The Supply And Demand Of UK Energy Environmental Sciences Essay Free Essays

string(215) abouting an endeavor to build a Welsh Institute for Sustainable Education, which will incorporate a propelled biomass consolidated warmth and force smaller scale turbine framework connected to the region warming framework and grid. The vitality beginnings can be part into three classs: dodo energizes, sustainable beginnings, and nuclear force. To build up a superior comprehension about each starting it is basic to talk every one of them exclusively. 1. We will compose a custom exposition test on The Supply And Demand Of UK Energy Environmental Sciences Essay or then again any comparable point just for you Request Now 1.1. Non-renewable energy sources. They are called â€Å" non-renewable energy sources † in light of the fact that they have been framed from the natural survives from ancient workss and enliven creatures. In spite of the fact that there are a wide range of sorts of dodo powers, three are especially of import: coal, raw petroleum ( oil ) , and gaseous petrol. The hypothesis behind non-renewable energy sources is somewhat basic †ignition of coal, flammable gas, and oil discharges vitality put away in the fuel as warmth. The discharged vitality is so used to deliver power. Coal is by and by the least expensive fuel in footings of creation. Blending to The Coal Authority, there are 15 dynamic subterranean coal mineshafts and 36 dynamic surface unearthing destinations in the UK, doing it an aggregate of 51. Together they produce 16.7 million tones of coal finished result ( twelvemonth 2009/2010, The Coal Authority, see Appendix 1 ) . Similarly great just like the least expensive alternative of fuel it is other than the most contaminating. â€Å" Coal is a profoundly filthy start of intensity, and forces monstrous expenses on individuals ‘s wellbeing, the earth and the monetary framework, † said Keith Allott, caput of WWF-UK ‘s clime change program ( www.sciencedaily.com ) . To begin with, securing coal from its start ( the Earth ‘s covering ) is destructive and fouling to the scene. Second, coal ‘s burning discharges a toxicant mixed drink of gases into the earth. Carbon dioxide, sulfur dioxide, and minimal airborne iotas of coal adventure into the air and H2O flexibly ( www.associatedcontent.com ) . The UK is the biggest producer oil and gaseous petrol in the EU. Be that as it may, after mature ages of being a net exporter of the two energizes, the state turned into a net merchant O petroleum gas in 2004. The Government estimations other than foresee that the state will go a net merchant of oil in the nearby from this point forward. Creation from the UK oil and gaseous petrol Fieldss crested in late 1990s and has declined consistently in the course of the last a few mature ages because of an expansion sought after for vitality other than in light of the fact that find of new state armies has non kept step with the aging of bing Fieldss ( www.doe.gov ) . Petroleum gas accounts for more than 40 % of power coevals in the UK while oil is by and large utilized by the businesses and transport division. Right now, United Kingdom is amazingly reliant on petroleum products. Figure 1: Fuel utilized for UK power coevals on a finished result balance in 2007 Starting: Digest of UK Energy Statistics ( DUKES ) 1.1.2. Sustainable power Sources. Sustainable power source is the vitality gotten from beginnings that are fundamentally boundless. Inexhaustible beginnings of vitality incorporate air current, sun based, biomass, hydro and geothermic vitality ( www.business.qld.gov.au ) . Sustainable power source turned out to be profoundly mainstream when the impacts of petroleum products to nature and part to atmosphere modification got obvious. Their fame is perpetually lifting, especially in states worried about the earth. Wind vitality is the most well known sort of sustainable power source in the UK. It is created when the air flow turns a turbine ‘s cutting edges which drive a generator to deliver power. Fitting to BWEA, there are 260 operational air flow ranches ( 12 of which are seaward ) in the UK bring forthing an entirety of 4,491.15 MW of power. There other than are 23 coastal and 3 seaward wind cultivates under structure. Assented endeavors are to build another 189 inland air current ranches and 9 seaward air ebb and flow ranches ( www.bwea.com ) . Sun based vitality is a photovoltaic outcome which happens when presentation cells convert daylight straight into power. This start of vitality is non as famous in the UK as air current vitality. Be that as it may, it is fairly normal to use the Sun for warming the H2O pipes. Painting the slender funnels dark and seting them in a ‘greenhouse ‘ type dielectric can warm the H2O gracefully and thus chop down the expense of using power to warm it. Photovoltaic cells can other than be utilized as rooftop tiles. They spread the top of the structure and exploit the Sun light originating from the Sun. This is caught by the cell and transformed into power ( www.bbc.co.uk ) . Biomass is organic stuff got from life, or late populating creatures. With regards to biomass for vitality this is much of the time used to mean works based stuff, yet biomass can each piece use to both energize being and vegetable inferred stuff. Five essential classs of the stuff are: virgin wood, vitality corps, farming deposits, supplement squander and mechanical waste and co-items ( www.biomassenergycentre.org.uk ) . Biomass can be utilized on a local or modern scale.A For a biomass power works, the chipped, destroyed and dried fuel is taken care of into a kettle or gasifier, from where the gas is gathered and used to deliver power and heat.A Biomass can other than be utilized at a progressively essential degree to deliver heat for the spot †this is done most speedily using a wood burning extent which can other than be an appealing trademark in any home.A It is conceivable with bigger reaches to use a back evaporator to gracefully the entirety of the H2O warming and cardina l warming for a house.A Alternatively, a biomass heater can be utilized for a similar aim ( www.sundancerenewables.org.uk ) . There are numerous representations of vitality crop/wood squander warming frameworks in Britain: In Ely, Cambridgeshire, a 31MW straw ignition works, the greatest and most strong works known to man, was appointed late. A 350kW wood-consuming kettle was introduced at Weobley School in 1997.A Using locally grown-up wood, it warms the school itself each piece great as the optional school on the circumscribing site. The National Botanic Garden of Wales and Singleton Park Botanic Gardens in Swansea are warmed using vitality crops/wood squander. An expanding figure of ranches are using straw-fires boilers for on location warming requests in buildings and polytunnels. The Center for Alternative Technology in Machynlleth, North Wales, are by and by set abouting an endeavor to develop a Welsh Institute for Sustainable Education, which will incorporate a propelled biomass joined warmth and force miniaturized scale turbine framework connected to the region warming framework and lattice. You read The Supply And Demand Of UK Energy Environmental Sciences Essay in classification Exposition models ( .sundancerenewables.org.uk ) Hydro vitality or hydroelectric vitality is produced by using power generators to pull out vitality from voyaging H2O ( common or synthetic ) . Hydroelectric vitality can be utilized in two different ways: first way is by developing large stores and embankments ( hindrances work over a conduit ) to nail down H2O and order its stream ; second way is by leting H2O to run apparatus as it streams from a high supply to a low one ( www.eon-uk.com ) . A few realities about hydroelectric force in the United realm: There are seven 50MW hydroelectric force systems in the UK These workss should be work close to huge lakes, stores that are high above ocean degree or where a bunch of H2O can be dammed Hydro vitality supplies 1.2 % of the UK ‘s power ( www.eon-uk.com ) Geothermal vitality is the warmth contained and delivered by the warming of the Earth in two unique manners. The more impressive geothermic vitality originates from the core of the Earth, where the temperature arrives at 4000 evaluations Celsius. The second start of geothermic vitality is an outcome of the Sun beams smashing down on the land surface. A decent and demonstrated strategy to pull out geothermic vitality from the Sun is through using geothermic warmth siphons. It is an extremely adequate and ecologically neighborly way of warming the H2O ( www.clean-vitality ideas.com ) . 1.2. Vitality Demand and Supply The appetency for vitality is turning each twenty-four hours. UK, being the biggest producer of oil and gaseous petrol in the EU, is as yet obliged to import petroleum derivatives so as to satisfy all vitality requests. Fitting to a study by the counsel Logica CMG, in only eight mature ages, interest for vitality could outperform flexibly by 23 % at top occasions ( data starting at 2007, www.timesonline.co.uk ) . The misfortune to the monetary framework could be near ?108 billion every twelvemonth. The graduated table of the test is gigantic. By 2015, Britain ‘s bring forthing limit could be cut by a third as maturing coal and nuclear force Stationss are shut. England is other than going from acting naturally getting the job done in oil and gas as North Sea creation began to compound. In 2005, the UK turned into a net shipper of gas. By 2020 imports could represent 80 % to 90 % of British gas requests ( www.business.timesonline.co.uk ) . Fitting to the White Paper, the UK faces two boss security of gracefully challenges: Expanding trust on imports of oil and gas known to mankind where request is lifting and vitality is going more politicized Prerequisite of critical private part putting over the coming two decennaries in gas foundation, power Stationss and power networks ( White Paper, www.berr.gov.uk ) Regardless of a cluster of negative judgment, UK which by and by creates 20 % of power from nuclear force Stationss will proceed to use nuclear force ( with the exception of the old nuclear workss that are venturing out to be shut down ) as the danger of non run intoing the vitality request is considerably more noteworthy. 1.3. The Production and Import of Energy While the UK has profited f

