ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction Religion can be described as a belief in a certain superhuman that a group of people uphold and worship for various reasons. The world has so many different religious practices and religions that people belong to, which are acceptable to all since they bring differences to people in society. The world today is a melting pot of culture because people from different places now find themselves living together in a mixture of coexistent cultures. Upon getting a chance to interview a catholic faithful, I realized many misconceptions I had about the Catholic religion. My Misconceptions about Catholics Personally, I have also had several misconceptions about other religions around me. One of those religions is the Catholic Church. Based on its practice of Catholicism, the greatest misconception I had about the Catholic religion is that its members believed that their priests and other clergy members could forgive their sins. Catholics have a confession box within the church where members go to confess their sins before the clergy as a way of seeking forgiveness. My view of this was that only God can forgive men of their sins and that no man has the ability of forgiving the other. All human beings are sinful in one way or the other l. There is no perfect man. Therefore, it beats sense to claim that one man can forgive the other of his sin. This misconception has also been informed by my observations on the Catholic clergy people in their daily lives. They are not a perfect lot. They have been accused of so many despicable sins in religion and in general the society in that they cannot offer forgiveness if they are sinners. My misconception of th
Introduction Many local officials rely on the citizen’s input and this makes it easy for the local governments to stay informed about the public concerns as well as to gain insights into citizen preferences. During the 70s, many federal governments mandated public participation in most of the government activities like planning for government activities and community redevelopment programs. The public can be seen as a good source of information since it’s the members of the public who normally stay in these communities and know what the community lacks but not the leaders. The demand for citizen participation has increased recently as a strong force in local policymaking. Different kinds of interest groups are usually involved when making these policies some of which include, professionals, economists, local agencies, and ideologists. This publication involves the flow of information from public officials and the members of the public. Public participation may involve making various decisions about government activities. You find that the citizens and the various interest groups may have important decisions hence need to be used as channels for policymaking. (Abelson, Forest, Eyles, Smith, Martin, and Gauvin, 2003). Channels of influence on policy Some of the professionals are key players in determining certain policies. For instance, ambassadors help in determining tough trade-offs between long-term and short-term objectives. As a result, you find that these professionals can be a good source of information to the government and hence need to be used. These professionals also act as integrators among various interest groups. With this role, the professional can help the interest groups promote human rights policy objectives in that country. As a result, these interest groups who include the media, local and international NGOs, and businessmen in the communities can in return give this information to the government. Economists are also other channels of policymaking to the government. Most economists channels that, monetary policies will affect output. These economists can be relied on to give information concerning the best monetary policies which a government needs to put in place to maintain economic growth. Most of the policy implementers are economists since they have good inform
Introduction Ford Motor Company was established in 1903 by Henry Ford. The company is based in Michigan and it is one of the three market leaders in the United States of America in the automotive industry. By 1996 Ford’s revenue base had grown to over $150 billion and employed an estimated three hundred and seventy thousand employees. The success of the company was interrupted in the 1970s after the invasion of America’s motor market by competitors from Japan such as Honda and Toyota who offered cheap vehicles that were also economical in fuel consumption. In response to this, Ford decided to take an expansion strategy in which they acquired the Volvo model from Sweden in an attempt to gain a competitive edge over their competitors. They also adopted a business reengineering process dabbed Ford 2000 which sought to reduce the number of their vehicle centers to five and which were supposed to cover operations involving two hundred countries. The aim of this also was to reduce the amount of redundancy in the company by making use of the information technology as the driving force and the link that connected Ford to the centers scattered in different countries (Monks, Robert and Nell, Minow 579). The main focus of the company in the process of development of the information technology infrastructure was the implementation of a setup that would support TCP/IP protocol of communication that complied with the requirements of the department of defense in the United States of America. This communication network for the Ford Company was mainly meant to allow communication of files rather than sending e-mails as was the case with other companies. Throughout this period, there was a conscious effort by Ford motors to develop an integration of the global enterprise network that would be cost-effective. This