Intros and Conclusions - Open with a Quotation

In the Overarching Themes section, we touched on some of the purposes of the introduction and conclusion. Specifically, we discussed how an introduction can orient the reader to the ideas the essay will undertake, and, more briefly, how the conclusion could be useful in synthesizing those ideas. At that point, we were most concerned about coherence of your essays structure.In this section, our purpose becomes slightly narrower for the introduction and broader for the conclusion. That is, having covered one of the two major aspects of the introduction already, we will now focus on the other: how to draw the reader in. On the other hand, since we have not yet covered the conclusion in depth, we will focus here on defining its purpose and offering tips on how to achieve that purpose. Extra: Opening With A QuotationAnother example of a potential mistake is the urge to begin with a quote. Were more interested in what you have to say than in what youve found that some famous person or writ er has to say.  Ã¢â‚¬â€ Admissions Officer, Harvard Law SchoolThere is no approach more hackneyed than opening with a quotation. The ones we see at are almost always just marginally clever expressions of the most obvious lessons about hard work, persistence, and fulfilling ones dreams—often barely relevant to the rest of the essay. Occasionally someone will find a quote thats worth a pause, but even then the reader will not be impressed. The very sight of quotation marks at the beginning of your essay might elicit a cringe or sigh.The admissions committee wants to know what you have to say. If you find some fascinating quotation by another person, using it wont make your case for admission any more compelling. In fact, an impatient reader might simply write you off as unoriginal. Neither does quoting a philosopher or Shakespeare make you appear well read, because anyone can consult Bartletts Familiar Quotations to find something that sounds smart.Finally, even quoting you r grandmother or some other wise relative has been done too many times. This is not to say that you shouldnt use dialogue if youre describing a particular episode, but anything that sounds like an aphorism is only going to add triteness to your essay—no matter how perfectly your life illustrates that theme.Next:  Introductions

A Lesson Before Dying1 essays

A Lesson Before Dying1 essays Grant Wiggins' life crises were the center of the story. Although he was supposed to make Jefferson into a man, he himself became more of one as a result. Not to say that Jefferson was not in any way transformed from the "hog" he was into an actual man, but I believe this story was really written about Mr. Wiggins. Mr. Wiggins improved as a person greatly in this book, and that helped his relationships with other people for the most part. At the start of the book, he more or less hated Jefferson, but after a while he became his friend and probably the only person Jefferson felt he could trust. The turning point in their relationship was the one visit in which Jefferson told Mr. Wiggins that he wanted a gallon of ice cream, and that he never had enough ice cream in his whole life. At that point Jefferson confided something in Mr. Wiggins, something that I didn't see Jefferson doing often at all in this book. "I saw a slight smile come to his face, and it was not a bitter smile. Not bitter at all"; this is the first instance in which Jefferson breaks his somber barrier and shows emotions. At that point he became a man, not a hog. As far as the story tells, he never showed any sort of emotion before the shooting or after up until that point. A hog can't show emotions, but a man can. There is the epiphany of the story, where Mr. Wiggins realizes that the purpose of life is to help make the world a better place, and at that time he no longer minds visiting Jefferson and begins becoming his friend. Mr. Wiggins' relationship with his Aunt declined in this story, although it was never very strong. His Aunt treated him like he should be a hog and always obey, yet she wanted him to make a hog into a man. His Aunt was not a very nice person, she would only show kindness towards people who shared many of her views, and therefore was probably a very hard person to get along with. ...

ESL Beginner Reading Comprehension

ESL Beginner Reading Comprehension This dialogue involves an interview in which a customer speaks about what brands she likes the best. When comparing two brands use the comparative form, but when speaking about many brands use the superlative form to discuss which brand is best or worst. Teachers can use this lesson on the comparative and superlative forms to help practice the form. Practice using this dialogue and then have your own discussions about which types of products you like best. An Interview at the Shopping Mall Interviewer: Good evening, I hope you dont mind answering a few questions. Alice: How long will it take? Interviewer: Just a few questions.​ Alice: I guess I can manage to answer a few questions. Go ahead. Interviewer: Id like to ask your opinion about consumer electronics. As far as consumer electronics is concerned, which is the most reliable brand? Alice: Id say that Samsung is the most reliable brand. Interviewer: Which brand is the most expensive? Alice: Well, Samsung is also the most expensive brand. I guess thats why its the best. Interviewer: Which brand do you think is the worst? Alice: I think LG is the worst. I really cant remember using any of their products that I liked. Interviewer: And which brand is the most popular with young people? Alice: Thats a difficult one to answer for me. I think that Sony is probably the most popular with young people. Interviewer: One last question, Have you tried using any HP products? Alice: No, I havent. Are they good? Interviewer: I enjoy using them. But I didnt stop you to tell you what I think. Thank you for your time. Alice: Not at all. More Dialogue Practice - Includes level and target structures/language functions for each dialogue.

Myers and Sadaghiani Essay Example | Topics and Well Written Essays - 250 words

Myers and Sadaghiani - Essay Example t have been made by the author in the journal article are that the Millennials in the workforce are more motivated to work on tasks that are meaningful in nature and are essential for the attainment of organization’s aims and objectives. The second interesting point that the authors have made is that Millennials expect that they are provide with timely, continuous as well as constructive feedback which their managers and older coworkers might believe is unnecessary and time consuming. I agree with both the points made by the authors of the research article. I agree with the first point because any individual, whether young or old would be more motivated to work in those positions and on those tasks that are considered as significant by the organization and others. If they do not perceive that their work is of significance to others, they may feel that they are being used for work that is not necessary for the success of the organization and may end up being dissatisfied with that work. I agree that Millennials require timely, continuous and constructive feedback because they have recently graduated or joined the workforce and they require feedback in order to ensure that they are performing well on their tasks. Feedback and task significance are two important elements of job design that cause satisfaction among employees (Parikh, 2010). Myers, K. K., & Sadaghiani, K. (January 01, 2010). Millennials in the Workplace: A Communication Perspective on Millennials Organizational Relationships and Performance. Journal of Business and Psychology, 25, 2,

Video from TED Talks Movie Review Example | Topics and Well Written Essays - 250 words

Video from TED Talks - Movie Review Example In order to meet the required energy levels to sustain such a trip, it is critical to have a reliable source of energy. Over and above that, the chosen source of energy must have adequate capacity to propel the aircraft without taking high risks that threaten life. It is interesting to have an environmental enthusiast like Bertrand Piccard. However, his project will take long to make a difference as far as use of fossil fuels is concerned. Today, flying has increasingly become commercialized. Airlines have invested billions of dollars in air transport, an area in which Bertrand Piccard is far from proposing a reliable solution. As he speaks, Bertrand Piccard has invested significantly in the project. The project only accounts for a couple of people as Bertrand Piccard plans to fly around the world. While Bertrand Piccard might actually fly around the world in a solar-powered aircraft, his arguments or propositions will probably take ages to be adopted. There are diverse and dynamic resource criticalities that would have to be addressed before such an ambitious project is commercialized for public use. Bertrand Piccard’s approach to environmental sustainability, however, is highly

