Supplemental Essay Samples For Johns Hopkins

Supplemental Essay Samples For Johns HopkinsSupplemental essay samples for Johns Hopkins can come in all shapes and sizes. If you want to give your essay the best chance of being graded well, it is worth taking the time to read a few of them up. Then you can see if it matches your interests.Before you take the time to look at any Johns Hopkins supplemental essay samples, you should be aware that some topics do not apply to all students. Some topics are specific to the Johns Hopkins admissions requirements. Others are general essays for a variety of different applications. Supplemental essay samples for Johns Hopkins are not all published in official applications, but some are pre-approved by admissions staff to include in student applications.A number of these supplemental essays are related to what students are required to write for the Research project section of their application. Students who are interested in Johns Hopkins research careers and interests, for example, may find a lot of interest in subjects like medicine and science in supplemental essay samples for Johns Hopkins. Supplemental essays for Johns Hopkins are needed to tell potential students about who they will be studying with, what kind of research they are doing, and what research they have done or are doing. You should make sure that you select essays that are relevant to the school's admissions requirements. You may need to re-write and re-submit these types of supplemental essays from time to time.The majority of supplemental essay samples for Johns Hopkins are fairly generalized. There are many themes and subtopics. A typical supplemental essay sample for Johns Hopkins will contain information about one or two of the more specific areas of interest of Johns Hopkins applicants. Supplemental essays are also available for topics such as college application essay examples, internship recommendations, essay examples and many other categories.If you would like to know more about what supplemen tal essay examples for Johns Hopkins are like, you may want to look online. Some of the best supplemental essay samples for Johns Hopkins are available on websites created by those who have experienced the process firsthand. These sites may be reviewed by other students and professionals who are seeking out ways to help others. They often highlight both positives and negatives of the Supplemental essay samples for Johns Hopkins.Supplemental essay samples for Johns Hopkins can come in many different formats. Some sites may offer pre-written materials for your use while others will allow you to create the sample documents yourself. One thing is certain: they can make for a great way to get an idea of what supplemental essays for Johns Hopkins are like.When you search online for supplemental essay samples for Johns Hopkins, you will find several different options. You may be able to use the material that you create to re-write a previous composition. You might even find that your stude nts find them useful as sources for discussion and questions in the classroom.Supplemental essay samples for Johns Hopkins are a good way to get a sense of what it's like to write an admissions essay. They are not standardized and are not required for admission. However, as you can see, they can be very helpful.

Tips For Writing Essays - Make Writing Essays More Efficient

<h1>Tips For Writing Essays - Make Writing Essays More Efficient</h1><p>Writing an exposition for your school or college is provoking enough without taking on one of the most troublesome and complex procedures article points. This is a subject that has for some time been far off for some understudies, yet a great deal of exploration and study have indicated that understudies improve in school when they start by perusing an assortment of sources and afterward concocting papers that are progressively remarkable. In this article I will diagram a portion of the key difficulties and steps you can take to augment your paper composing skills.</p><p></p><p>One of the hardest procedures for any understudy to get past is to thought of a one of a kind exposition subject. By making a previously overwhelming assignment much all the more overwhelming, you are sure to make yourself look absurd when you at long last present the last paper. For instance, in t he event that you intend to compose an exposition about how adolescence has transformed you as an individual, you should have the option to introduce the realities in a succinct manner with the goal that your peruser can without much of a stretch comprehend what you are attempting to state. There are a lot of hotspots for this theme, yet you will need to figure out how to structure your article with the goal that you can call attention to those realities that are explicit to you and give an increasingly close to home perspective.