Borderline Personality Disorder Free Essays

string(150) this depressant are acknowledged inside a time of a quarter of a year in treating state of mind issue and a time of about a month and a half in the event that it is made to treat depression. Marginal Personality Disorder (BPD) is a kind of a psychological infection portrayed by delayed character work disappointment, changeability and aggravation of mind-sets. At last, it drives one to unsteady and disorderly relational connections, conduct, character, and mental self view. The procedure results are times of separation and disconnection. We will compose a custom article test on Marginal Personality Disorder or on the other hand any comparative subject just for you Request Now At the point when one is upset along these lines, the person in question may create unavoidable antagonism inside the features of life mentally. Troublesome in creating and looking after work, social settings and home connections are experienced. At the point when the casualties are not given the compelling treatment and appropriate consideration, complete or endeavored suicides are potential results (Kantor, 1993, pp. 135). Ebb and flow look into on this issue has uncovered the particular manifestations that can assist one with setting up early indications of the ailment. The principal recognitive experience of this infection is a strife relationship that takes a detest love track as time passes by. After saw slight false impressions, casualties of this issue angrily and promptly drop their companions. The casualties have a general troublesome in conceding to hazy areas with the others they interface with (Lachkar, 2004, pp. 23). Ebb and flow examine from Britain reference book has concocted a wide scope of the elements that may prompt this issue. The causes are supposed to be intricate and assorted. They incorporate youngster sexual maltreatment or youth injury, cerebrum variations from the norm, natural components, neurobiological factors and hereditary inclination. The illness itself is mental yet the repercussions for the most part rest and influence social conduct of the concerned. The influenced invests a large portion of the energy intellectually switching back and forth between limits of degrading and glorification. The apparent character aggravation is created on account of the mental turmoil in assessing ones feeling of self and mental self view. During the time spent finding an answer for these experiences, incautious idea that are far much self harming come at the top of the priority list. They may incorporate foolish driving, substance misuse, pigging out, dietary problems, wanton and unprotected sex (Lubbe, 2000, pp. 450). At singular level, self-destructive dangers, motions and conduct are experienced. This may likewise be combined with practices that are self ravaging incorporating abrasion or meddling with body scars that might be recuperating, cutting or picking at oneself. Because of full of feeling precariousness, states of mind can be set apart by high reactivity, for example, peevishness, dysphoria, and extreme wordy or once in a while high tension. Interminable emotions, for example, uselessness and void, visit showcases of repetitive physical battles, steady outrage and temper, separate side effects, fancies, neurotic ideation and transient pressure are manifestations that demonstrate commonness of Borderline Personality Disorder (Lachkar, 2004, pp. 24). The Chinese society of psychiatry has done a broad investigation on the indicative ways in dealing with this psychological instability. The diagnosisitnvolves the supposed emotional episodes. Emotional episodes depicts reactivity of state of mind and checked obligation which can be characterized as passionate dysregulation. It is a response of the casualty to outer intrapsychic and psychosocial stressors which is accepted to die down or emerge with time. The above clinical research body has thought of a few zones of focus in the endeavors to check the predominance of the infection all inclusive (Muller, 1994, pp. 87). The methodology in treating the turmoil has run from socialization projects to drug programs. The clinical area has focused on hospitalization, prescriptions and psychotherapy mediations. In the wake of completing the examination, the center treatment of the confusion is psychotherapy. The two for the most part utilized and powerful disarranges are Dialectical Behavior Therapy (DBT). It is a methodology that applies high abilities in showing the guideline procedures of ones connections, feelings and enduring trouble. It very well may be a vis-à-vis or telephone advising which should be possible at singular level or through a gathering counsel. The second sort of psychotherapy is the Transference Focused Psychotherapy (TFP). This sort of approach focuses on the connection between the survivor of feelings and the specialist. It helps in understanding the difficulties that may join social cooperations and how to manage the challenges. These scientists have recognized that prescriptions can not satisfactorily fix this issue. They can just treat the issues that are related with the confusion. It can approach and counter circumstances like tension, impulsitivity and sadness. These meds incorporate enemy of tension prescriptions, antipsychotic and stimulant. The hospitalization program is normally intended to protect the casualty from self injury. Counsel of psychological well-being suppliers gives the bearings and safeguards to embrace in containing the sickness (Muller, 1994. pp. 87). The world wellbeing association has additionally included itself in the quest for possibility gauges in treatment of the above issue. It has proposed and improved gathering based mental administrations. These projects rouse individuals to connect with, take part and support gathering and lone exercises. It has subsequently evolved helpful networks in Europe, that have driven the crusades towards treatment or bringing down of the seriousness related with this character issue. These people group center around future anticipation of the illness, handle the present casualties and stretch out their material help to these people. The crucial these exploration associations is to give improved mental restoration administrations. The restoration is accomplished through empowering commitment in significant exercises and keeping away from of social avoidance and stigmatic undertakings. The world association likewise offers shared help and advances co-guiding gatherings everywhere throughout the world to forestall unforeseen and hurtful spread of the turmoil. The casualty can engage in elective therapeutic procedures. Doing practices and guaranteeing physical wellness can be improved by including group activities and word related treatment strategies. Participating in a kind of business empowers the soul of self viability, capability and having a social job and commitment to act in the general public. This thus advances confidence (McCallum, 2001, pp. 234). This body has additionally given antidepressants called Selective Serotonin Reuptake Inhibitor that has been introduced in randomized and controlled preliminaries around the globe. It has been accounted for to improve orderly indications identified with sadness, tension, antagonistic vibe and outrage. A higher portion of the above depressant is required in the treatment of state of mind issue in correlation with discouragement. The advantages of this depressant are acknowledged inside a time of a quarter of a year in treating state of mind issue and a time of about a month and a half on the off chance that it is made to treat discouragement. You read Marginal Personality Disorder in classification Papers Mentalization based medicines accept that survivors of this issue experience connection aggravation in view of parent youngster relations in the youth stages. Absence of enough early youngster attunement and reflecting by guardians can result to the child’s mentalization lack. This brings down the limit of such kid to connect a relationship between's the psychological state and the potential causing activity. Under typical conditions, there must exist a relatedness between the main thrust towards an activity and the condition of the psyche. Studies have appended the apparent mental disappointment in this issue to tricky drive control and insecurity in states of mind (Acocella, 1999, pp. 108). Mentalization situated medications exceptionally and every now and again utilize psycho progressively educated multimodal treatment measure during the time spent guaranteeing a supported limit of self guideline of the patient. This basis proceeds to consolidate both individual psychotherapy and gathering psychotherapy in an outpatient setting, halfway hospitalization or remedial network. Blend of these clinical and non clinical components assists with lessening the passionate states which are firmly connected with Borderline Personality Disorder. The classifications of the disarranges incorporate sentiments of exploitation, sentiment of absence of personality or discontinuity, sentiment of foolishness and extraordinary requirement for segregation. At the point when these individuals are totally assaulted by the confusion they become hyper caution to signs of dismissal, less or no valuation, frailty, inner conflict, evasion and showing of frightful distraction in relationship designs. Every one of these issues are experienced during the time spent curiosity chasing or closeness looking for of the patients (Livesley, 2003, pp. 90). Social, age and sexual orientation contemplations of the confusion Several investigations upon the relatedness of this issue to sex viewpoints or contrasts have been finished. It is a territory that has raised a ton of contentions and pundits in the endeavor of defending the viewpoint that this issue rules in female sex when contrasted with the guys. It has therefore gotten an extremely high feministic analysis. A gathering of researchers accept that patients of this issue have a past filled with maltreatment in lines to do with sex during their youth. This belief system contends that young ladies are increasingly presented to the risk of sexual maltreatment contrasted with young men, unquestionably and unavoidably defending that the malady is basic among women. Then again, ladies who have endure youth sexual maltreatment see injury while connecting with damaging emotional wellness administrations. This happens as a result of the way that Borderline Personality Disorder is an analysis ful