Genetically modified foods Essay Example for Free

Genetically modified foods Essay What are bioengineered foods? Bioengineered foods are plants created for human and animal consumption using the latest molecular biology techniques. Bioengineered foods have been enhanced in a laboratory to desire traits like, resistance to herbicides and improved nutrition. By bioengineering foods you can create plants with the desired trait very rapidly. The advantages of bioengineered foods is that they are pest resistances, disease resistance, able to with stand cold weather, drought tolerance, and nutrition. Farmers lose crops every year due to insects, farmers use pesticide to kill these bugs and to keep them from eating the crops. Bioengineered foods help to reduce or eliminate the use of pesticides. Scientist are working on a gene strain to inject into the crops to help them withstand diseases that can harm the crop and make it uneatable for the consumer. A gene from cold water fish has been injected into sensitive plants like potatoes and tobacco to withstand the cold weather. The drought tolerance gene will help farmers to grow crops in soil that crops would not be able to grow in. The nutrition gene is ejected into the plants or crops to enhance nutritional value. Some examples of bioengineered foods are tomatoes, potatoes, squash, corn, and soybens. All these foods have been genetically altered in some way. The reason for these foods to be genetically altered is to make them taste better, and to have more nutritional value. Scientists have created many bioengineered foods and are working on many more foods. The pros of bioengineered foods seem to back up the good in creating bioengineered foods. The first pro is eliminating the foods ability to cause an allergic reaction. Which allows people who would have an allergic reaction by eating these certain foods to not have one. Another pro in creating bioengineered foods is that the plants grow faster than growing them in a traditional way. Also bioengineered foods cost less to produce than non bioengineered foods, this is because people do not have to spray the plant with chemicals to protect it. The cons of bioengineered foods should make people think about ingesting them. The most dangerous issue of ingesting bioengineered foods is that the food can have a harmful effect on the human body. According to some experts people ingesting bioengineered foods have a high risk of developing cancer. There is not much known about the long term effects on people and health risks are unknown. Also pollen from the fields of bioengineered food can spread to fields that do not contain bioengineered foods and contaminate the non bioengineered foods. In conclusion bioengineered foods are beneficial in most ways for human consumption. Bioengineered foods are beneficial in ways like more nutrients, food grows faster and food taste better. Also you do not have to spray these crops with pesticides because they are pest resistance. bioengineered foods are bad for human consumption in ways like causing cancer, and not knowing the long term effects on the human body. All and all its is up to the consumer, whether or not to purchase and consume bioengineered foods.

Bouncers Contextualising the Play Essay examples -- English Literature

Bouncers Contextualising the Play John Godber was born the son of a miner in Upton, West Yorkshire in 1956. He became a very successful playwright with popular plays such as ‘On the Piste’ and ‘Up n’ Under’ and TV shows like Grange Hill and Brookside. He is known most for his comedy but he has shown in a number of his productions that he includes seriousness alongside comedy for optimum effect. His plays are performed all over the world and have won many awards including five at the Edinburgh fringe festival. However, for some, Bouncer’s is regarded as Godber’s finest work. The inspiration of which came from a club called Kiko’s in Pontefract- it had the added bonus of having fake palm trees on the dance floor! As a political play, we see Bouncers as being quite prominent in that it was published whilst the famed ‘drinking culture’ of Britain was being hyped up to an unprecedented level. Obviously, like nowadays, the government wanted to stamp out what was a big problem. Godber’s comedy in the play exposes a much more profound subject whilst also showing the stereotypical nature of what the youth of the day did. In the lads, the girls and the bouncers Godber tries to convey that these characters are typical of Britain. He shows the funny side of the way in which young people act whilst also unearthing a more sinister subject in suggesting that drink is changing the nation. We see it in all of the characters. For example, the lads were talking amongst themselves very nicely before they go, however, once they leave, a fight breaks out in the club when they have had a little too much to drink. This is typical of the time and many people were actually getting killed because of serious over drinking or get... ...etting drunk regularly in the public eye. Whilst we see people like these have an effect on teens today, in Godber’s time he would have seen the beginning of the problems snowball throughout his life. You can only address the problem like Godber has done and bring it further into the limelight; you can’t stop it with one play. For me, the play is probably even more prominent today than for any other generation beforehand. The problem has really come to a cross roads at which we need to deal with it properly. As Godber shows in the play, it is not really the fact that they get so drunk and out of control, it is the fact that they go out there for the soul reason to get really drunk. He shows us that in order to get rid of the problem, you need to firstly address the way in which people think of alcohol before seeing the next generations outlook’s change.