</p><p></p><p>Formatting is a significant piece of any paper. In the event that you've at any point gotten your paper via the post office and attempted to arrange it, you most likely found that you had no clue about what was happening or where everything went. The most widely recognized blunder is placing an excessive amount of text into a solitary segment, which makes sections either end up loosened up in ungainly positions or seem u nequal. Rather, attempt to bunch your focuses in important manners. For instance, in the event that you were examining a thought for an organization, ensure that you put your organization name in at the highest point of the page just as when you started working for the company.</p><p></p><p>The third step during the time spent creation sure that your paper is paramount is to utilize your scholastic language effectively. It might appear to be odd that in the realm of school articles, use of dark wording ought to be viewed as amateurish, yet utilizing entangled terms that can make your crowd befuddled can make your paper hard to comprehend and conceivably in any event, humiliating. Once more, this is a subject that can be confounding, so attempt to abstain from utilizing terms that are more enthusiastically to state out loud.</p><p></p><p>Another great wellspring of data on the subject of themes in a paper is to visit the library. Most b y far of your library has hundreds, perhaps thousands, of books accessible on the point, which will give you a decent vibe for the topic that is imperative to you. Understanding books or articles to get thoughts is a simple and effective approach to begin with a topic.</p><p></p><p>You may likewise need to understand books and magazines about the subjects you are expounding on. Perusing these articles can give you thoughts and data that you can use in your exposition. One thing to recall is that there are many individuals who compose books, so these books are more likely than not composed by somebody with experience who has some important guidance that you can use.</p><p></p><p>In decision, there are various systems you can use to make composing articles simpler and to a lesser extent a test. While composing an article for your school or college is overwhelming, the prizes can be justified, despite all the trouble when you can introduc e the data in an intriguing and engaging way.</p>

Recruitment and Retention of Knowledge Workers - Free Essay Example

Introduction The professional services sector is largely comprised of highly skilled, specialist knowledge workers, with an array of qualifications, expertise and experience (Suddaby, Greenwood and Wilderom, 2008). According to Newell, Robertson, Scarbrough and Swan (2009, p. 18), knowledge workers, also known as gold collar workers, are individuals with a high level of education and specialist skills, combined with the ability to apply these skills to identify and solve problems. It is these characteristics of knowledge workers that creates both opportunities and challenges for the Human Resources (HR) functions of professional services organisations. The highly skilled nature of knowledge workers makes them very attractive to organisations seeking to deploy their human capital for strategic advantage (Kelly, Mastroeni, Conway, Monks, Truss, Flood, and Hannon, 2011). At the same time, knowledge workers are less apt than their less skilled counterparts to remain in one position for an extended period of time (Vaiman, 2010). Scarbrough (1999), for instance, suggested that one of the most salient characteristics of specialist, skilled professional workers is their lack of an occupational identity. This makes them organisationally and occupationally fluid, which creates a retention challenge for HR managers. With this context in mind, this paper identifies strategies that a growing professional services organisation could use to attract and retain highly skilled workers. The strategies that are highlighted are predicated on the assumption that professional services organisations are not able or willing to use pecuniary reward as a means of increasing their appeal to these specialists. Recruitment is concerned with the set of processes utilised by business organisations to identify a sufficient pool of candidates from which they can select an employee (Wilton, 2013). However, recruiting is not as straightforward as it might seem. There are a plethora of methods and strategies that organisations can use in order to increase their appeal to job hunters, and thereby increase the pool of talent from which they are able to apply their selection procedures (Hiltrop, 1999). What is important is that the recruitment policies, practices and procedures are carefully designed with the needs of both the organisation and the candidates in mind. This question about the optimal design of recruitment and hiring practices was considered by Horwitz, Hen g and Quarzi (2003). Those authors conducted a survey of Chief Executive Officers (CEOs) and HR directors in a range of organisations that rely on a highly skilled and specialist workforce. The research identified two key strategies that the companies used for attracting skilled workers: carefully designed recruitment strategies and the provision of opportunities for career and talent development. Of the recruitment strategies that were utilised most effective strategies were the use of targeted media advertising, and, to a lesser extent, the use of headhunters (Horwitz et al, 2003). The authors suggested that targeted media advertising is more effective than general advertising