vania-janet/multiturn-rag-retrieval-data huggingface dataset:
Leadership training can transform your personality, mindset and ability in a progressive manner. Training with Mitesh Khatri can surely help you display your leadership skill with flair and confidence. In short, the whole process can make you able enough to take the risky decisions with the positive attitude, thereby to help you deliver productivity. https://www.miteshkhatri.com/the-art-of-appreciation/
Reading this made me think of [this](https://www.youtube.com/watch?v=-s1s5K52zEQ). I wish you luck if you consider yourself an authority on a subject you have practically no exposure to, but hey, what does a hiring manager know? I mean, you're about to start an internship, so obviously everyone should want to know your opinion on the future of the market.
What?    How do you lose by paying employees more?  You get the best employees, they are happier, lower turn over and more productive. This is not an example of the prisoner's dilemma at all.  If there were an advantage in paying more to employees, that advantage would be increased by your competitors not doing it.
Thank you. I try to lead my firm in a way where everyone feels important; I like to surround myself with intelligent and hardworking people.  I appreciate the empathy (and sympathy) regarding my age - some people are jealous, others don't understand. That's there problem, not mine.   I actually managed an ice cream shop when I was in high school too. (;  Good luck!
Mention your computer skills, organizational abilities, talk about the stress of waitressing and how you manage to stay cool and balance numerous tasks.   Talk about how you never forget small details, how you cqn juggle a lot of thoughts and stay organized. Reiterate your computer skills.  Mention any future finance coursework you may want to take.  And keep in mind he may very well be hoping you'll fuck him. Ive known a couple women who got into this exact situation, nothing too forward from the guy but when they were all professional they stopped getting hours.
"The appropriate structure for an organization depends largely on the size of the firm. Smaller firms can employ some non-traditional hierarchies more easily (i.e., flat design), whereas the same structures are more difficult to use in mid-size and large companies. The most important pieces of any corporate structure are (1) clarity of roles, (2) accountability, and (3) ease of communication. Firstly, everyone in the organization must have clarity of their own role and how it fits into the bigger picture. That means a structure that is easy to understand, and a comprehension of how all the roles tie in to each other. Secondly, a good structure will enable and empower leadership to hold the team accountable, and be held accountable in turn. What is often misunderstood about accountability is that people often assume that it simply means punishing poor behavior when something breaks down. In reality, that's holding people responsible, not accountable. Accountability is something that is self-driven and is a product of sound relationships and transparency. As an example, one of the most common breakdowns in accountability is found in passive non-responsiveness. This is when you may reach out to a business partner for help or an update, but they simply do not reply (as in email, text, or voicemail). Thirdly, the structure should be such that it is easy for individuals to communicate across and up/down the chain. This doesn't mean that if you send an email, communication is easy. Rather, who do I reach out to for this problem? What are the best practices or agreed-upon methodologies for a certain practice, and how does the team know this? Some of this should be codified in the form of standard operating procedures (SOPs) which can be referenced at any time. Many companies use a ""playbook"" which is a high-level reference guide on how to operate the business (an example is found here: https://www.atlassian.com/team-playbook). A playbook can be anything from a PDF to an interactive website like the aforementioned link. It should always have the most up-to-date information.
"I focus on market research, which is both quant-heavy and quant-lite. Many times I can back up my strategy with numbers (""data-driven decisions""), but many times I just have to rely on qualitative findings.  Obviously the most quantitative MBA jobs are in finance and management consulting. Probably the least is strategy, but then that's a skill that you either have or don't have."
Look into *Getting Past No*, *Getting To Yes*, *Difficult Conversations*, and *The Mind and Heart of the Negotiator*.  Those were the books I read for an MBA negotiations course last year.  Except for the last one, they're all very short and easy to read.
What you say is definitely true, but sadly it’s also true for literally every corporate job.  Generally, you don’t need a ton of decision makers in any business (and in fact too many is usually a problem and why big firms (IBM, Microsoft, etc) react so slowly), so why not put the guys who have been in the trenches and know the business in and out at the top?
"No surprise - a new generation of managers must plump their résumés with buzzwords, and ""outsourcing"" sounds as cutting edge as ""Victrola"" or ""carburetor"" these days. Plus, it requires larger on-shore resources to explain things over and over to the offshore workers, and they're running out of folks to outsource.  So, since all managers are dynamic innovators, we need a new concept and a new shovel-ready buzzword. Voila!"
"Frequent flyer here...generally, I've found airline staff to be pleasant and professional.  There have been some exceptions, but they probably contend with more high stress situations (including asshole customers) than many professions.   Now, as a 6'5"" guy, if they can stop making the seats/knee room smaller every year, I'd be a LOT happier."