Assignment: Leadership and Cost Company Essay

COST Company tried their best to grasp the sophisticated technology, thus the COST Company used highly to training the professionals, like the geologists, geophysicists, and the engineers. The COST Company also trained the skilled and semiskilled labor that run the company’s field operations. On the other hand the professional labor and the skilled labor, the two groups always occurs the clashed. As Martin Bouchard as the present and CEO in the COST Company, and his top goals was to introduce teams as a way of solving the morale and productivity problems at the company’s Alberta field operations site. According to those problems the COST Company hired Algoma Howard, who is a First Nations descendant, to be success in solving teamwork. Howard invited Carlos Debrito as the leader worked for the Alberta pilot program, and Debrito is a long-time employee in the COST Company who was highly respect by the employees in the Alberta Office, and Debrito was looking for one final challenging project before his retiring. There are three functional groups at the Alberta site; they are â€Å"operations† group, the â€Å"below ground† group, and the â€Å"maintenance† group. The â€Å"operation† group included the hourly workers who operated and maintained the equipment; the â€Å"below ground† group, which are the professionals include the engineers, geologists and geophysicists; the â€Å"maintenance† group who are the employees always on call. As the Howard and Debrito were the leaders in the COST Company, they tried their best to solving the morale and productivity problems for the Alberta field operations site. The first step was the â€Å"fireside chats† which is to get the employees together, ask them to give several ideas to solve the problems. As many people join the â€Å"fireside chats† and almost every session came to fisticuffs until Debrito announced someone needed to go out. Moreover, during the next session, Debrito and Howard established the â€Å"rules of engagement† which is better for them to organize. The next step for the Howard and Debrito is to introduce the official â€Å"problem busting† teams, which is the temporary team, and the team members are coming from each of the three functional areas and from various hierarchical levels, and each was assigned a team leader. Their aims are to help the COST Company solving the problems, and after they finishing the work, the team disbanded. Moreover, the problems what they addressed, which within certain cost guidelines and without the management approval. After this the COST Company identified the Colorado office as their next facility, Howard want to introduce her leadership of the cross-functional teams that was successful in the Alberta, however, the employees are all stressful in the Colorado. On the following paragraph, I will focus on what the Howard and Debrito did in the COST Company. 2. 0 Team development stages The role of Algoma Howard and Carlos Debrito in Alberta As we can see from the case, the COST Company hired Algoma Howard, who was the First Nations descendant. He tried his best to develop the teamwork program which is better for the COST Company to improve the productivity as well as the morale at the Calgary facility. Howard was success before by using the teams, he tried his best to bring the people together, and tried his best to coordinate the employees and everything, to let them understand one another’s problems and challenges, and coordinate their effort to achieve the organizational goals. Furthermore, his teamwork idea was success and was implementing at other COST locations after the pilot project. As we can see from the case, Carlos Debrito, he was a long-time COST employee who was highly respected by the other employees in the Alberta office. As he was a skilled and experienced employee, he was looking for a big final project before his retiring. Debrito has served in every possible line and staff position at the COST in his 26 years career timing. He is an experienced leader who knows the problems workers faced on both technical and business, thus Howard invited Debrito as a leader, who served for the Alberta pilot program. Therefore, as we can see the relationship from the Algoma Howard and Carlos Debrito in Alberta sites, Howard as the president in the Alberta pilot program, and Debrito as the leaders who served in every possible line and staff position at the Alberta pilot program. Thus we can say that Algoma Howard and Carlos Debrito are the leaders in the Alberta pilot program, who want to develop the teamwork in the Alberta sites. â€Å"Fireside chats† The first step what the Howard and Debrito decided was to get these different groups talking to each other and share the ideas together; this was the main purpose of the â€Å"fireside chats†. The chats were held in the cafeteria during the late afternoon, and the people who show up the chats have the free coffee/tea and some snake which were all bought by Howard and Debrito. Furthermore, the idea was to give the employees a chance to share the difficulties and unresolved problems in such relaxing time and relaxing places, if the employees get together and share the difficulties and the unresolved problems together, maybe they can solve the difficulties, or share the creativity ideas with the unresolved parts. Initially, there are only two people who attend the â€Å"fireside chats†, gradually, more and more people attended the meetings. At first, the early session was focused on the employees saw their needs, as well as the problems in working with other group. The disadvantage of the early session was that the sessions came to fisticuffs until Debrito announced that somebody had to go out, however, after this session, Howard and Debrito established the guidelines which are the rules of the engagement. Within the six months development, the â€Å"fireside chats† had involved lively problem-solving discussions focus on the three important groups. â€Å"Problem busting† The nest step for Howard and Debrito to introduce was the â€Å"problem busting† teams, which was the temporary team. The temporary team included the members who from each three functional areas as well as from various hierarchical levels, and which were assigned by the team leaders. The training by the team leader was including in team-building, shared-leadership, as well as the creative problems-solving techniques. The team was established for the solving the problems which from the â€Å"fireside chat†, after solving the problems, the teams were disbanded, furthermore, the CEO in the COST announced that the problems addressing by the â€Å"problem busting† team within the certain cost guidelines without seeking management approval. After a year and a half into the team-building program, the entire workforces in the Alberta were empowering to make their owner decisions as well as to select their own leaders. Team development â€Å"Team development creates a captivating atmosphere by encouraging co-operation, teamwork, interdependence and by building trust among team members. † (Motivating, Bonding & Aligning team, 2012) Actually the team goes through five stages of the team development, the each stage present its own challenge and in each stage, the leaders should adapt the challenging and developing the needs of the group. The team development has five stages, which are the forming stage, storming stage, norming stage, performing stage and adjourning stage. On the following paragraph I will talk about each stage, and I will combine the case together to analysis the each stage of the team development, and what the leaders need to do in the stage. First of all, I will show the graph, as we can see: Performing: Cooperation, problem solving Leaders: facilitates task accomplishment Performing: Cooperation, problem solving Leaders: facilitates task accomplishment Storming: Conflict, disagreement Leaders: encourage participation, surfaces differences Storming: Conflict, disagreement Leaders: encourage participation, surfaces differences Norming: Establishment of order and cohesion Leader: helps clarify team roles, norm, and values Norming: Establishment of order and cohesion Leader: helps clarify team roles, norm, and values Adjourning: Task completion Leaders: brings closure, signifies completion Adjourning: Task completion Leaders: brings closure, signifies completion Team development: Forming: Orientation, break the ice. Leaders: facilitates social interchanges Forming: Orientation, break the ice. Leaders: facilitates social interchanges The first stage is the forming stage, â€Å"during this stage, group members maybe anxious and adopt wait-and see attitude, they will be formal towards each other. There would be no clear idea of goals or expectations. Besides, they may not be sure why they are there† (Susan M. Heathfield, 2012) as we can see from the forming stage which is the orientation stage and the members in teams tried their best to getting the acquainted. The members in the team tried their best to know each other and for the friendship possibilities as well as the task orientation. In the forming stage, the team leaders provide time and place for the members to understand each other, to encourage them for the social discussions. The second stage which is storming stage, â€Å"during this stage, team members are eager to get going, conflict can arise as people tend to different ideas of how to accomplish goals. At this time, they notice differences rather than similarities. This leads to some members dropping out mentally physically. (Susan M. Heathfield, 2012) During the storming stage, the members in the team become more assertive in clarifying their roles, thus in this stage, there exist a lot of conflict and disagreement. The members in the team maybe disagree with teams’ goals; maybe disagree with the partners and so on. What the leaders need to do in this stage is to encourage the participation by each member. â€Å"Mem bers should propose ideas, dis