The Police Chief Placed A Picture Of The Serial Black Widow

The police chief placed a picture of the serial black widow murderer in front of me and my throat constricted. They were scheduled to get married in less than a week and there was no evidence to take convinces the bridegroom to call off the wedding let alone delay the nuptials. That old saying that it is always the last person you would ever expect? Well, there was no way in hell did I see this one coming. Of all the times to think about Tessa and how sad she had looked to tell me her parents had received a job offer and she would have to move away. If it wasn’t for her kissing me that day, I doubt I would’ve had the nerve to make the first move. Now that I thought about it, this was actually the perfect time to remember that and one other little thing about my pass. However, she wasn’t in the category of things I wish I could forget. I was not what you would call a very popular kid. You could say I was at the very far end of the popularity hierarchy. Actually, I was at the bottom. My mother had seen one too many shows about how to raise a star. Soon there were piano lessons, singing lessons, and worse of all ballet lessons. Oh, but my father did as best he could and I started taking classes in magic. I doubt there is no greater embarrassment than participating in the school’s annual talent show and your mother is your sexy assistant that is supposed to divert the audience’s attention. I had to admit, there was one thing that came out of that life changingShow MoreRelated1000 Word Essay85965 Words   |  344 PagesArmyStudyGuide.com Version 5.3 serving under various sections of title 10, United States Code). Soldiers retired from active duty because of longevity or physical disability, or retired upon reaching age 60 (Reserve Components) and their dependents. Widows (ers) and orphans of soldiers who died while on active duty or after they retired. (Site: AERHQ.org) How are monetary contributions made to AER? Cash,check or allotment (AR 930-4 Aug 1994 / 5-6 / PDF 24) When is the AER annual fund campaignRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagescom/tag/scott-nicholson/. 2 What Is Organizational Behavior? The stellar universe is not so difficult of comprehension as the real actions of other people. —Marcel Proust 1 Photo: Scott Nicholson. Source: Matthew Cavanaugh/The New York Times/Redux Pictures 3 4 CHAPTER 1 What Is Organizational Behavior? he details of this story might be disheartening to read, but they accurately reflect some of the problems faced by the contemporary workforce. The story also highlights several issuesRead MoreMarketing Management130471 Words   |  522 PagesThey can, more easily than men, carry on propaganda against hazards of unhygienic conditions under which the villagers live. In urban areas they can efficiently take up the task of visiting and teaching the orphans and the helpless widows in the orphanages and the widow welfare centres. They can train them in sewing, knitting, embroidery and nursing in which women by nature excel. They can also train them in the art of music and dancing. But all this should not lead us to conclude that the women should