CP19 Talking with Avi Cavale from Shippable about Entrepreneurship Shipping Code Faster

CP19 Talking with Avi Cavale from Shippable about Entrepreneurship Shipping Code Faster INTRODUCTIONMartin: Hi folks out there! If you are interested in starting a company or you are a developer and really working on your next product, this podcast interview is for you. Today we have Avi with us. Hey Avi, who are you and what do you do?Avi: Hi Martin, this is Avi Cavale, I am a co-founder and CEO of Shippable we are a continuous delivery pipeline company for containers.Martin: Great! When did you start this company and what did you do before?Avi: Shippable, the genesis was around late 2012, physically incorporated and everything in 2013, early 2013, February. It’s been about 3 ½ years so far. Before that I worked at Microsoft and briefly at Amazon and I was there at Amazon for over 11+ years, worked on xBox, Office 365, Azure and Kinect, the xBox live products.Martin: How do you go from gaming to shipping code?Avi: I mean, as recently said that Software is eating the world and pretty much everything is software. And even though we were at gaming side of the company, that’s what the consumers saw, but behind it, it was all pure software technology. While I was doing that, I was managing about roughly 150+ organizations across 3 different countries (China, India and the US) and at the end of Kinect when I was going through my review process with my boss, I realized that over 50% of my entire organization spent their time on none feature work. I mean they were doing all sorts of plumbing, deployment, code auto-pilot, code all sorts of things. And that’s kind of as you look at it we worked on Kinect for 2 years, 150+ people, that’s almost 150 person-years being wasted on things that should have been actually big new platform. And that’s basically what our motivation was.We said: Hey, every single group inside Microsoft is doing this and imagine every single company in the world. What it should be is more available as a platform where developers are using it to build features as opposed to kind of building the plumbing work for deploying th e features that they have built. And that’s basically what Shippable was.Martin: Cool. Avi, what was the next step? So you left the company and then what happened?Avi: I left the company and I had never done a startup. Biggest thing was I left it in a very impulsive way because I was so excited that this is a problem that I could go solve.I think for about 3 weeks, I was kind of… I mean I left in late 2011 saying that I want to go do this company, and I meandered around for about 3 or 4 weeks. I realized that I just didn’t have the skills to do this at all especially founding a company.Martin: Why?Avi: And let alone do it alone. I mean that’s the biggest mistake I did was, I said: I am going to do this alone.And then I said: Okay fine, I am going to go… I kind of parked my idea a little bit and I said: Okay, let me go work on some modern technology. And I started working on a company which was working with Cloud Foundry, and I learnt all about how startups work, how actual ly this thing goes on, and that’s basically, I kind of trained myself on the job for about 10 months, always knowing that I will eventually get back to this idea that I was going to go do a company about.Martin: And how did Cloud Foundry prepare you for the entrepreneur route?Avi: I think the biggest thing that happened was, at Microsoft, being in kind of like somewhat of a leadership role, you don’t realize how easy it is to get meetings, and so you lose the hustle of your life, and things happen very easily because of the background and the brand that Microsoft has.When you start trying to do it on your own as a company, it’s impossible, I mean you have to really hustle to get these meetings and get these people to help you out. And what Cloud Foundry, this startup that was working with Cloud Foundry did was kind of make me get used to that kind of mode as opposed to sending an email to a company and say: Hey, I want to talk to you for half an hour, and I would get that meet ing set up because of just the fact that I was working at Microsoft.Martin: Good. So once you have acquired some kind of knowledge from Cloud Foundry, what did you work on then? And did you find a co-founder?Avi: Yes, I mean the other thing I did was I realized what my limitations were, and then I started finding folks who would counter balance the limitations that I had.One was I was purely a techie person; I needed somebody who has a little bit more of a business background. We are still a very technical company so they need to be still technical, but they need to have more business exposure than I did.The second thing was, even the temperament. I mean I kind of think in big vision, kind of goal setting views, whereas you also need to have someone who brings you back to the ground and gets some execution plan to get towards that big goal that you have. And so I think Manisha was kind of my obvious choice. I convinced her that she should quit Microsoft and do this. She quited Micro soft in late 2012 and we started Shippable in 2013 in February.Martin: Did you know Manisha before and why do you think she qualified for a co-founder role?Avi: She had worked with me at Microsoft back when I was with Office 365 and that is where I had interacted with her. She was part of a team that my team actually worked with.There were 2 things: one was that she was super smart and I knew that with all my interaction at Microsoft. The second things was she was very practical in how she thought about things and I was kind of the big vision that she was a very practical person and I thought that that’s the right mix that I needed. And of course she had an MBA degree from Berkeley which made it even more easier for me to say she has to be the person who is the co-founder.Martin: Great. So now you have assembled the 2 of you and starting out building on the product version I guess, so what was the next step then? So did you work on the product or did you try to acquire some kind o f beta customers or did you already talk to investors? How was it like?Avi: So I think we kind of did a few things. I mean one thing that she kind of said is: We’ve got to have some kind of a framework of how we are going to go about doing this. I mean I wasn’t too keen on having this big MBA like frameworks but I wanted something that offers structure.So what we did is, we started looking at accelerators and we filled out their application forms. And we didn’t want to apply to any accelerator, we just wanted to fill out the application form because some of these accelerator application forms really make you think about what your business is. And that’s what happened.So we started off with Y Combinator and we filled out their whole application form and then we also accidentally got in touch with a few folks from Techstars and this was due to some random events that happened. And then, I mean I would say we were lucky meeting the managing director of Techstars. And then we en ded up taking Techstars as an accelerator.And by that time, we had kind of built a prototype just to prove the technology can be done. And we knew that the customer problem existed, but we hadn’t done any formal customer development and those kinds of things. And at Techstars, when we went to the program, they had a lot more structure on how we go about doing it and it helped quite a bit in terms of how we did the rest of the company.Martin: Okay. How did you go about the customer development, once you have been into this Techstar program or afterwards?Avi: I mean it was hard for us to accept that customer development was very critical.Martin: Especially as a techie, right?Avi: Yes, I mean we thought we knew more. And actually in retrospect if I go and look back that was probably the best thing that we ever did at Techstars. Andy Stark who was the managing director of Techstars Seattle at that time, he almost had a stick for us to say: You have got to do customer development.The e asy thing for us was that finding developers in Seattle was not very difficult. And so what we used to do is we used to go out in downtown Seattle where Amazon was, there are all kinds of food trucks where people are standing in line