because candidates for specialist roles are characterised by occupational fluidity and are therefore more likely to keep an eye on the job market by scanning the recruitment media that are specialist to their roles. Headhunters and other specialist external recruitment agencies are also likely to have access to large databases of potential candidates, many of whom they may have aided in finding work before (Wilton, 2013). The professional services firm may therefore find it easier to identify and locate a pool of suitable candidates for its specialist roles if it outsources its search and hiring activities to an agency that specialises in such activities. Importantly, research suggests that the organisation needs to take into account the nature of the external business environment in designing their recruitment strategies. In particular, the extent to which there exist a tight labour market is vital (Wilton, 2013). A tight labour market is one in which there is intense competition for a relatively short supply of workers, and skills shortages exist. This is certainly the case in the professional services sector (Hor and Keats, 2008). Where a tight labour market exists, a firm may be required to adopt more creative recruitment and hiring practices. One way of overcoming the challenge of recruiting highly skilled professional workers would be to extend the reach of the search (Vaiman, 2010). One of the key features of highly skilled, specialist knowledge workers is their geographical mobility. Since these gold collar workers apply their intellect and intelligence rather than their physical labour to work activities, they are also able to work remotely (Vaiman, 2010). This means that a professional services firm that is struggling to identify appropriate workers locally might be able to find skilled candidates by extending the search in geographical terms (Richardson, McBey and McKenna, 2008). Interestingly, one of the most effective ways to attract skilled workers identified in the Horwitz et al (2003) research is for the firm to have a reputation as an employer of choice (p. 32). Reputation is thought to be an important factor in enhancing attractiveness for reasons relating to both the labour market as well as to the characteristics of the knowledge workers (Sutherland, Torricelli and Karg, 2002). First, a good reputation enables an employer to gain a competitive edge when it is competing for scarce talent in a highly competitive labour market. Second, because of their skills and abilities, knowledge workers are in a good position to be selective in their choice of employer. A good reputation, particularly in terms of working conditions is one way in which a growing firm can attract candidates from their rivals. Giauque, Resenterra and Siggen (2010) see reputation as particularly important to young professionals, because these individuals are sensitive to the way in which their own image is projected, and view their own image as reinforced and reflected by the corporate image. For this reason, knowledge workers, very mobile and anxious to retain an important employability, will therefore invest more sustainably in a prestigious organization rather than in an organization that does not enjoy a positive image (Giauque et al, 2010, p. 19 0). The HR function has a key role here in ensuring that working conditions are organised and arranged in such a way as to support the development of the firms reputation as a good employer (Wilton, 2013). This will include such aspects as managing the relationship between the employees and the employers (through aspects such as ensuring that conflicts are resolved adequately or enhancing employee voice), developing, managing and coordinating appropriate reward packages, providing training and development initiatives and interventions and ensuring safety and wellbeing (Wilton, 2013). Strategies to aid retention of highly skilled specialists Empirical research suggests that the way in which work activities are designed should be commensurate with the nuanced needs of specialist skilled workers (Newell et al, 2009). Since highly skilled professionals tend to rely on their intellect and expertise in the performing of their workplace tasks and activities, they may demand and require less in the way of workplace monitoring and control, and greater autonomy (Holland, Hecker and Steen, 2002). Indeed, there is some evidence that granting skilled workers autonomy over the way in which they approach their organisationally designated tasks can lead them to be more committed both to their jobs and to their employers (ODonohue, Sheehan, Hecker and Holland, 2007). This could include delegating these workers managerial control over tasks and activities or allowing them flexibility and mobility in terms of their work schedules. Furthermore, skilled workers seem to prefer to work in organisations with flatter organisational structures , for these are facilitative of trust-oriented relationships and hierarchical structures undermine their need for autonomy (Newell et al, 2009). The new, Strategic Human Resources function can help to support job design and organisational (re)structuring because of its role as a strategic business partner (Teo, Lakhani, Brown