Personal statement Essay Example | Topics and Well Written Essays - 1000 words - 13

Individual articulation - Essay Example I as far as concerns me was extremely intrigued by the region, so I delighted in those occasions without a doubt. The break in examines was predominantly proposed to discover my quality and shortcomings and subsequently, distinguish the field that most appropriate my fitness. I had for the longest time been itching to work before going in for higher examinations. The break has without a doubt been the most characterizing a great time. The encounters in different regions of human association have essentially affected my point of view towards issues and factors which were up to this point considered of low legitimacy. In 2003, I previously worked with Ymed Sysems Inc. which advertise clinical gear and offer clinical types of assistance. Working with the organization caused me to understand that being proficient and being a sales rep are two distinct things. To progress throughout everyday life, I expected to get more information. In spite of the fact that I began perusing books on various regions of business, I understood that further extent would outfit me with better information. After two years’ working with the organization, I at long last realized that financial aspects is the field for me. I am keen on knowing how and what causes business to prevail in the profoundly serious worldwide condition. In spite of the fact that I had settled on conditional choices about my future, I selected for military help. The following two years in military had additionally reinforced my conviction that America is the spot to acknowledge one’s dream. I realized that America is a place where there is openings and seeking after advanced education from renowned scholarly world like this instruction would enormously encourage in understanding my fantasies about turning into an effective expert in the field business the executives. Since 2008, I have been concentrating in America. I have been going to English, financial aspects, bookkeeping, and science classes, which will end up being the foundation for progressively significant investigation in Santa Barbara City College. The study hall meetings have shown me how speculations are applied, in actuality, circumstances. The two years in

Analysing The World Intellectual Property Organization Economics Essay

Dissecting The World Intellectual Property Organization Economics Essay As indicated by theâ definitionâ of the World Intellectual Property Organization (WIPO), licensed innovation presently applies to manifestations of brain or development; scholarly and aesthetic works; and images, names, pictures, and plans utilized in business. Lawfully, licensed innovation incorporates licenses, exchange privileged insights, trademarks, and copyright. Researchers favor a much more extensive perspective on protected innovation. Â They favor a definition that incorporates singular inventiveness and socially received advancements, just as aggregate information (Gollin, 2007). Licensed innovation rights (IPR) are lawful privileges conceded by governments inside their particular sways that give patent, trademark, and copyright proprietors the selective option to misuse their protected innovation (IP) for a specific period. Characterized another way, IPR, extensively, are rights allowed to individuals who make and own works that are the consequence of human scholarly imagination. Theâ mainâ intellectual property rights are copyright, licenses, exchange marks, plan rights, insurance from going off, and the security of classified data. IP is regularly characterized into two classes specifically mechanical property and copyright. Modern property incorporates innovations (licenses), mechanical structures and trademarks and copyright contains melodic works, scholarly works like books and sonnets and imaginative works like photography, artistic creations and figures for example. The essential basis for IPR insurance is to give an impetus to advancement by allowing IP proprietors a chance to recuperate their expenses of innovative work (NERA Economic Consulting). COPYRIGHT As called attention to above, IP can be isolated into two classifications to be specific modern property and copyright. Copyright guarantees legitimate insurance for scholarly works (for instance sonnets, books and film contents), melodic works, creative works, (for example, artworks and models), photography, PC programming and cinematographic works. Copyright law is intended to secure creators by giving them uncommon rights to market duplicates of their work in whatever material structure (printed distribution, sound chronicle, film, communicate, etc) is being utilized to convey their inventive articulations to the general population. Despite the fact that enrollment isn't typically essential, it is judicious for creators to have their name put on the work. In any case, lawful insurance incorporates the statement of the thoughts contained, not simply the thoughts. Copyright offers proprietors select rights, normally for the length of the creators life in addition to 50 years. With r espect to sound accounts, copyright is generally presented for a long time and is available to the creator or organization in control for making the chronicle. Approval is plausible to include installment of sovereignties. These are known as good rights and remain with the creator regardless of whether the last exchanges the copyright to another person. Monetary rights permit the rights proprietor to acquire money related pay from the abuse of his/her works by others. Copyright proprietors are allowed rental rights so as to get sovereignties for business rental of their works. Modern PROPERTY Modern property is unmistakably determined in the Paris Convention for the Protection of Industrial Property (Article 1 (3)): Industrial property will be comprehended in the broadest sense and will apply not exclusively