Essay on Red Rooster - 3877 Words

Company overview: The Red Rooster store was found by Kailis family in 1972 at Perth. It now become a brand and it has 366 stores across Australia and over 7500 staffs. It considers itself as healthy option in quick service restaurant. This study aims to make a strategic marketing plan for red rooster in the next 5 years using the analysis methods such as environment analysis, target market analysis and strategy formulation. The mission statement of red rooster is defined as: â€Å"Red Rooster is a leading Australian-owned quick service restaurant, committed to providing innovative products that are consumer and lifestyle focused. We aim to exceed our customer expectations on quality, value, service and hygiene.† (Jason B, 2011) Part†¦show more content†¦operates several fast food brands in Australia. KFC is the major brand that Yum runs. The main product of KFC is made by chicken meat. Therefore, the strength and the weakness of KFC are obviously. People who like chicken meat will highly be attracted by KFC. However, it gives customer who like fast food a limited choice. Just use the one kind of meat will make the brand to be more professional. But it also will narrow its potential markets. 3. Value creation: Value creation means increase the value of products, service and even business to meet the customers’ needs and requirements so that they can get competitive advantages. (Business Fundas, 2012) As we analyzed, fast food industry’s threat of new entrants is low and the availability of substitutes is high. It’s a fare market which the buyers have strong powers. The main value created by Red Rooster is its intangible assets like brand loyalty and goodwill. It’s the only wholly Australian owned chicken brand which can meet the local needs more and get more support from Australians. (Red Rooster, 2013) Another value of Red Rooster is its health concept. It used oven roasted chicken chain to make the benefits increase from 16% to 30% on the financial year. (Frchanise business, 2006) Red Rooster reduces the 40% of fat absorption of the chicken. (Matt Paish,2011) The health quality of food gives a huge competitive advantage for Red Rooster. Besides, to create the value, some new and cheapShow MoreRelatedRed Rooster Essay1025 Words   |  5 PagesThis paper is going to discuss why the fast-food chain, Red Rooster was unable to thrive and grow when it was part of the Coles-Myer chain, the significant changes for the industry in the area in Australia during the next five years, the dominant management or marketing factors that permit success within the fast-food business. The paper will question whether a large retail chain such as Coles-Myer, Safeway, Wal-Mart and others can effectively compete in the fast-food business. 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Grameen Phone Selection Process Free Essays