agree with one another, and work through the uncertainties and conflicting perceptions about team tasks and goals† (Richard L. Daft, 2012) The third stage is norming stage, â€Å"this stage is when people begin to recognize ways in which they are alike. They realize that they are in this together. Hence, they tend to get more social and may forget their focus in favor of having a good time. This is the time to help with training if applicable. It becomes important to encourage them in order to feel comfortable with each other and with systems. Also, the group needs to stay focus on goal† (Susan M. Heathfield, 2012) As we can see from the norming stage, in this stage the conflict is resolved and the tem is getting harmony and unity emerge, and what the leaders need to do is to help clarifying the teams’ values and norms. The fourth stage is the performance stage, â€Å"this stage is when tea members are trained, competent, as well as able to do their own problem-solving. At this time, ways need to be looked t in order to challenge then as well as develop them. The team is mature now. The members understand their roles and responsibilities. † (Susan M. Heathfield, 2012) during this stage, it is emphasis on solving the problems and accomplishing the assigned task. Members are all committed to the teams’ mission, the members are coordinated with each other for the problems solving. During this stage, the leader should concentrate on the higher task performances. The last stage is the adjourning stage, in this stage we can see that the team has limited task to perform and disbanded eventually. In this stage, it is emphasis on the wrapping up and gearing down. The members in this stage feel heighted emotionality, strong cohesiveness and regret for the teams’ disbandment. During this stage, the leaders should signify the team has disbanded. Combine the COST Company’s case According to the case we can see that the Howard and the Debrito are the leaders in the Alberta pilot program. As we can see that the Howard and Debrito established the â€Å"fireside chats† which is open for the employees, and it is the optional meetings provide for the employees and to getting the acquainted, and to get the different groups together to share the ideas, this is the idea for the â€Å"fireside chats†, and the fireside chats was established in the cafeteria which provide the free coffee, tea and snake for the employees. First of all, the only people who showed up the meeting were the couple of engineers. Thus Debrito and Howards go to a small talk with the couple of the engineers, thus we can see that the first day of meeting was the forming stage of the team development. After the first meeting, the words spread, and gradually, many people attended the meetings, thus the early sessions focused on talking about the each group’s needs, and the problems in other groups. This is also the forming stage in the team development, however, during the one session, there exist the fisticuffs during the meeting, the fisticuffs stopped until the Debrito announced that someone need to get out, therefore, we can see that the â€Å"fireside chat† became the storming stage in the team development which the team occurring the conflict for each other. Furthermore, during the next session, Debrito and Howard establish the â€Å"rules of engagement† which is the guidelines to avoid such conflicts happened in the meeting again, thus we can see that the stage is the norming stage, which is for the leaders to solve the conflict and let them form the norms as well as the values in the company. As we can see that the next step for the Howard and Debrito is to establish the â€Å"problem busting† team which is the temporary teams for solving the problems which was unsolved in the â€Å"fireside chats†, thus we can see that the team was in the performance stage, which is the cooperation, and for the problems solving. Finally, the operation workers suggested that the team members should get rid of the weekly sessions and they could focus on their job, and limited problems for solving. Thus we can see the program already in the last stage which is adjourning stage; the team is facing the disbanded. 3. 0 member roles and leadership approach Member roles In the team there are two types of roles one is task specialist and the other is the socio- emotional, the two roles are different, they focus on different part. First of all we can see that the specialist role in the team which is focus on the task accomplishment by the human needs. On the other hand, we can see that socio-emotional role in a team which is focus on the people’s emotion needs. Task specialist is an employee who is assigned to the development of valid and reliable tasks for other people working for one and the same organization. † (Glossary, 2012) as we can see that the task specialist who focus on the task accomplishment over the people’s needs, thus the â€Å"task specialist knows and understand task management standard, performance measure, and assessment practices required for identifying and developing tasks descriptions and for use by dedicated human resources† (Glossary, 2012) there are several behaviors which display the task specialist. First of all, the task specialists are the persons who always propose the new solutions for solving the team problems, which is so called initiate ideas. Secondly, the task specialists are the persons who provide the opinions on the task accomplishment, also give the fair chances to others’ suggestions. Thirdly, the task specialists are the persons who always seeking the information which is asking for the task-reverent facts. Fourthly, the task specialists are the persons who get a various ideas of the problems at hand, and summary them together, that is so called summarize. Last but not at least, the task specialists are the persons who encourage the team into action when the teams’ interest dropped. â€Å"Socio-emotional is a process that consists of variations that occur in an individual’s personality, emotions and relationships with others during one’s lifetime; Socio-emotional role team members devote their time and nergy to supporting the emotional needs of team members and to maintaining the team as a social unit† (Santrock, 2007) the people who adopt the socio-emotional role are the person who support the team members’ needs over the task accomplishment. There are several behaviors which are for the socio-emotional display. First of all, the socio-emotional roles are the persons who are warm and well to receipt the others’ ideas, and also forth others to m ake the contribution for the team. Secondly, the socio-emotional roles are the persons who are well for harmonize the groups’ conflict, as well as help the teams to achieve the agreement. Thirdly, the socio-emotional roles are the persons who help the team reduce the tension; they help the team to reduce the tensional environment, like telling the jokes. Fourthly, the socio-emotional roles are the persons who always go along with the team, and always agree the team members’ ideas, that’s we called follow. Last but not at least, the socio-emotional roles are the persons who always shift their own opinions which are better for maintain the teams’ harmony. In the COST Company’s case (Carlos Debrito) As we can see from the COST Company’s case, Carlos Debrito who is a long-time COST employee who is highly respected by the employees in the Alberta office and he was also looking for the final project before his retiring and Algoma Howard invited the Debrito as a leader for the Alberta pilot program. Debrito did a lot of things to help the Howard to achieve the goals, as far as I am concerned, Carlos Debrito displays the task specialist as well as the socio-emotional roles. As we can see from the case, that Debrito tried his best to help the Howard to achieve the goals which is to solving the morale as well as the problems of productivity. Thus Debrito established the â€Å"fireside chats† and also established the â€Å"problem busting† team, which helped the Company to achieve its goals, according to this situation; we can see that Debrito is the task specialist, who help the team to realize the task accomplishment, and he always proposed the solutions which is â€Å"fireside chats† and â€Å"problem busting† team, to help the team solve the problems. Furthermore, he always was seeking the information for the relevant task which is better for the team to solving the problems, and Debrito always encourage his members when their interests are dropped. Moreover, we can see that after the â€Å"fireside chats†, we can see that Debrito always helped the team to summarize the relevant ideas and summarize the perspectives for the organization. On the other hand, we can see form the case that, Debrito displays the socio-emotional roles in the team, and he supports the team members’ emotional needs. As we can see from the case, that Debrito find several ways for the team to solve the conflict between the labor and the professionals, moreover, Debrito tried his best to make the compromise which shift his opinions to maintain the harmony of the team. Thus we can say that Debrito display both task specialist roles as well as the socio-emotional roles, Debrito not only achieve the organizational goals, but also do a lot of things to consider the team members’ emotional needs. Leadership approach â€Å"participative leadership is a style of leadership that involves all members of a team in identifying essential goals and developing procedures or strategies for reach those goals† (wiseGEEK, 2012)as we can see that the participative leadership which is the leadership approach required all the members join the team to solving the problems as well as making the decisions together. As we can see from the COST Company’s case, which the Algoma Howard and the Carlos Debrito tried their best to achieve their goals. The goals of the COST Company are to solving the morale as well as to solving the productivity