdivision, the competencies of the community servant have become a significant substance of concern. It has been found that they advocated for thorough opposition for the jobs in the community sector as well as the strong instruction programs in order to make them comparatively more competent for the job (Werner and DeSimone 2012). Wilson and Wilson (2012) have explained in his work that in order to maintain competitive recompense, the personal sector has readily established a high capability average and for this specific cause, they have been offering extremely large remuneration figures for the capable persons of the organization. On the contrary to this specific situation it has been found that the at the time recession, the standards of competency was largely used in favor of the corporation against several proficient workers of the organization who lost their jobs in the low-competency customary grounds (Yawson 2012). D. It has been found that the lifelong learning has several positive outcomes for the individuals along with the communities and the economy (Beardwell and Claydon 2010). If this is seen from the personal level, participation in the learning activities has been shown in order to improve life satisfaction. In this regard, Department of Health and Department of Education and Skill play major roles in improving lifelong learning and training for the UK workforce development. Werner and DeSimone (2012) have found some services that are provided by the agencies to the privately owned organizations and these have been mentioned here. The agencies provide business to the eager and the needy ones. They give skills for the overall business network by the sector skills council They arrange funds as well as planning education for those people who are over 16 years age category by the learning and skills council () These agencies create skilled workforce for the industry by the University of Industry These agencies try their best to ensure the good practice of work by the investors in the peoples standard () However, it can be said that these are some of the initiatives taken by the Government of the UK that helps the organization to get better of their jobs and ensure the commitment of the Government to help the private sectors from several angles (Truss, Mankin and Kelliher 2012). References Armstrong, M. (2009), A Handbook of Human Resource Practice Management, 11th ed. Kogan Page Beardwell, J and Claydon, T (2010), Human Resource Management A Contemporary Approach, 6th ed. Prentice Hall Boxall. P and Purcell, J. (2011), Strategy and Human Resource Management, 3rd ed. Palgrave Macmillan BPP Learning Media (2010), Human Resource Management, BPP BPP Learning Media (2013), Human Resources Development and Employee Relations, BPP Cameron, N. and Bogin, B., 2012. Human growth and development. Amsterdam: Academic Press. Carberry, R and Cross, C, (2015), Human Resources Development: A Concise Introduction, Palgrave Macmillan Clarke, N., 2012. Evaluating Leadership Training and Development: A Levels-of-Analysis Perspective. Human Resource Development Quarterly, 23(4), pp.441-460. Foot, M. And Hook, C. (2008), Introducing Human Resource Management, 5th ed. FT/Prentice Hall Githens, R., 2012. Organization Change and Social Organizing Strategies: Employee-Initiated Organization Development. Human Resource Development Quarterly, 23(4), pp.487-518. Gold, J., Rodgers, H. and Smith, V., 2013. What is the future for the human resource development professional? A UK perspective. Human Resource Development International, 6(4), pp.437-455. Jackson, S., Ones, D. and Dilchert, S., 2012. Managing human resources for environmental sustainability. San Francisco: Jossey-Bass. Kickul, J. and Bacq, S., 2012. Patterns in social entrepreneurship research. Cheltenham, Glos, UK: Edward Elgar. Marchington, M. and Wilkinson, A., 2012. Human resource management at work. London: Chartered Institute of Personnel and Development. McGuire, D., Garavan, T. and Dooley, L., 2012. Fundamentals of human resource development. Los Angeles: SAGE. Morris, M., 2012. Unleashing Human Expertise Through Work/Life Initiatives. Human Resource Development Quarterly, 23(4), pp.427-439. Poell, R., 2012. Organizing human resource development: towards a dynamic network approach. Human Resource Development International, 15(5), pp.525-528. Sambrook, S., 2012. Human and resource development is hard. Human Resource Development International, 15(2), pp.135-139. Scully-Russ, E., 2012. Human resource development and sustainability: beyond sustainable organizations. Human Resource Development International, 15(4), pp.399-415. Taylor, S. (2010), Resourcing and Talent Management, 5th ed. CIPD Torrington, D., Taylor, S. And Hall, L. (2011), Human Resource Management, 8th ed. FT/Prentice Hall Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management. Oxford: Oxford University Press. Werner, J. and DeSimone, R., 2012. Human resource development. Mason, OH: South-Western. Wilson, J. and Wilson, J., 2012. International human resource development. London: Kogan Page. Wilton, N. (2011), An Introduction to Human Resource Management, Sage Publications Yawson, R., 2012. Leadership and management development: developing tomorrow's managers. Human Resource Development International, 15(1), pp.131-134.