In a business you need to improve the morale, zeal, team spirit and productivity of the employees. Motivation keeps workers focused, perform better and driven towards attaining the goals, resulting into a flourishing business. Motivational speaker helps you to handle such issues in a very pleasant manner.
sales is hard or harder than that.  finding quality sales people is even harder  top sales people are like hired guns who could easily work for your competition.  they must be paid plenty to keep them selling/motivated and also to not bolt away  sales people keep score with money  most all other jobs are significantly easier to fill and maintain
More should go down that valley! Well done! And Lo and Behold - there are no management issues. Apparently, people are responsible and can work independently with no micro-management.  Nobel for this discovery in order! Oh, and no leadership motivational nonsense....Totally wowed!
It's the Jack Welsh approach to business. Its meant to make people strive for their next promotion, and where the always available even on weekends came from.  The man basically said If you can't get promoted within five years you should be fired. He had no place for people who wanted to just do their time in one a place for an entire career.
"Financial services job?  Sales?  The reason is that many non-sales jobs require MBAs, and while there are lots of openings, there is also a TON of competition.  Many people are getting MBAs right after undergrad and they're setting themselves up for some very good jobs.  Don't believe me?  Go look at some job postings for some very junior jobs.  Nearly ANY manager role they want an MBA - even jobs that only require 2+ years of experience they're saying ""MBA preferred"" and you'll see that there are dozens of applicants for every position.  Call up a recruiter, validate what I'm saying."
"If you really like problem solving, have you looked into consulting? Management consulting companies love hiring engineering/science/math majors because of the skill set. [If you are potentially interested in the more ""pure"" finance careers, i.e. banking/trading, the previous advice is sufficient]"
"You don't need an ""MBA"" to evaluate the performance of a bar.   There is usually a dumb ratio for any industry which sets the expected turnover and bottom line. Basically one figure that can be given to an experienced bar owner and he'll know that the top and bottom line should be. Not knowing the bar industry, your area or grade of location etc I'd guess cost of sales (i.e. drink), you apply that against the typical gross margin % and you'll know what the turnover figure should be, and apply it to the typical net profit % and know what the bottom line should be. Wouldn't surprise me if an experienced guy could figure all that out just from the floorspace area and rent, with a bit of local knowledge.  It should go without saying that if these are underperforming, it doesn't tell you why. Maybe your manager is swindling you, maybe he's crap, maybe the owners took crappy decisions like inappropriate fit out, crap marketing, crap location, etc, forcing manager to price low.  Also bear in mind that the average includes all the really experienced bar owners so it can already be a tough target."
There is trading, and while it can be automated, someone has to define the rules for the automated system.  Why not call that person the manager?
As a hiring manager, I've never had someone mention glass door in an interview, good or bad.  I don't think it really matters for most people.  The people who would look to glass door for a deciding opinion probably don't have many outstanding offers to choose from.
How about on ability to do the job?  I think everyone has seen examples of women taking companies for a ride and milking them because they are pregnant and therefore untouchable. The blowback on that is that they are recognised to be less competent, in the round, than their male colleagues.  The solution is in their hands.
I find that very surprising. My engineering degree came with a healthy dose of engineering economics. It's just another optimization problem for an engineer and they are generally really good at that sort of thing if you pose the problem to them. Of course the best ones already know this but even the lesser ones will generally do a good job if they know the business goals and constraints.  Of course, management needs to share what those are and often they suck at that.
We fired some middle management who can take the blame for the ridiculous and unattainable goals we put in front of them.   We told them to perform or lose their jobs and you'll be happy to know they lost their jobs anyways..  We also shat in their boxes of personal items on the way out the door.   Thank you for trusting that we can find new scapegoats.
There is a distinct difference between 'having a degree' and 'being genuinely smart and business savvy'. If you're genuinely smart and business savvy you could theoretically break into the business world with no degree and make a decent salary. The trouble there is that many people aren't smart and business savvy until they get a degree.  On the other hand, it's very possible to get a degree and be completely oblivious about how to conduct your career (poor resume / interviewing skills, no business sense etc). In that case an MBA might not be totally useful (but probably still will be to a degree). However, if you ARE smart about how you conduct your career, an MBA should help you immensely.
Admittedly I was starting to form a similar opinion as lazerpants. It seems like the sales team spends most of their time going drinking and golfing with customers or potential customers. I am sure there must be more to it than that, but their conversations would also suggest that their job performance is largely about who they know and less about real talent. It could be just what I hear, though. Maybe they don't like to showcase their talents.  I have no complaints about my job, company environment, management, salary, etc.