problems. Thus Howard and Debrito established the â€Å"fireside chats†, which is for the optimal meeting provided for the employees to understand them each other. At the first time, there are only two people join the meeting, Howard and Debrito established a small chatting with them and talk to them. After the first meeting finished many people know the meeting and want to join the meeting, thus gradually many people join the meeting, and the meeting becoming very important in a team. As we can see that the meetings are very important in the organization, and many people join the meetings. Furthermore, we can see that during the meeting many team members share the ideas each other, and talk to each other with the departments’ needs, making the decisions together, and solving the problems together. During this process we can see that the leaders using the participative leadership approach to help the organization to achieve their goals. Situational leadership is a leadership style that has been developed and studied by Kenneth Blanchard and Paul Hersey. The situational leadership refers to when the leader or manager of an organization must adjust his style to fit the development level of the followers he is trying to influence. † (Small Business, 2012)As we can see th at the situational leadership approach is the leadership style which depends on the situation, it is focus on the situations as well as the development of the company and the members in the company As we can see from the COST Company case, in this case we can see that the Howard and Debrito using the â€Å"fireside chat† to help the employees understand each other as well as share the ideas for each other, however, when the â€Å"fireside chat† are famous in the organization, there exist some conflicts between the member, thus according to this situation, Debrito establishes the â€Å"rules of the engagement† which include the guidelines that to let the employees obey the rules for the meeting. Furthermore, during the â€Å"fireside chat† developing, Debrito established another team which is â€Å"problem busting† team. This team is established for solving the problems which discovered the in â€Å"fireside chat†, thus according to this situation we can see that leaders who is according to the situations of the organizational development. Furthermore, as we can see that, as the â€Å"fireside chat† developed, and after this the members find the information is limited to share and the employees have limited problems to share, according to this situation, the leaders reduce the frequency of the â€Å"fireside chat† times. Thus we can say that the leaders who is Howard and Debrito are using the situational leadership approach as well as the participative leadership approach, which ask the members to join the â€Å"fireside chat† and share the ideas each other, and the leaders also adjust the leadership style according to the development of the â€Å"fireside chat† as well as the members’ emotions. Do you agree the project will succeed or not? As far as I am concerned I disagree with Algoma Howard that just has a Carlos Debrito in the Colorado project. As we can see from the case, Carlos Debrito is the employee who worked in the Alberta office in the COST Company, and he is respected by the employees in the COST Company, as we can see from the case he served in every possible line and staff position at COST Company, thus he know the COST Company well, for the each possible line and the staff’s position. Furthermore, as we can see from the case, that he understand the problems what the staffs facing now, and the technical problems that the company facing now, thus he is an skilled as well as the experienced employees in the Alberta office in the COST Company. Furthermore, he worked 26 years old in the Alberta office in the COST Company, and he knows the COST Company well. Moreover, as we can see from the case, Howard invited Debrito as the leaders in the Alberta project, and during the project, he point many methods to help the organization to achieve the goals, as well as to help them solving the conflict between the labors and the professionals. Although Debrito know how to solve the problems during the Alberta offices, Debrito know how to solve the conflict between labors and professions, and he has ability, he has knowledge and he a skilled as well as experienced employees and leaders. When happened in the Colorado the situations are different, as Debrito worked just in the Alberta office, and he do many researches on the Alberta office, and although he understand the problems of the employees, but he do not know the details in the Colorado office, thus if Howard just has Debrito in the Colorado project, as far as I am concerned it is not enough. The best way for the Howard is to invite the leaders who understand the Colorado project well, and combine the leader with Debrito together to solving the problems and help the COST Company solving the problems as well as achieving the goals. . 0 Conclusion: work team effectiveness What is team effectiveness? â€Å"Team effectiveness refers to the system of getting people in a company or institution to work together effectively. The idea behind team effectiveness is that a group of people working together can achieve much more than if the individuals of the team were working on their own. † (WiseGEEK, 2012) As we ca n see that it is better for the company to achieve the team working effectiveness, if the companies make the team effectiveness, they can solve the problems effectively and they can achieve the goals effectively as well. There are several ways for the organization to testing their team effectiveness, on the following paragraph I will focus on the methods what to testing the team effectiveness as well as give some recommendations for the COST Company to develop their team effectiveness. First of all, is the right mix skill, â€Å"team effectiveness depends in part on bringing together people who have different skills that somehow complement each other. † (WiseGEEK, 2012) as we can see that it is important for the company to bringing all the skilled, experienced together in a team to help the company solving to problems as well as to help them achieving the goals. Thus as we can see from the COST Company, when the Howard became the CEO in the Alberta office, he invited Debrito as a leader in the Alterta’s project, and Alberta is the employee who respect by the employees and he is the skilled people and experienced people. Moreover, as far as I am concerned, the COST Company should invite more skilled and experienced people, who can help the COST Company solving the problems as well as to help them achieve the goals. The second is the right motivation, â€Å"team effectiveness is directly linked to the interest that the group has on the project. If the job is too easy or too difficult, or if the rewards for achieving the end result do not seem worth the effort, the team may end up working half-heartedly in the project. † (WiseGEEK, 2012) As we can see that the motivations are very important to the team, if the team leaders always do the motivations for the employees, the employees will worked well and will help the organization solving the problems as well as to achieving the goals. Thus in the CSOT Company, the leaders in the organization should do a lot of things to do the motivations for the employees, make sure every employees are happy working in the organization, and to improve their working effectively. Last but not at least, â€Å"is the ability to solve conflicts without compromising the quality of the project, the team work has one major downfall. Sometimes groups end up making decisions they know are not in the best interest of the project, just so they can keep the process moving. Conflict is innate to any work done in group, and should be taken as part of the challenge rather than as something to be avoided by compromising. †(WiseGEEK, 2012) as we can see that if want make the team effectiveness, the organization has to solving the problems of conflict, as we can see from the COST Company, in Alberta project, the leaders tried their best to solving the conflict between the labors and the professionals. Moreover, as far as I am concerned, the team has to solve more conflict between the labors. All in all, the organization want to make the team effectiveness, they must organize the skilled person together, and to provide the motivation for the employees, moreover, to solve the conflict in the organization. If the organization establishes the effectiveness team, they can solve the problems as well as to achieving the organization goals. Bibliography 1. Susan M. Heathfield (2012) what are the stages of team development [Online] Available at: http://humanresources. about. com/od/teambuilding/f/team_stages. htm (Accessed date: 15th Nov, 2012) 2. MSG (2012) Team Development- meaning, stages and forming an effective team [Online] Available at: http://www. managementstudyguide. com/team-development. htm (Accessed date: 15th Nov, 2012) 3. Center for Management & Organization effectiveness (2012) Team Development & Team Building [Online] Available at: http://www. cmoe. com/team-development. htm (Accessed date: 15th Nov, 2012) 4. Harvard Business Review (2012) Choose the right leadership approach [Online] available at: http://business. time. com/2012/07/27/choose-the-right-leadership-approach/ (Accessed date: 15th, 2012) . JoomlArt (2012) Five Approaches to Leadership [Online] Available at: http://www. roxburghmissionalnet. com/index. php? option=com_content&view=article&id=139:five-approaches&catid=45:leadership&Itemid=89 (Accessed date: 15th Nov, 2012) 6. WISEGEEK (2012) what is Team Effectiveness? [Online] Available at: http://www. wisegeek. com/what-is-team-effectiveness. htm#lbss (Accessed date: 15th N ov, 2012) 7. Mind Tool Ltd (2012) Team Effectiveness Assessment [Online] Available at: http://www. mindtools. com/pages/article/newTMM_84. htm (Accessed date: 15th Nov, 2012)