for food during lunch, and we would just ask them saying: Hey, I’ll buy you a soda if you answer a few questions. They were all techie, so we could easily get 50-70 interviews a day done in relatively like an hour and a half over time, which was kind of unfair for the rest of the companies in Techstars because our customer base was a developer and we could find them so easily.Martin: What did you ask them?Avi: I think Andy’s guidance on customer development was you can never tell them what you are building, and you have to somehow ask them questions which don’t tell them what you are building. If they don’t answer the core fundamental value proposition that your product does as their main problem, then your product will not actually sell. I mea n that was kind of the philosophy.So all our questions were all about behavior; what do you guys do on a daily basis? What is the one thing that you would want to do less? So it’s more of open ended, trying to drag out what they really are doing and trying to see whether our value proposition actually stick in terms of what the pain point or what we are really trying to solve with our product.Martin: Okay cool.BUSINESS MODEL OF SHIPPABLEMartin: Avi, let’s talk a little bit more about your company Shippable. Can you briefly explain how the business models work? You briefly touched on this, so what are the customer segments? How are you making money, and what type of value proposition are you offering those people?Avi: I think the basic idea is that our product is a premium model, so it’s like so as like pretty much everything that’s done in these days. You have a basic value proposition which solves some problems for maybe an individual or a small team like 3 or 4 people, and then the moment they grow beyond that, then you need to start buying in order to actually get them to start becoming a paying customer. I mean that’s basically the get up model that is basically pretty much a lot of these online services model. That’s how our basic fundamental, what we call as demand generation.And then with that what happens is, you don’t have to do traditional enterprise sales. So you get a lot of people getting ground up, and then eventually they will get to some size at that point they become a sales qualified lead to us, and we kind of sell them a more of an enterprise kind of product on top of it. That is basically the evolution.So you come in as freemium; you become a paying SaaS customer and eventually, you will end up buying it for your department or maybe for your organization within your enterprise. I mean that’s kind of how the business model works.Martin: What makes Shippable unique in the market place? Because I mean you need to think, I guess your co-founder as well because she is having an MBA, what are the competitive advantages over your competitors?Avi: I think the most important thing is it is about efficiency, right. It’s like if you really look at it in today’s world, every single company has to out innovate the competition. And that’s basically the only way you can actually survive. Otherwise your features are going to get copied very quickly and you lose out on the differentiation. So that’s a platform that every single company that’s out there needs, I mean, if you kind of look at any mobile app kind of a company or anything, they have to constantly keep adding features that makes them more valuable and have more unique features than their competition.So we are a very interesting product. I mean our product actually helps other customers to do this. So what we do is, we use the same platform to build Shippable. So what we are doing is, we are helping engineering organizations to become more efficient . In other words, we call it ship code faster kind of qualifying it a little bit more, its ship quality code faster and repeatedly, and that basically is continuous innovation. That’s what our product does. Hence, and the best thing for us is we are the number 1 customer for this product because we are trying to out run everybody.So if you go and look at the last 3 months, we have added over 25 different features that none of our competition has even added even less than 5. That’s basically what makes our product more complete and we are constantly innovating using our own platform to kind of help other customers innovate faster on their whatever product that they are working on.So that is basically the uniqueness, so it is a continuously evolving platform that helps developers become more efficient to build software.Martin: Okay, cool.ENTREPRENEURIAL ADVICE FROM AVI CAVALEMartin: Over this 4 â€" 5 years, what have been the major learnings and mistakes that you have seen or done yourself which you can share with our people interested in starting their own company?Avi: I think some of the mistakes are like very specific to our business, I mean our customer base, our developers. So a lot of mistakes that we did around that was not listening to developers closely enough and so they were asking for something and we were trying to build something else. So that was one mistake that we did, 12-18 months ago. And in the last 6 months we have been super focused on our developers and our customers, that has really changed how we actually are perceived by our customers. I mean that’s one thing that we never want to do; is alienate your customer base.Even though you might think this is the right way to do it, you have to always have your pulse on your customer base, that is one thing that we did about 12 months ago, the wrong thing we did. Since then, we have post corrected and we have become a completely customer centric company at this point of time.Martin: Was th ere a key even where you said to yourself: Oh wow, we are really missing a point here, we need to change?Avi: I think what happened was 2 things. One was that we ended up opening up our customer support queue completely to the public. It was a decision because internally I had to change the culture of the company, and what ended up happening is the moment we opened up, kind of airing your dirty laundry out first, I think that’s the first thing that we did. And that was a very risky thing to do because it pretty much told our competition what the problems we had were. And so the moment that happened a whole bunch of customers started actually commenting, cross commenting on it because now everything was open and that internally changed our entire teams mind set. So that was a turning point that basically said: I mean I know everybody has dirty laundry, but we want to keep them as clean as possible as quickly as possible. So suddenly everything became customer centric as opposed to hey we will address it when we get some time, that attitude changed, I mean that’s basically what happened from inside the company.Martin: And did you use a tool for this?Avi: I mean we used Github and we are a developer platform. So it was very easy, we just opened up. It was private, we made it public, that’s basically what we did.Martin: What other things did go well or did not go well which you can share?Avi: There were  a few other things. I think hiring is very important. And sometimes I think you need to hire for attitude as opposed to aptitude, and most startups end up making these mistakes where they hire for aptitude as opposed to attitude. And when you are this small, like when you are like 5 person, 7 person, 10 person company, if 1 or 2 people don’t fit, it really causes a lot of problems within the company. I mean that’s another mistake that we did where we got carried away by people’s aptitude as opposed to their attitude and whether the culture and the fit is going to be right.So I truly believe that in the initial product of your company, you should be super focused on building the cohesive team, even if it is not the best super star team that you have. You probably want to have a team that works as a team, as opposed to an individual excellence. That was a couple other mistakes that we made. Since then we have post corrected that and that’s the hard part; it’s letting go of some of the earlier employees that we had hired because they were just not the right fit. I mean it’s kind of like my board once told me that if you don’t start being a CEO then we’ll start finding a CEO. So I mean I was kind of the message to say this is part of being a CEO, you have to make these hard decisions. That was a wakeup call for us which kind of re-jiggled the company into the right direction.Martin: Great. Also a good example of how the board can also help advise the founders, which is great.Avi: I mean this is the other thing for a first time entrepreneur, like this is the first company I ever created, and even for Manisha, we both were completely novel at this. You need to understand, and I think for whoever is trying to do this, they need to understand that there will be highs and there will be lows, and there is no company out there that hasn’t gone through that floors. And you have to be completely okay with that.That’s something that people always remember the great home runs that you had, but they don’t understand that there is a whole bunch of failures also internally happening. So that’s normal part and parcel, and that’s where the board can help you because they have seen hundred of companies go through this. And so you have to use your board quite a bit, as opposed to just trying to do these things in isolation.Martin: You said very nicely that you need to hire in the beginning for attitude and less for skills and aptitude and so forth. I mean the CV and drop test for testing people for skills ar e very well defined. how would you test for attitude?Avi: I think what you do is, I do the special thing called case based interviews. I mean I