Trade Secrets Essays - Intellectual Property Law, Secrecy

Trade Secrets This country's economy thrives on its trade secrets and without them the economy would lack its competitive edge and economic value. The trade secret laws date back to Roman law which punished a person who forced another person to reveal secrets relating to his master's commercial affairs. The current trade secret laws evolved in England during the Industrial Revolution and the first reported trade secret case in the United States was Vickery versus Welch in 1837. In 1979 the National Conference of Commissioners of Uniform State Law imposed the Uniform Trade Secrets Act which has now been adopted by a majority of the states. In previous years these laws have been modified to meet the needs of our growing technological society by incorporating such things as the Invention and Nondisclosure Agreement and intellectual property laws. Trade secret laws protect a company's information that is not publicly known therefore allowing a competitive and economic edge over their competition. Intellectual property violations fall under the trade secret laws which are used to determine if a company or individual has compromised any information of another company or individual. The issue of ownership of intellectual property is not only a legal issue but also an ethical issue that engineers face in their careers. In the case of Vermont Microsystems, Inc. (VMI) versus Autodesk, Inc. the court determined that Autodesk violated the trade secret laws despite the warnings by VMI. In doing this they not only compromised themselves legally and economically but also ethically. Otto Berkes developed a Display List Driver while working for VMI. After completing that project he took a position at Autodesk in the fall of 1991. At that time the president of VMI sent a letter to Autodesk warning that Autodesk should be careful because Berkes was privy to VMI's trade secrets. However, in March of 1992, Berkes lobbied the management of Autodesk to include the display list driver in R12 windows. He then became directly involved in working on the specifications for a prototype of the display list driver. In designing this prototype he used two algorithms, the triangle shading algorithm and the BPS algorithm, that he had developed while working for VMI. Soon after, VMI learned Berkes was working on the development of the display list driver for Autodesk. VMI once again warned Autodesk, via a written notification, that they were at risk of trade secret violation. In October 1992, Autodesk and VMI met to attempt to resolve their differences. VMI offered to transfer all technology to Autodesk for 25.5 million dollars. After receiving VMI's proposal Autodesk considered proposals from other company's in order to replace the display list driver Berkes had developed. Autodesk rejected all proposals including the offer made by VMI and apparently for economic reasons decided to go ahead and ship their current version of the display list driver despite the ethical and legal ramifications. The issue the court had to determine was whether or not trade secret misappropriation occurred. It was VMI's responsibility to prove to the court that a trade secret misappropriation had occurred. In complying with these laws, VMI submitted evidence of eleven instances of trade secret misappropriation. The first instance was the issue of the overall architecture. The courts felt that VMI's next eight instances were incorporated into that of the first instance. In comparing Autodesk and VMI's architecture the variables, parameters, structures, and implementation of management functions of the two software programs were almost, if not, identical. The add-on software that Berkes designed, for both Autodesk and VMI, included the same functions and tools. Everything from the management of bounding boxes to the location of entities was identical. There were such similarities between the design of both company's products that the courts could not help but rule that Autodesk had violated the trade secret laws for the first instance. The last two instances of trade secret misappropriation were the triangle shading and BPS algorithms. The triangle shading algorithm was so close to that of VMI's that one expert witness reported that "the resemblance goes right down to the names of variables, names of macros, and even many of the comments. Another pronounced the algorithms ?identical'" (United State District Court for the District of Vermont 1996, 8). Concerning the BPS algorithm, Berkes filed a counterclaim against VMI, claiming that he was entitled to use BPS algorithm even if VMI has the same technology. He argued that he had developed the software on his own time and was therefore entitled to use it as he pleased. It can be argued that an employee has the right

Business Skills in travel and tourism Essay Example