History of Global Warming Essay

The succession of exceptional years with record high temperatures, which characterized the 1980s, helped to generate widespread popular interest in global warming and its many ramifications. The decade included six of the warmest years in the past century, and the trend continued into the 1990s, with 1991 the second warmest year on record. All of this fuelled speculation especially among the media that the earth’s temperature had begun an inexorable rise and the idea was further reinforced by the results of scientific studies which indicated that global mean temperatures had risen by about 0. Â °C since the beginning of the century. Periods of rising temperature are not unknown in the earth’s past. The most significant of these was the so-called Climatic Optimum, which occurred some 5,000-7,000 years ago and was associated with a level of warming that has not been matched since. If the current global warming continues, however, the record temperatures of the earlier period will easily be surpassed. Temperatures reached during a later warm spell in the early Middle Ages may well have been equaled already. More recently, the 1930s provided some of the highest temperatures since records began, although that decade has been relegated to second place by events in the 1980s. Such warm spells have been accepted as part of the natural variability of the earth/ atmosphere system in the past, but the current warming is viewed in a different light. It appears to be the first global warming to be created by human activity. The basic cause is seen as the enhancement of the greenhouse effect, brought on by rising levels of anthropogenically-produced greenhouse gases. It is now generally accepted that the concentrations of greenhouse gases in the atmosphere have been increasing since the latter part of the nineteenth century. The increased use of fossil fuels has released large amounts of CO2, and the destruction of natural vegetation has prevented the environment from restoring the balance. Levels of other greenhouse gases, including CH4, N2 O and CFCs have also been rising. Since all of these gases have the ability to retain terrestrial radiation in the atmosphere, the net result should be a gradual increase in global temperatures. The link between recent warming and the enhancement of the greenhouse effect seems obvious. Most of the media, and many of those involved in the investigation and analysis of global climate change, seem to have accepted the relationship as a fait accompli. There are only a few dissenting voices, expressing misgivings about the nature of the evidence and the rapidity with which it has been embraced. A survey of environmental scientists involved in the study of the earth’s changing climate, conducted in the spring of 1989, revealed that many still had doubts about the extent of the warming. More than 60 per cent of those questioned indicated that they were not completely confident that the current warming was beyond the range of normal natural variations in global temperatures (Slade 1990). The greenhouse effect is brought about by the ability of the atmosphere to be selective in its response to different types of radiation. The atmosphere readily transmits solar radiation which is mainly short-wave energy from the ultraviolet end of the energy spectrum allowing it to pass through unaltered to heat the earth’s surface. The energy absorbed by the earth is reradiated into the atmosphere, but this terrestrial radiation is long-wave infrared, and instead of being transmitted it is absorbed, causing the temperature of the atmosphere to rise. Some of the energy absorbed in the atmosphere is returned to the earth’s surface, causing its temperature to rise also. This is considered similar to the way in which a greenhouse works allowing sunlight in, but trapping the resulting heat inside hence the use of the name ‘greenhouse effect’. In reality it is the glass in the greenhouse which allows the temperature to be maintained, by preventing the mixing of the warm air inside with the cold air outside. There is no such barrier to mixing in the real atmosphere, and some scientists have suggested that the processes are sufficiently different to preclude the use of the term ‘greenhouse effect’. Anthes et al. (1980) for example, prefer to use ‘atmospheric effect’. However, the use of the term ‘greenhouse effect’ to describe the ability of the atmosphere to absorb infrared energy is so well established that any change would cause needless confusion. The demand for change is not strong, and ‘greenhouse effect’ will continue to be used widely for descriptive purposes, although the analogy is not perfect. Without the greenhouse effect, global temperatures would be much lower than they are perhaps averaging only ? 17Â °C compared to the existing average of +15Â °C. This, then, is a very important characteristic of the atmosphere, yet it is made possible by a group of gases which together make up less than 1 per cent of the total volume of the atmosphere. There are about twenty of these greenhouse gases. Carbon dioxide is the most abundant, but methane, nitrous oxide, the chlorofluorocarbons and tropospheric ozone are potentially significant, although the impact of the ozone is limited by its variability and short life span. Water vapour also exhibits greenhouse properties, but it has received less attention in the greenhouse debate than the other gases since the very efficient natural recycling of water through the hydrologic cycle ensures that its atmospheric concentration is little affected by human activities. Any change in the volume of the greenhouse gases will disrupt the energy flow in the earth/atmosphere system, and this will be reflected in changing world temperatures. This is nothing new. Although the media sometimes seem to suggest that the greenhouse effect is a modern phenomenon, it is not. It has been a characteristic of the atmosphere for millions of years, sometimes more intense than it is now, sometimes less. Three of the principal greenhouse gases—CO2, methane (CH4) and the CFCs—contain carbon, one of the most common elements in the environment, and one which plays a major role in the greenhouse effect. It is present in all organic substances, and is a constituent of a great variety of compounds, ranging from relatively simple gases to very complex derivatives of petroleum hydrocarbons. The carbon in the environment is mobile, readily changing its affiliation with other elements in response to biological, chemical and physical processes. This mobility is controlled through a natural biogeochemical cycle which works to maintain a balance between the release of carbon compounds from their sources and their absorption in sinks. The natural carbon cycle is normally considered to be self-regulating, but with a time scale of the order of thousands of years. Over shorter periods, the cycle appears to be unbalanced, but that may be a reflection of an incomplete understanding of the processes involved or perhaps an indication of the presence of sinks or reservoirs still to be discovered (Moore and Bolin 1986). The carbon in the system moves between several major reservoirs. The atmosphere, for example, contains more than 750 billion tones of carbon at any given time, while 2,000 billion tones are stored on land, and close to 40,000 billion tones are contained in the oceans (Gribbin 1978). Living terrestrial organic matter is estimated to contain between 450 and 600 billion tones, somewhat less than that stored in the atmosphere (Moore and Bolin 1986). World fossil fuel reserves also constitute an important carbon reservoir of some 5,000 billion tones (McCarthy et al. 1986). They contain carbon which has not been active in the cycle for millions of years, but is now being reintroduced as a result of the growing demand for energy in modern society being met by the mining and burning of fossil fuels. It is being reactivated in the form of CO2, which is being released into the atmospheric reservoir in quantities sufficient to disrupt the natural flow of carbon in the environment. The greatest natural flow (or flux) is between the atmosphere and terrestrial biota and between the atmosphere and the