string(70) " TACS were introduced respectively in North Europe and in UK in 1981\." 24 May 2008 MR. Amlan J. Haque Senior Lecturer School Of Business Independent University, Bangladesh Subject: Submission of the report on â€Å"Recruitment and Selection Procedure of GP. We will write a custom essay sample on Grameen Phone Selection Process or any similar topic only for you Order Now Dear Sir, We have the immense pleasure to submit our report on â€Å"Recruitment and Selection Procedure of GP† for your kind consideration. While making this report we came across many hurdles and pleasant experiences. But the valuable experiences we have gained during the period will undoubtedly benefit us in the real work field. Despite the several constraints, we gave our all efforts to make this report a meaningful one and in this way we express our deep gratitude as you kindly have given us the scope and assigned the task. We have tried heart and soul to make this case analysis perfect but for time limitation and other difficulties we may be some mistakes. We hope that you will ignore our faults and consider our lacks while judging the report. We enjoy this study and gladly attend any suggestion of you to clarify on any point, if necessary. At last, thanking you very much for assigning us such a pragmatic and interesting topic for preparing the report. Sincerely yours, Md. Khaleque Faisal Emon ID: On behalf of Group: All praises to be ALLAH and peace is on his prophet Mohammed (sm) We are higly indebted to those who helped us to prepare the report. We are alsoindebted to our course teacher MR. Amlan J. Haque for giving us this topic to make the report. Then we would like to express our sincere thanks to some of our friends for their help we are grateful to those participants whose participation made possible to accomplish our report. we would like to thank IUB computer lab and library for their support that helped us to complete this work successfully. At last i wish to express my earnest gratitude to all of my course mates. Executive summery Recruitment and selection are one of the most important concerns for every organization. Recruitment process starts from the advertisement until the receipt of CV. As soon as the CV is dropped the recruitment process ends and the selection process begins. Strategic planning for recruitment and selection indicates the past trends and future forecast of organization. Grameen phone is the largest telecommunication company in Bangladesh, which holds nearly fifty percent share ofthis industry. Grameen Phone is gradually expanding its business to the edge of the country and holds a substantial share. Introduction Background of The Study: Report is a compulsory requirement for everybody pursuing an BBA degree at the Independent University. We studied a lot of things about GrameenPhone and collected documents in various prospect in this regard. When we were continuing our study, we came to know a lot of things about GrameenPhone because this study attempts to produce a constructive report on recruitment and selection procedure of GrameenPhone. Ressons For Choosing GP: Reports play a vital role in the field of communication both in the educational orientation and in practical life. So from this side, it must be better in choosing or selecting the entire organization. Because a well-established organization or company can provide the best materials or documents to prepare a report easily which is very important in BBA. GP is a high ambitious and well-reputed company in Bangladesh currently used by over 1. 3 billion people in some 250 countries. GrameenPhone believes in service, a service that leads to good business and good development. Scope of the Study: The report covers the procedure of the recruitment and selection and emphasizes the human resource management on some position. The total industry and investment situation of the country is not observed in the report so this report does not actually compare the position of the mobile companies in the context of the total business situation of the country. Objectives of the Study: Broad Objective The broad objective of this study is to present the GrameenPhone’s entry-level function and practices in the overall industries in Bangladesh. Specific Objectives The specific objectives were as follows: Finding out the current process of GrameenPhone’s Recruitment and Selection. * Present factors to be considers in Selection Procedure. * Problems and prospects of Selection Procedure. And — * Categories of people/candidates who are mainly recruited. Methodology of the Study: Two different methodologies had to be designed to complete the parts: * Information regarding the overall procedure of Recruitment and Selection was gathered from the Internet and different literature survey. * To get a closer look at what different operators are providing it was necessary to collect different literatures published by the companies. Another source of information was interviews with different professionals of GP organizations. Limitations of the Study: * The information that we used to conduct our survey was mostly from secondary studies. So, it was not a perfectly representative sample. * The major limitation of the report is that it took a very short period of time in preparing this report fully. So ultimately there must be some lacking in its premises. * Moreover, it was not possible to get all required internal information of the company as these are treated as confidential company information. Vision of Grameen Phone: To become the largest telecommunication company in the world and reach the hands of every people around the world. Mission of Grameen Phone: To serve the customer with better quality and retaining existing customers. A Brief Profile of Cell Phone Sector in Bangladesh Introduction of Cellular Technology: Mobile technology introduced in St. Louis, Mississippi in 1946. From the beginning, mobile technology was very costly and was very rare and the service was limited to a single call and was not satisfied enough. After 1950 period, the cost of the technology become lower and coverage become wider. USA innovated an AMPS system in 1979, which was not very power full and that, was an analogue system. There were two types of analogue mobile phone system namely NMT TACS were introduced respectively in North Europe and in UK in 1981. You read "Grameen Phone Selection Process" in category "Papers" But with the pace of timeall these three analogue systems became unable to fulfill the demand. As a result, after more than one decade of analogue system digital system in mobile phone was introduced in 1992. The name of this technology is Global System for Mobile communications (GSM). More than 2o million subscribers in almost 130 countries worldwide use GSM technology. CDMA is another digital technology in mobile telecommunications. This GSM system can be said as the digital cellular system, which is fully featured with services like Basic Telephony, Data and Value Added services (VAS). The existing GSM technologies are GSM 900, GSM 1800 and GSM 1900. Cellular Operation in Bangladesh: Bangladesh is one of the least developing countries in the world. It is also reflected in her telecommunication sector. Telecommunication is one of the important parameter to measure a country’s development. In 1988 the telephone density of Bangladesh was only 21 connections per 100 people. The main reason behind this poor performance is incapability of Bangladesh Telegraph and Telegraph Board (BTTB) to provide connection. Moreover their service quality was very poor. Against this background, Government of Bangladesh (GOB) took a reform program for the sector. The objectives of this reform program were to expand access to telecommunication services all over the country, improve service quality, satisfy all demand for telecommunication and promote efficient operation. The main strategy to achieve these objectives was to introduce private investment and operation in this sector. Ultimately in 1989, GOB issued license to private operator for provision of cellular, paging and radio trucking with exclusivity for five years services. In this five year contract was extended to thirty years. Ultimately, the evolution of cellular technology is duly justified. In 1989, a 20-year license with a five-year exclusivity was issued to a privatecompany, Bangladesh Telecom Limited (BPTL), for the provision of nationwide cellular telephone services. This license was cancelled and subsequently, Hutchison Bangladesh Telecom Ltd. (HBTL) was awarded the license, which commenced operation in 1991. HBTL offered a mobile phone to all the Bangladeshi citizens in Dhakawithin a periphery of 26 miles at a charge of Tk. 1. 25 lac and call charge of Tk. 10 (per minute) for in coming calls and the same for outgoing. Response from the consumers was impressive and remained so all through the monarch. HBTL gradually transformed to PBTL and simultaneously developed customer service quality by improving technical infrastructure. However, one of the serious discontinuance from the customers is that, ever-continuing price reduction creates a feeling of deprivation among the older users. World Telecommunication Industry: The corporate strategies and government policies in the international telecommunications sectors of the United States, the European Union, and Japan is very important to understand the present situation in the world telecom industry. Countries experience different rates of growth in telecommunications revenue in theirdomestic markets. An analysis revealed that the timing of the opening of domestic markets to competition made no difference in the rate of growth. Instead, thelevel of development and rate of overall economic growth were the determining factors. Trends of the international telecommunications industry are evaluated with strategic options for globalization for smaller countries and carriers. Between 1985 and 1995 telecommunications revenues for Japan and United States have generally grown at rates faster than new line activation or increasing call volume. Tariffs have been restructured, the mix of calls—local, long distance (trunk), and international—has changed, and leased-line and mobile services have grownrelative to traditional switched, wire-line telephony. Two major trends characterize the international telecommunications industry: Rapid technological advances, and The growing realization that liberalizing telecommunications industries is key to overall industry growth. These two trends hasten the liberalization of telecommunications markets around the world. The role of national governments is changing from that of a direct player to that of policy maker and regulator. The nature of international telecommunications trade is evolving from a bilateral, nation-to-nation framework to a multinational, multilateral company-to-company paradigm. Major international telecommunications alliances have taken many forms with the potential to dominate segments of international. Nevertheless, demand will increase for smaller firms able to provide local presence and technological expertise. There are various strategic options available to smaller countries and carriers. These strategies range from domestic to regional to international: * Lead the domestic market in phased liberalization * Seek opportunities to integrate vertically * Promote regional opportunities * Capture a major share of a regional market Expand enhanced services internationally. Recruitment and Selection of Grameen Phone Introduction: Human Resource Management is a strategic approach of processing or recruiting, developing, maintaining and utilizing the human resources of an organization. If a firm’s competitiveness depends on its employees, then the business function responsible for acquiring, training, appraising and compensating those employees who has to play a bigger roll in the firm’s success. As part of an organization, Human Resource Management must be prepared to deal with the effects of the changing world of work. For them, this means understanding the implications of globalization, technology changes, work-force diversity, changing skill requirements, continuous improvement initiatives, the contingent work force, decentralized work sites, and employee involvement. Factors to be considered in Selection Porcedure: Before going to the selection procedure, Grameen Phone should adopt some factors that are considered in selection process. These factors are: 1. Resignation and terminations. 2. Quality assurance and nature of Employee. 3. Technological and administrative changes of the Employee. 4. Financial availability of the candidates. 5. Trend analysis 6. Using computer and forecasting personnel requirements. This should be done by the Human Resource Manager of GrameenPhone when forecasting personnel needs. Finally the selected candidates are estimated the volume of output. Recruitment and Selection Process: GrameenPhone tries to discover industrious and innovative people ready to embark on a challenging career. During search for talent, GrameenPhone carry out a number of activities such as: †¢ Online Database. †¢ Advertisement in daily newspapers. †¢ Accept hard-copy submission of CVs in Human Resource Division. Occasionally from Job Fairs. Recruitment Procedure: GrameenPhone follow comprehensive and extensive selection procedures in search for the most ideal and competent professionals. The testing methods are effectively designed in order to accurately evaluate the required competence and skill for particular jobs. GP procedures for recruitment involve th e following steps: Recruitment Selection Process: HR needs and Requisition: Department will inform the HR of any vacant position so that HR can co-ordinate / notify the other offices of the vacant position. Whenever needed, the head of HR will review the available records and database if there is any qualified and suitable candidate available from GrameenPhone’s internal sources or prospective external candidates already identified earlier. In special circumstances and to make a quick decision the head of HR may propose any suitable staff within the GrameenPhone for the position to the respective Unit/Department Head and/or project. Job Description: Recruitment process ideally begins with the analysis of job description and person specification for that job. A job description and analysis of person specification provide the foundation for stipulating the job title and salary scale of the position. Person specification defines the education, training and experience required by the jobholder. The person specification is vital because the key part of the person specification, established at the beginning, is used in structured selection interview. Job description is the basis of GrameenPhone’s recruitment, selection and placement, training, performance appraisal, salary administration, promotion and other personnel actions for its employees. The appointing authority and the line manager shall ensure that each employee has an appropriate and updated job description stating clearly the context, purpose, organogram, duties and responsibilities of the employees and person specification. Job description will be prepared and provided to the employee when he/she is appointed, promoted, newly assigned or when deemed necessary. Recruitment Sources: An effective recruitment always starts with the correct selection of sources of human resources. A recruited employee who has not the right skill cannot perform effectively. As a result the overall performance level is sure to deteriorate which has significant effect on the company performance. Therefore, GrameenPhone has been on continuous search of effective recruitment sources. Internal Sources: It is GrameenPhone’s policy to give preference to appoint internal candidates, provided that the employee is suitably qualified for the vacant or new position and also meets the existing and future requirements. Appointments may be made by the way of promotion, up gradation or transfer with the approval of the authority. As a usual procedure, job vacancies in GrameenPhone will be advertised through internal notices to the concerned offices. External Sources: Whenever job vacancies are required to be circulated outside, the main objective will be to attract a pool of candidates to apply from which qualified candidates for job vacancies can be chosen. Here are a number of external sources that is used by the company: * Newspaper Advertisement: Vacancy announced is circulated by publishing advertisement in the national dailies. The newspapers that are widely circulated are chosen for publishing advertisement. Employee Referrals: Employees of the company may refer prospective job seekers to HR department. There are professional and technical jobs, which are frequently harder to fill. Employees with hard-to-find job skills may know others who might meet the desired job requirements and do the same work. In such case, employee referral method may be useful. * Walk-ins and Write-ins: Often job seekers arriv e at HR department in search of a job. They are walk-in people. Write-ins are those who send their curriculum resume for suitable position. Both groups may be asked to fill up an application blank. Their relevant information may be kept in active database file for any suitable position in future. * Web site: Modern information technology such as web site is also used for advertising job vacancy of different positions. * Other: Depending on circumstances, other professional / employment agencies, technical institutes and journals may be chosen to give wider coverage of job openings. The role of HR personnel is very important in dealing with external job seekers because the outsider individuals draw an impression about the company on the manner their candidature has been dealt with. Application Receiving: HR department collects job applications against each vacancy announcement. There should have a minimum time period for application receiving. The period shouldnormally be around 10 days. All applications are sequentially numbered in HR. applications