ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction There is the idea that the evolution of our world is cyclic. Having created some approach or explored a perspective on a certain phenomenon, society recognized its importance and great impact on its further evolution. However, in the course of its development, these notions become forgotten, and new ones appeared. Yet, the great practical use, importance, or cultural significance of a notion precondition the undying interest and existence of a certain group of admirers who want to revive this approach and make it topical again. This tendency is peculiar to all spheres of human activity. Art and design are not an exception. For instance, the way Colonial Gardens were organized became popular again. The movement aimed at the restoration of its unique features was called Colonial Revival garden. Colonial period In general, Colonial Gardens could be taken as an integral part of the American Society of the 1600s (“Colonial Revival in America” par. 5). Being the main resource base for the most powerful European states, America attracted the attention of noble people who recognized the existence of numerous opportunities for evolution. That is why they created their residences there. Trying to underline their status, aristocrats used beautiful architectural styles and approaches to decorating to create the unique image of their dwellings and gardens. These tendencies contributed to the creation of a unique Colonial Gardens style that became one of the main distinctive features of the American landscapes. It combined the usage of rectilinear beds, pathways through the garden, low hedges to enclose it, and other elements of a decor (“Colonial Revival garden” par. 5). Colonial Revival garden Thus, the contribution of the given style to the creation of a recognizable image of the American countryside and its impact on the cultural heritage preconditioned the stable interest to this approach. Besides, the Centennial International Exhibition of 1876 that was held in Philadelphia, Pennsylvania gave rise to a new round of interest to the colonial garden. The movement was peculiar mainly to the eastern United States where colonial heritage was still strong, and people had the need for the restoration of these approaches. It is difficult to outline a single person who could be considered responsible for the reanimation of these tendencies as there was a group of people who wanted to use the patterns peculiar to the past. Peculiarities However, being reanimated, it also obtained several new features that changed it in the way it could satisfy the altered needs and demands. Colonial Revival Gardens do not just replicate the landscape and style of actual colonial gardens (“Colonial Gardens” par. 3). Yet, they could be considered a kind of their romanticized version that is created to appeal to peoples feelings of nostalgia and belonging to the American culture. However, Colonial Revival gardens still give great atte
Abstract Personality tests are very important while carrying out a self-evaluation of one’s character, or when evaluating the character of other people. It is a critical tool that is used by managers and leaders to identify the best person that performs a particular task. This paper gives insight into the meaning of a personality test and why it is important. It has further discussed two personality assessment models: Keirsey temperament sorter and Myers-Briggs type indicator. Both tools are used in assessing an individual’s personality based on the kind of personality been tested. Also, the paper gives insight into the situational and Vroom leadership models to indicate how leaders and managers run organizations. A comparative analysis of both personality assessment models and leadership models is explained. Therefore, this paper has focused on helping the reader understand what is entailed in a personality test, and the different prevailing managerial styles. Introduction Workplace violence has been on the rise over the past years. According to evidence from the U. S. Bureau of Labor Statistics, “2005 census revealed that out of every five workers, one died as a result of assault or self-inflicted injuries in California” (Hart & Sheldon, 2002). Also, 87 people were reported dead in California as a result of violent acts in the workplace during the same year. This was an escalated figure compared with that of 2004 where 52 people had died as a result of the same in the same year and the same locality, as reported by the U. S. Bureau of Labor statistics. These incidences lead to the question of whether personality assessment tests can in some way, help to prevent such unpleasant incidences in the workplace (Hart & Sheldon, 2002). A personality test is essential because it describes certain aspects of a person’s character which are persistent throughout life. Different personality tests were heralded in the 20 th century alongside the emergence of the field of psychology. The different personality tests are dependent on the kind of an individual’s characteristics being assessed. The earliest model of personality was designed by Hippocrates, a Greek philosopher/physician. Numerous items that make up the personality test are used and respondents rate how feasible a particular item is about themselves. Projective tests are useful