oceans. Although these fluxes vary from time to time, they have no long-term impact on the greenhouse effect because they are an integral part of the earth/atmosphere system. In contrast, inputs to the atmosphere from fossil fuel consumption, although smaller than the natural flows, involve carbon which has not participated in the system for millions of years. When it is reintroduced, the system cannot cope immediately, and becomes unbalanced. The natural sinks are unable to absorb the new CO2 as rapidly as it is being produced. The excess remains in the atmosphere, to intensify the greenhouse effect, and thus contribute to global warming. The burning of fossil fuels adds more than 5 billion tones of CO2 to the atmosphere every year, with more than 90 per cent originating in North and Central America, Asia, Europe and the republics of the former USSR. Fossil fuel use remains the primary source of anthropogenic CO2 but augmenting that is the destruction of natural vegetation which causes the level of atmospheric CO2 to increase by reducing the amount recycled during photosynthesis. Photosynthesis is a process, shared by all green plants, by which solar energy is converted into chemical energy. It involves gaseous exchange. During the process, CO2 taken in through the plant leaves is broken down into carbon and oxygen. The carbon is retained by the plant while the oxygen is released into the atmosphere. The role of vegetation in controlling CO2 through photosynthesis is clearly indicated by variations in the levels of the gas during the growing season. Measurements at Mauna Loa Observatory in Hawaii show patterns in which CO2 concentrations are lower during the northern summer and higher during the northern winter. These variations reflect the effects of photosynthesis in the northern hemisphere, which contains the bulk of the world’s vegetation (Bolin 1986). Plants absorb CO2 during their summer growing phase, but not during their winter dormant period, and the difference is sufficient to cause semi-annual fluctuations in global CO2 levels. The clearing of vegetation raises CO2 levels indirectly through reduced photosynthesis, but CO2 is also added directly to the atmosphere by burning, by the decay of biomass and by the increased oxidation of carbon from the newly exposed soil. Such processes are estimated to be responsible for 5-20 per cent of current anthropogenic CO2 emissions (Waterstone 1993). This is usually considered a modern phenomenon, particularly prevalent in the tropical rainforests of South America and South-East Asia (Gribbin 1978), but Wilson (1978) has suggested that the pioneer agricultural settlement of North America, Australasia and South Africa in the second half of the nineteenth century made an important contribution to rising CO2 levels. This is supported to some extent by the observation that between 1850 and 1950 some 120 billion tones of carbon were released into the atmosphere as a result of deforestation and the destruction of other vegetation by fire (Stuiver 1978). The burning of fossil fuels produced only half that much CO2 over the same time period. Current estimates indicate that the atmospheric CO2 increase resulting from reduced photosynthesis and the clearing of vegetation is equivalent to about 1 billion tones per year (Moore and Bolin 1986), down slightly from the earlier value. However, the annual contribution from the burning of fossil fuels is almost ten times what it was in the years between 1850 and 1950. Although the total annual input of CO2 to the atmosphere is of the order of 6 billion tonnes, the atmospheric CO2 level increases by only about 2. billion tonnes per year. The difference is distributed to the oceans, to terrestrial biota and to other sinks as yet unknown (Moore and Bolin 1986). Although the oceans are commonly considered to absorb 2. 5 billion tonnes of CO2 per year, recent studies suggest that the actual total may be only half that amount (Taylor 1992). The destination of the remainder has important implications for the study of the greenhouse effect, and continues to be investigated. The oceans absorb the CO2 in a variety of ways—some as a result of photosynthesis in phytoplankton, some through nutritional processes which allow marine organisms to grow calcium carbonate shells or skeletons, and some by direct diffusion at the air/ocean interface (McCarthey et al. 1986). The mixing of the ocean waters causes the redistribution of the absorbed CO2. In polar latitudes, for example, the added carbon sinks along with the cold surface waters in that region, whereas in warmer latitudes carbon-rich waters well up towards the surface allowing the CO2 to escape again. The turnover of the deep ocean waters is relatively slow, however, and carbon carried there in the sinking water or in the skeletons of dead marine organisms remains in storage for hundreds of years. More rapid mixing takes place through surface ocean currents such as the Gulf Stream, but in general the sea responds only slowly to changes in atmospheric CO2 levels. This may explain the apparent inability of the oceans to absorb more than 40-50 per cent of the CO2 added to the atmosphere by human activities, although it has the capacity to absorb all of the additional carbon (Moore and Bolin 1986). The oceans constitute the largest active reservoir of carbon in the earth/atmosphere system, and their ability to absorb CO2 is not in doubt. However, the specific mechanisms involved are now recognized as extremely complex, requiring more research into the interactions between the atmosphere, ocean and biosphere if they are to be better understood (Crane and Liss 1985). Palaeoenvironmental evidence suggests that the greenhouse effect fluctuated quite considerably in the past. In the Quaternary era, for example, it was less intense during glacial periods than during the interglacials (Bach 1976; Pisias and Imbrie 1986). Present concern is with its increasing intensity and the associated global warming. The rising concentration of atmospheric CO2 is usually identified as the main culprit, although it is not the most powerful of the greenhouse gases. It is the most abundant, however, and its concentration is increasing rapidly. As a result, it is considered likely to give a good indication of the trend of the climatic impact of the greenhouse effect, if not its exact magnitude. Svante Arrhenius, a Swedish chemist, is usually credited with being the first to recognize that an increase in CO2 would lead to global warming (Bolin 1986; Bach 1976; Crane and Liss 1985). Other scientists, including John Tyndall in Britain and T. C. Chamberlin in America (Jones and Henderson-Sellers 1990), also investigated the link, but Arrhenius provided the first quantitative predictions of the rise in temperature (Idso 1981; Crane and Liss 1985). He published his findings at the beginning of this century, at a time when the environmental implications of the Industrial Revolution were just beginning to be appreciated. Little attention was paid to the potential impact of increased levels of CO2 on the earth’s radiation climate for some time after that, however, and the estimates of CO2 -induced temperature increases calculated by Arrhenius in 1903 were not bettered until the early 1960s (Bolin 1986). Occasional papers on the topic appeared, but interest only began to increase significantly in the early 1970s, as part of a growing appreciation of the potentially dire consequences of human interference in the environment. Increased CO2 production and rising atmospheric turbidity were recognized as two important elements capable of causing changes in climate. The former had the potential to cause greater warming, whereas the latter was considered more likely to cause cooling (Schneider, 1987). For a time it seemed that the cooling would dominate (Ponte 1976), but results from a growing number of investigations into greenhouse warming, published in the early 1980s, changed that (e. g. Idso 1981; Schneider 1987; Mitchell 1983). They revealed that scientists had generally underestimated the speed with which the greenhouse effect was intensifying, and had failed to appreciate the impact of the subsequent global warming on the environment or on human activities.