are not acceptedthat are received after the deadline. Under special circumstances, applicationsafter deadline may be accepted provided the concerned Manager gives written authorization. It is GrameenPhone’s policy to attract as many applicants to apply, provided thatthey meet the pre-requisites of the job. However, those who have been regretted within last six months period are not allowed to apply for whatsoever position in GrameenPhone and within one year, a candidate can not appear for more than two tests / interviews. Short Listing: Short listing is done on the basis of appraising information on the application form in the light of job specification of a position. The job criteria are critically reviewed during short listing. The short-listing method is qualitative one where managerial judgment plays important role. Before short listing of candidates for tests, job criteria are set by HR and line manager. There are general and technical job criteria that a candidate has to meet for consideration of next step of selection. HR determines general criteria while line manager determines technical criteria. Both the types of the criteria are important; however, it is the nature of job that determines which type of criteria should give more priority. Evaluating the followings does short listing: Educational Qualification: Whether the candidates have the required educational qualification, Relevant job experience and required skills: How far the candidate’s most recent job experiences and skills match the job requirements of the position. The candidate may have the irrelevant job experiences and skills that is not considered during short listing. GrameenPhone follows a standard set rule of short listing of candidates. For one position the number of candidates for written test should not be more than 8. The number of candidates in the oral test should not be more than 4-5. Administering tests and interview After short listing of prospective candidates, appropriate employment tests such as written tests, oral tests or any other tests as deemed fit are arranged to assess candidates’ suitability for the position. Through the test selected psychological factors such as intelligence, aptitude, temperament and attitude of the candidates are measured / observed. The main focuses of employment tests are on Job related questions to assess in-depth knowledge of the candidates Assessment of mental ability, reasoning, memory etc. * Assessment of potentiality and ability to learn. * Proficiency in performing tasks. * Assessment in line with job analysis. The selection is made on the basis of successive hurdle approach. The candidates are rejected following each of the stage or test being administered. HR drafts the written and oral test questionnaires. A set of questions of technical nature is drafted by line mangers and sent to HR. Few questionnaires from that list is included in the test by HR as random basis. While finalizing test question, HR considered the job requirements of the position and maintains relevance, consistency and standard on the pattern of questions. The type of question depends on the nature of the position. Usually a combination of multiple and narrative type of questions is set in the written test. HR exclusively checks all multiple type and non- technical narrative type of answers, while the line manager checks the narrative type of technical part. HR does the compilation of score in written test. It is the responsibility of HR to select and call candidates for subsequent tests based on the performance of written test. The minimum qualifying score in the written test is 45%. Candidates who have qualified in the written test are invited for the next selection test. Company Presentation: The candidates who have appeared for written test are briefed about GrameenPhone just before the test. HR organizes a half an hour presentation on the following topics: * The Company profile. * The present considerations, goals and targets of GrameenPhone. * The growth of GrameenPhone in the present market. * The brief job description of the position. * Type of the written test and evaluation of the result. Interview Steps: Selection interview is an in-depth discussion between interviewer and interviewee. An interview Board/Selection Committee is formed comprising of the following personnel: Line Manager Unit/Departmental Head Head of HRD HR processes all recruitment, however, for some senior management level position, outside recruitment may be permissible. Executive Search/ Professional Consulting Firms may be contacted by HR for this purpose. The interview board members ask questions that are relevant to the performancesof the job including questions regarding required skills. The type of questionsmay be mixed of open-ended, behavior-oriented; competency based and stresses type questions. The nature of questions varies according to the level of position. The interview board members rank all candidates and recommend candidates best suited for them. The basis of preliminary selection is marks obtained in oral tests and their judgment about the candidates fit for the position. The minimum acceptable score in the oral test is 4 in the 1-8 rating scale. The recommendation to be made does not necessarily be in favor of the top ranked candidate because the board member may be convinced in evaluating overall performance and background of the another close candidate. A consensual recommendation is made and forwarded to HR along with all papers for next course of action. The board members signed the Employment Approval Form. Medical Examination: In GrameenPhone, the job offer is contingent on passing medical examination conducted by the Company nominated diagnostic center. The medical examination is conducted once preliminary decision for recruitment is made but the employment offer has not yet given. The purpose for a medical examination is to obtain information on the health status of the applicant being considered for employment and to determine whether the applicant is physically and mentally capable of performing the job. The cost of medical examination is borne by the company. Information and Reference Check: Once a preliminary selection decision is made, HR verify certain information as provided in the job application such as educational degree, work experience, last employment status. The purpose of reference check is to obtain factual information confidentially about a prospective employee and seeking opinions from professional referees and previous employer about his/her suitability for the job. Final Selection and Appointment Offer: Based on positive report on health status from the medical center, and positive reference check, the candidate is selected for appointment. At this stage, the selected candidate is offered employment with GrameenPhone. The appointment authority of GrameenPhone issues an appointment letter to the selected candidates. The appointment letter includes: 1. Job title, Grade/Step and Salary 2. Nature of appointment 3. Place of posting 4. Name of section or department 5. Effective date of appointment 6. Probationary period, conditions of confirmation and notice period 7. Ending date of employment (applicable for contract employee) 8. GrameenPhone standard terms and conditions A current job description is also attached with the appointment letter. The appointment letter and job description will become valid only after signing by the Director HR and the employee, in the space provided for the purpose. Weaknesses of Selection Process: GrameenPhone faced some problems of selection process while maintaining its recruitment procedure. Although there is no process without lacking, GrameenPhone covers the weaknesses with soft-touch-smile. The weaknesses that the GrameenPhone faced are as follows: 1. Requirement not matched. 2. Double or triple CVs dropped by the candidates for getting opportunity cost. . Given wrong information. 4. Unreachable Mobile or Phone numbers. 5. Age factor. 6. Already working. 7. Salary range. 8. Confusion about contract position. 9. Reference problem. 10. Office proficiency. These are the problems that GrameenPhone faced in selection procedure. Sometimes it creates a serious problem in the way of selection but for the provision of the office proficiency, it must be overcome by the authority. Major Reasons o f Recruitment: Recruiting efforts are more successful when the recruiters themselves are carefully chosen and trained. Some employers use a recruiting yield pyramid to calculate the number of applicants they most generate to hire the required number of new employees. The following figure shows it. 50 New hires 100 Offers made (2:1) 150 Candidates interviewed (3:2) 200 Candidates invited (4:3) 1200 Leads generated (6:1) The recruiting and selecting process can best be envisioned as a series of hurdles, specifically, recruiting and selecting require: 1. Doing employment planning and forecasting to determine the duties of thepositions to be filled. 2. Building a pool of candidates for the job. 3. Having the applicants fill out application forms and perhaps undergo aninitial screening interview. 4. Utilizing various selection techniques such as tests, background investigations, and identify viable job candidates. 5. Sending to the supervisor responsible for the job. 6. Having the candidate(s) go through one or more selection interviews withthe supervisor and other relevant parties for the purpose of finally determining to which candidates(s) an offer should be made. During the process of recruitment and selection, GrameenPhone always prefer thebest categories of candidates to its finalized procedure. For this, the production of services of GrameenPhone is best. The best categories’ people and the highest educated candidates of students are engaged to GrameenPhone whose main aim is to give the country best services. People of different disciplines and activities are getting engaged with GP. Normally GrameenPhone recruit the experienced personnel to its senior level positions. In spite of that, the people who have minimum experience of 1-2 years are also getting employment in this company. Another types of people are currently getting employment opportunities in different units of GrameenPhone. They are the students of different Public and Private Universities. The work on the hourly basis and get a remuneration of Tk. 16,000 to 18,000. In the near future, GrameenPhone works with full swing by taking the hands of largest educated personnel’s so that it can make a contribution in the country’s mind and side by side to the heart of the rural and urban people. Summary: Recruitment and selection a vital role-played by the Human Resource Division of GrameenPhone. During its recruitment and selection procedure primary screening are taken through an advertisement. Then the HR division collects the CVs from the pool of candidates and makes sorting on the basis of education, experiences and out looking appearance. After the preliminary steps, they call for set in the exam that is called Employment Test. After getting the satisfactory marks, they are again call for interview where they are introduce with their job categories and expected salaries. When the HR getting the confirmation from the candidates, they send them for the medical examination and then hiring decision. After the placement, the role of HR is ended. But this is not the end; it is the beginning of the process. There are some weaknesses of HR through its recruitment and selection procedure. But GrameenPhone’s HR handles it with dedication. Findings and Analysis By analyzing the procedure of Grameen phone’s recruitment and selection procedure we can see that the HR division first collects the CVs from the pool of candidates and makes sorting on the basis of education, experiences and out looking appearance. After the preliminary steps, they call for set in the exam that is called Employment Test. After getting the satisfactory marks, they are again call for interview where they are introduce with their job categories and expected salaries. When the HR getting the confirmation from the candidates, they send them for the medical examination and then hiring decision. After the placement, the role of HR is ended. But this is not the end; it is the beginning of the process. There are some weaknesses of HR through its recruitment and selection procedure. But GrameenPhone’s HR handles it with dedication. Grameen phone is recruiting the best quality employees in the world. Conclusion and Recommendation An intense competitiveness has hit the very prospective and fast growing telecommunication sector in Bangladesh, specially the mobile telecom sector. And the credit goes to GrameenPhone, the eight years old private operator with new view of business solution and some other government-backed operators who have come to the market bringing down the cost to afford mobile communication. As an electric communication media, telecommunication industry makes people’s life more smooth, fast and enjoyable. But it seems few operators in the country are capable of meeting the growing demand of the city dweller’s need for communication. The market of mobile telephony still has great areas of unmet demand which if addressed properly could delight the consumers. GrameenPhone is a profit oriented mobile company seems together the highest energetic personnel who can serve better for the customer as well as human resource. Human Resource Management must be prepared to deal with the effects of the changing world of work. For them, this means understanding the implications of globalization, technology changes, work-force diversity, changing skill requirements, continuous improvement initiatives, the contingent work force, decentralized work sites, and employee involvement. This approach applies to GrameenPhone’s humanresources. Grameen Phone is a service company, one of it’s major objective is to ensure quality service to the customers, Generally Smart Loyalty agrees that in order to grow in business it is important to know which customers at all stages of commitment are thinking about the company, the products, services and competition. Furthermore, cellular service is a growing business in Bangladesh, competition is also increasing. Therefore, it is very important to retain and maintain exiting relationships with the subscribers. For this reason Human Resource Management of GrameenPhone plays and important role through its procedure of Recruitment and Selection because without recruit and select the most qualified employees, it cannot service better. A right person in the right place can do something better than the others. So the functions of Human Resource Division of GrameenPhone perform better. When a candidate appears in the recruitment and selection process, he/she may face several numbers of stares which is enough for his/her performance evaluation. From this, an evaluator can identify which categories of employee he/she is. After that he/she can be placed in the different unit under his/her ability or skills of works. In this way an employee can give the nation a better service according to their needs and earn profit to the attested company. That is doing GrameenPhone. Now-a-days, GrameenPhone’s Human Resource Division tries to follow the Multinational Human Resource Management strategies to adopt the international market, policy and prospects. Above all telecommunication industry is inevitably ministering our mobility, enhancing intensification of businesses, information systems, utilizing resources, pressing forward our economy escalating social sensitivity One of the strongest sides of GrameenPhone is its customer’s satisfaction, human resource development and performance in the country and outside the country. An organization without comments is like a ship without a rudder. So I arrange the recommendation part under the following ways: – 1. GP should earn flexibility to be able to reduce the bill, if necessary. But currently they should reduce the billing rate as others are offering lower than them. 2. Capacity of the helpline should be increased in the pick hours. 3. Different programs should be taken to educate the subscribers regarding different essential features of mobile phone. 4. For the purpose of raising subscribers in the urban area, different levels of local employees should be increased. . GrameenPhone should take extensive program to build a positive image among their users. So for that reason experienced persons should be hired or made by them with functional selection process. 6. GrameenPhone should offer some special packages in the first week of every month so that it can get every customer and every customer must attach with products. 7. Human capitals should be u sed in a particular sector without misused. Because Today’s Human Resources is related to that’s Human Capitals, which earns revenue. 8. Unfair touch of internal pressure towards Human Resources should be stopped right now for the betterment and long ability of the company. 9. GrameenPhone must initiate the availability of employees as well as employment. References 1. GrameenPhone Limited (2004-2005), News Letter. 2. GrameenPhone Limited, Image Guide Book Intranet. 3. V. A. Zeithmal and Mary Jo Bitner, Service Marketing, International Edit ion (1996), The MacGraw-Hill Companies, Inc. , New York. 4. T. A. J. Nicholson, Measuring Consumer Service and Managing Delivery. 5. James Brian Quinn, Jordan J. Baruch and Penny Cushman Paquette, Technolo gy in Services, Scientific American (December 1987). 6. Earl Naumann and Kathleen Giel, Customer Satisfaction Measurement and Ma nagement. (1978) 7. Web Site: www. grameenphone. com 8. Grameen Phone Ltd. , Annual Report 2002-05. 9. GrameenPhone Ltd. , Human Resource Division-July-2005, Divisional Annual report. 10. GrameenPhone Ltd, Customer Management Division-July-2005, Divisional Ann ual Report. William P. Anthony, Pamela L. Perrewe, K. Michele Kacmar,(Florida State Universi ty,1993), A Strategic Approach, 3rd Ed. , Human Resource Management, pp. 233-290. How to cite Grameen Phone Selection Process, Essays