in assessing personality and consist of tests such as TAT and Ink Blots. Scoring of the tests is of equal importance and in doing so, dimensional (normative) or typological (ipsative) approaches are used (Kinder & Robertson, 1994). Personality tests are administered because of three main reasons. To start with, employers can identify individuals who pose the least financial risk to their companies hence, consider them for hire (Hart & Sheldon, 2007). Secondly, through personality tests, managers and leaders can identify the best mechanisms through which decision-making skills can be improved while taking into consideration the fact that there is limited time among executives. Also, personality tests give insight into people’s characters hence, are a better predictor and determinant of team-building strateg
The tools that I would use to communicate change and assess stakeholders’ opinions are team building, fishbone diagram, and brainstorming. The three methods can help discuss and evaluate possible solutions for low reading performance. The first tool is team building, which is a strategic session with a particular structure aimed at addressing problems. According to Tomal, Schilling, and Trybus (2013), the leader usually generates possible causes while the team prioritizes them and creates a plan for mitigating adverse effects. The purpose of team building is to identify specific issues that affect the members. It provides an opportunity for individuals to voice their opinion and discuss possible solutions; thus providing valuable input into implementing a solution. Team building is similar to brainstorming; however, the latter does not require an intact team. Thus, in this activity, the people involved can generate ideas regarding causes and solutions. An essential aspect of brainstorming is that criticism is not allowed, which is crucial for ensuring that individuals are not afraid to discuss their thoughts. The aim of it is to generate a large number of suggestions that can help choose an appropriate resolution for an issue. The final tool is a cause and effect diagram, which can also be referred to as a fishbone diagram. This method helps present problems visually by listing the causes and impact of particular components of work. In addition, the teachers can offer categories to structure the process, which would allow identifying all aspects that contribute to reading performance. The three tools can be used to gather stakeholders and discuss low reading performance, present their ideas using the fishbone diagram, and brainstorm plan to affect the issue in question. Reference Tomal, D. R., Schilling, A. C., & Trybus, M. A. (2013). Leading school change: Maximizing resources for school improvement. Plymouth, United Kingdom: Rowman and Littlefield Publishers, Inc.
Brief description of the project This project is supposed to address such a problem as resistance to change in the organisation representing the banking sector. This issue has profound implications for this company because it currently tries to promote a considerable transformation of its structure and workplace procedures. In particular, this business attempts to merge some of its departments and adopt new practices that should streamline its operations. However, many of the employees are not willing to embrace them. Many of these people try to follow the previous workplace procedures, even though they do not openly express their disagreement with the new policies. In turn, the management wants to understand the underlying causes of this behaviour and find ways of resolving this problem. These issues can be better examined by conducting in-depth interviews with the workers of this company. The analysis of their responses can be important for developing recommendations that senior executive should use. On the whole, this question is worth examining because it affects a great number of businesses presenting the financial service industry. Many business administrators want to identify the most optimal solutions to this issue (Foster, 2007, p. 91). For example, they need to identify the factors that make people more willing to accept changes. Thus, this project has significant practical implications for the work of this company. These are the main questions that should be discussed more closely. Project rationale The main objective of this project is to understand the origins of employees’ resistance to change and provide specific recommendations that can help this bank cope with this problem. As it has been said before, this goal can be attained by interviewing the employees of this company. This approach is useful for exploring the attitudes of these people. One should keep in mind that very often, managers do not consider the difficulties faced by the workers. This is why many of their initiatives can be rejected (Palmer, 2004). This is one of the main pitfalls that should be avoided. On the whole, this project can contribute to improving the work of this company. Scope It is vital to understand the limitations of this project. In particular, the recommendations can be applied to only