don’t ask people how to do things, I ask them why they do what they do. I mean it’s very easy, if I ask you to sort these numbers in the fastest way, everybody will tell you how to do it. Very few people can answer why one technique is faster than the other technique.And so it’s kind of like my personal favorite of what I am saying is I don’t really care is people tell me what to use when we need it. What I really need is people to tell me when not to use a particular technology.So when you do case based interviews, you start seeing that whole whatever the candidate does pros and cons, whether they are kind of looking at it more holistically or are they kind of getting carried away by one single piece of information. So that gives you more of a well rounded approach of what the candidate is doing, as opposed to just asking them a few technical questions and seeing how deep do they know the syntax, or how deep do they know sorting algorithms. I mean, that can be all found on Google, you don’t really need to know all those stuff. What you can’t find on Google is when do you use Non-JS as opposed to use goal or vice versa. I mean that is a much harder question to answer than just saying: Hey, we should use goal.So I think that’s the kind of questions you want to ask more as opposed to just asking very tactical problem based questions.Martin: Avi, if you look back from today to like 5 years ago, what would you have liked to know before you started the company, which would have helped you to become even better?Avi: That’s a hard question. So what would I like to know, what information I have to have 5 years ago? I think what I would have done a lot more was. It’s basically a very hard question to ask because everything happened for a reason, and it’s all about how do you react to the things that happened as opposed to trying to control things not to let it happen. So I don’t think I have anything that would have changed my game, I like the journey I went through and it made me who I am today, so I don’t think I would change too much.Martin: How did you change over those 5 years?Avi: I have a lot of respect for people who have built companies. I mean if you would have asked me 5 years ago what is the role of a CEO, I would have probably not been able to answer. I think just having empathy towards the different roles and the different skill sets that people bring to the table is something that I mean I was too much of an engineer, I only valued engineering skills and I kind of discriminated on the rest of the skills others had.So I think, being a CEO for the last 3 years, trying to create a company from scratch, I have a lot of empathy for pretty much every single skill set and job role that’s out there and people who actually do that really well. I mean, you need every single aspect of it, like from people who can do content writing to people who can actually code, to actually market. I mean you need to have a well rounded team, and I have developed a lot of empathy towards the rest of the skills that people have.Martin: Great. Avi, thank you so much for sharing your insights.Avi: You are very welcome, I hope it was useful and it will be useful for some folks who want to listen to this.THANKS FOR LISTENING! Welcome to the 19th episode of our podcast!You can download the podcast to your computer or listen to it here on the blog. Click here to subscribe in iTunes. INTRODUCTIONMartin: Hi folks out there! If you are interested in starting a company or you are a developer and really working on your next product, this podcast interview is for you. Today we have Avi with us. Hey Avi, who are you and what do you do?Avi: Hi Martin, this is Avi Cavale, I am a co-founder and CEO of Shippable we are a continuous delivery pipeline company for containers.Martin: Great! When did you start this company and what did you do before?Avi: Shippable, the genesis was around late 2012, physically incorporated and everything in 2013, early 2013, February. It’s been about 3 ½ years so far. Before that I worked at Microsoft and briefly at Amazon and I was there at Amazon for over 11+ years, worked on xBox, Office 365, Azure and Kinect, the xBox live products.Martin: How do you go from gaming to shipping code?Avi: I mean, as recently said that Software is eating the world and pretty much everything is software. And even though we were at gaming side of the company, that’s what the consumers saw, but behind it, it was all pure software technology. While I was doing that, I was managing about roughly 150+ organizations across 3 different countries (China, India and the US) and at the end of Kinect when I was going through my review process with my boss, I realized that over 50% of my entire organization spent their time on none feature work. I mean they were doing all sorts of plumbing, deployment, code auto-pilot, code all sorts of things. And that’s kind of as you look at it we worked on Kinect for 2 years, 150+ people, that’s almost 150 person-years being wasted on things that should have been actually big new platform. And that’s basically what our motivation was.We said: Hey, every single group inside Microsoft is doing this and imagine every single company in the world. What it should be is more available as a platform where developers are using it to build features as opposed to kind of building the plumbing work for deploying th e features that they have built. And that’s basically what Shippable was.Martin: Cool. Avi, what was the next step? So you left the company and then what happened?Avi: I left the company and I had never done a startup. Biggest thing was I left it in a very impulsive way because I was so excited that this is a problem that I could go solve.I think for about 3 weeks, I was kind of… I mean I left in late 2011 saying that I want to go do this company, and I meandered around for about 3 or 4 weeks. I realized that I just didn’t have the skills to do this at all especially founding a company.Martin: Why?Avi: And let alone do it alone. I mean that’s the biggest mistake I did was, I said: I am going to do this alone.And then I said: Okay fine, I am going to go… I kind of parked my idea a little bit and I said: Okay, let me go work on some modern technology. And I started working on a company which was working with Cloud Foundry, and I learnt all about how startups work, how actual ly this thing goes on, and that’s basically, I kind of trained myself on the job for about 10 months, always knowing that I will eventually get back to this idea that I was going to go do a company about.Martin: And how did Cloud Foundry prepare you for the entrepreneur route?Avi: I think the biggest thing that happened was, at Microsoft, being in kind of like somewhat of a leadership role, you don’t realize how easy it is to get meetings, and so you lose the hustle of your life, and things happen very easily because of the background and the brand that Microsoft has.When you start trying to do it on your own as a company, it’s impossible, I mean you have to really hustle to get these meetings and get these people to help you out. And what Cloud Foundry, this startup that was working with Cloud Foundry did was kind of make me get used to that kind of mode as opposed to sending an email to a company and say: Hey, I want to talk to you for half an hour, and I would get that meet ing set up because of just the fact that I was working at Microsoft.Martin: Good. So once you have acquired some kind of knowledge from Cloud Foundry, what did you work on then? And did you find a co-founder?Avi: Yes, I mean the other thing I did was I realized what my limitations were, and then I started finding folks who would counter balance the limitations that I had.One was I was purely a techie person; I needed somebody who has a little bit more of a business background. We are still a very technical company so they need to be still technical, but they need to have more business exposure than I did.The second thing was, even the temperament. I mean I kind of think in big vision, kind of goal setting views, whereas you also need to have someone who brings you back to the ground and gets some execution plan to get towards that big goal that you have. And so I think Manisha was kind of my obvious choice. I convinced her that she should quit Microsoft and do this. She quited Micro soft in late 2012 and we started Shippable in 2013 in February.Martin: Did you know Manisha before and why do you think she qualified for a co-founder role?Avi: She had worked with me at Microsoft back when I was with Office 365 and that is where I had interacted with her. She was part of a team that my team actually worked with.There were 2 things: one was that she was super smart and I knew that with all my interaction at Microsoft. The second things was she was very practical in how she thought about things and I was kind of the big vision that she was a very practical person and I thought that that’s the right mix that I needed. And of course she had an MBA degree from Berkeley which made it even more easier for me to say she has to be the person who is the co-founder.Martin: Great. So now you have assembled the 2 of you and starting out building on the product version I guess, so what was the next step then? So did you work on the product or did you try to acquire some kind o f beta customers or did you already talk to investors? How was it like?Avi: So I think we kind of did a few things. I mean one thing that she kind of said is: We’ve got to have some kind of a framework of how we are going to go about doing this. I mean I wasn’t too keen on having this big MBA like frameworks but I wanted something that offers structure.So what we did is, we started looking at accelerators and we filled out their