to industry and trade legitimate, however similarly to agrarian and extractive businesses and to all fabricated or characteristic items, for instance, wines, grain, tobacco leaf, natural product, dairy cattle, minerals, mineral waters, lager, blossoms, and flour. Modern property takes a wide exhibit of structures. These comprise of licenses to ensure developments and mechanical plans, which are visual manifestations building up the presence of modern items. Modern property likewise incorporates trademarks, administration marks, format plans of coordinated circuits, business names and assignments, just as land signs, and insurance against unjustifiable rivalry. In a portion of these, the part of scholarly creation, albeit existent, is less unmistakably characterized. W hat makes a difference here is that the object of mechanical property commonly comprises of signs passing on data, especially to buyers, as respects items and administrations offered available. Assurance is expected against unapproved utilization of such signs prone to hoodwink buyers, and against tricky practices when all is said in done. Trademarks A trademark is a sign which helps in making the differentiation of the products or administrations of one organization from those of another. Such signs may utilize words, letters, numerals, pictures, shapes and hues, just as any blend of the abovementioned. It as a rule comprises of a particular plan, word, or expressions, for the most part positioned on the item name and now and then exhibited in promotions. For instance, LOreal is a trademark that must be utilized on items delivered by the LOreal Company. A ton of nations are presently taking into consideration the enrollment of less traditional types of trademark, for example, three-dimensional signs (like the Fanta jug or Toblerone chocolate bar), perceptible signs (sounds, for example, the thunder of the lion that goes before films delivered by MGM), or olfactory signs (smells, for example, aromas). In any case, numerous nations have set down borders with respect to what might be enlisted as a trademark, for the most part consenting to just signs that are outwardly distinguishable or can be spoken to graphically. At the point when used in relationship with the promoting of the products, the sign may show up in ads, for instance in papers or on TV, or in the windows of the shops wherein the merchandise are sold. Trademarks encourage the decision to be made by the shopper when purchasing certain items or utilizing certain administrations. The trademark causes the purchaser to distinguish an item or administration which was at that point natural to him or which was promoted. The proprietor of an enrolled trademark has an elite right most definitely. It gives him the option to utilize the imprint and to forestall unapproved utilization of it. Licenses Lawful activity can be attempted against the individuals who disregard the patent by replicating the creation or selling it without approval from the patent proprietor. Licenses can be purchased, sold, recruited, or authorized. While doing a patent application, a few standards should be fulfilled. The patent inspectors ought to be persuaded that the development is A few sorts of patent might be conceded (Lesser 1991, p. 14): Utilizations: covers an exact utilize as it were. Henceforth, it would cover the above medication remarkably as a remedy for malignancy and not for any utilizations that are later found. Items by-process: comprises of just items produced by the procedure portrayed in the application. Along these lines, it would cover the medication, however just when fabricated by a specific procedure. It must be noticed that not all innovations that fulfill the above conditions can look for insurance by patent. In numerous nations, meds and hereditarily adjusted living beings can't be licensed by any stretch of the imagination. There are varieties in national patent laws on the grounds that every nation has its own inclinations with regards to characterizing what creations might be protected and these laws typically comply with the countrys saw national intrigue. HISTORY OF IPR Since the main licensed innovation framework appeared in the West, humankind has experienced about 400 years. In the almost 400 years of history, protected innovation rights have finished their change from medieval capacity to people groups private rights. Today, it is certain that the transformation brought by IPR has not just widened the regular substance of property rights framework, yet in addition drove the licensed innovation framework to turn into the universes most noteworthy property rights framework, and furthermore had a profound effect on humanity in the 21st century. Be that as it may, the rise of this new framework is definitely not a clear procedure. With the appearance of new advances and human psychological inclination, as an actualize to adjust the private rights and open interests, the protected innovation framework has consistently unearthed difficulties and contradictions. The IP framework was first presented in the west and was later settled all through the world. For the IPR framework, Patent law is the primary framework to be presented on the planet. The coming out of the patent framework brought forth human protected innovation framework. The United States even settled the guideline of assurance of exclusive innovation in the Constitution, made patent insurance to the stature to sacred level. The historical backdrop of copyrights has some solid monarchical force foundation. Prior to the start of the copyright framework, numerous nations have had long-standing arrangement of printing benefits. As indicated by this establishment framework, the lord can give a printed option to permit the printer instead of the copyright proprietors. In 1709, Britain constructed the principal present day copyright law the Queen Anne Act. Following this, the United Kingdom, France and Germany set up