Emotional Intelligence at The Work Place - Free Essay Example

Sample details Pages: 7 Words: 1992 Downloads: 6 Date added: 2017/06/26 Category Psychology Essay Type Research paper Did you like this example? Introduction The emotional intelligence field is a very new area of study in psychological research. The definition therefore is varied and is constantly changing. It was only in 1990 that Salovey and Mayer came up with the first published attempt in trying to define the term. Don’t waste time! Our writers will create an original "Emotional Intelligence at The Work Place" essay for you Create order They defined emotional intelligence as the ability to monitors ones own and other feelings and emotions, to discriminate among them and to use this information to guide ones thinking and actions. (Salovey P. Mayers, J.D, 1990) Emotional intelligence to a larger extent involves emotional empathy which is the ability to concentrate on ones emotions and recognize mood both of themselves and others. It further describes how well one is able to adapt to various life challenges like stress and difficult incidences. It also involves the ability balance honest expression of emotions against courtesy, consideration and respect. This would obviously involve possession of some level of good social and communication skills. https://www.zeroriskhr.com/Articles/EmotionalIntelligence.aspx Emotional intelligence is often times measured using the Emotional Intelligence quotient (EQ) which is more of a description of the capacity or ability to perceive, then assess and eventually manag e ones own and others emotions, To date there are 3 main emotional intelligence models which include: Emotional intelligence Model based on Trait Emotional Models based on Ability Emotional intelligence from Mixed models i) The Trait Emotional Intelligence model Trait emotional intelligence or Trait emotional self efficacy refers to a constellation or behaviour dispositions and self-perceptions regarding a persons ability to recognize, process and utilize emotional-laden information where the trait emotional intelligence should be measured within the framework of an individuals personality. The trait emotional intelligence is measured by several tools of self-report and include the EQ, the Six seconds emotional intelligence assessment, the Swinburne University emotional intelligence test (SUEIT) and the Schuttle self report emotional intelligence test (SSEIT).A trait emotional intelligence questionnaire (TEIQUE) that is in 15 languages was designed specifically in an open- access manner to measure EI compressively. ii) Emotional intelligence model based on ability Salovey and Mayer revised their earlier Emotional Intelligence definition and upgraded it to read as the ability to perceive emotion, integrate emotion to facilitate thought, understand emotions and regulate emotion to promote personal growth (Mayer, J.D. Salovey, P.,1997) This model upholds emotions as vital information sources that enable a person to make good use of the social environment. According to the model, an individuals ability to process emotional information varies from one person to another and certain adaptive behaviours manifest themselves in this ability. The model thus goes further to propose four ability types that include Perceiving of emotions Using of emotion understanding emotions and Initiating the emotions Upon the development of this model, it heralded the development of a measurement instrument that was named after its proponents, Mayer-Salovey- Caruso Emotional Intelligence Test (MSCEIT) which is based on various emotion- based problem solving items (Salovey P Grewal D,2005). The ability of a person is measured on the four branches of emotional intelligence which then generates a score for each branch and eventually the total score. iii) Mixed models of emotional intelligence Included in the mixed emotional intelligence model are Golemanss Emotional Competencies and Bar-Ons emotional-social intelligence model. The emotional competencies (Goleman) model This is a model that was introduced by Daniel Goleman who portrays emotional intelligence as a combination of a variety of skills and competencies that strengthen managerial performance. The managerial performance in human resources is measured by a 360-degree feedback program known as the multi-source feedback or multi-rate feedback or multi-source assessment which assesses the employee in totality. (Goleman, D.1998). In this model, Goleman developed 4 outlines for emotional intelligence. These main outlines include; Self- awareness: This is the ability to understand ones emotions and recognizing their impact. Self-management: being able to adapt to charging circumstances by controlling ones emotions. Social awareness: being able to understand sense other people emotions and reacting to them while understanding the social networks. Relationship management: which includes being able to inspire, develop and influence others in a conflict management set-up. Within each outline, Goleman included a set of emotional competencies which are learned capabilities and to achieve outstanding performance, must be developed and worked on. To learn the emotional competency, each individual is born with a level of emotional intelligence which determines the potential to learn. Measurement tools utilized in this model include the ECI (Emotional Competency Inventory) an emotional intelligence appraisal taken as a 360-degree assessment or a self- report assessment. (Goleman, D.1998). The Bar-On model of emotional-social intelligence (ESI) This model was developed by Reuven Bar-On who was a psychologist. He defined emotional intelligence as involving the effective understanding of others including oneself and being able to relate well with people and developing the ability to deal effectively with the environmental dynamics and adapting and coping with them. According to Bar-On, emotional intelligence is developed over the time and improved by training therapy and programming (Bar-On, R.1997). He developed what is termed as the Emotional Quotient which indicated a measure of emotional intelligence where higher EQ individuals are successful under any form of environmental demands and pressures. He also posited that Emotional Intelligence deficiency is usually accompanied by emotional problems. Therefore according to him, the potential to succeed in life lies in both the cognitive intelligence and emotional intelligence. (Bar-On R.1997). As a measurement tool the Bar-On Emotion Quotient Inventory (EQ-i) was d eveloped and estimates a persons both emotional and social intelligence. It measures the individuals mental ability to succeed in any environmental circumstance. (Bar-On, R.1997). To obtain a Total Emotional Quotient (Total EQ), 133 items are used that inform and produce scores to correspond with the 5 main components of the model. (Bar-On, R.1997). Emotional intelligence at the work place. At the work place the ability to exercise clear and sound judgement in situations that the jobs role presents solely depends on the emotional intelligence employees possess. It encompasses the ability to manage their own impulses, cope with change, effectively communicate with others, and solve problems and being able to make use of humour to defuse a tense situation. Such employees have the ability to empathise with others, are optimistic in the face of down turns and are effective in resolving customer complaints. Therefore emotional intelligence plays a vital role in separating top performers from weak ones at the work place. At the work place certain emotional quotient Competencies correlate with each other to make it a successful place, such competencies include; Social competencies Social competencies describe a persons ability to handle relationships. Inherent in the person is the awareness of the feelings and concerns of others. The social competency at the work place is very important because of various reasons mentioned below. It enables the person to understand others by actively showing interest in other peoples concerns and interests. Its an intuitive way of sensing the perspectives and feelings of others. Customer service adaptation: being able to handle customer service responsibilities in a successful manner by being able to recognize, anticipate and meet the needs of customers. Development of people: being able to identify other peoples needs of growth, development and mastering on the individuals strength. Leveraging on others: being able to harness and cultivate growth opportunities through diverse people. Social skills and political acumen This is another important competence that is very important at the work place and it describes our adeptness at inducing desirable responses in others it is important because of various reasons, which include: Communication: the ability not only to sent clear and convincing messages but messages that are under hood by others. Influencing à ¢Ã¢â€š ¬Ã¢â‚¬Å" ability to effectively utilize persuasion techniques to achieve positive and desired results. Leadership being able to inspire and guide teams or groups of people by creating synergy to pursue and achieve collective goals in a team set up. https://www.zeroriskhr.com/Articles/EmotionalIntelligence.aspx b). Personal Competencies Personal Competencies are competencies that determine how an individual manages him/herself. This competency includes self awareness which is the ability to know the internal state of oneself, by understanding such factors as resources, instincts and inclinations At the work place the competence is of great importance for various reasons, some of which are; Awareness of specific emotions: the ability to recognize ones own emotions and the impact they have on those around us. Accurate self-assessment: the ability to recognize ones span of strengths and abilities Self-confidence: Being sure of ones self-worth, self esteem and capabilities. Self Regulation: This is the ability to control or manage ones internal impulses, states and resources. The competence is very important at the work place because it enables the individual cultivate a high level of self control in which he/she is able to manage any form of disruptive impulses or emotions. An individual is able to maintain a higher level of integrity and honesty which results to trustworthiness and conscientiousness by taking personal responsibility and accountability in any form of personal performance. Motivation Emotional and self expectation tendencies which are important to achieve set goals. At the work place this competency is of great importance because it gives us the ability to impose on ourselves standards of excellence that we want to achieve in a certain time period. This in turn enables us to remain aligned and committed to the groups and organizations goals. An individual also at this level acts at every opportunity without being told because he/she is self motivated and takes initiatives to achieve success in whatever challenge he/she comes across. The particular individual is always ready in whatever circumstance and is full of life and optimism, thus is very persistent in trying to achieve whatever goals regardless of the setbacks and obstacles placed on the path to the eventual success.https://www.zeroriskhr.com/Articles/EmotionalIntelligence.aspx The Impact of Emotional Intelligence on a companys Bottom Line Since the development of the Emotional Intelligence field, many companies have resorted to hard skills and personality traits assessment while focusing on the criteria for selection and training. Such hard skills include industry knowledge, technical expertise and education among others. Previously such competence topics like empathy, political/social acumen, stress management and assertiveness skills were ignored and never measured in most companies development and training programs. Yet they are important factors that companies cannot afford to ignore, because in reality they have an effect on the companys bottom-line. https://www.zeroriskhr.com/Articles/EmotionalIntelligence.aspx To show the importance, a study of forty four Fortune 500 companies revealed that sales people with higher Emotional Quotient produced double revenue compared to the sales people with less or average Emotional Quotient scores. In yet another survey, technical programmers with higher EQ were developing up to 3 times more software than those ones with lower EQ. https://www.zeroriskhr.com/Articles/EmotionalIntelligence.aspx Conclusion Despite the fact that the field of emotional intelligence is quite new in the field of psychological research, it is a field that should not be ignored by any progressive minded organization. Highly emotionally intelligent employees would turn out to be great assets not only to the organization but to the community of employees and customers that the organization interacts with. It important therefore for the organization to delve much deeper into this field and develop or adopt certain measurement procedures that would help with identifying and developing competent employees that would be the delight of the organization in the long run. References Bar-On, R. (1997). The Emotional Quotient Inventory (EQ-i): a test of emotional intelligence. Toronto: Multi-Health Systems. Goleman, D. (1998). Working with emotional intelligence. New York: Bantam Books Salovey P. Mayers, J.D (1990): Emotional Intelligence Imagination, cognition andpersonality 9, 185-211 Mayer, J.D. Salovey, P. (1997): What is emotional intelligence? Emotional development and emotional intelligence: educational applications (pp. 3-31). New York: Basic Books. Salovey P and Grewal D (2005): The Science of Emotional Intelligence. Current directions inpsychological science, Volume14 -6 https://www.zeroriskhr.com/Articles/EmotionalIntelligence.aspx