and Malmi,2008). The design of work should be considered as a key HR practice that supports the achievement of the organisations goals. More specifically, it is recommended that the organisation offers its skilled workforce autonomy and control over their mandated tasks and activities, and that the organisation moves towards a flatter structure if it is serious about wishing to retain its specialist workers. Alvesson (2000) has argued that while knowledge workers may not necessarily have an occupational identity, they do have a professional identity and seek communitarian and peer collegiality through their employment choices. This suggests that skilled work ers that are provided with a sense of belonging will be more likely to remain with the organisation and resist the enticements of the firms competitors (Alvesson, 2000). There are a number of ways in which the development of a social and professional identity can be supported through HR initiatives. First, skilled workers can be supported to join and progress through the ranks of relevant professional bodies or learned societies (Hor and Keats, 2008). This might mean paying membership fees, providing workers with time off so that they are able to take up learning and training programmes, or providing internal training to support workers upskilling ambitions (Newell et al, 2009). Benson and Brown (2007) add that supervisor and co-worker support are key to the development of peer collegiality, and reducing turnover intentions. Co-worker support can be stimulated by the organisation of workers into teams, as appropriate to the task, and providing workers with adequate training to under take team-based work whilst maintaining individual levels of autonomy. Supervisor support can also be encouraged through the careful design of line manager training schemes. Aside from salary, the aspect of work that was identified in the Horwitz et al (2003) research as making the greatest contribution to knowledge workers organisational commitment were opportunities for promotion and personal and professional development. As Giaque et al (2010, p. 191) note, a willingness to develop skills, whether by means of training or other career development activities, indicates to employees that the organization considers its human capital to be a source of competitive advantage. Offering skilled workers the ability to engage in continuing professional education serves two purposes. First, it communicates to the employee the desire on the part of the company to forge long term relationships with the employee (Giaque et al, 2010). Second, it communicates to the worker the notion that the employer is supportive. Both aspects are thought to enhance feelings of commitment and loyalty on the part of the worker and may prevent them from defecting to competitors. Finally, developing an organisational culture that is conducive to information sharing is thought to bring about enhanced organisational commitment in knowledge workers (Benson and Brown, 2007). To a greater extent than their traditional blue or white collar counterparts, gold collar workers rely on readily available information in order to undertake their work because they tend to work autonomously and exert greater control over decision making (ODonohue et al, 2007). In addition, a culture in which information is easily disseminated creates a climate of trust, confidence and respect, which is known to facilitate affective attachment in highly skilled workers (Giaque et al, 2010). Thus, HR policies and practices should be designed in such a way as to stimulate information sharing in order to prevent loss of s pecialised workers to competing firms. Conclusion To conclude, recruiting and retaining highly skilled gold collar workers is increasingly difficult as the rate of growth of the professional services sector of the economy appears to be outstripping the rate at which individuals are acquiring and accruing the skills necessary to sustain it. In this climate, it is vital that firms identify and deploy strategies designed to attract highly qualified suitable candidates to the organisation, and put into place policies, practices and procedures that will engender those workers loyalty and commitment once they are there. Drawing on the extant literature in Human Resource Management, this paper has identified a number of strategies and methods available to professional services organisations including enhancing the firms reputation, outsourcing recruitment activities, developing the corporate culture and offering these vital workers opportunities for upwards progression and development. References Alvesson, M. (2000). Social identity and the problem of loyalty in knowledge-intensive companies. Journal of Management Studies, 37(8), 1101-1124. Benson, J., Brown, M. (2007). Knowledge workers: what keeps them committed; what turns them away. Work, Employment Society, 21(1), 121-141. Giauque, D., Resenterra, F., Siggen, M. (2010). The relationship between HRM practices and organizational commitment of knowledge workers. Facts obtained from Swiss SMEs. Human Resource Development International, 13(2), 185-205. Hiltrop, J. M. (1999). The quest for the best: human resource practices to attract and