application forms. And we didn’t want to apply to any accelerator, we just wanted to fill out the application form because some of these accelerator application forms really make you think about what your business is. And that’s what happened.So we started off with Y Combinator and we filled out their whole application form and then we also accidentally got in touch with a few folks from Techstars and this was due to some random events that happened. And then, I mean I would say we were lucky meeting the managing director of Techstars. And then we en ded up taking Techstars as an accelerator.And by that time, we had kind of built a prototype just to prove the technology can be done. And we knew that the customer problem existed, but we hadn’t done any formal customer development and those kinds of things. And at Techstars, when we went to the program, they had a lot more structure on how we go about doing it and it helped quite a bit in terms of how we did the rest of the company.Martin: Okay. How did you go about the customer development, once you have been into this Techstar program or afterwards?Avi: I mean it was hard for us to accept that customer development was very critical.Martin: Especially as a techie, right?Avi: Yes, I mean we thought we knew more. And actually in retrospect if I go and look back that was probably the best thing that we ever did at Techstars. Andy Stark who was the managing director of Techstars Seattle at that time, he almost had a stick for us to say: You have got to do customer development.The e asy thing for us was that finding developers in Seattle was not very difficult. And so what we used to do is we used to go out in downtown Seattle where Amazon was, there are all kinds of food trucks where people are standing in line for food during lunch, and we would just ask them saying: Hey, I’ll buy you a soda if you answer a few questions. They were all techie, so we could easily get 50-70 interviews a day done in relatively like an hour and a half over time, which was kind of unfair for the rest of the companies in Techstars because our customer base was a developer and we could find them so easily.Martin: What did you ask them?Avi: I think Andy’s guidance on customer development was you can never tell them what you are building, and you have to somehow ask them questions which don’t tell them what you are building. If they don’t answer the core fundamental value proposition that your product does as their main problem, then your product will not actually sell. I mea n that was kind of the philosophy.So all our questions were all about behavior; what do you guys do on a daily basis? What is the one thing that you would want to do less? So it’s more of open ended, trying to drag out what they really are doing and trying to see whether our value proposition actually stick in terms of what the pain point or what we are really trying to solve with our product.Martin: Okay cool.BUSINESS MODEL OF SHIPPABLEMartin: Avi, let’s talk a little bit more about your company Shippable. Can you briefly explain how the business models work? You briefly touched on this, so what are the customer segments? How are you making money, and what type of value proposition are you offering those people?Avi: I think the basic idea is that our product is a premium model, so it’s like so as like pretty much everything that’s done in these days. You have a basic value proposition which solves some problems for maybe an individual or a small team like 3 or 4 people, and then the moment they grow beyond that, then you need to start buying in order to actually get them to start becoming a paying customer. I mean that’s basically the get up model that is basically pretty much a lot of these online services model. That’s how our basic fundamental, what we call as demand generation.And then with that what happens is, you don’t have to do traditional enterprise sales. So you get a lot of people getting ground up, and then eventually they will get to some size at that point they become a sales qualified lead to us, and we kind of sell them a more of an enterprise kind of product on top of it. That is basically the evolution.So you come in as freemium; you become a paying SaaS customer and eventually, you will end up buying it for your department or maybe for your organization within your enterprise. I mean that’s kind of how the business model works.Martin: What makes Shippable unique in the market place? Because I mean you need to think, I guess your co-founder as well because she is having an MBA, what are the competitive advantages over your competitors?Avi: I think the most important thing is it is about efficiency, right. It’s like if you really look at it in today’s world, every single company has to out innovate the competition. And that’s basically the only way you can actually survive. Otherwise your features are going to get copied very quickly and you lose out on the differentiation. So that’s a platform that every single company that’s out there needs, I mean, if you kind of look at any mobile app kind of a company or anything, they have to constantly keep adding features that makes them more valuable and have more unique features than their competition.So we are a very interesting product. I mean our product actually helps other customers to do this. So what we do is, we use the same platform to build Shippable. So what we are doing is, we are helping engineering organizations to become more efficient . In other words, we call it ship code faster kind of qualifying it a little bit more, its ship quality code faster and repeatedly, and that basically is continuous innovation. That’s what our product does. Hence, and the best thing for us is we are the number 1 customer for this product because we are trying to out run everybody.So if you go and look at the last 3 months, we have added over 25 different features that none of our competition has even added even less than 5. That’s basically what makes our product more complete and we are constantly innovating using our own platform to kind of help other customers innovate faster on their whatever product that they are working on.So that is basically the uniqueness, so it is a continuously evolving platform that helps developers become more efficient to build software.Martin: Okay, cool.ENTREPRENEURIAL ADVICE FROM AVI CAVALEMartin: Over this 4 â€" 5 years, what have been the major learnings and mistakes that you have seen or done yourself which you can share with our people interested in starting their own company?Avi: I think some of the mistakes are like very specific to our business, I mean our customer base, our developers. So a lot of mistakes that we did around that was not listening to developers closely enough and so they were asking for something and we were trying to build something else. So that was one mistake that we did, 12-18 months ago. And in the last 6 months we have been super focused on our developers and our customers, that has really changed how we actually are perceived by our customers. I mean that’s one thing that we never want to do; is alienate your customer base.Even though you might think this is the right way to do it, you have to always have your pulse on your customer base, that is one thing that we did about 12 months ago, the wrong thing we did. Since then, we have post corrected and we have become a completely customer centric company at this point of time.Martin: Was th ere a key even where you said to yourself: Oh wow, we are really missing a point here, we need to change?Avi: I think what happened was 2 things. One was that we ended up opening up our customer support queue completely to the public. It was a decision because internally I had to change the culture of the company, and what ended up happening is the moment we opened up, kind of airing your dirty laundry out first, I think that’s the first thing that we did. And that was a very risky thing to do because it pretty much told our competition what the problems we had were. And so the moment that happened a whole bunch of customers started actually commenting, cross commenting on it because now everything was open and that internally changed our entire teams mind set. So that was a turning point that basically said: I mean I know everybody has dirty laundry, but we want to keep them as clean as possible as quickly as possible. So suddenly everything became customer centric as opposed to hey we will address it when we get some time, that attitude changed, I mean that’s basically what happened from inside the company.Martin: And did you use a tool for this?Avi: I mean we used Github and we are a developer platform. So it was very easy, we just opened up. It was private, we made it public, that’s basically what we did.Martin: What other things did go well or did not go well which you can share?Avi: There were  a few other things. I think hiring is very important. And sometimes I think you need to hire for attitude as opposed to aptitude, and most startups end up making these mistakes where they hire for aptitude as opposed to attitude. And when you are this small, like when you are like 5 person, 7 person, 10 person company, if 1 or 2 people don’t fit, it really causes a lot of problems within the company. I mean that’s another mistake that we did where we got carried away by people’s aptitude as opposed to their attitude and whether the culture and the fit is going to be right.So I truly believe that in the initial product of your company, you should be super focused on building the cohesive team, even if it is not the best super star team that you have. You probably want to have a team that works as a team, as opposed to an individual excellence. That was a couple other mistakes that we