the copyright framework individually. Affected by these nations as a pioneer, the copyright framework has been step by step recognized by Governments. Trademarks started in Spain. The trademark framework in the cutting edge sense began in the nineteenth century. In 1857, France set up the main lawful framework on the planet to ensure trademarks. Therefore, the trademark framework quickly developed in different pieces of the world. Numerous nations acknowledged and actualized an assortment of types of protected innovation rights in various methodology and advancement. Simultaneously, new kinds of protected innovation rights have kept on being continuously consolidated into the arrangement of licensed innovation rights. Every one of these advancements uncover that the chronicled improvement of the protected innovation framework has experienced a phase of consistent turn of events. Before the finish of the eighties, t

When Subordinates Procrastinate Are You to Blame - Focus

When Subordinates Procrastinate â€" Are You to Blame - Focus Have you run the numbers on the cost of replacing an employee? The price of recruitment, employment, and training of new personnel is now estimated to be between 40% and 150% of the former employee’s salary. It’s an expensive proposition to replace an employee who leaves, retires, or is terminated for poor performance. While you cannot control retirements, you may want to look carefully at reasons for turnover, especially in the case of performance terminations. Poor performance usually means that the employee fails to complete task assignments correctly and/or on time. Often, this is a case of procrastination, but there are many reasons for this behavior. Managers need to be certain that they have not been at least somewhat responsible for it. Questions to Ask Yourself First 1. Do you give orders with no room for sharing ideas or for any “back and forth”? While this may be seen as the most efficient way to get things done, it can also kill an employee’s motivation and cause procrastination. If employees are provided the means to share ideas and to discuss how tasks may best be accomplished, they will be more invested and have more enthusiasm for their work. 2. Do you fail to communicate information and news about the company to your employees? There is always a strong rumor mill among employees. If that rumor mill spreads “bad news” â€" company profits down; possible layoffs; a buyout or a merger â€" employees will slow down and tasks will not be accomplished on time. Being open and honest with subordinates gives them “ownership” in the company’s successes and its troubles, and they will want to keep productivity high. 3. Are you holding subordinates accountable for their task responsibilities? When tasks are assigned to team members, each team member needs to verbally commit to completing them and to completing them on time. Team members should also be made aware that there are consequences and rewards. An environment of accountability must be established and maintained. 4. How do you reward team members for a job well done? Even if its just public recognition, people need to feel appreciated and valued. Many companies build in incentives if productivity exceeds deadlines. And they make the effort to track employee productivity and happiness through the use of digital tools designed just for that. Niko-Niko and Culture Amp are just two of these feedback apps that have hit the market. 5. Do you tell yourself that every person on your team is replaceable? Even in a difficult job market with a surplus of job seekers, remember how expensive it is to replace an employee. And every “hole” that is created in the team means that others have to pick up the slack until a replacement is hired and trained. Bad for morale and bad for productivity. If you’re certain that the above conditions are not an issue, it’s time to dig a bit deeper. Here are two more questions to ask yourself that may reveal causes of procrastination and malaise among your team members. 6. How are you developing, assigning, and monitoring tasks? You have team members with different strengths, challenges, levels of maturity, and talents. Good managers know their team members well. And as tasks are developed and assigned, each team member’s individualities must be considered. To assign without careful consideration is to set a project and team members up for failure. Procrastination is often the result of misassignment of task responsibilities. Some may believe that their tasks are without real merit and can be put off until the 11th hour, setting everyone back. Others may feel that their responsibilities are too cumbersome and too challenging. Even getting started on these tasks can be a scary notion. 7. How are you presenting long-term complex projects to your team? To provide comprehensive and long-term task assignments for the entire project at once can  be overwhelming. As a result, only the most confident, mature, and highly motivated members of your team will be able to deal with them. Many of your otherwise  talented and capable team members may not be able to  take a large complex task and break it down into smaller chunks, set their own timelines and benchmarks for completionâ€"especially not without  support  or  encouragement. Being overwhelmed in this way can turn many employees into procrastinators. So What Can You Do? If your team is facing a large long-term project there are a number of simple but powerful steps you can take to keep spirits and productivity in your team high: 1. Break It Down Avoid creating a single gigantic  project board with innumerable tasks. Instead, consider sharing  a mind map with the team where you provide an overview of the entire project  including its goals and milestones. If youre using Kanban software such as MeisterTask, you can then  create multiple smaller project boards, corresponding with  individual stages or areas of the project. See also: How to connect your mind maps with your project boards 2. Work in Sprints Set monthly, bi-weekly or even weekly deadlines  to accurately track progress and detect delays in the project schedule right away.  