Mongol Ger Free Essays

Mongol ger With a history of over a thousand years, this portative tabernacle made of wood meshed together with leather thongs and covered with felt is the home of the Mongolian nomads. Easy to build and dismantle, the ger, its furnishings, and the stove inside can be carried by just three camels, or wagons pulled by oxes. The average ger is small but spacious enough to provide enough living space for a family, is wind resistant, and has good ventilation. We will write a custom essay sample on Mongol Ger or any similar topic only for you Order Now Gers are constructed of a latticed wood structure covered with layers of felt and canvas (ger’s coverings). A lattice (section of ger lattice wall) frame of narrow birch and willow laths is held together by leather strips. The sections are about 2 meters long and are bound together to form a large circular structure. This collapsible lattice is called khana. The average ger uses four to eight khana, with five being the most popular size. The door-frame is a separate unit, as is the ceiling formed from an umbrella-like frame-work of slender poles called uni (caber, poles or a ger which make up roof), which are meshed to the khana on one end and slotted into the toono smoke hole (the opening and frame on top of a ger), a circular frame, at the top. Traditionally, the door was a felt flap attached to the door-frame, but most nomads now use a carved or painted wooden door. In the center of the toono is a small hole which allows smoke to escape and fresh air and light to enter. Each ger is heated by a small metal stove (tripod, trivet fireplace) fueled with dried cow dung (dry droppings of cattle for fuel) or wood. The entrance of the ger always faces southwards. Once the wooden framework khana is meshed together, it is covered with layers of felt and canvas. The felt helps the ger retain heat and the canvas over it sheds rain. Busluur ropes (rope which encircles the ger) made of hair (from five kinds of livestock) and wool hold the thick layer of felt in place. During the summer, one layer of felt is used, but during the winter, two or three layers are needful. Travelers to Mongolia will have the opportunity to sleep in traditional gers while staying with nomadic families or at ger camps. The Mongolian ger has customs attached to it that are unique do’s and don’ts inside a ger. How to cite Mongol Ger, Papers