made. Since then we have post corrected that and that’s the hard part; it’s letting go of some of the earlier employees that we had hired because they were just not the right fit. I mean it’s kind of like my board once told me that if you don’t start being a CEO then we’ll start finding a CEO. So I mean I was kind of the message to say this is part of being a CEO, you have to make these hard decisions. That was a wakeup call for us which kind of re-jiggled the company into the right direction.Martin: Great. Also a good example of how the board can also help advise the founders, which is great.Avi: I mean this is the other thing for a first time entrepreneur, like this is the first company I ever created, and even for Manisha, we both were completely novel at this. You need to understand, and I think for whoever is trying to do this, they need to understand that there will be highs and there will be lows, and there is no company out there that hasn’t gone through that floors. And you have to be completely okay with that.That’s something that people always remember the great home runs that you had, but they don’t understand that there is a whole bunch of failures also internally happening. So that’s normal part and parcel, and that’s where the board can help you because they have seen hundred of companies go through this. And so you have to use your board quite a bit, as opposed to just trying to do these things in isolation.Martin: You said very nicely that you need to hire in the beginning for attitude and less for skills and aptitude and so forth. I mean the CV and drop test for testing people for skills ar e very well defined. how would you test for attitude?Avi: I think what you do is, I do the special thing called case based interviews. I mean I don’t ask people how to do things, I ask them why they do what they do. I mean it’s very easy, if I ask you to sort these numbers in the fastest way, everybody will tell you how to do it. Very few people can answer why one technique is faster than the other technique.And so it’s kind of like my personal favorite of what I am saying is I don’t really care is people tell me what to use when we need it. What I really need is people to tell me when not to use a particular technology.So when you do case based interviews, you start seeing that whole whatever the candidate does pros and cons, whether they are kind of looking at it more holistically or are they kind of getting carried away by one single piece of information. So that gives you more of a well rounded approach of what the candidate is doing, as opposed to just asking them a few technical questions and seeing how deep do they know the syntax, or how deep do they know sorting algorithms. I mean, that can be all found on Google, you don’t really need to know all those stuff. What you can’t find on Google is when do you use Non-JS as opposed to use goal or vice versa. I mean that is a much harder question to answer than just saying: Hey, we should use goal.So I think that’s the kind of questions you want to ask more as opposed to just asking very tactical problem based questions.Martin: Avi, if you look back from today to like 5 years ago, what would you have liked to know before you started the company, which would have helped you to become even better?Avi: That’s a hard question. So what would I like to know, what information I have to have 5 years ago? I think what I would have done a lot more was. It’s basically a very hard question to ask because everything happened for a reason, and it’s all about how do you react to the things that happened as opposed to trying to control things not to let it happen. So I don’t think I have anything that would have changed my game, I like the journey I went through and it made me who I am today, so I don’t think I would change too much.Martin: How did you change over those 5 years?Avi: I have a lot of respect for people who have built companies. I mean if you would have asked me 5 years ago what is the role of a CEO, I would have probably not been able to answer. I think just having empathy towards the different roles and the different skill sets that people bring to the table is something that I mean I was too much of an engineer, I only valued engineering skills and I kind of discriminated on the rest of the skills others had.So I think, being a CEO for the last 3 years, trying to create a company from scratch, I have a lot of empathy for pretty much every single skill set and job role that’s out there and people who actually do that really well. I mean, you need every single aspect of it, like from people who can do content writing to people who can actually code, to actually market. I mean you need to have a well rounded team, and I have developed a lot of empathy towards the rest of the skills that people have.Martin: Great. Avi, thank you so much for sharing your insights.Avi: You are very welcome, I hope it was useful and it will be useful for some folks who want to listen to this.THANKS FOR LISTENING!Thanks so much for joining our 19th podcast episode!Have some feedback you’d like to share?  Leave  a note in the comment section below! If you enjoyed this episode, please  share  it using the social media buttons you see at the bottom of the post.Also,  please leave an honest review for The Cleverism Podcast on iTunes or on SoundCloud. Ratings and reviews  are  extremely  helpful  and greatly appreciated! They do matter in the rankings of the show, and we read each and every one of them.Special thanks  to Avi for joining me this week. Until  next t ime!

Why Alexander the Great Was Great. - 1002 Words

It is quite common to go through life following the demands of society and refusing to be unique, allowing it to shape and characterise the lives within the society. In fact, society is even apt of delineating the lives amongst it. However Alexander III, King of Macedon, Pharaoh of Egypt, Supreme Commander in Chief of all Greeks and Emperor of Persia, was not a follower. He was the person leading society; the moulder, the shaper. Through his instantaneous reaction and actuation, he was able to make to important decisions, and it was evident that Alexander was a large influence on his people through the observations of his unconditional courage and bravery. The vicissitude he bequeathed to military tactics made it perceptible that he was†¦show more content†¦Stories of a celestial birth or omens of potential triumph had impacts on Alexander’s behaviour in both negative and positive aspects. Due to the fact that Alexander was so great, he charged head first into many ba ttles and won almost all of them. However, he forced his army into those battles, knowing that many would not come out alive. He risked so many lives for his own greater benefit because he thought he was so great and he thought that he was invincible. Despite this, he showed gratitude towards his men, paying off their debts as a gesture of thanks. Also, without the royal propaganda told to him, he may have never believed in himself as much as he did, he wouldn’t have conquered so much, he wouldn’t have been great. Therefore the royal propaganda benefited him more than it did weigh him down. Because of what he had achieved, what he had conquered, it was hard for many to believe that Alexander died in a drunken state. Despite the mistakes he made; neglecting his men’s wishes, executing anyone who disobeyed him, putting others at risk because of royal propaganda, Alexander had achieved so much which is why he is great. He founded seventy cities, and twenty-five are still substantiated which shows what a legend he was. He adapted his battle plans according to the environment he was in and the enemies he was facing showing that he learnt well and skilfully used his teacher’s, Aristotle, advice. Greatness is not a virtue that is obtained by everyone. It isShow MoreRelatedAlexander As A Man Of Greatness1434 Words   |  6 PagesAlexander III of Macedon also known as, Alexander the Great, made a name for himself many years ago but today his â€Å"greatness† is being questioned because of research conducted due to modern technology. In order for someone to be viewed as great, they would need lots of evidence supporting that they were a well-rounded person. I believe that alexander had rightfully earned this title because through my research I have only found evidence that Alexander was indeed a man of greatness. Although AlexanderRead MoreAlexander the Great Essay1358 Words   |  6 Pagesman named Alexander III of Macedon or more commonly known as, Alexander the Great. His father, King Phillip II, took the throne of Macedonia in 359 B.C.E and was able to turn Macedonia into the strongest military power in the entire Greek world. Macedonia was a state in the north eastern region of Greece. Alexander III of Macedon was born in 356 B.C.E in Pella; the ancient capital of Macedonia, Alexander grew up in the shadow of his father’s success in transforming Macedonia into a great militaryRead MoreWhat Made Alexander of Macedon Known as Alexander the Great?1114 Words   |  5 PagesWhy Alexander of Macedon is called â€Å"Alexander the great† and most successfully man in conquering the world known kingdoms? The answer is easy forward. Even though today after twenty-three centuries no man has accomplished like Alexander did. Alexander the Great, the king of Macedonia is one of the greatest military Intelligence of all times. Alexander was born in 356 BC in Pella, the ancient capital of Macedonia. He was son of Philip, King of Macedonia, and Olympias, the princess of neighboring EpirusRead MoreHistory : Genghis Khan, Julius Caesar, And Alexander The Great919 Words   |  4 Pageshroughout history, Genghis Khan, Julius Caesar, and Alexander the Great are