Deciphering the messages conveyed in the Bible must be one of the hardest and the most controversial aspect of studying the Bible. It is important to keep in mind that, in most cases, the reader deals not with the source material, but with its translated copy and, therefore, has greater chances of getting lost in the wrong translation. In addition to the fact that the reader has to use the translated medium, for the most part, the fact that the Biblical scriptures can be interpreted in a number of ways also creates a considerable obstacle in the way on the reader’s path to learning about God. As De La Torte put it, It is not my intention to try to convince the reader of the validity of scriptural interpretations arising from the depths of oppression. Instead, the book provides persons of the dominant culture with a window into a world with which they are unfamiliar, even when this world is but a few blocks away from where they live. (De La Torte 11) However, by trying to read the Bible “by the margins” (De La Torte, xi) as De La Torte suggests, and to interpret the events and characters described in it from a neutral point of view, one can possibly shape a relatively clear idea of what the narrator was trying to say. Applying the given idea to such stories from the Bible as the so-called Luke-Acts, one can possibly read between the lines of the well-known stories and see the Biblical stories through the lens of its authors, possibly learning to separate the wheat from the chaff. One of the hand, it can be assumed that the so-called Luke-Acts have been forged for some reasons – mostly, under the Hellenistic influences (Powell 20) – and that they have nothing to do with the actual Scripture. Indeed, there is historical evidence that Christians started adding new writings to the Bible (Powell 51). On the other hand, even though there are reasons to suspect that the Luke-Acts do not belong to the actual Biblical person, one should ask to what extent the given addition to the traditional Bible defaces the original. Indeed, the fact that later changes were added to the original text could seem a sacrilege. However, the Luke-Acts never actually say anything terrible in the Biblical context – on the contrary, they chime in with the rest of the Scriptures rather naturally. Therefore, it can be assumed that the authenticity of the Luke-Acts does not need to be looked into anymore. Therefore, another reading of the Luke-Acts definitely questions the authorship of the texts. Arguably, the given part of the Bible could be written by the person who had little to do with the events and the people of the time. The given issue, therefore, begs the question concerning the significance of the authorship. If the stories told in the “Acts” feel authentic, are in chord with Christ’s teachings and raise religious awareness in many people, then their authorship might not be that relevant. Even Powell, who is an acclaimed theologist, makes it clear that he omits a traditio
Introduction In their article, “Building the Emotional Intelligence of Groups”, Druskat and Wolff (2001) set out to discuss the concept of emotional intelligence and the role it plays in today’s organizational settings. The authors aim at revealing to readers the relevance of emotional intelligence in facilitating efficient organizational performance. The authors are accredited scholars with extensive experience in the fields of management and organization behavior. As such, they have used their knowledge to explore the effects of emotional intelligence in group settings. Throughout the article, the authors have discussed the relevance of emotional intelligence in groups and the implications organizations may face as a result of not acknowledging emotional intelligence within the organization. This paper shall review the ideas the authors purport and evaluate the strengths and weaknesses of the same. Article Review The authors start by stating that emotional intelligence affects all employees and impacts their performance significantly. However, they observe that this concept is viewed by many people as an individual competence rather than a comprehensive concept that affects team settings. It is from these undertones that the authors have developed their theory, which is based on the assumption that a group’s efficacy is determined by its ability to develop emotionally intelligent attitudes and behaviors that support the creation of trust, identity and efficiency within the group (Druskat & Wolff, 2001). To reinforce this assumption, the authors state that a group with emotionally intelligent members is not necessarily an emotionally intelligent group. This means that a group must develop norms that facilitate interpersonal understanding among its members in order to realize its full potential (Druskat & Wolff, 2001). Throughout the article, the authors discuss the creation of emotionally intelligent norms as their core concept. Druskat and Wolff (2001), assert that a team that shares such norms develops trust among the members, a strong group identity and is very effici