A process that has proved very effective  in this context is Scrum, where work is split into small, concrete deliverables which are completed within short fixed-length iterations. 3. Walk Around Provide an  environment in which team members feel comfortable requesting assistance and support as needed. LBWA (leadership by walking around) is one way to establish a “helping” relationship with subordinates. Having informal individual conversations, making offers to help, encouraging and praising, and refraining from criticism or pressure during this activity, adds to the comfort level. When subordinates feel comfortable, they are much more willing to present issues and problems they are having. 4. Meet One-on-One Schedule regular  meetings not just with the whole team but with individual team members. Individual meetings with your procrastinators are not for brow-beating and criticism. They are to provide the support and incentives for the employee to keep moving. And if you meet individually with every team member, the procrastinator(s) will not feel “singled out” for their shortcomings. Can You Save Them All? Even following  all of the steps above will not guarantee you 100% engagement and productivity from all team members. Dont make the mistake of pigeonholing those procrastinators! There are four common types of procrastinators*, and only one of them  really deserves a boot. The Perfectionist: These are usually talented and capable people and you don’t want to lose them. The key to up a perfectionists productivity is often just  a little more oversight:  Simply keep a closer eye on their work. Once you  determine that it  meets your expectations, direct them on to the next task, even if they are not 100% happy with the result themselves. The 11th Hour Sprinter: It’s nerve-wracking to know that you have a team member who constantly pulls  all-nighters at the last minute to meet their deadlines; however, if the deadlines are consistently met, you may simply need to find a way to deal with your jitters (and ensure that there is always an ample supply of coffee on hand). The Overwhelmed and Perhaps Scared: This is the team member who will need the most encouragement and support from you. By breaking long-term assignments into smaller chunks, you are serving this procrastinator well. And when tasks are completed well and on time, this individual needs that public praise. This is the procrastinator who will evolve as s/he gains confidence. The Lazy One: Some  employees are simply  lazy and will not be truly motivated by incentives, consequences or rewards. Unfortunately, there is  very little you can do to alter this behavior, and whats worse is that such employees can cause conflict and anger among other team members,  thus negatively impacting on the productivity of the whole team. This is the procrastinator you will most likely need to terminate and replace. *Inspired by Steve Marrs list in Managing the Procrastinator This is a guest post by John Unger. John is a UK native writer, idea guy and difference maker. He’s interested in business, innovations, and success, so he mostly covers these topics in his articles. You can get in touch with him via Twitter or Google+. Boost your teams productivity. Try MeisterTask Its free! Try MeisterTask When Subordinates Procrastinate â€" Are You to Blame - Focus Have you run the numbers on the cost of replacing an employee? The price of recruitment, employment, and training of new personnel is now estimated to be between 40% and 150% of the former employee’s salary. It’s an expensive proposition to replace an employee who leaves, retires, or is terminated for poor performance. While you cannot control retirements, you may want to look carefully at reasons for turnover, especially in the case of performance terminations. Poor performance usually means that the employee fails to complete task assignments correctly and/or on time. Often, this is a case of procrastination, but there are many reasons for this behavior. Managers need to be certain that they have not been at least somewhat responsible for it. Questions to Ask Yourself First 1. Do you give orders with no room for sharing ideas or for any “back and forth”? While this may be seen as the most efficient way to get things done, it can also kill an employee’s motivation and cause procrastination. If employees are provided the means to share ideas and to discuss how tasks may best be accomplished, they will be more invested and have more enthusiasm for their work. 2. Do you fail to communicate information and news about the company to your employees? There is always a strong rumor mill among employees. If that rumor mill spreads “bad news” â€" company profits down; possible layoffs; a buyout or a merger â€" employees will slow down and tasks will not be accomplished on time. Being open and honest with subordinates gives them “ownership” in the company’s successes and its troubles, and they will want to keep productivity high. 3. Are you holding subordinates accountable for their task responsibilities? When tasks are assigned to team members, each team member needs to verbally commit to completing them and to completing them on time. Team members should also be made aware that there are consequences and rewards. An environment of accountability must be established and maintained. 4. How do you reward team members for a job well done? Even if its just public recognition, people need to feel appreciated and valued. Many companies build in incentives if productivity exceeds deadlines. And they make the effort to track employee productivity and happiness through the use of digital tools designed just for that. Niko-Niko and Culture Amp are just two of these feedback apps that have hit the market. 