Native Americans in the United States free essay sample

Identify the economic, political, and/or social causes of the Civil War assess the influence of individuals and groups in the U. We will write a custom essay sample on Native Americans in the United States or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page S. government on Reconstruction assess the influence of individuals and groups in the South on Reconstruction distinguish and analyze the freedoms guaranteed to African Americans in the 13th, 14th, and 15th Amendments to the Constitution analyze the various components of Jim Crow legislation and their effects on Southern minorities describe efforts by the U. S. Government to assimilate Native Americans into American culture identify significant events that impacted the relationship between the government, Native Americans, and American citizens identify settlement patterns in the American West, the reservation system, and/or the tribulations of the Native Americans from 1865–90 After completing this lesson, you will be able to evaluate the causes and consequences of the Civil War identify the economic, political, and/or social causes of the Civil War assess the influence of individuals and groups in the U.S. Government on Reconstruction assess the influence of individuals and groups in the South on Reconstruction distinguish and analyze the freedoms guaranteed to African Americans in the 13th, 14th, and 15th Amendments to the Constitution analyze the various components of Jim Crow legislation and their distinguish and analyze the freedoms guaranteed to African Americans in the 13th, 14th, and 15th Amendments to the Constitution effects on Southern minorities describe efforts by the U. S. Government to assimilate Native Americans into American culture identify significant events that impacted the relationship between the government, Native Americans, and American citizens identify settlement patterns in the American West, the reservation system, and/or the tribulations of the Native Americans from 1865–90After completing this lesson, you will be able to evaluate the causes and consequences of the Civil War identify the economic, political, and/or social causes of the Civil War assess the influence of individuals and groups in the U. S. Government on Reconstruction assess the influence of individuals and groups in the South  on Reconstruction distinguish and analyze the freedoms guaranteed to African Americans in the 13th, 14th, and 15th Amendments to the Constitution analyze the various components of Jim Crow legislation and their effects on Southern minorities describe efforts by the U. S. government to assimilate Native Americans into American culture identify significant events that impacted the relationship between the government, Native Americans, and American citizens identify settlement patterns in the American West, the reservation system, and/or the tribulations of the Native Americans from 1865–90

Old Suburgatory (revised) free essay sample

Waking up every day at the same time and walking out the door to a familiar friendly face, a short drive from the city yet an even shorter drive to the country. Those are just a few of the things Suburgatory, USA has to offer. It offers the serenity of a backyard hammock and real life stop and go traffic on Main Street. But Suburgatory does more than offer you a nice tranquil setting, safety insured neighborhoods and the convenience of having everything you need close to home. Suburgatory shapes who you are as a person. Suburgatory molded my personality into the person I am today. Through all my experiences in Suburgatory I’ve learned valuable life lessons that unbeknownst to me, have prepared me for life outside the confines of my hometown. My experience in Suburgatory can be compared to the exploits of the Foreman basement gang in That’s 70s Show. We will write a custom essay sample on Old Suburgatory (revised) or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page You never know what’s going to happen next. In Suburgatory you can hang around in your basement with your friends and not get bored or go down to the local pizza joint and grab a bite and speak your mind. There will be a running gag going on for weeks that only the kids in your group can comprehend. Though Suburgatory is more than a TV skit, it’s a real life, never the same once in a lifetime experience. Suburgatory is where I started my life and the place I can credit to the foundation I have today. It’s not just a hometown, its family. Suburgatory is the place where you’ll always know someone when you come back because they never wanted to leave home. You’ll always have family in Suburgatory, whether or not it’s really yours. In Suburgatory you can experience a lifetime of experiences without leaving your town, not too big, not too small, and all home. It all at your disposal, its all what you make of it.

Using the Spanish Word Seguro

Using the Spanish Word Seguro As a cognate of the English word secure, seguro has most of the meanings of secure as well as a few of its own. It is used most often to refer to safety, security, dependability, and certainly, concepts that overlap. The most common translations are secure, safe, and certain, although others are possible. Seguro Referring to Safety Some examples of seguro as an adjective referring to safety: Segà ºn las estadà ­sticas, el avià ³n es el medio de transporte ms seguro. (Statistically, the airplane is the safest form of transport.)Los padres quieren saber que son seguros los juegos que estn jugando sus hijos.  (The parents want to know that the games their children are playing are safe.)El hotel cerca del aeropuerto es el à ºltimo lugar seguro. (The hotel near the airport is the ultimate safe place.)Necesito un silloncito seguro para el bebà ©. (I need a safe chair for the baby.)Haz tu casa segura para tu familia. (Make your home safe for your family.) ¿Alguien sabe de una fuente segura de medicina? (Does anyone know of a safe source of medicine?) Seguro Related to Security Seguro is commonly used as an adjective when referring to various kinds of security, both physical and virtual: Sus datos estarn seguros. (Your data will be secure.)La ciudad tiene una estacià ³n de trenes segura y accesible. (The city has a secure and accessible train station.)Los telà ©fonos mà ³viles ya no son seguros. (Cellphones still arent secure.)La Sala de Situaciones de la Casa Blanca posee sistemas de comunicaciones seguras. (The White House Situation Room has secure communications systems.) ¿Se puede lograr que una ciudad sea segura contra los terroristas que utilizan vehà ­culos como armas? (Can a city achieve being secure against terrorists who use vehicles as weapons?) Other Meanings for Seguro In some contexts, seguro can refer to reliability or trustworthiness: No puedo arriesgar la vida de mis hombres en un plan poco seguro. (I cant risk the life of my men on an undependable plan.)Necesito respuestas seguras porque me muero de nervios. (I need reliable answers because Im dying of anxiety.)La biometrà ­a est creciendo como mà ©todo seguro de identificacià ³n de usuarios. (Biometrics is in creating as an effective  method of user identification.) Seguro can refer to certainty: La etimologà ­a de la palabra no es segura. (The etymology of the word isnt certain.)No estoy seguro de cà ³mo ayudar a alguien con problemas financieros. (Im not sure how to help someone with financial problems.)Pasaron tres o cuatro minutos, no estoy seguro.  (Three or four minutes passed, Im not sure.) Note again that the meanings above can overlap, and context may be necessary to determine what is meant. For example, one of the  sentence above - Los telà ©fonos mà ³viles ya no son seguros - came from an article about the security of information transmitted over the airwaves. But in a different context, the same sentence might have been referring to whether such cellphones can cause cancer. Seguro as a Noun As a noun, el seguro can refer to a safe place in general, or more specifically as a safety latch or other device that keeps something or someone safe. (In some regions, it can refer specifically to a safety pin.) A seguro can also refer to an insurance policy, especially one covering health or protection for injuries. Muchos alpinistas prefieran los mosquetones con seguros de acero. (Many climbers prefer carabiners with steel screw locks.)El seguro casero se requiere en cualquier prà ©stamo casero. (Homeowners insurance is required for any home loan.)Tiene seguros especiales para que el bebà © se quede fijo a la hamaca. (We have special devices so the baby can remain attached to the hammock.) Related Words and Etymology Words related to seguro include asegurar (to assure, to insure, to secure, to make sure), segurar (a shortened version of asegurar), seguridad (security, safety), and seguramente (securely, surely, probably). Seguro comes from the Latin securus, which had a similar meaning. The most closely related English words are secure, sure, and security, although there is also a more distant relationship with secret (secreto in Spanish). Key Takeaways Seguro is related to the English word secure and usually is an adjective that conveys the idea of safety or security.In some contexts, seguro can convey the idea of certainty or usefulness.As noun, seguro often refers to insurance or a thing that provides for safety.

