Admissions Applications and the Parent Questionnaire

One aspect of the private school admission process is the completion of a formal  application, which includes both a student and a parent questionnaire. Many parents spend hours going over the student portion with their children, but the parent application needs ample attention, as well. This piece of information is a crucial part of the application, and is something that admission committees read  carefully. Heres what you need to know: The Purpose of the Parent Questionnaire This document may also be  known as the Parent Statement. The rationale for this series of questions is to have you, the parent or guardian, answer questions about your child. There is the understanding that you know your child better than any teacher or counselor, so your thoughts matter. Your answers should help the admissions staff get to know your child better. However, its important to be realistic about your child and remember that every child has both strengths and areas in which he or she can improve.   Answer the Questions Truthfully Dont paint a picture-perfect vision of your child. It important to be genuine and authentic. Some of the questions can be personal and probing. Be careful not to distort or avoid the facts. For example, when the school asks you to describe your childs character and personality, you need to do so succinctly yet honestly. If your child has been expelled or failed a year, you must address the issue forthrightly and honestly. The same goes for information related to educational accommodations, learning challenges, and emotional or physical challenges your child may experience. Just because you disclose information that may not be a glowing positive, doesnt mean that your child isnt a good fit for the school. At the same time, full explaining  the needs of your child can help the school to assess if they can provide the necessary accommodations to ensure success. The last thing you want to do is send your child to a school that cant meet your childs needs.   Make a Rough Draft of Your Answers Always print out a copy of the questionnaire or copy the questions into a document on your computer. Use this secondary place to write a rough draft of your answers to each question. Edit for coherence and clarity. Then put the document aside for twenty-four hours.  Look at it again a day or so later. Ask yourself how your answers will be interpreted by the admissions staff who do not know your child as you do. Have a trusted adviser or, if you have hired one, your educational consultant, review your answers. Then input your answers into the online portal (most schools require online applications these days) and submit along with the other documents. Write Your Own Answers Do not underestimate the importance of the Parent Questionnaire. Something that you may say in your answers could  resonate with the admissions staff and make them feel a connection to you and your family. Your answers might even tip the scale in your childs favor and help the school understand how they can play a primary role in your childs education, helping him or her succeed and achieve their best, both during the years attending the school and beyond. Take plenty of time to craft thoughtful, considered answers that accurately reflect you and your child. Do not have an assistant answer these questions for you. Even if you are a very busy CEO or a  single parent working full time and juggling multiple children, this one document is extremely important; make time to complete it. This is your childs future at stake. Things are not like they used to be decades ago when perhaps the mere fact that you were an important person would suffice to get your child admitted. The same is true for consultants. If you are working with a consultant, it is still important that your questionnaire, and your childs portion of the application (if he or she is old enough to complete one) should be genuine and from you. Most consultants would not write the responses for you, and you should question your consultant if he or she suggests this practice. The school will want to see evidence that you personally have tended to this questionnaire. It is one more indication to the school that you are a committed and involved partner with the school in your childs education. Many schools highly value the partnership with parents and family members, and investing your time in the parent questionnaire can show that youre dedicated to supporting your child and that you will be an involved parent.   Article edited by  Stacy Jagodowski

Organizational Beh. - 3758 Words

o o O L Stephen P. Robbins —San Diego State University Timothy A. Judge —University of Notre Dame PEARSON Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo Preface 22 1 1 What Is Organizational Behavior? 3 7 The Importance of Interpersonal Skills 38 What Managers Do 39 Management Functions 40 †¢ Management Roles 40 †¢ Management Skills 42 †¢ Effective versus Successful Managerial Activities 42 †¢ A Review of the Manager s Job 43 Enter Organizational Behavior 44 Complementing Intuition with Systematic Study 45 Disciplines That Contribute to the†¦show more content†¦124 Case Incident 2 Crafting a Better Job 125 4 Emotions and Moods 131 What Are Emotions and Moods? 132 The Basic Emotions 134 †¢ The Basic Moods: Positive and Negative Affect 134 †¢ The Function of Emotions 136 †¢ Sources of Emotions and Moods 137 Emotional Labor 142 Affective Events Theory 144 Emotional Intelligence 146 The Case for El 147 †¢ The Case Against El 148 †¢ Emotion Regulation 149 OB Applications of Emotions and Moods 149 Selection 150 †¢ Decision Making 150 †¢ Creativity 150 †¢ Motivation 151 †¢ Leadership 151 †¢ Negotiation 151 †¢ Customer Service 152 †¢ Job Attitudes 153 †¢ Deviant Workplace Behaviors 153 †¢ Safety and Injury at Work 153 †¢ How Managers Can Influence Moods 154 Summary a n d Implications f o r Managers 132 Self-Assessment Library How Are You Feeling Right Now? 132 Self-Assessment Library What s My Affect Intensity? 138 M y t h or Science? We Are BetterJudgesofWhen Others Are Happy Than When They Are Sad 141 gSOBalization! Should You Expect Service with a Smile All Around the World? 142 Self-Assessment Library What s My Emotional Intelligence Score? 149 An Ethical Choice Schadenfreude 154 Point/Counterpoint Sometimes Blowing Your Top Is a Good Thing 156 Questions for Review 155 Experiential Exercise Who Can Catch a Liar? 157 Ethical Dilemma Happiness Coaches for Employees 157 Case Incident 1 Is It Okay to Cry atShow MoreRelatedsenior project- CanGo2692 Words   |  11 Pages Strategic Planning†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..page 19 â€Æ' Executive Summary The purpose of this report is to provide CanGo Corporation with guidance and recommendations based on a thorough analysis conducted by Team BEHS Consulting Specialist (Team BEHS). 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Human Resource Management in Paradoxes Processes