Human history is full of various dark spots. Contemporary people often contemplate events which took place years ago. These people often argue that all those horrors could never have happened if people had been wiser. However, these very ‘thinkers’ do not understand that their ‘right paths’ are far from being realistic. Of course, there are many who understand that what is done cannot be undone, and what has been done could not have been done in any other way. Many understand that history cannot be ‘judged’ as there can be no right and wrong. Primo Levi (2000) stresses that there is no line between the good and the bad, and there are no two camps. Hannah Arendt (2000) and Primo Levi (2000) provide bright examples which confirm that such viewpoints are right. Arendt (2000) reveals the story of a man who made a lot of controversial deeds in his life. However, it is possible to note that the author presents the story in a one-sided manner. Eichmann is depicted as a silly man who was in position which let him send thousands of people to death. Sometimes the author does reveal positive aspects of Eichmann’s character and deeds. For instance, it is stated that he did a lot to help Jews leave the Nazi country when it was possible. However, the general tone of the writing is judgemental. Clearly, the author does not believe the man was forced to act in the way he did. Nonetheless, no one can judge a person if he/she was not there, in that person’s shoes. Levi (2000) provides other insights in a similar discussion. The author notes that even such negative figure as Chaim Rumkowski was not to be judged. Levi states that the man did a lot of horrible things, but he also did some good things. More importantly, Levi claims that it is unclear what contemporary “judges” would do should they be put in the same position. The author stresses that people who were in concentration camps (both inmates and guards) were gradually losing their best qualities. It is important to note that Levi’s position should be exploited when analysing historical events. It is crucial to take into account all details. It is essential to avoid any judgment. Clearly, Arendt’s method is wrongful as it can lead to mere distortion of facts. Notably, this judgemental method has been often used throughout people’s history. Ironically, the Nazis made use of it as well. This one-sided presentation of facts becomes a part of ideology and propaganda. People have witnessed what propaganda can do as such leaders as Hitler and Stalin exploited these means extensively. Of course, people have no right to make the same mistake and focus on one side of the matter. Besides, it is necessary to remember that even the “judges” cannot be sure th
Introduction The position of project manager requires someone with skills in coordinating and implementation of various projects. The position holder normally performs duties, such as, proposal coordination, project coordination, and management. It is a challenging post and the manager should be able to prove his/her ability in developing and sustaining close client relationship as well as facilitation of large pool of workforce that will attract more customers. The position demand strong personality in directing and meeting the customers’ requirements as well as collaborating with other departments in the organization to achieve company’s goals. It also involves system configuration and supporting of customers’ training as well as ensuring the final product is of desired quality. The major role is to guide the workforce on matters relating to customers’ satisfaction so as to establish new work and opportunities. Fundamental Responsibilities and Duties There exist numerous duties that a proficient project manager should carry out, they include; Supervise project execution that is necessary in accomplishing financial and procedural delivery as well as utilization, supervision, and integration. A major part is to ensure that there is strong collaboration between client and the workforce so that product preparation and delivery is ascertained (Barkley, 2007). This assist the company to identify the clients’ demand and make the company to direct its operations toward customers’ needs and desires. In return the company produces high quality products and secures long term customers who maintain its growth. Ensuring that contracts are implemented at the right time and also maintaining high level of workers knowledge regarding customers needs and company’s policies. The manager also ensures that client desires are fulfilled and correct configuration of project requirements observed (Barkley, 2007). He develops the agenda and organise meeting, which facilitate discussion of emerging issues that arise from time to time and establishing the solutions. The project manager organises and troubleshoots the numerous problems arising from development of multifaceted projects and client end user data. He avails all relevant information in timely manner if required by other subordinate staff (Winch, 2010). This makes the work of the auditors easy, when the company is preparing the financial records. He is also entitled to maintain good and strong partnership of company and external firms and thus enabling the company to establish external markets (Barkley, 2007). The project manager should not only establish good relations within the company but also with eternal firms. Finally, he should ensure that customer survey is conducted to evaluate the market demand of the company. Challenges The major challenges that are encountered by a project manager include lack of transparency in the scope of work. Once the scope statement is completed, it turns out to be company’s vision, which should be attained within the set time. The document sets a ground for a concord between the project team and the cust