Importance of Wait Time in Education

Importance of Wait Time in Education Wait time, in educational terms, is the time that a teacher  waits before calling on a student in class  or for an individual student to respond. For example,  teacher presenting a lesson on presidential terms of office, may ask the question, How many years can a president serve as president? The amount of time that a teacher gives students to think of the answer and raise their hands is called wait-time, and research published over forty years ago is still used to show that wait-time is a critical instructional tool. The term was first coined by Mary Budd Rowe in her research paper, Wait-time and Rewards as Instructional Variables, Their Influence in Language, Logic, and Fate Control (1972). She noted that on average, teachers paused only 1.5 seconds after asking a question; some wait only a tenth of a second. When that time was extended to three seconds, there were positive changes to students and teachers behaviors and attitudes. She explained that wait-time gave students a chance to take risks. Exploration and inquiry require students to put together ideas in new ways, to try out new thoughts, to take risks. For that they not only need time but they need a sense of being safe (4). Her report detailed several of the changes that came about when students were provided wait-time: The length and correctness of student responses increased.The number of no answers or I dont know responses by students decreased.The number  of students who volunteered answers increased greatly increased.Academic achievement test scores tended to increase. Wait Time is Think Time Rowes study had focused on elementary science teacher using data recorded over five years. She had noted a change in teacher characteristics, flexibility  in their own responses, when they purposefully allowed wait-time of three to five seconds, or even longer. In addition, the variety of questions asked in class became varied. Rowe concluded that wait-time influenced teacher expectations, and their rating of students they may have considered slow changed. She suggested that more work should be done concerning direct training of students to take time both to frame replies and to hear other students. In the 1990s, Robert Stahl from Arizona State University took up Rowes suggestion and followed up on her research. His study Using Think-time Behaviors to Promote Students Information Processing, Learning, and On-task Participation: An Instructional Model explained that wait-time was more than a simple pause in instruction. He determined that the three seconds of wait time of uninterrupted silence offered in questioning and answering was an opportunity for intellectual exercise. He found that during this uninterrupted silence, both the teacher and all students can both complete appropriate information processing tasks, feelings, oral responses, and actions. He explained that wait-time should be renamed as think-time because, Think-time names the primary academic purpose and activity of this period of silenceto allow students and the teacher to complete on-task thinking (8). Stahl also determined that there were eight categories of uninterrupted periods of silence that comprised wait-time. These categories described the wait-time immediately following a teachers question to a dramatic pause a teacher may use to emphasize an important idea or concept. Practicing Wait-time in the Classroom Despite the undisputed research, wait-time is a teaching tool that is often not practiced in the classroom. One reason may be that teachers are uncomfortable with silence after asking a question. This pause may not feel natural to wait to call on students. Taking three to five seconds, however, before calling on a student is not a lot of time. For teachers who may feel pressured to cover content or want to get through a unit, that uninterrupted silence can feel unnaturally long, especially if that pause is not a classroom norm. Another reason that teachers may feel uncomfortable with uninterrupted silence could be a lack of practice. More veteran teachers may already set their own pace for instruction which would need to be adjusted, while teachers entering the profession may not have had the opportunity to try wait-time in a classroom environment. Implementing an effective wait-time of three to five seconds is purposeful and takes practice. To better practice wait-time, some teachers implement a policy of only selecting students who raise a hand. This can be hard to enforce, especially if other teachers in the school are not requiring students to raise their hands. If a teacher is consistent and reinforces the importance of hand-raising in response to a question, students will eventually learn. Of course, teachers should realize that it is much harder to make students raise their hands if they have not required to do so from the first day of school. Other teachers may use a student lists or popsicle sticks or cards with student names to ensure that every student is called upon or that one student does not dominate the responses. Teachers also need to be aware of student expectations when implementing wait time. Students who are in competitive, upper-level courses and who may be used to quick-fire questions and answers might not initially find a benefit from wait time. In these cases, teachers would have to use their expertise and varying the amounts of time before calling on students to see if it does make a difference to either the number of students involved or the quality of the answers. Like any other instructional strategy, a teacher may need to play with wait-time to see what works best for students. While wait-time may be an uncomfortable strategy for teachers and students at first, it does get easier with practice. Teachers will notice a better quality and/or an increase in the length of responses as students to have the time to think of their answer before raising their hands. Finally, student-to-student interactions may increase as students become better able to formulate their answers. That pause of a few seconds called wait-time or think-time can make a dramatic improvement in learning.

C.S Lewis The Screwtape Letters Research Paper Example | Topics and Well Written Essays - 1250 words

C.S Lewis The Screwtape Letters - Research Paper Example The character of Screwtape in the book is one from the lower rungs of the bureaucracy of Hell, as he acts as a sort of mentor and tries to guide Wormwood towards adopting the path of temptation and sin which would eventually lead him to Hell. The book is made up of thrity one letters in which Screwtape delivers his expert advice to Wormwood, on how to engage in the most sinful of conducts, while trampling on his personal Christian faith and beliefs about humanity. (Green, Jordan) The book also takes place within the confines of a parallel universe in which both Wormwood and Screwtape survive because of the devil’s existence; in their world, doing wrong is seen is doing right – emotions like jealousy and greed are given importance over any kind of good anyone would do, and both the inner demons of Wormwood and Screwtapes’ minds do not conform to any kind of good done for the benefit of humanity. They are not even able to comprehend what doing such good pertains or consists of. According to C S Lewis, â€Å"There are two equal and opposite errors into which our race can fall about the devils. One is to disbelieve their existence. The other is to believe, and to feel an excessive and unhealthy interest in them.† (Lewis, C.S) Thus with the help of the Screwtape Letters, he is able to grasp the attention and minds of almost all kinds of believers of human faith and religion out there. With the help of this quote, Lewis tries to explain how man should not shut his mind to the kind of wrong that is being done in the world, or the kind of devils that exist in the form of sin, that eventually puts a person into trouble. However, at the same time, a man should also not believe in the existence of these devils to the extent of formulating a lifelong bond or relationship with them, in a manner that would eventually lead to the degradation of the person. This powerful satire written by the author is a take on the devils that persist in society, and how

Document Imaging Research Paper Example | Topics and Well Written Essays - 1750 words

Document Imaging - Research Paper Example With the advancement in science and technology, document imaging concept has become one of the most effective and essential concept, which has helped business organizations as an official communication intermediary in modern civilization. The concept of document imaging has been introduced in the business in order to minimize the physical effort of human. It has been observed that the traditional methods of storing paper and records required a higher rate of effort to manage the entire document imaging process. Moreover, it has been observed that more difficulties arise during the distributing and finding process. It can be further asserted that with the growing number of files, the difficulties in managing them also increased accompanied with significant time and effort consumption. The actual purpose of developing this document image process is to perform business operations quickly and efficiently. Similarly the imaging document concepts also help to analysis and compare several d ata, information and messages at a time. According to the observation, it has been identified that document imaging transforms paper documents into electronic images format, which has helped individuals and business organizations to perform their business task easily and efficiently. The document imaging process can take many forms such as document scanner, multifunction peripheral (MFP), fax machine and other scanning device among others (Hewahi et al, n.d.). It has observed that during the early 21th century the concept of document imaging has been used by modern civilization in order to collect, capture, and store information, images and characters for business or individual operational purpose. During the early historic period it has been observed, that human used to architect historical matters in a hand scripted documents for their memoirs such as declaration of independence, the constitution and Bill of right among others. Thus, it can be apparently

Case Study Chloe’s Story Essay Example for Free

Case Study Chloe’s Story Essay The serous membrane in Chloe’s abdomen contains the peritoneum. The peritoneum is the largest serous membrane of the body which includes the greater omentum, the largest peritoneal fold, which drapes over the transverse colon and the coils of the small intestine, and contains a considerable amount of adipose tissue. Involuntary contraction of pharyngeal stage is the beginning stage of swallowing it begins with the passage of water into the oropharynx. When water enters the esophagus the esophageal stage begin where peristalsis occurs with coordinated contractions and relaxation of muscles to propel water into the stomach. With the bypass of the duodenum, Chyme cannot not periodically be forced through the pyloric sphincter in gastric emptying. The proteins will have difficulty being easily broken down into smaller molecules in the chemical digestion of proteins. By the enzyme Lipase. Rapid or major weight loss increases a persons risk of developing gallstones. These meals should be high in protein. Because A change in diet, no longer consuming high fatty and high cholesterol foods. Yes. Nutritional deficiencies, like most iron and calcium is absorbed in the duodenum, the first part of the intestine that is bypassed by these operations. Calcium deficiency can lead to osteoporosis , and iron deficiency can cause anemia. Many vitamins and minerals are absorbed in the part of the small intestine bypassed by this surgery. The individual must commit to a lifetime of taking nutritional supplements to prevent serious vitamin and mineral deficiencies. A large number of microvilli in the small intestines greatly increases the surface area of the plasma membrane, larger amounts of digested nutrients can diffuse into absorptive cells. Most digestion and absorption occurs in the small intestine. Vitamin B12 must be combined with intrinsic factors produced by the stomach for its absorption by active transport in the ileum. Because it can or may be manifested as a variety of symptoms since B12 is widely used in the body. Severe fatigue may occur initially. Effects on the nervous system can be wide-ranging, and include weakness, numbness and tingling of the limbs, memory loss, confusion, delusion, poor balance and reflexes, hearing difficulties, and even dementia. Severe deficiency may appear similar to multiple sclerosis. Nausea and diarrhea are possible gastrointestinal signs. The anemia that results from prolonged deficiency may also be seen as a pallor especially in mucous membranes such as the gums and the lining of the inner surface of the eye. Megaloblastic anemia is a common result of inadequate B12. This condition can also result if a person stops secreting enough intrinsic factor in the stomach, a substance essential.

The Logical Fallacies of Descartes’ Meditations on First Philosophy Es

The Logical Fallacies of Descartes’ Meditations on First Philosophy Descartes’ Meditations on First Philosophy includes a proof for the existence of material objects, such as trees. Descartes accomplishes this by first doubting all things, from which he learns that he can be certain of nothing but his own existence as a thinking thing. From this established certainty, Descartes is able to provide proof for the existence of God, and, finally proof of the existence of material objects. Descartes’ proof of God, however, from which the proof of material things is made possible, is suspect: the proof relies on knowledge of clear and distinct ideas but knowledge of clear and distinct ideas relies on the existence of God. Furthermore, even if Descartes could manage to escape this circular method of proof, Descartes’ proof of his own existence is problematic. Descartes begins his series of proofs by assailing the foundations of everything he once believed to be true. He reasons that all false principles will come crashing down as the foundations upon which they stand are brought to nothing. But, that he can at least be certain of those principles that remain. And if nothing remains, he can at least be certain that there is nothing of which he can be certain. Descartes tells us that everything that he has "so far accepted as true [he] learned either from the senses or through the senses" (Biffle, 22). In light of this, Descartes proceeds to inquire into the reliability of the senses, the foundations upon which all his beliefs have so far rested. Descartes recalls the fact that the senses deceive him every night in his dreams. Specifically, he recalls the many times that he has believed himself to be awake, when he w... ...mselves. It is this lack of an external check that makes it very difficult to construct a proof wrought from pure reason that is neither circular nor falsely assuming. In science, checks our found in phenomenon. If a theory is logically sound but does not work in the physical world, it is ruled out. Maybe we will find a similar check for ideas, or maybe we will devise a way around this problem of checking ideas. Either way, the problem is present, and it seems that ideas are not a likely place to find truth. Works Cited Biffle, Christopher, et al A Guided Tour of Rene Descartes' Meditations on First Philosophy Mayfield Publishing Company 2000 Cahn, Steven, ed., Classics of Western Philosophy, 5th. edition, Cambridge, Hackett Publishing Company, 1999. Descartes, Renà ©. Meditations on First Philosophy. Trans. Cress. Indianapolis, U.S.A: Hackett, 1993.