"&gt; Sometimes that requires more time other times less.   True story: I was at a job interview once, and a manager told me, ""I don't care if you work 30 hours a week or 50, as long as your work is getting done.""  I thought about that for a second, and asked him, ""Do you have a lot of employees who regularly work 30 hour weeks?""  He sheepishly replied, ""Well, no.  And if you did that, I'd probably give you more work.""  I got the job, but left after a few months when (among other things) they announced mandatory 48-hour work weeks."
Good question. There are plenty of investors who think they can simply rely on intuition, and although luck is always present it is not enough to construct a proper portfolio. First of all there are two basic types of portfolio management: Passive and Active. The majority of abnormal gains are made with active portfolio management although passive managers are less likely to suffer loses. Both types must be created with some kind of qualitative and quantitative research, but an active portfolio requires constant adjustments (Market Timing) to preserve the desired levels of risk and return. The topic is extremely broad and every manager has his own preferred methods of quantitative analysis. I will try to list here some most common, in my opinion, ways of stock-picking and portfolio management. Roy's Criterion: The best portfolio is that with the lowest probability that the return will be below a specified level. This is achieved by maximising the number of standard deviations between the return on the portfolio and minimum specified level: Max k = (Rp-Rl)/Sp Where (Rp) - return on portfolio, (Rl) - specified minimum return, (Sp) - standard deviation of portfolio return. Kataoka's Criterion: Maximise the minimum return (Rl) subject to constraint that the chance of a return below (Rl) is less than or equal to a specified value (a). Maximise (Rl) Subject to Prob (Rp < Rl) =< a For example, assume that the specified value is 20% - this will be met provided (Rl) is at least 0.84 standard deviations below (Rp). Therefore the best portfolio is the one that maximises (Rl) where: Rl = Rp-0.84*Sp Telser's Criterion: Maximise expected return subject to the constraint that the chance of a return below the specified minimum is less than or equal to some specified minimum (a) Maximise (Rp) subject to Prob (Rp < Rl) =< a Assuming same data as previously: Rl =< Rp-0.84*Sp and select the portfolio with highest expected return. Security Selection Now let's look at some methods of security selection. This is important when a manager believes some shares are mispriced.
"I expect CEOs to manage and lead (mostly the latter since there are COOs and the like for process). What pisses me off isn't when CEOs are slightly computer literate but when they can't delegate. Obviously, I'm not talking about Fortune 500 companies, but smaller SMBs can still have CEOs. Actually, I hate managers that don't actually manage, but rather like ""making decisions"" because they are too insecure to trust somebody's opinion.  Every manager from CEO to PM should read this if they manage techies - http://www.computerworld.com/s/article/print/9137708/Opinion_The_unspoken_truth_about_managing_geeks?taxonomyName=Management&amp;taxonomyId=14"
(Sourced from my rectum.)  A good salesman doesn't just sell software, they sell themselves, more specifically, they sell themselves to the company.  They will sell the company they are with that they are worth it, and that they should be compensated appropriately.  If the programmers had the same savvy in the same nature, odds are they wouldn't be making the program, but, the company would likely note their ability to sell themselves, and prefer them on the sales team.  Sure, without the programmers, they wouldn't have as much to sell, but, the right salesman would be able to pull in more profit for the company than having the right product would.
"She's also emotionally manipulating you. You'll put her in a bad spot if you quit? Tough shit! She only wants you to stay because she is too lazy to find someone else. Trust me, she does NOT care about your future career goals.  Also, she said she would help you out ""if you do well"". What does that mean? Has she given you a benchmark for what ""well"" is? Two months is not very long. Keep looking for something else, and if you find something better, take it. If not, just suck it up and stay there."
The benefit is that those people make a decent living. The store manager makes like 70k starting, with raises every year until you hit 104k. The cashiers make like $20 an hour. Downside is they basically own you, but the money is good.   Source: interviewed for a position out of college
Executive search helps a lot of companies with their search appropriate applicants to take up the CEO position. That is because they have the skills to do the job right and are able to devote the right period of your energy. The agency can rest understanding that the matter is in capable hands. While it pays to employ an executive coaching firm that does have some qualifications in your industry, it is not specifically necessary to do so.
Could you talk to the company you currently work for and see what your boss recommends? She or he would probably have a deep understanding of the corporate structure and would be able to help you figure out your path since they know you personally.
Admins can often be the face (or voice) of a firm that leaves the first impression. You're totally right, you can usually tell what kind of place it is by the way they are treated and the way they treat clients and others. Hopefully she lives up to her impression and not her username!