Business Skills in travel and tourism Essay Example Business Skills in travel and tourism Essay Business Skills in travel and tourism Essay Scenario: you have just finished school and are now working as a travel agency. The agencies manager has decided to create a handbook on financial and administrative procedures. As you have just received training and have the skills to design the booklet. Task 1 Produce a word processed booklet which describes the administrative and finical procedures. Set out your booklet in 3 sections The administrative procedures used to process sales Enquire forms It is important that for the organisation to record every enquiry so that it can be followed up, to try to convert the enquiry into a sale. The organisation needs to record some customer details. This can be done either on a standardised form or on a computer. Booking Form Booking forms is when a customer books a product or service, this information also needs to be recorded. You would have to record the customers details and the details of the product that the customers booked. A copy of this information needs to be given to the customer so that he or she knows what has been paid for and to give the customer peace of mind Invoices Invoices must be sent out with every item that has been bought on credit. This is done because the customer has to nave a statement of how much he/she has paid for the product and the balance which is owed to be paid. An invoke should include all the details of the product or services that are being purchased as well as a statement of the account to date and amounts received. Confirmations Confirmations are sent out to verify any information or payments that have been arriving. This confirmation supply two purposes * It informs the customer that payments have been received. * It provides a record of incoming monies for the customers file. Customer Files Every customer must have an individual private file, which should be set out on a computerised record The information on it must be kept up to date at all times. Letters Most organisations will have a standard letters which will deal with discrepancies. The advantage of having standardized letters is that all staff within the organisation will know what the letter says It will also have on time confusion. How to deal with discrepancies and inaccuracies Incorrect details on a booking form * To deal with this problem the customer would have to complete a new booking form as soon as possible. The employer must cancel the mistaken one from the record and add the new one with everything up to date. The employer must inform the organisation of where they have booked of this incident. Incorrect price on an invoice This is a major problem because you can end up paying extra money that you didnt need to pay for. To deal with this you would have to send a letter to the customer explaining what has happened, and also over charging would signify that you must refund monies to the customer. Incorrect address on a customer file * Since there are many different ways of communication used today, it would be doable to telephone or email the client to get their correct address and details. The Financial procedures used to process sales * Payment methods accepted (debit cards, credit cards, travellers cheques and cash). The benefits of each one of the organisation and to customers Travellers cheques This is used to gain foreign money. You can buy the cheques in different currency. Travellers cheques can only be redeemed for money with identification and the signature of the person who originally signed travellers cheques when it was purchased. Cash- cash is easier because youre paying straight up with simple cash with the right amount or not with change given Debit cards ; Credit cards are very much the same; you can make simple and quick purchase on the card with just one swipe and your pin number, there is certain amount of money on the card which will come up o the computer once you insert the card and enter your pin to check if you do have enough for you to purchase your item. When and how Invoices are issued Invoices are set to customers each time they have purchased an item, invoices are given out to customers to ensure that they are aware of what they have bought and how much they bought it for and how much they have left to pay. Invoices are giving on a piece of paper with all the details needed. Payment procedures Deposits- this is the first payment made towards your purchase, some deposits are not likely to be refundable depending of the organisation. Balance- this is the remainder that the customer needs to pay for their purchase Balance date- this is the due date when the money must be received by. This can be staggered. Full amount- this payment has to be made in order for the product or service to be taken in. How transactions are carried out This should be a process which is routine and has a logical approach Step one- you need to establish which technique the customer wants to use to pay and weather the company accepts that technique. Step two- A receptionist should be issued to the customer as a record that payment has been made. Step three- complete appropriate financial documentation, you need to ensure that the customer file is kept up to date and that the account reflects this. How to deal with discrepancies and inaccuracies Declined card ; returned cheques Debit or credit card payments will be declined if the credit limit is over beyond or if there is no fund in the account of the card. If the customers card has been refused you must ask the customer to pay by another method. If a cheque has been refused from a bank, you need to contact the customer to inform them that the cheque has been rejected and that they must use another method of payment. * This must be done in writing, so that you have a written copy of the customers file.