retain talent. European Management Journal, 17(4), 422-430. Holland, P. J., Hecker, R., Steen, J. (2002). Human resource strategies and organisational structures for managing gold-collar workers. Journal of European Industrial Training, 26(2), 72-80. Hor, J., Keats, L. (2008). Finders Keepers: How to Attract and Retain Great Employees. Melbourne: CCH Australia Limited. Horwitz, F. M., Heng, C. T., Quazi, H. A. (2003). Finders, keepers? Attracting, motivating and retaining knowledge workers. Human Resource Management Journal, 13(4), 23-44. Kelly, G., Mastroeni, M., Conway, E., Monks, K., Truss, K., Flood, P., Hannon, E. (2011). Combining diverse knowledge: knowledge workers experience of specialist and generalist roles. Personnel Review, 40(5), 607-624. Newell, S., Robertson, M., Scarbrough, H., Swan, J. (2009). Managing knowledge work and innovation. Basingstoke: Palgrave Macmillan. ODonohue, W., Sheehan, C., Hecker, R., Holland, P. (2007). The psychological contract of knowledge workers. Journal of Knowledge Management, 11(2), 73-82. Richardson, J., McBey, K., McKenna, S. (2008). Integrating realistic job previews and realistic living conditions previews: realistic recruitment for internationally mobile knowledge workers. Personnel Review, 37(5), 490-508. Scarbrough, H. (1999). Knowledge as work: conflicts in the management of knowledge workers. Technology Analysis Strategic Management, 11(1), 5-16. Suddaby, R., Greenwood, R., Wilderom, C. (2008). Introduction to the Journal of Organizational Behaviors special issue on professional service firms: where organization theory and organizational behavior might meet. Journal of Organizational Behavior, 29(8), 989-994. Sutherland, M. M., Torricelli, D. G., Karg, R. F. (2002). Employer-of-choice branding for knowledge workers. South African Journal of Business Management, 33(4), 13-20. Teo, S. T., Lakhani, B., Brown, D., Malmi, T. (2008). Strategic human resource management and knowledge workers: A case study of professional service firms. Management Research News, 31(9), 683-696. Vaiman, V. (2010). Talent management of knowledge workers: Embracing the non-traditional workforce. Basingstoke: Palgrave Macmillan. Wilton, N. (2013) An Introduction to Human Resource Management, Second Edition, London: Sage

How to Use Adversity Essay Topics to Help You Focus on Life Lessons

<h1>How to Use Adversity Essay Topics to Help You Focus on Life Lessons</h1><p>Adversity exposition themes extend from glad stories to occasions that occurred before your current day life. This will assist you with concentrating on the existence exercises that you need to learn. It is imperative to expound on occasions or educational encounters since it will give you a rude awakening and permit you to set yourself up for what lies ahead.</p><p></p><p>You might be enticed to utilize individual things that have occurred in your life in your paper however in the event that you are expounding on affliction, individual encounters are not useful. The key is to utilize what has befallen you to show you succeeding and surviving. It is additionally critical to utilize genuine guides to enable you to comprehend what is happening in your life. This is so you don't miss any significant details.</p><p></p><p>It is likewise a smart thought to remember your encounters with genuine models for your paper. Your encounters will assist you with getting a more clear image of the difficulties that you are confronting and assist you with setting yourself up for whatever is coming up in your life. In the event that you utilize genuine models and use them in your exposition, you will find that your article is a progressively viable and significant resource.</p><p></p><p>The substance of your paper will rely upon your degree of experience and the sort of misfortune paper points that you are expounding on. On the off chance that you are expounding on an adverse occasion in your life, at that point it will be critical to avoid individual tales and talk increasingly about the negative occasions throughout your life. In this circumstance, it is ideal to abstain from utilizing the individual stuff since you would prefer not to give a contrary impression of yourself.</p><p></p><p> When composing an article on affliction, recollect this is tied in with showing yourself how to prevail in your profession and individual life. Keep the individual stuff out of the article. Rather, utilize a blend of individual data, genuine models, and certifiable encounters to assist you with becoming familiar with what you have to do to succeed.</p><p></p><p>Make sure that you have an arrangement when you compose the exposition. There ought to be clear guidelines to manage you through the procedure. Try not to continue adding things to your exposition or you may wind up with a blend of things that don't fit together.</p><p></p><p>Finally, the subjects that you decide to expound on will rely upon your present understanding and what you would like to pick up from the article. On the off chance that you are keen on remaining current with the subtleties of your work life, at that point don't stress over expounding on recent developments . Your experience will more than likely be applicable to the current events.</p>