Useful German Expressions to Organize Your Writing

Useful German Expressions to Organize Your Writing If you feel that your German writing assignments sound choppy or stilted, try incorporating some of the following expressions to make your writing flow better. These are all variations of common phrases that we often include in our native language - often without even thinking about it. Listing and Ordering Facts and Ideas First of all, first - zunchst, erstens.Secondly, thirdly... - zweitens, drittens...besides - außerdem.then - dann.incidentally - à ¼brigens.further - darà ¼ber hinaus.above all - vor allem.lastly, finally - letztendlich, schließlich. Introducing and Stating Examples For example - zum Beispiel (abbreviated as z.B.) An example, as in I would like to give an example - ich mà ¶chte ein Beispiel anfà ¼hren.Referring to point/example†¦ - dabei sei auf Punkt/Beispiel†¦ hingewiesennamely - und zwar.    To Clarify a Point In other words - Mit anderen Worten, anders ausgedrà ¼ckt.This signifies particularly... - Dies gilt besonders fà ¼r...This means - Dies bedeutet. Writing a Summary or Conclusion In a nutshell - Im Großen und Ganzen.In a word - Kurz und gut.In conclusion - zum Schluss.To conclude, one can say that†¦ - Zusammenfassend lsst sich sagen, dass...

SAT Historical Percentiles for 2005, 2004, 2003

SAT Historical Percentiles for 2005, 2004, 2003 SAT / ACT Prep Online Guides and Tips If you took the SAT in 2003, 2004, or 2005, you may be wondering what your percentile score is on the SAT. Is a 1400 on the SAT in 2005 the same percentile score as a 1400 in 2003? Do percentile scores change over time? 2005 was a big year in SAT history; the maximum score for the SAT changed from a 1600 to a 2400 in March of 2005. In March of 2016, the SAT will be going back to the 1600 maximum score. For this post, I will be focusing on percentile scores from before the SAT changed its format in 2005. In this article, I will explain SAT percentile scores, how they change, and I'll provide the percentile scores for SAT composite and section scores for 2005 and 2004. What Are Percentile Scores? Percentile scores reveal how well you did on the test in relation to other people.If you scored in the 90th percentile, you did better than 90% of test-takers. If you got a 40th percentile score, you did better than 40% of the people who took the test. The College Board determines SAT percentile scores annually from the scores of college-bound high school seniors who took the SAT. The higher your percentile score, the better you did relative to other college-bound high school seniors from that year. Do Percentile Scores Change? Typically, percentile scores for equivalent SAT scores stay roughly the same from year to year.For example, a 1400 was the 96th percentile in both 2005 and 2004.However, percentile scores can change very slightly.In 2005, a 1260 was the 85th percentile, but in 2004, it was the 86th percentile. (That's equivalent to about an 1860 on the current SAT.) The SAT does try to use its scoring system so that equivalent SAT scores are indicative of the same skill level and percentile scores regardless of when the test was taken.A 1300 in 2004 should be equivalent to an 1300 in 1984. How Should You Use This Data? Why Is It Important? Your percentile score is the most straightforward way to determine if you got a good or bad score.If you did better than the majority of test-takers, then you did well.However, when you apply to a college, you’re being compared with the other applicants to that school.Most schools publicize their 25th and 75th percentile SAT scores. If you want to be competitive for admission, your target score should be the school’s 75th percentile score. Keep in mind that if you took the SAT in 2003-2005, you probably won’t need your SAT score for college since scores are usually only valid for 5 years. However, a futureemployer may want to know your SAT score. Percentile scores help put your scores in context. A small composite score increase can have a huge impact on your percentile score if you received a middle score. A 1010 is roughly the 46th percentile, but a 1230 is the 82nd. 2003 Percentile Scores I was unable to obtain percentile scores from 2003, but as you’ll see, there is very little variation from year to year. I was able to determine that theaverage Verbal score for 2003 was 507 and the average Math score was 519. Composite Score Percentiles Score 2005 Percentile 2004 Percentile 1600 99+ 99+ 1590 99+ 99+ 1580 99+ 99+ 1570 99+ 99+ 1560 99+ 99+ 1550 99+ 99+ 1540 99 99+ 1530 99 99 1520 99 99 1510 99 99 1500 99 99 1490 99 99 1480 98 99 1470 98 98 1460 98 98 1450 98 98 1440 97 97 1430 97 97 1420 97 97 1410 96 96 1400 96 96 1390 95 95 1380 95 95 1370 94 94 1360 93 94 1350 93 93 1340 92 93 1330 91 92 1320 91 91 1310 90 90 1300 89 89 1290 88 88 1280 87 88 1270 86 87 1260 85 86 1250 84 84 1240 83 83 1230 82 82 1220 80 81 1210 79 80 1200 78 78 1190 76 77 1180 75 75 1170 74 74 1160 72 73 1150 71 71 1140 69 69 1130 67 68 1120 66 66 1110 64 64 1100 62 63 1090 61 61 1080 59 59 1070 57 58 1060 55 56 1050 54 54 1040 52 52 1030 50 50 1020 48 48 1010 46 46 1000 44 45 990 42 43 980 41 41 970 39 39 960 37 37 950 35 36 940 34 34 930 32 32 920 30 30 910 29 29 900 27 27 890 26 26 880 24 24 870 23 23 860 21 21 850 20 20 840 19 19 830 17 17 820 16 16 810 15 15 800 14 14 790 13 13 780 12 12 770 11 11 760 10 10 750 9 9 740 8 8 730 8 8 720 7 7 710 6 6 700 6 6 690 5 5 680 5 5 670 4 4 660 4 4 650 3 3 640 3 3 630 3 3 620 2 2 610 2 2 600 2 2 590 2 2 580 1 1 570 1 1 560 1 1 550 1 1 540 1 1 530 1 1 520 1 1 510 1- 1- 500 1- 1- 490 1- 1- 480 1- 1- 470 1- 1- 460 1- 1- 450 1- 1- 440 1- 1- 430 1- 1- 420 1- 1- 410 1- 1- 400 Section Score Percentiles Before the SAT changed its format in March 2005, the Critical Reading section was known as the Verbal section. The Verbal section included analogies. There were no iPads. Times were different. Critical Reading (Verbal) Score 2005 Percentile 2004 Percentile 800 99+ 99+ 790 99 99 780 99 99 770 99 99 760 98 99 750 98 98 740 98 98 730 97 97 720 96 97 710 96 96 700 95 95 690 94 94 680 93 93 670 91 92 660 90 90 650 88 89 640 87 87 630 84 85 620 82 83 610 80 81 600 78 78 590 75 76 580 72 73 570 69 69 560 66 67 550 63 64 540 60 60 530 56 56 520 52 53 510 49 49 500 46 46 490 42 43 480 39 39 470 35 35 460 32 32 450 29 29 440 26 26 430 23 23 420 20 21 410 18 18 400 15 15 390 13 13 380 12 11 370 10 10 360 8 8 350 7 7 340 6 6 330 5 5 320 4 4 310 3 3 300 3 3 290 2 2 280 2 2 270 2 2 260 1 1 250 1 1 240 1 1 230 1 1 220 1 1 210 1- 1- 200 Math Score 2005 Percentile 2004 Percentile 800 99 99 790 99 99 780 99 99 770 98 99 760 98 98 750 98 98 740 97 97 730 97 97 720 96 96 710 94 95 700 93 93 690 92 92 680 91 91 670 89 90 660 87 87 650 85 85 640 83 84 630 81 82 620 79 79 610 76 77 600 73 74 590 71 72 580 69 69 570 65 66 560 62 62 550 59 60 540 56 56 530 53 53 520 49 50 510 46 46 500 42 43 490 39 40 480 36 36 470 33 33 460 29 30 450 27 27 440 24 24 430 21 21 420 19 19 410 16 16 400 14 14 390 12 12 380 11 11 370 9 9 360 7 8 350 6 6 340 5 5 330 4 4 320 3 3 310 3 3 300 3 2 290 2 2 280 2 1 270 1 1 260 1 1 250 1 1 240 1 1 230 1 1 220 1 1- 210 1 1- 200 What's Next? If you're interested in looking at more recent percentile scores, check out SAT historical percentiles from 2014, 2013, 2012, and 2011. Also, find out if the SAT predicts success and who uses SAT scores. Disappointed with your scores? Want to improve your SAT score by 160 points?We've written a guide about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Determining Your perfect Position Research Paper - 1

Determining Your perfect Position - Research Paper Example This research will begin with the statement that perfect position would be as such that asks to manifest yourself in the leadership role where you could oversee work without actually doing anything. This would mean that the managers would report and tell what is going on in the workplace but it would not in any way ask me to go out and look at how employees would be doing their tasks and processes. The strengths and weaknesses of the leadership style areas such that he would be soft natured but would not tolerate any misgivings at the workplace. The researcher remains staunch about the work domains that come about under the organizational tenets. He would always make it a point to remain steadfast about his resources and the employees who are there within the workplace realms. He would keep them abreast of the changes that are taking place on an organizational level and would not worry about taking a risk every now and then. The strengths that would embody the basis of the researcher ’s leadership would comprise of my strong adherence to guidelines and rules that have been made in the organization his the weaknesses would be that the author would be sensitive to emotions and sentiments of individuals working in the organization. Hence the researcher believes this would be his perfect position because it would offer him a chance to showcase who he is and what he wants to do when he becomes a leader.