Character of good research

Characteristics of Good Research Articles The following guidelines are taken from a series of editorial viewpoints In Research Quarterly for Exercise In Sport authored by Dry. Maureen Weiss (1 993, 1994, 1995). You should consider these your â€Å"bible† for assessing articles you read and for writing research proposals and eventually, manuscripts for publication. If you follow these guidelines you will become a better reader, writer, and reviewer of research! 1. Introduction a. Is a theoretical or conceptual rationale provided for the study? B. Is there an adequate review and discussion of the pertinent empirical literature on the topic?Any key references omitted? C. Is there an explanation or justification for the selection of key variables in the study? D. Is there a logical progression and presentation of ideas that lead to the purpose of the present study? E. Do the hypotheses emanate logically from the theory and research presented? F. Is It specified how the research qu estion extends the current knowledge base In the research topic? 2. Method a. Is the sample described thoroughly (age, gender, skill level, race, ethnicity) as well as the criteria for selection? B. Is the design clearly stated and Is it appropriate to the search questions?Are the relevant independent and dependent variables clarified? C. Are the measures described adequately (validity, reliability, item and scoring format)? D. Are the procedures described completely and clearly enough so that they could be replicated by others? E. Is a road map provided for how the data are to be analyzed to address key study issues (e. G. , reliability of measures, each of the key research questions)? 3. Results a. Is the results section readable? B. Are subheadings appropriately used to enhance readability and the â€Å"road map†? C.Are the appropriate statistics used to answer key study questions? D. Is all relevant Information associated with a particular statistical procedure reported? E. Are the statistical findings Interpreted accurately? 4. Discussion a. Is the study purpose briefly recapped for the reader? B. Are the results summarized in relation to the study hypotheses (support, did not support)? C. Are the study results compared to pertinent studies mentioned in the introduction? D. Are theoretical implications provided? E. Are practical implications provided, if appropriate? F. Are future research directions outlined briefly? Is there a concluding paragraph that brings closure to the article by ensuring that readers â€Å"get† the take-home message? 5. Other Issues a. Is the manuscript written clearly and understandably? B. Do all aspects of the manuscript conform to PAP style?

The Power Consumption

The power consumption for sending (or receiving) a single message in a mobile phone Abstract: We measure overall SMS, Whatapps and Wechat for the power consumption of a single message. These results are validated by overall power measurements of two other devices: the Battery Doctor and Battery Detective. We discuss the significance of the power drawn by the various length and time of texting messages, and identify the most promising areas to focus on for further improvements of power management. We also analyze the energy impact of dynamic voltage and frequency scaling of the device’s application processor.Introduction: In recent years, people have a mobile phone in their hands all the day. At the same time, device functionality is increasing rapidly. In the number of applications, texting messages occupied an important part. Hence, optimal management of power consumption of devices such as SMS, WhatsApp and WeChat is critical. In this paper we attempt to answer how much of t he system’s energy is consumed by sending (or receiving) a single message of the system and under what circumstances. And we will use IPhone5 as the experimental product.Furthermore, we validate the results with computing manually and the additional mobile device: Battery Doctor, Battery Detective. Material: Experimental product: IPhone5 (IOS6. 1. 2) Timer Testing Applications: Messages, WhatsApp, WeChat Measuring Application: Battery Doctor and Battery Detective Formula: 1)The time of sending each message=The time of the usage of 1% power/ Number of messages. 2) Average electricity consumption of each message ( with the Wifi usage)= 1% power of Iphone 5/ Number of messages. ) Average electricity consumption of each message ( without the Wifi usage) =(1% power of Iphone 5/ Number of messages) – (The time of sending each message x The power consumption rate of wifi function). Methodology: Device under test Experimental setup When an iPhone is not actively being used (th e screen is off), the biggest power drain are the various radios: WiFi, 3G and Bluetooth. So first tip is to turn off any service you don’t need. Settings are useful in doing so with one tap. There is some information you need to calculate before we collect the data.Therefore, after you turn off all the service that you do not use, you have to turn on the Battery Doctor and check out the battery usage of your phone and calculate how much usage if 1%power. In the case of IPhone 5, the battery usage is 1430, therefore IPhone 5 1% power= 1430/100= 14. 30 mAh. Also, you can use the Battery Doctor to check out how long you still can use on that percentage of battery. Then, according to the Doctor Battery, when IPhone 5 in 41% power, it can use 8hrs 15mins without the WiFi function. If use with the WiFi function, it can use 7hrs 13mins.Therefore, you can calculate that: The power of IPhone 5 in 41%: 14. 3mAh x 41 = 586. 3mAh The power consumption rate of IPhone 5 without the WiFi f unction: 586. 3 mAh/[(60 x 8 +15) x 60] = 0. 0197 mAh s-1 The power consumption rate of IPhone 5 without the WiFi function: 586. 3 mAh/[(60 x7 +13) x 60] = 0. 0226 mAh s-1 The power consumption rate of WiFi function: 0. 0226 – 0. 0197 = 0. 0029 mAh s-1 Then, you get all the basic information which you need, and you can turn off the Battery Doctor, and start to collect the data. Then, you need to let your phone natural reduce 1% power.After it you can use the timer to count time and type your message and send it out. After you use 1% of power, you can stop the timer and count how many messages did u sent and record it. Then, you need to repeat to collect those data several times. However, you also need to do it in different power percentage, to collect more data. After u collect the data of time and number of messages sending, you can use those formula to calculate the information. Software Excel, Word, Battery Doctor, Battery Detective Results We had collected the data from 3 different power level, high power (>80%), general power (20-80%), and lower power (