4 interview mistakes youre making in the first ten minutes

4 interview mistakes youre making in the first ten minutes By: Biron Clark Most employers spend days or even weeks deciding if they want to hire you, but it only takes them a few seconds to rule you out. As an Executive Recruiter, I’ve seen first-hand some crucial missteps from interviewees that have cost them the job.Here are four overlooked interview mistakes that are costing you job offers in the first 10 minutes of your interview.You’re trying to decide mid-interview if you want the jobYou should have one goal in your interview – sell yourself and get invited to the next round in the process. Here’s where many job seekers go wrong: They start trying to decide if they want the job while also trying to sell them self and impress the interviewer.You can gather facts and ask questions to find out about the role (in fact you absolutely should), but never try to decide mid-interview if you’re interested or not. You’ll be distracted and won’t sell yourself as effectively.I’ve seen this hap pen over and over as a Recruiter with the people I’ve coached and helped.For example, you might hear something that worries you about the job, and your energy level will drop. You might stop trying to impress them. Later in the interview, you might hear  a few great things and decide you are interested, but it’s too late – you didn’t seem excited about most of the interview and they’re not going to invite you to continue.It’s better to get invited to continue interviewing at companies you’re not interested in than lose a single job offer you wanted because of this mistake. Wait until you’re home to decide whether you are interested in their job.You don’t seem confidentPeople gather a first impression visually before anything else. Within the first one or two seconds of seeing you, the interviewer is judging you – even if they don’t realize it. By the time you’ve followed them down the hallway and s at down with them, they’ve already gathered a strong impression of you – whether it’s positive or negative.This is the importance of a good handshake, posture and overall body language.This isn’t something you can turn on-and-off at will; especially when you’re tense and nervous in an interview. So start thinking about body language in everyday conversations to prepare for your interviews. Try to keep your shoulders back and your head up straight. When you sit down, avoid tapping your hands or feet or doing anything else that will distract the interviewer. Practice maintaining eye contact before your interview too, especially while talking (most people find it easy to hold eye contact while listening, but much more difficult while talking).Finally, make sure to show confidence in your abilities and your expertise when answering their questions.You’re the expert in your field of work. If not, why would they hire you?So show them you have grea t ideas to contribute and are ready to make an impact and use what you know to help them. This is what top employers look for.You’re worrying if the interviewer likes you or notPeople ask me all the time, â€Å"how will I know if my interview is going well?† Here’s what I tell them: Don’t try.Always assume it’s going well and the company is interested in you. If you start to worry, you’ll lose confidence and then you will do badly (even if you were doing fine before). Some interviewers are friendly to everyone, even if they have no interest in hiring you. Other interviewers show little or no emotion even if they think you’re the perfect fit for them.So stop worrying, and just assume you’re giving great answers from start to finish. It’ll be one less thing to worry about and will make your answers come out better.You didn’t ask enough questionsNow, you might be thinking, â€Å"hold on, Biron. I thought this articl e was about the first 10 minutes of the interview. I’m supposed to ask my questions at the end, right?†That’s correct, but you should also ask questions throughout the interview.Asking questions and gathering information shows them you’re confident in your ability to find a job, and picky about which employer you choose to work for (both good things!) So you want to mix questions into the conversation naturally, rather than waiting for them to invite you to do it. The simplest way to do this is to end some of your answers with a question directed back at them.Here’s an example of how this might look:Interviewer: â€Å"Why do you think you’re a good fit for this job?†You: â€Å"Well, my biggest strength is in financial reporting, and from the job description, it seems like that’s an area you need help with right now. Is that right? And if so, can you tell me a little more about the team’s needs?†Interviewer: â€Å" Yes, that’s right. Our biggest expert just retired and we don’t have enough people to do the work. We also need to make our reporting processes far more efficient.†You: â€Å"Very interesting! My last company actually had a pretty inefficient reporting process when I joined three years ago and I worked with them to improve it. Do you have a sense of where the process can be improved most?†This creates a natural dialogue where you can share your knowledge and start to be seen as an expert. You don’t need to do this with every question, but try to do it once within the first 10 minutes, and two or three times in each interview.If you follow the advice above, you’ll stick in employers’ minds and make them much more likely to hire you.  About the author: Biron is a career advice author, Founder of CareerSidekick.com, and former Executive Recruiter for more than 40 companies, including venture-funded tech startups  and Fortune 500 compa nies across the US and Europe.