5. Do you tell yourself that every person on your team is replaceable? Even in a difficult job market with a surplus of job seekers, remember how expensive it is to replace an employee. And every “hole” that is created in the team means that others have to pick up the slack until a replacement is hired and trained. Bad for morale and bad for productivity. If you’re certain that the above conditions are not an issue, it’s time to dig a bit deeper. Here are two more questions to ask yourself that may reveal causes of procrastination and malaise among your team members. 6. How are you developing, assigning, and monitoring tasks? You have team members with different strengths, challenges, levels of maturity, and talents. Good managers know their team members well. And as tasks are developed and assigned, each team member’s individualities must be considered. To assign without careful consideration is to set a project and team members up for failure. Procrastination is often the result of misassignment of task responsibilities. Some may believe that their tasks are without real merit and can be put off until the 11th hour, setting everyone back. Others may feel that their responsibilities are too cumbersome and too challenging. Even getting started on these tasks can be a scary notion. 7. How are you presenting long-term complex projects to your team? To provide comprehensive and long-term task assignments for the entire project at once can  be overwhelming. As a result, only the most confident, mature, and highly motivated members of your team will be able to deal with them. Many of your otherwise  talented and capable team members may not be able to  take a large complex task and break it down into smaller chunks, set their own timelines and benchmarks for completionâ€"especially not without  support  or  encouragement. Being overwhelmed in this way can turn many employees into procrastinators. So What Can You Do? If your team is facing a large long-term project there are a number of simple but powerful steps you can take to keep spirits and productivity in your team high: 1. Break It Down Avoid creating a single gigantic  project board with innumerable tasks. Instead, consider sharing  a mind map with the team where you provide an overview of the entire project  including its goals and milestones. If youre using Kanban software such as MeisterTask, you can then  create multiple smaller project boards, corresponding with  individual stages or areas of the project. See also: How to connect your mind maps with your project boards 2. Work in Sprints Set monthly, bi-weekly or even weekly deadlines  to accurately track progress and detect delays in the project schedule right away.  A process that has proved very effective  in this context is Scrum, where work is split into small, concrete deliverables which are completed within short fixed-length iterations. 3. Walk Around Provide an  environment in which team members feel comfortable requesting assistance and support as needed. LBWA (leadership by walking around) is one way to establish a “helping” relationship with subordinates. Having informal individual conversations, making offers to help, encouraging and praising, and refraining from criticism or pressure during this activity, adds to the comfort level. When subordinates feel comfortable, they are much more willing to present issues and problems they are having. 4. Meet One-on-One Schedule regular  meetings not just with the whole team but with individual team members. Individual meetings with your procrastinators are not for brow-beating and criticism. They are to provide the support and incentives for the employee to keep moving. And if you meet individually with every team member, the procrastinator(s) will not feel “singled out” for their shortcomings. Can You Save Them All? Even following  all of the steps above will not guarantee you 100% engagement and productivity from all team members. Dont make the mistake of pigeonholing those procrastinators! There are four common types of procrastinators*, and only one of them  really deserves a boot. The Perfectionist: These are usually talented and capable people and you don’t want to lose them. The key to up a perfectionists productivity is often just  a little more oversight:  Simply keep a closer eye on their work. Once you  determine that it  meets your expectations, direct them on to the next task, even if they are not 100% happy with the result themselves. The 11th Hour Sprinter: It’s nerve-wracking to know that you have a team member who constantly pulls  all-nighters at the last minute to meet their deadlines; however, if the deadlines are consistently met, you may simply need to find a way to deal with your jitters (and ensure that there is always an ample supply of coffee on hand). The Overwhelmed and Perhaps Scared: This is the team member who will need the most encouragement and support from you. By breaking long-term assignments into smaller chunks, you are serving this procrastinator well. And when tasks are completed well and on time, this individual needs that public praise. This is the procrastinator who will evolve as s/he gains confidence. The Lazy One: Some  employees are simply  lazy and will not be truly motivated by incentives, consequences or rewards. Unfortunately, there is  very little you can do to alter this behavior, and whats worse is that such employees can cause conflict and anger among other team members,  thus negatively impacting on the productivity of the whole team. This is the procrastinator you will most likely need to terminate and replace. *Inspired by Steve Marrs list in Managing the Procrastinator This is a guest post by John Unger. John is a UK native writer, idea guy and difference maker. He’s interested in business, innovations, and success, so he mostly covers these topics in his articles. You can get in touch with him via Twitter or Google+. Boost your teams productivity. Try MeisterTask Its free! Try MeisterTask