This is good advice. Your GPA and awards signal that you're not an idiot. A huge piece of what they're looking for is how well you fit in with the company culture, how you think on your feet, and how well you communicate. A well crafted response in the form of a story that illustrates your positive traits does all of these things without the recruiter being forced to tease out the information they're looking for.  Also, be friendly to everyone you meet the second you're within a few blocks of the building. You should probably be doing that generally in life, but gossip, especially the negative kind and most especially about new hires, spreads like wildfire through the workplace. People love to talk, so only give them positive stuff to say.
After working my way up the corporate ladder I learned one thing. Anyone above you is an idiot and anyone below you thinks you're an idiot. It's that simple.   Everyone thinks they could do it better. You promote them and suddenly the understand that you really can't just do whatever you want. It's easy to say what you would do, but it's another thing to get in a place of power and realize you have no control to change anything.
"Translation : Funds managers that use traditionnal methods to select stocks will have less success than those who use artificial intelligence and computer programs to select stocks.  Meaning : The use of computer programs and artificial intelligence is THE way to go for hedge fund managers in the future because they give better results.  ""No man is better than a machine, but no machine is better than a man with a machine."" Alternative article : Hedge-fund firms, Wall Street Journal. A little humour : ""Whatever is well conceived is clearly said, And the words to say it flow with ease."" wrote Nicolas Boileau in 1674."
"Related to this question: I came across a post at The Financial Planning Exchange* titled ""The Top 10 Ways To Tell If You're Working With A Really Good Financial Planner."" Here are a few tips I particularly liked: (* site is no longer available) 4. Make sure the planner is going to   work with you on a Fiduciary basis.   This means that they are going to   recommend only what is in your best   interest. A planner who tries to sell   you a product is generally a red flag   that they aren't looking out for your   best interests.   [...] 8. Interview the prospective planner   that you are about to hire. Understand   how they think, what their speciality   is, and most importantly how they are   going to get paid for their services.   Be very very careful with a planner   who is going to provide you with a   free financial plan as that person   more often than not has a motivation   to sell you something.   [..] 10. Last but not least, go to a person   who works hand in hand with financial   planners like an accountant or estate   planning attorney for a referral.   Accountants and estate planning/tax   attorneys know the difference between   a good and bad planner. Chances are   they are a client of the person   they'll refer you to."
Money Manager Ex PROS: CONS
"Which is the ""shouldn't ever expect to do better than their competitors employees"". The ""sit down and shut up"" is towards the bottom  &gt;Second, everyone needs to understand that it’s management’s job to identify and weigh alternatives, and to recommend a course of action.  In the world as it is, management is getting lots of help – from the Board, the Court, and the Creditors. Since the decisions being made are very important, and will impact every employee, their opinions should be given careful consideration. There are many forums – including participation in the court process — in which employee views can and should be taken into account.  Management should listen carefully, but employees need to understand that it’s management’s job to decide and that acting in ways intended to undercut management’s role can only be counter-productive.  &gt;While the decision process is underway, everyone at American should be doing everything possible to improve performance, so that the post-bankruptcy company – whether American as it is or American combined with other entities – will have the broadest possible base of customer support from which to launch the renaissance every employee should be hoping for.  His entire spiel is so heavily sided towards management it's almost farcical. He's doing exactly what the airline pilot was complaining AA management is doing (treating the workers like faceless, interchangeable, and disposable cogs in the assembly line) while saying they shouldn't try to flex any negotiating power that management doesn't see fit to give them. And god forbid they have the gall to question the wisdom of their benevolent leaders (management is the thinkers, workers should just be the mindless doers).  I'm not a ""rah rah unions"" or ""boo business/management"" type of person. I just hate blatant bullshit. AA's workers have a legitimate gripe, that AA the company would almost certainly be better off merging with another airline but AA's management is better off going it alone and is asking the rest of the company to sacrifice to make that happen. Until that fundamental disconnect is reconciled, patronizing paeans to the wisdom of the company's leadership and knowing your place aren't helpful."
Thank you for the input. I was more interested in a MBA so I was wondering how it would fair in the finance world? Also I was wondering what you meant by it has little practical application in business but it is the best major to acquire well rounded skills in that area? Do you mean it's good but at the same time it's not?
&gt;That's just poor leadership.  Says you, but then again he's the leader and you arent. It's his perogitive.  &gt;Plenty of well-trained workers are immediately available.  If only there were someone to hire them! If only there was some LEADership in place to structure a company so these people can be given jobs.   Maybe the workers should start a company... sacraficing with discipline is difficult... We want instant gratification, a nice salary, a nice car, a nice house. This guy drove a 12 year old car, had an office in his garage to start this company while his friends had nice cars and fancy things.  Sigel built himself from poor to rich through sacrafice, discipline and determination.