network was meant to provide a link between the company’s headquarters and the branches that were spread across the world. The company also increased the amount of information that was accessible on their website, created a business to a business model which would be used by business partners to interact with the company’s intranet, and developed of intelligent applications on the web that would help in the process of promotion of the business and reduction of costs of operations. Ford motors also realized the cost reduction benefits that could be accrued by cooperating with some of its competitors in the motor industry such as general motors and the Chrysler. Through this cooperation, there was establishment of certificate referred to as the automotive exchange of network (Monks, Robert and Nell, Minow 581). The aim of this communication protocol was to provide a standard for communication that would provide a unified way through which automotive manufacturers could communicate to the industry. Since then Ford has continued to transform its business model through re-engineering and other activities that are aimed at improvement of
Vodafone is “one of the world’s leading mobile communications providers, operating in 26 countries and partnership with networks in over 55 more” ( Vodafone through the years 2016, para. 1). The organization is located in Newbury but is well-known all over the world. It has more than 400 million clients, and 13,000 employees work in the UK. Vodafone is focused on the delivery of innovative products and services. It pays much attention to the customers and does its best to provide them with high-quality communications. Vodafone’s history starts in the 1980s. It is connected with Racal Electronics because its subsidiary turned out to become a starting point of the provider’s evolution. The company had several different names and turned into Vodafone Group Plc only in 2000. During the last five years, the organization did not stop improving its performance and implemented numerous changes. In 2011, it launched JustTextGiving and Freebee Rewardz, which provided charity organizations with the fundraising text code and general clients with an efficient rewards scheme. Except for that Vodafone Guardian for parents and their children was created to control the content of information available. In 2012, it acquired a company that provides fixed and mobile services, improved cooperation with Telefónica UK, and made a step forward to the creation of the single national grid. Vodafone Euro traveler and Vodafone Red were launched to enhance tariffs for communication with foreign countries and allow unlimited calls, texts, and loads. In 2013, the BlackBerry Z10 entered the market, the Red Freedom Freebee was created, network investment boosted, and a 4G network was launched in the capital. In 2014, retail expanded as well as the 4G network. Vodafone WorldTraveller and the Rural Open Sure Signal program were provided. New technology (Voice over LTE) was developed. A year ago, it was the 30th anniversary of the first call made with the help of Vodafone ( Vodafone through the years 2016). As the company introduced numerous innovations during the last several years, its finances were affected. However, it cannot be claimed that Vodafone lost its savings and stop being profitable as the company followed efficient strategies. All in all, organizational revenue increased by £2,000 million in 2015 (in comparison with 2014) while expenditures increased by approximately £1,000 million. Still, alteration in taxation turned out to be advantageous for Vodafone, as the organization reduced its expenditures greatly. As the company faced expansion and employed new people, its staff costs increased. However, improvement in services and new opportunities provided for customers allowed this firm to remain competitive and hold a stable position among the industry leaders. It should be also mentioned that enhancement of operations led to the reduction of expenditures connected with the loss on disposal of property. Vodafone reduced investments by almost £100 million, which provided an opportunity to save this money for other operations. Still, the company’s stakeholders are likely to remain loyal, as it provided more poss
Introduction Personality type is a term mostly connected with the prototype of personality development originally designed by Isabel Myers Briggs. Together with her mother, she authored the extensively utilized personality inventory known as the Myers-Briggs Type Indicator. They interpreted most of Jung’s concepts into a language that was easy for an ordinary person to comprehend. In the present day, the test is among the most extensively employed psychological instruments in the modern world. Briggs and Myers trusted that by assisting a person to appreciate himself, they could enable the person to pick out a profession that fits his personality type. Achieving this gave the person higher chances of a healthier, content life. They formulated an instrument founded on the detection of the basic inclinations of each of the four dichotomies and identified and explained sixteen distinct personality types that ensued from the relationships among the inclinations. This paper looks at the use of this type of personality assessment indicator to understand the personality traits of individual members of an organization in an attempt to improve the organization’s performance. It elaborates the value of this type of assessment to an internal program improvement leader especially during the diagnosis of team members, the team and the organization. It also looks at the benefits of knowing one’s personality at individual, team, and organizational levels as well as some of the dangers of using this kind of assessment. The Value of Personal Assessment When Diagnosing a Team or an Organization “A clear understanding of the basics of personality type and type development will help you gain a greater understanding of yourself and others and the impact type has on your daily interactions” (Myers & Myers 2005, p.2). The goal of the MBTI and other similar personality assessment programs is to allow participants to take a look at and be familiar with their personalities. It helps them understand their likes and dislikes; strengths and weaknesses, possible career inclinations, and how compatible they are with other people. It is important to note that personality types cannot be compared based on one type being better than the other. This is not the purpose of the assessment tool. It is not designed to search for abnormality. On the contrary, its purpose is to assist people in learning more about themselves. This ty