successful conquerors in history. Genghis Khan a tyrant and a bloodthirsty villain during his period he conquered more territory than any other leader in history. Julius Caesar a great general that ever lived, he also knew how to elevate money for festivals and gifts. Lastly, Alexander the Great is a person who conquered many territories, had a large empir e, formed the Hellenistic culture, and became very successful. E.HRead MoreThe Importance Of Ramses II, Caesar, And Alexander The Great1136 Words   |  5 PagesI decided to write about are Ramses II, Caesar, and Alexander the Great. Each one of these kings were good in their own way however, also bad in other ways. Ramses II was born in 1303 BCE and died in 1213 BCE. He was the third pharaoh from Egypt in the Nineteenth Dynasty. Caesar was born in 100 BCE in Rome and died in 44 BCE. He made the Roman Empire possible. Lastly, Alexander the Great was born in 356 BCE in Macedon and died in 323 BCE. He was the king of the Ancient Greece. All three of these kingsRead MoreAlexander The Great : Why Is Alexander Considered Great?1669 Words   |  7 PagesALEXANDER THE GREAT Why is alexander considered great? Alexander III of Macedon or commonly known as Alexander the Great was the conqueror and king of the Persian Empire which is the Ancient Greek kingdom of Macedon. He was born on the 20/21st July 356 BC in Pella, the ancient capital of Macedonia. While in reign from 336 to 323 B.C, he united the Greek city-states and led the Corinthian League. He also became the king of Persia, Babylon and Asia as well as created Macedonian colonies in the regionRead MoreAlexander the Great Summary 16861 Words   |  4 PagesAlexander the Great Alexander the Great was the king of Macedonia, conqueror of the Persian Empire, and one of the greatest military geniuses of all times. Even at an early age, Alexander had the promise to become a great leader. Through all his victories and conquests, he has become a great hero and has had a large impact on history. That is why I chose he book Alexander the Great, by J.R. Hamilton for my review. Hamilton does a very good job with the story of Alexander the Great. The bookRead MoreHow Great Was Alexander The Great?810 Words   |  4 PagesHow Great Was Alexander the Great? You are trudging through the desert. The sun is blazing and you are already very dehydrated. 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Darkest Child Free Essays

In the novel The Darkest Child the author Delores Phillips displays the activities and likely hood of growing up in the still racist Deep South. The main character Tangy Mae encounters hardships and tribulations amongst her family. Her mother Rozelle Quinn displays negative habits of a mother by being over controlling of her kids. We will write a custom essay sample on Darkest Child or any similar topic only for you Order Now Rozelle often beat and called her children names out of frustration and rage. Tangy Mae and her siblings must step up to the plate in order for the family to make a living without a father figure while dealing with their scolding mother. In the story the Darkest Child the mother Rozelle Quinn is a thirty – five year old tall slender lady with dark grey eyes and so fair-skinned that she can pass for white is the mother of ten children including Tangy Mae who all lived in fear of her moods and temper. Rozelle favors her light-skinned kids, but insists that they all love and obey her unquestioningly. Tangy Mae is her smartest and darkest colored child, and her mother treated her different because of that. Tangy Mae went to school longer than all of her other siblings and wanted to continue but her mother wouldn’t allow her to because she wanted her to work like the rest of her siblings. Her mother would often beat her and her other siblings an example from the book is â€Å"The belt looped through the air in a rush, but instead of striking Martha Jean it cut into my shoulders, neck, and back. It knocked me off balance. †(Phillips 119) Her mother would always tell her things like she was ugly. She would talk to her kids anyway she would like and always threatened them to get her point across for example â€Å"Effortlessly, Mama wrapped her other arm around Martha Jean’s neck and breathed into her ear, dumb bitch. You no-good, dumb bitch. I’ll break yo’ goddam neck. †(Phillips 118) But somehow through all the stressful situations Tangy somehow still managed to keep her head up and stay strong through it all. Their mother had a mental illness she would â€Å"Satan’s in here, she said in a hollow voice, her gaze darting about the room. While I was gone, one of yall let satan in my house. Who was it? No one spoke. Don’t sit there like idiots. I wanna know who did it. †(Phillips 69-70) This shows that Tangy Mae’s mother suffers from an mental illness. Tangy Mae and her siblings have been through it all from racism to being baldly mistreated by their mother. Their mother wanted to be in control of their whole life and if her kids ever went against something she said and didn’t obey her rules she would brutally hit them and call them all types of names. How to cite Darkest Child, Essay examples

Roles and Responsibilities of Employee-Free-Samples for Students

Questions: 1.In examining a performance management process, student provides a thorough and detailed explanation of employee's role and responsibilities are in working collaboratively with his/her direct supervisor to develop short- and long-term objectives in the plan. Explanation is supported by at least one relevant, scholarly source from course articles or updated research and at least one experiential example from current events or own experience. 2.Student provides a thorough and detailed explanation of who should be responsible for ensuring objectives are met and who has accountability for ensuring that measurable objectives are developed and met. Explanation is supported by at least one relevant, scholarly source from course articles or updated research and at least one experiential example from current events or own experience. Answers: 1.In the organizations, employees have some specific roles and responsibilities in collaboratively working with the supervisors for the development of short-term as well long-term objectives in the plan. It needs to be mentioned that it is the responsibility of employees in actively involving in various initiatives taken by the direct supervisor (Aguinis, 2013). It can be seen that the supervisors organize sessions of eliciting the success stories of the organizations. In this process, when asked, it is required for the employees to state any situation where they felt their best in the work and full of life. In this process, the employees are required to be very specific while describing the incidents so that it becomes easy for the supervisors to develop short as well as long-term objectives for them (Shields et al., 2015). After that, the supervisors of the companies organize sessions to know the facts contribute to the success of the employees. Thus, it is the responsibility of th e employees to take active part in this session by stating their major areas of strengths and weaknesses so that the supervisors can develop strategy accordingly. With the active contribution to this program by the employees, the supervisors become aware about the factors led to the success of the employees along with the organizations (Aguinis, 2013). Thus, from the above discussion, it can be observed that the it is required for the employees to continuously interact with their direct supervisors. In this context, it needs to be mentioned that it is also the responsibility of the supervisors to support the employees so that they become able to express themselves in an effective manner (Anitha, 2014). 2.The above discussion sheds light on the roles and responsibilities of the employees in the development of long-term as well short-term objectives in the objectives. After that, it is required to achieve these objectives. In this process, it is the responsibility of both the employees and the supervisors to meet the objectives for the development of plan as both the employees and the supervisors have almost equal contribution towards this (Decramer, Smolders Vanderstraeten, 2013). It is the responsibility of the supervisors to develop different kinds of strategies for the achievements of the developed objectives. At the same time, it is required for the supervisors to motivate the employees towards achieving the objectives. At the same time, it is also required for the employees to respond to their supervisors for the effective achievement of the objectives (Aguinis, 2013). It is needed for the employees to follow the developed strategies by the supervisors. Thus, it can be seen th at the contribution from both the employees and the supervisors is required to meet the objectives. However, it needs to be mentioned that the supervisors are solely responsible for measuring whether the objectives are met or not. In this process, the supervisors implement different types of strategies like 360 Degree Feedback and many others (Cascio, 2018). Thus, it can be seen that the supervisors are responsible for the evaluation of the objectives References Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle River, NJ: Prentice Hall. Chapter 8, Performance Management and Employee Development Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management,63(3), 308. Cascio, W. (2018).Managing human resources. McGraw-Hill Education. Decramer, A., Smolders, C., Vanderstraeten, A. (2013). Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction.The International Journal of Human Resource Management,24(2), 352-371. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press.