Question: Discuss about the Human Resource Management in Paradoxes Processes. Answer: Introduction: Providing a correct recruitment timeline for preparing the program of recruitment of dentist is a job that requires skill and experience. Dr Sallys dental clinic requires a dentist on an urgent basis as her one of the dental doctors in her clinic has submitted resignation on 24th August. As the old dentist will work till the 7th of September, the new dentist would have to join on or within 7th September. Appointment of a new dentist within this short time is very difficult and thereby has to move in a planned manner so that the main objective is fulfilled. The HR has to create a recruitment timeline for the new dentist so that the entire procedure is completed from 11th of August to 7th September. Moreover the job description that has to be published has to be checked by both Dr Sally and her head dentist Dr Sanjeev within 24th august as the later is leaving for a holiday. Keeping all these in mind, one has to create the recruitment timeline so that the steps can be conducted successfully. Recruitment timeline: 11th, 12th and 13th August - The HR team would at first work on the advertisement that is to be prepared in order to publish in the media like newspaper and online job portals within the dates. While creating the advertisements, care should be taken that the important requirements for the dentists profile is met. 14th, 15th and 16th - The next few days like is to be kept, so that the advertisements prepared can be checked and confirmed by Dr. Sally and then Dr. Sanjeev. As they have work commitments an extra day of 16th august is kept, in case of they fail to check the advertisement on 14th and 15th august. 17th to 21st August - Advertisement should be placed in the different media and for that contacts have to be made and appointments with the local daily and internet online job sites have to be approached. For this activity, one needs to keep 3 to 4 days of time for proper application in the described media. Therefore a date from 17th to 21st august should be kept in hand to approach different sites and dailies for the advertisement to be provided. 22nd to 28th August - One can assume that the advertisements will be post on the media from 22nd august to 28th august. A week time should be provided for the applications of different aspiring candidates to reach the dental clinic hr committee. 29th to 31st August - After the closure and withdrawal of the advertisements from the websites and the daily, a time slot should be fixed up by the HR section. Within this slot, the eligible finalists should be shortlisted and then they should be summoned to the interview to the clinic. This phase should be completed within 31st of /august because Mr. Sanjeev who is very important as an active member of the recruitment board would return on 31st and there would be only a week time left for the new employee to join. Therefore three days from 29th to 31st august should be kept for short listing eligible names, calling them by telephones followed by emails which would be sent. 1st and 2nd September - Interview sessions should be conducted on 1st September and 2nd September for the eligible candidates. After Dr. Sally and Dr. Sanjeev have taken the interview, the selected names would be handed to the Hr for further proceedings. This usually includes calling the selected candidates and confirming them about their job along with the the offered remuneration. 3rd and 4th September - They were asked to visit the place within 4th of September to sign the bond and appointment letter so that it can be understood whether the individual is interested or not. The induction should also be carried within this time. 6th and 7th September - However, 2 days are to be kept in hand in case the individual does not show up and a situation arise to contact other eligible candidates so that there is an eligible dentist in place of Dr. Jones when he leaves. Dentists required on an urgent basis within the age of 40. No specialty in dentistry is required. Attractive pay roll of $152000 would be given annually. Requirements: Must be licensed within the state and should have experiences of 6 to 7 years of practice. Should complete any one of the 3 degrees like Doctor of Dental Surgery (DDS), Doctor of Dental Medicine (DDM), and Doctor of Medical Dentistry (DMD) Must have fluent communication skills, detail oriented, dexterity, organizational skills, patience, physical stamina and problem solving skills. Must be ready to join the organization soon after selection. Interested candidates are requested to mail at the given email address within 31st of august their resume and their expected salary: Education background: How would you elaborate your educational experience? Are you contented with your performance? Personality traits: What are your strengths and weaknesses in your field of expertise? How would your colleagues describe you? What types of people do you like or dislike? Do you enjoy helping people and if yes the why? Where do you want to show your creativity? How would you handle your patient differently from other dentists? Big picture: Why did you choose dental but not medical science? What you want to contribute through dentistry profession? Would you be interested in dentistry even after a decade? Why? What is your view that oral health is an integrated part of overall body health? Dental experience: What experience have you made in dental office? What do you look forward to in your new job? What do you want to say about your knowledge in modern advancement and technology in dental practices? How would you like to handle an arrogant or uncomfortable patient? Do you have any experiences in administrative and business roles outside dental practice? Future and other interests: What are your main objectives in dentistry? Would you like to practice in your own clinic sometime in your life? What personal goals you have for yourself and your family? What would you like to do in your leisure? References: Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bak, C. A., Vogt, L. H., George, W. R., Greentree, I. R. (2013). Management by team.Logistics Information Management. Berman, E. M., Bowman, J. S., West, J. P., Van Wart, M. R. (2015).Human resource management in public service: Paradoxes, processes, and problems. Sage Publications. Dias, L. (2016). Human resource management.Human Resource Management. Gupta, A., Calfas, K. J., Marshall, S. J., Robinson, T. N., Rock, C. L., Huang, J. S., ... Raab, F. (2015). Clinical trial management of participant recruitment, enrollment, engagement, and retention in the SMART study using a Marketing and Information Technology (MARKIT) model.Contemporary clinical trials,42, 185-195. Snell, S. A., Morris, S. S., Bohlander, G. W. (2015).Managing human resources. Nelson Education. Stone, R. J. (2013).Managing human resources. John Wiley and Sons. Vladimirovich, O. A., Aleksandrovich, B. K., Borisovich, N. A., Yurievich, S. V. (2014). Formal methods for the synthesis of the organizational structure of the management through the personnel recruitment at the industrial enterprises.Journal of Applied Sciences,14(5), 474.