McKinney’s Service   * 1950 – born in Monticello, FL;   * 1968 – entered the US Army;   * 1969-1970 – Vietnam;   * 30 years of service;   * 20 years – armored cavalryman. The 10th Sergeant Major of the Army (SMA) Gene C. McKinney was born in Monticello, FL in 1950. Being 18 years old, he entered the US Army and was trained Fort Knox, KY. His service lasted for more than 30 years, which provided him with an opportunity to perform his duties at different positions. McKinney had already revealed his outstanding skills when he was Scout Leader. With the course of time, the professional managed to become Command Sergeant Major. In 1969, he served a year in Vietnam. In addition to that, McKinney was an armored cavalryman for more than 20 years. Even though SMA started focusing on the military service at a young age, he decided to leave the army after his tour in Vietnam in order to continue his education and enter a college. However, financial issues made McKinney return to service and continue his career. Due to these unpleasant events, the man managed to become the first African American individual who obtained a position of SMA. Leadership   * Used his understanding of the army to support soldiers.   * Revealed his interest in both soldiers’ military and family life. McKinney started revealing his outstanding leadership skills being Scout Leader. With the course of time, he improved his performance and contributed to combat arms. The man understood what the army is and tried to assist his fellow soldiers and their families. SMA listened to them and cared about them, providing every individual with appropriate answers to their questions and required support. Having realized those issues that were critical to soldiers, he successfully managed to resolve them. McKinney visited those who were in the field to speak with them about both military- and family-related themes. As a result, soldiers understood that they were cared about but not only treated as a workforce. Mentorship   * Helped soldiers to reach balance and peace of mind.   * Treated everyone with respect and was open to new ideas.   * Shared his values regarding duties, formations, discipline, and training. McKinney had well-developed mentor skills and used them to make others feel like a part of a big and friendly team. He cared about soldiers so wanted to enhance their professional and social experiences. McKinney paid much attention to the quality of life of these people. He wanted them to reach peace of mind because the balance was critical for their well-being and performance. At the same time, McKinney wanted soldiers to understand that he used his authority to facilitate them but not to make unnecessary changes. He focused on a neutral perception of the army and was open to consider others’ ideas. McKinney recommended the use of a new headgear and shared his values. He stated that soldiers are to do their best during service, but they should not forget about their families. SMA emphasized that everyone should know their responsibilities and be disciplined because the character is the soldiers’ most significant quality. Finally, he underlined that soldi
Introduction The ProGen seed distribution project is viable because it has a net present value greater than zero. The NPV decision rule states that managers should select projects with a positive NPV. The uncertainty created by dealing in technological products has been captured by the discount rate. The 11% discount rate covers the risk brought about by uncertainty in the business environment. A positive NPV provides the income that exceeds the interest rate that investors need. The NPV requires the use of real cash flows. Unreal values, such as depreciation, are not included in the cash flow. The salvage value of vehicles is obtained when the vehicles are sold at the end of the project. The net cash flow (NCF) is the difference between the cash inflows and outflows. The payback period is defined as the number of sessions it takes to generate an income equal to cost of project. The payback period is approximately 3 years and 8 months. For a project that lasts five years, the payback period may appear prolonged. A project is accepted when it generates the initial investment within the set time limit. Technological products become more uncertain with more time forecast into the future. The discounted payback period incorporates the discount rate in determining whether the payback period falls within the set benchmark. The IRR is the rate of discount at which the NPV is equal to zero. The IRR is unknown because the cash flow pattern involves more that a single change in the sign of values. The IRR can also mean the interest rate at which the net present value is equal to zero. The IRR requires a benchmark in the form of an interest rate. When the IRR exceeds the set discount rate, the project is viable. The IRR appears redundant because the NPV rule provides more information than the IRR. The NPV rule provides the discount rate as well as the monetary value generated from the project The IRR may be used by people without a financial background because of the simplicity of the decision rule. The use of percentages makes it easier to make comparisons. The IRR appears defective when selecting mutually exclusive projects. The IRR calculation may fail to give results in some cases. The IRR is difficult to calculate manually without the assistance of a computer program. The NPV, IRR, and Payback methods The NPV A positive NPV provides the amount that the project is likely to generate above the rate of return required by investors. The net present value (NPV) is the sum of the discounted net cash flows generated by a project