ship inspection guidelines Essays

ship inspection guidelines Essays ship inspection guidelines Essay ship inspection guidelines Essay Ill SHIP INSPECTION GUIDELINES 1 General These Guidelines have been developed for the use of the Administration in the conduct of ship safety inspection. Inspections shall be carried out during port stays and/or while underway, or 1. 1 while drydocked. 1. 2 Ship inspection shall be conducted upon official request being filed or complaint lodged, and payment of the prescribed fees and charges, unless the inspection is decided moto propio by the Administration, or its deputized agent. The official request for ship inspection should indicate the date, time and place of availability of the ship. If the requested schedule for inspection does not push through, the Administration, or its deputized agent, should advise the shipowner/ operator in writing, within three (3) working days from the requested schedule, that its application is being returned without prejudice to reviving the same upon the availability of the ship. 1. 3 Ship inspection shall be conducted by the nearest office/unit of the Administration, or its deputized agent, where the ship is available for inspection, notwithstanding where the ship is homeported. It shall, however, be the homeport office/unit which shall issue the ship safety certificates. In cases where the inspection is conducted by an office/unit other than the homeport, the inspection report shall immediately be forwarded to the homeport office/unit to serve as basis for issuance of the ship safety certificates. 1. 4 Inspectors must wear the prescribed identification, uniform, and equipped with the appropriate tools and paraphernalia prescribed for vessel inspection. Inspectors must present a valid order to the owner/operator or the master of the vessel. 1. Prior to the conduct of the actual inspection, there should be a pre-inspection meeting between the inspection team and the master who must be present at all imes during the conduct of the said inspection. 1. 6 All records, data and other relevant information generated as a result of the conduct of the inspection must be processed/evaluated/stored. Initial inspection (l) 2. 1 Prior to the ships registration, an inspect ion shall be undertaken to ensure compliance with the requirements of the PMMRR 1997, as amended, and other relevant rules and regulations, specifically covering the following: 2. . 1 Arrangements, materials and scantlings of the structure; 2. 1. 2 Boilers and other pressure ships; 2. 1. 3 Main and auxiliary machinery; 2. 1. Fire safety systems and appliances and arrangements, navigational equipment, nautical publications, means of embarkation for pilots, etc; 2. 1. 5 Radio installation, including those used in life-saving appliances; 2. 1. 6 Arrangements for the control of discharge of oil and the retention of oil on board; 2. 1. Provision of the lights, shapes, and means of making sound signals and distress signals, as required by the provisions of COLREG; and, 2. 1. 8 Approval of inclining experiment/stability test and certification of loadline. 2. 2 Annual Inspection (A) The annual inspection shall be undertaken to include verification on whether: . 2. 1 All equipment are operat ional and in satisfactory condition for the service for which the ship is intended; 2. 2. 2Alterations have been made to the hull or superstructures which would affect the calculations determining the position of the loadlines; 2. 2. Fittings and appliances for the protection of openings, guard rails, freeing ports and means of access to crews quarters are maintained in satisfactory condition; 2. 2. 4 Ship documents are complete and valid; and 2. 2. 5 Officers and crew are adequate duly certificated. 2. 3 Drydocking Inspection (D) This inspection is undertaken on ship placed on blocks in a drydock or slipway to examine the shell plating, stern frame, rudder, anchors and chain cables, sea inlets and overboard dischargers below waterline together with their valves and the fastening of these valves to the hull. During drydocking inspections, other parts such as tanks, top plating of double bottoms and structures below ceiling, propellers and shafting arrangement are to be examined and thickness gauging on plates and structural members should be carried out. 2. 4 Occasional Inspection (O) An additional inspection to determine overall safety condition of the ship whenever ade, or whether the ship is subject of complaints. 2. 5 Renewal Inspection (R) 2. 5. 1 All equipment are operational and in satisfactory condition for the service for which the ship is intended; 2. 5. Alterations have been made to the hull or loadlines; 2. 5. 3 Fittings and appliances for the protection of openings, guard rails, condition; 2. 5. 4 Ship documents are complete and valid; and 2. 5. 5 Officers and crew are adequate duly certificated. 3 Basic Coverage of Ship Inspections 3. 1 Hull 3. 2 Machinery, equipment and electrical 3. 3 Life-saving, fire-fighting, navigational and communication equipment 3. Vessels officer s and crew documentation 4 Categories of Ship Inspectors: 4. 1 Category A- These are Ship Safety Inspectors possessing the following qualifications: a. icensed Naval Architect Marine Engineers, Mechanical Engineers, Electrical Engineers, Civil Engineers, Master Mariners, Chief Marine Engineers, and other related sciences; b. must have relevant experience; c. SSIS training and/or length of service of at least five years in the field or related to the field of ship inspection; and, d. as designated by the Administrator, upon the recommendation of the Ship Inspection System Committee. 4. Category B- These are Ship Safety Inspectors possessing the following qualifications; a. raduates of relevant technical courses, which include Naval Architecture and Marine Engineering, Mechanical Engineering, Electrical Engineering, etc. ; b. must have relevant experience; relevant experience, SSIS training and/or length of service of at least five (5) years to Category A Ship Safety Inspector upon t he recommendation of the Ship Safety Inspection System (SSIS) Committee. 4. 3 Category C- These are Ship Safety Inspectors which are not licensed to practice relevant technical profession nor graduates of relevant technical courses but possess he following requirements; a. ollege graduate; b. have substantial experience in the conduct of ship safety inspections; c. have attended an SSIS orientation Seminar/Training; and, d. recommended by the SSIS Committee for designation by the Administrator as Category C ship safety inspector 4. 4 Cadet Inspectors These are newly admitted personnel qualified and assigned to do ship safety inspection, as designated by the Administrator upon the recommendation of the SSIS Committee. 5. Qualifications for Ship Inspectors Inspectors shall be designated as Category A Ship Safety Inspector, Category B 5. Ship Safety Inspector, Category C Ship Safety Inspector, and Cadet Ship Safety Inspector. 5. 2 The Administrator may designate any inspector by reaso n of relevant experience, Ship Inspection training and/or length of service of at least five years related to ship safety inspection upon the recommendation of the SSIS Committee. 5. 3 All newly admitted personnel may be qualified and assigned to do ship safety inspection if so designated by the Administrator upon the recommendation of the SSIS Committee. 5. 4 Minimum Qualification Requirements 5. 4. Education Personnel participating in ship inspection must have a minimum educational ualification in accordance with the following: (a) a qualification from a marine or nautical institution to include experience in ship operations; or (b) a qualification from a technical institution with a degree majoring in naval architecture and marine engineering, mechanical engineering, electrical engineering, civil engineering or other related physical science; (c) R. A. 1080 Civil eligibility; and (e) he or she should be proficient in the agreed language of the inspection. . 4. 2 Training Personne l performing ship inspection shall receive formal training conducted by the Administration, or a nationally/internationally recognized organization in the field of ship inspection and certification, to ensure adequate knowledge, competence and skills with respect to at least: (a) understanding of ship inspection; (b) mandatory rules and regulations; (c) applicable codes, guidelines and standards recommended by IMO, Classification Societies and Maritime Industry Organizations; and (d) Ship inspection system and techniques. Such knowledge, competence and skills should be demonstrated through written and/or oral examinations or other acceptable criteria. 5. 4. 3 Work Experience Personnel performing ship inspection must have work experience related to either classification or statutory certification surveys, technical and operational aspects of ship safety management or a combination of the three. a) Ship Inspection Experience of Category B Ship Safety Inspectors Personnel performing ship inspection, under this category should either be an inspector who has fulfilled the requirements of an equivalent national standard or shall have acquired, as a minimum, the inspection experience indicated below: (i) for initial or renewal inspection, inspectors should have participated in at least hree (3) initial or renewal inspection of ship under the supervision of a senior inspector; and (it) for periodical or additional inspection, inspectors should have participated in at least two (2) periodical or additional ins pection of a ship under the supervision of a senior inspector. (b) Ship Inspection Experience of Category A Ship Safety Inspectors Personnel performing ship inspection, as category A ship safety inspectors, are to have participated as a qualified Category B ship safety inspector in the initial or renewal inspection of the following size/type of ships, as a minimum, and are to have ndergone training as Category A ship safety inspector. Total gt high speed craft Passenger ships Cargo ships Tankers others 61 Code of Conduct and Ethical Standards Ship Inspectors shall officially pledge to adopt and abide by the following code of conduct and ethical standards: (i) To ensure compliance with applicable international and national safety and marine environment protection rules and regulation; (it) To continuously seek to enhance his knowledge and skills to enable him to perform his duties competently and confidently with the highest integrity; (iii) To treat the shipowner/operator or his epresentatives with dignity and respect; (v) To conduct the ship inspection with an aspiration to contribute to the improvement of the maritime safety of the ship; (v) To endeavor to treat all inspection documents confidential; (vi) To, in the exercise of his functions as ship inspector, observe utmost prudence so that normal operations of the ship can be carried out. (vii) To safeguard personal integrity and therefore observe Republic Act No. 6713; (viii) To be punctual in the conduct of ship inspection; (ix) To, in dealing with his co-inspectors, regard them with esteem and deference; nd, (x) To unselfishly share whatever knowledge/information with his co-inspectors with the view to improve the maritime safety condition in the Philippines. 7 Ship Inspection Objectives and Responsibilities 7. Ship Inspection Objectives (i) Ensuring that all ships/vessels are maintained in safe operating conditions; and, (ii) Ensuring that all ships/vessels comply with the requirements of national and applicable international maritime safety standards. 7. 2 Lead Ship Inspectors Responsibilities (i) To prepare inspection program and schedule; (it) To lead the opening meeting; (iii) To supervise the conduct of inspection; v) To evaluate the report submitted by the ship inspectors; and (v) To lead the the inspection. 7. 3 Ship Inspectors Responsibilities (i) To conduct inspection as assigned by the Lead ship inspector; (it) To make and submit inspection report to the Lead Ship Inspector 8. Ship Inspection Procedures Inspections shall be carried out during port stays and/or while underway, or while drydocked. 8. 1 Pre-lnspection. 8. 1. Prior to the actual conduct of the inspection, the Lead Ship Inspector shall undertake the following preparatory tasks: (a) Ensure that members of the Inspection Team are in proper uniform and possess roper identification and authority to inspect the ship; (b) Ascertain the availability of inspection tools and equipment to be used; (c) Obtain necessary documents needed including checklist, a copy of ship specifications, pictures and plans, where applicable; (d) Confirm inspection time and location with ship operators or their representatives; (e) Hold pre-boarding meeting to coordinate the inspection work to be performed by each member of the team and to set a target completion time; and, (f) Inspector/lnspection Team to meet the Master on board the ship. 8. 2 Pre-lnspection while on Drydock. 8. 2. In case of drydocking inspection, on the date of the drydock and when the hull has been scraped and hosed down with fresh water, the ship inspectors shall be present in the conduct of the thickness gauging using the Shell Expansion Plan submitted by the Shipowner. 8. 2. 2 A conference between the shipowner, shipbuilder and the Administrations inspectors shall be undertaken to discuss the scope of inspection work. 8. 2. 3 The shipowner, shipbuilder and the ship inspectors shall agree and acknowledge the scope of inspection work to be undertaken. It should be understood however, that the agreements made should be in compliance with the PMMRR 1997 and other related rules and regulations. survey shall be conducted by the ship inspectors to determine full compliance with the agreement during the pre-survey/inspection. Inspection shall be conducted prior to hull preservation. 8. 2. 5 The Administration is not prevented from conducting any validation/verification inspection during the actual repair works. 8. 2. 6 Only after full compliance with the agreement at the full satisfaction of the attending ship inspector shall the ship be ready for the necessary hull preservation prior to undocking. 8. 2. When a major repair on the machinery has been performed, such as but not imited to, withdrawal of the tail shaft, repair of the rudder, propeller, a sea trial must be conducted in the presence of the attending ship inspector. 8. 3 Inspection Proper. 8. 3. 1 Upon boarding the ship, an opening meeting with the Ship Master shall be called. The Lead Ship Inspector shall introduce the members of the inspection team and inform the Ship Master the purpose for which the inspection shall be conducted. The Lead Ship Inspector shall inform the Ship Master of the areas to be covered by the inspection. Prior to the conduct of the actual inspection, there should be a pre- nspection meeting between the inspection team and the master who must be present at all times during the conduct of the said inspection. 8. 3. The inspections to be conducted shall cover the following, in accordance with the ship inspection procedure. (a) Verification of ship documents; (b) Hull and Deck Machinery condition; (c) Assessment of Ship machinery, steering and propulsion system; (d) Assessment of life-saving appliances, fire protection fire safety system, navigational, electrical and communications equipment, oil pollution prevention equipment and system, cargo andling appliances; and, (e) Verification of compliance with minimum safe manning requir ements, i. e. , officers, deck and engine watchkeepers and their pertinent documents. 8. 4 Field Action and Reporting 8. 4. Field action of the Inspection Team (a) A closing meeting with the Ship Master shall be called to present the details of the findings/results of the inspection. The Ship Master, or his representative, shall be required to sign the inspection report to confirm that he is in agreement with the are found, the Ship Inspection Team shall accomplish the Notice of Deficiency Form NODE) indicating the nature of deficiencies and the time within which the corrective actions shall be undertaken. A copy of the NODF shall be furnished only to the Ship Master who shall acknowledge receipt thereof. (c) In support of the findings, the Ship Inspection Team shall gather sufficient evidence including visual materials. d) Only after the conduct of the above procedures and/or after issuance of the corresponding shipyard certificate of drydocking at the full satisfaction of the Admi nistration and after compliance with other safety requirements/regulations, shall the necessary certificates be issued. 8. 4. 2 Inspection Reports The Ship Inspection Team shall submit the inspection report on hull, machinery, safety/communication equipment and crew/officers documentation within 24 hours, or the next working day upon arrival at the official station. 8. 5 Underwater Inspection Underwater inspection shall be carried out strictly in accordance with the following conditions (in addition to relevant regulations issued by the Administration): 8. 5. In areas duly designated by MARINA; 8. 5. 2 Only by accredited underwater marine surveying company under supervision by MARINA inspectors; 8. 5. 3 Water visibility should not be less than 80 percent. and 8. 5. Underwater inspection in lieu of drydocking shall be in accordance with generally accepted rules on underwater survey. 8. 6 Assignment of Inspector/lnspection Team 8. 6. 1 Assignment of Inspector The assignment of inspect ors shall be in accordance with the following: Size/Type of Ship Number of Inspectors Category of Inspectors Category A 5000 gt and above 3 1600 gt and below 5000 gt 2 500 gt and below 1600 gt below 500 Category B or C 8. 6. The selection/rotation of inspectors for vessel inspection assignments shall be based on the following: a) Recognition of the inspectors specialization vis-a-vis the vessel to be inspected; b) As a general rule, the inspector shall not be assigned to the same vessel at any given time except when there are serious deficiencies which require subsequent verification; c) Sequential assignments shall be encouraged for the purpose of saving time and cost. In no case shall an inspector be allowed to inspect more than two vessels at any given time. d) Assignment of inspector shall be made at least a day prior to the scheduled date of inspection. 8. 6. 3 The Ship Safety Inspector shall sign the Inspection Report and make the proper recommendation regarding the issuance o f the safety certificates.