Introduction The process of hiring new employees is the most crucial task in any company. Hiring the effective staff ensures that the performance of the company will increase. The organization should make sure that it employs the most effective personnel that have the desired characteristics for the company to achieve its objectives. Organizations use different tools in selecting their employees hence selecting the appropriate tool is always a challenge. Gilliland should focus on behavior and psychology based tools in selecting their employees. The majority of the selection methods use the behavior and cognition of an individual; as such they are useful in determining the ability and skills of an employee (Losey et al., 2005). In selecting employees, there is a need to validate the content in order to see if an individual fits for the job in the organization. In order to determine the skills of an individual, psychological and behavioral selection methods are appropriate since they provide personality details. These tests are useful in determining the strength and weaknesses of an employee. Tests based on psychology and personality help in cultivating a personnel team which is diverse. This research proposal explains the various ways Gilliland may use in selecting the best-qualified staff in the organization (Cascio & Aguinis, 2005). Selection Tools Myers-Briggs personality test: This test determines different traits of an employee and focuses on the qualities of an individual that are crucial in the success of the company. The test is a psychological test based on the conscientiousness, openness, extraversion, neuroticism, and agreeableness. This selection tool is important since it gives a profile of each individual, description of personal details and work history. The profiles have descriptions of the various characteristics that are useful in the job category. The profile descriptions also help in establishing individuals with better skills and qualities for other job openings (Edwards et al., 2003). The Kolbe Index test: this test answers the most important questions such as those establishing whether the individual fits for the position or not. In fact, it provides detailed information on the characteristics of the individual. The method establishes ways in which individuals perform tasks, and how the person accomplishes the task. The test b
“Manners are made up of trivialities of deportment, which can be easily learned if one does not happen to know them; manner is personality–the outward manifestation of one’s innate character and attitude toward life .” If these words were analyzed, one would understand manners as the elements of one’s personality at the basic level and the components of one’s character at the broader level. A normal human being, in addition to being physically and mentally fit, is one who portrays courtesy and good etiquette. The manifestation of a decent demeanor in dealing with others could be defined as the mark of a good-mannered person. Though good manners are widely appreciated and also become pivotal factors in one’s progress in life, there is still a huge populace who does not either believe in them or their importance. In this era of cutthroat competition, one gets an edge if one’s communication skills and public dealing are exemplary. It would not be an exaggeration to say that these qualities are attributed to a person’s manners and etiquettes. Manners are customs and traditions of a society that govern how people treat one another and behave in social situations. They are meant to smooth the rough edges of human nature. Manners maintain order, promote the values of a society, and foster positive human interactions. Imagine yourself standing in a queue to buy a movie ticket with your infant in your lap. Suddenly a youngster rushes and walks past you, without even caring that he has pushed the little one. He buys the ticket and just gets away in a jiffy. You would feel so bad and definitely curse him. However, in the same situation, if the gentleman ahead in the queue gives you his place and lets you buy the ticket, you would not only be grateful but also respect him genuinely. This is what distinguishes good manners from bad manners. All said and done, etiquette is the mark of a civilized society. Etiquette, courtesy, and good manners are three terms closely related and complementary. Each has its own meanings and applications, but all are vital to a smooth and enjoyable sense of shared values and a supportive community. They foster not only a feeling of mutual likeability but also a certain kind of harmony and solidarity. A well-mannered person not only creates a favorable impression on others but also feels good about him/herself. Good manners are not restricted to certain gestures of chivalry or social etiquette. They go deeper. They are an expression of your sensitivity towards others. They exhibit your consideration for others’ concerns and circumstances. They instill a sense of sharing and appreciation. Good manners not only make an individual more polished but also a better human. It is important that manners are inculcated