What Are AP Classes Why Should You Take Them

What Are AP Classes Why Should You Take Them SAT / ACT Prep Online Guides and Tips If you’ve started high school recently, or if you're due to start soon, you might be wondering, "What are AP classes?" You might have heard that they are extra-advanced or that you can get college credit from them. But how does it work? If you’ve been wondering what AP tests are and how they can help you, read on for our guide to AP courses and learn how they can get you ahead. What Is Advanced Placement? Advanced Placement is a program run by the College Board (the makers of the SAT) that allows you to take courses at your high school, which can earn you college credit and/or qualify you for more advanced classes when you begin college. So what are AP courses? They are designed to give you the experience of an intro-level college class while you’re still in high school. Plus, you can get college credit for the class if you pass the AP exam. AP classes were created in the mid-1950s as a response to the widening gap between secondary school (high school) and college. A pilot program in 1952 had 11 subjects, butAP didn’t officially launch until the 1956 school year,when the College Board took over the program and named it the College Board Advanced Placement Program. The program expanded rapidly over the years.These days,about 2.7 million students take AP exams every year in 38 subjects.It’s also much more common for students to take multiple AP classes over the course of their high school careers. Well, the content of an intro-level college class ... you won't sit in a lecture hall like this until college! But what exactly are AP exams?An AP exam isbasically a test of all you learn in an AP class. You earn college credit if you pass the examgiven at the end of the year in May. (AP tests are scored between 1 and 5, with anything above 3 considered passing.) While it's possible to skip the AP class and study for an AP exam independently, it's strongly recommended that you take the class.AP classes are specifically designed to help students prepare for the AP exams. Taking an AP course and passing the test is a sign that you're capable of handling college-level work, which will strengthen your college applications immensely. Want to get a perfect 5 on your AP exam and an A in class? We can help. PrepScholar Tutors is the world's best tutoring service. We combine world-class expert tutors with our proprietary teaching techniques. Our students have gotten A's on thousands of classes, perfect 5's on AP tests, and ludicrously high SAT Subject Test scores. Whether you need help with science, math, English, social science, or more, we've got you covered. Get better grades today with PrepScholar Tutors. Why Take AP Classes? 3 Key Benefits Now that you know what AP classes are, why should you consider taking them? Below, we give you three potential benefits of taking AP classes. #1: They Can Boost Your College Applications Taking an AP class (or several!) is a great way to challenge yourself academically and show colleges that you're serious about your education. An AP class on your transcript signals stronger academic training, especially with high passing scores of 4 and 5 on the test. In particular, getting a 5 on an AP test shows that you are more advanced in a subject than 80-90% of advanced students- which looks very impressive to colleges! Since AP courses are challenging and require you to study for a comprehensive exam, they teach you skills that will help you in college classes. According to the College Board, students who take AP exams get higher grades in college than those with similar grades who don’t take AP exams. You basically get a head start in college. Many colleges say thatthey look to see if you took the hardest courses available to you at your school.Taking AP classes is often the best way to show that you are challenging yourself academically at your high school. For example, Yale says on their admissions website, "Weonly expect you to take advantage of [AP] courses if your high school provides them.† In other words, if your school has AP courses and you don’t take them, it might look as though you aren't challenging yourself. To take a West Coast example, USC is more straightforward: â€Å"Students should pursue Advanced Placement or International Baccalaureate classes whenever possible and if offered by high school.† Getting a high passing score of 4 or 5 further demonstrates your academic potential to colleges.(By the way, if you're curious about a college's suggested high school course load, look up its admissions website by searching "[School Name] admissions requirements.") #2: They Can Show Your Passion Taking AP exams is also a way to demonstrate real academic interest in a certain subject. For example,if you’re an aspiring engineer, taking the AP Calculus and AP Physics courses and passing the exams will prove to college admissions committees that you're serious about engineering and have the skills necessary to pursue it. On the other hand, if you're interested in political science or pre-law tracks, taking AP US History, AP US Government, AP Statistics, and/or AP Economics would show strong preparation for those subjects. Or ifyou’re hoping to be pre-med,taking AP Chemistry, AP Biology, and/or AP Calculus would indicate that you have the skills and background needed to handle tough pre-med classes as a college student. #3: They Can Get You College Credit Some colleges give credit for AP classes. This makes it possible to graduate from college in a far shorter amount of time, ultimately saving you money! For example,Harvard lets you apply for Advanced Standing if you've completed the equivalent of a year of college courses with AP exams. The University of Michigan, too,grants new students course credit and higher class placements for AP exams. However, some colleges use scores to help place students in higher-level classes but don't allow these credits to fulfill graduation requirements, so you can't graduate any earlier. Similarly, other schools might let you earn college credit but are limiting about which AP exams they accept. As an example, Stanford University accepts AP credit from many science, language, and math AP courses, but not any from history or English courses. Washington University in St. Louis will grant some credit for AP tests but doesn't allow you to use these credits to meet general education requirements: "A maximum of 15 units of prematriculation credit may be counted toward any undergraduate degree. These units will count toward graduation, but will not meet general education requirements." Despite all this, getting the boost into more advanced classes can help you work through a major more quickly and let you take more advanced and more interesting courses as a freshman. Even if you don't earn credit for your AP scores, AP classes can still get you ahead. If you’re curious about a college’s AP policy, the College Board has a database you can use to look up any school's policy. The fewer years college takes, the less you have to spend! How to Sign Up for AP Classes and Tests You can sign up for an AP course through your normal high school registration process. Keep in mind that some schools have prerequisite courses you have to take before you can sign up for an AP class. Track down your guidance counselor if you have any questions about this! You'll also sign up for AP tests through your school, which will havea designated AP coordinator (often a guidance counselor) to help with the process. If you’re home-schooled or want to take an AP test for a class your school doesn’t offer,contact your local school’s AP coordinator. AP tests cost $94 each.Some schools offer subsidies, and the College Board has financial aidin the form of a $32 fee reduction. Remember that if you pass the AP exam, you can exchange your score for college credit once you get to college. So even though that $94 fee is steep, it’s a bargain compared with the cost of taking that same class for a semester in college! What’s Next? Now that you now about AP classes, which ones should you take? Check out our comprehensive list of AP exams and guide. Also,learn about how long AP tests are and how to deal with testing fatigue. Also studying for the SAT? Learn how to boost your Reading, Math, and Writing scores, and get some essentialtips for the Essay. Studying for the ACT instead? Check out our ultimate ACT study guide,and get expert tips on how to write a great essay for the Writing section. Want to improve your SAT score by 160 points or your ACT score by 4 points?We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now: