Leadership Issues - Managing Diversity Essay Example | Topics and Well Written Essays - 2750 words - 1

Leadership Issues - Managing Diversity - Essay Example Hence, multinational companies have increased their presence in most Asian economies such as China. These multinational companies have seen the growing potential because of the massive improvement in this country that has greatly benefitted from almost three decades of reforms (Warner 2008). Managing in the Chinese Empire The entry of these multinational companies has likewise necessitated the presence of foreign managers to help in the management as well as operations of these multinationals in the Chinese soil. Hence, it was the expatriates that have been tapped for this role. It is their job to supply the necessary skills, both managerial and technical, so that the local counterpart can cope up with the operations of the parent company. Likewise, it is hoped that the presence of the expatriate will greatly enhance the relationship between the foreign and domestic managers of the company. However, be it China or other country, it is important for the foreign counterparts assigned t o these areas to be able to recognize the requirements of the different cultures that they are being immersed into. Globalization has brought forth the need for different multinational companies to maintain a global workforce which requires the foreign nationals that are assigned into these countries to be aware of the cultural differences that is a very important requirement for these foreign managers to be able to work with teams that comprise different cultures (Ibrahim 2010). Key leadership Issues in China A Mass of Followers, A Lack of Leaders In China, the different culture can be really challenging to the expatriate that will be assigned to the area. Chow & Liu (2008) states that most Chinese employees are not that keen on having additional duties or being involved with different or increasing responsibilities. Most of them are just too convenient in the boss-subordinate agreement. It is therefore important for the expatriates to understand and be able to work around such str ong cultural make up. This presents a strong challenge since it is important for the multinational companies to be able to develop their employees and have a fully functional global workforce that will jive with the way the parent company does its business. Employees are very important for a company’s success thus it is very important for the expatriates to be able to rally them behind the corporate strategies necessary for the success of their venture. True, this trait enables the local unit of a multinational company to have sufficient workers that are following the company’s policies and regulations. This trait somehow ensures them there will be followers whenever they lead. However, this relative aloofness as stated by Chow and Liu (2008) can also rob them of possible potential managers that may be tapped to lead the locals. Political Forces Warner (2008) has highlighted the importance the changes have had in China for propelling them into the current stature that they are in right now in the global economy. China has indeed benefitted much from opening their doors to the benefits and opportunities of global commerce. This has been instrumental in providing the necessary boost that is unavailable in a strictly closed economy that has been characteristic of a communist country. However, it is important to remember that the Chinese economy is not yet a full free market economy. Despite having been opened to businesses, the government retains substantial

Recruitment Case Study Essay Example for Free

Recruitment Case Study Essay Recruitment is when BHX looks for a new member of staff. BHX needs to recruit new staff for different reasons. It could be that they need staff for to fill in new posts or for an extra help for other staff. Sometimes BHX need new staff because they need to replace the old staff with new staff with more experience and qualifications. To recruit staff there is a process for it. There are seven steps in the process. To appoint the right person for the job they need to go through the seven steps for each of the applicants. For recruitment the manager and the human resources are responsible to recruit new staffs. As other organisaton BHX has a policy for recruiting staff. The employer at BHX has to obey the policy. The policy reduces the chance of a candidate being treated unfairly. The law and ethics at BHX are very strict. The law says that there must not be any discrimination against the employee and the employee should have the same opportunity regardless of race, gender, or disability. All disabled applicants who fully meet the Person Specification for the post for which they have applied for has to be guaranteed an interview at BHX. In BHX the recruitment is done by human resource department and the manager. Steps in the process There are seven stages in the recruitment process. 1. Identify the vacancy 2. Draw up a job description 3. Draw up a person specification 4. Advertise the vacancy 5. Shortlist applicants 6. Interview applicants 7. Select and appoint the most appropriate candidate (Carysforth C and Nield M (2002) GCSE applied business for edexcel hieneman) pg235 Agreeing the vacancy: Before recruiting new staff the manager has to think that in which area do BHX need more staff. And manager also has to ask permission of BHX that if they can recruit more staff. BHX will allow manager if they really need some new staff. Staff do cost lost of money and therefore BHX will need to think if they really need new staff. Each department in BHX has budgets and they are only allowed to recruit staff if they are able to pay for the recruitment process. This is what they need to think before advertising the vacancy. Here are some of the reasons why BHX might recruit people. * It could be that more airlines are landing at BHX and therefore they need more staff to service the planes. * More passengers are using BHX. * Someone has been promoted to the higher level or someone left the job. Drawing up job description: A job description tells the employee the key facts relating to the job. BHX needs to list the job title, all the responsibilities, main duties, salary of the employee. When someone applies for the job BHX has to give them the copy of job description so this tells them job covers everything they are expected to do. Here is an example of a job description at BHX. At the top of the job description there is information about the employees post title, the department the employee is going to work in, date etc. After that it says the purpose of the job. The main part of a job description is the employees main duties and responsibilities. At the end there is a box with a signature of the employees relation manager and the section he/ she is from. BIRMINGHAM INTERNATIONAL AIRPORT LIMITED JOB DESCRIPTION DIVISION: DEPARTMENT: Human Resources POST TITLE: Human Resources Administrator GRADE: C career grade DATE: January 2006 Job Purpose Complying with Birmingham International Airport Limited employment policies and procedures and recognised best human resources practice; to provide an efficient and effective human resources administration service, that that is customer driven, proactive, flexible, facilitates workable solutions and supports the Company in the achievement of its objectives. Main Duties and Responsibilities a. To ensure the planned human resources services for which this post is responsible for, are delivered according to Company policies and procedures and outlined departmental performance management standards. Undertaking the work of this post in line with the Company values, department objectives own personal responsibilities and professional standards. b. To be responsible for ensuring own administration is managed to expected business standards in a timely manner, without loss of quality standards. This includes responsibility for responding to telephone enquiries, drafting/word-processing routine and adhoc letters, minutes of meetings, reports and other documentation. c. To take a proactive role in the development of the human resources department administrative systems and processes; and communicate such developments, in a manner that supports the Company values and objectives of the department. d. To co-ordinate the recruitment cycle including but not limited to:- * preparation of advertisement, job descriptions, person specifications, * liaising with applicants, * equal opportunities monitoring, * attending candidate assessment. * progressing the employee reference checking process, * preparing accurate contract of employment, * coordinating, maintaining and progressing the Companys employee probationary assessment process. e. To maintain and update the Companys recording systems in respect of counter terrorism checks for relevant employees. For the purpose of employee counter terrorism check renewals to ensure relevant employees and the Department for Transport are notified in good time of the forthcoming expirery of their counter terrorism check clearance. f. To maintain effective housekeeping and ensure accurate updating of the computerised human resources information system (CHRIS) and manual recording systems as they relate to the work of the Human Resources Department. g. To produce human resource management information using the CHRIS, Company databases and spreadsheets for the production of statistical and other human resources related information for management reports. h. To carry out such other duties commensurate with the grading of the post,which will be determined from time to time, in line with the needs of the business. The airport company reserves the right to vary the duties and responsibilities of staff under Conditions prescribed in local agreements. Thus, it must be appreciated that the above duties may be altered as the future changing needs of the service may require. Employee Relations Manager Section Head (School resources) Drawing up person specification: BHX has to list all the appropriate skills and qualifications needed by the employee. They have to list this so only the person with an appropriate qualification can apply for the job. This also enables the employer to think about the best type of employer needed for the job. It also tells the employee what sort of training does the employee need Here is an example of a person specification at BHX. This helps the employer to recruit the best person in BHX. The person specification lists all the knowledge, skills, experience, qualifications etc the employee should have. BIRMINGHAM INTERNATIONAL AIRPORT LIMITED PERSON SPECIFICATION JOB TITLE: Security Guard (Part Time Terminals) GRADE RANGE: Security Guard DEPARTMENT: Aviation Security REPORTS TO: General Manager Aviation Security KNOWLEDGE 1 Emergency health and safety procedures including public safety issues HOW TO BE ASSESSED A/I SKILLS/ABILITIES 2 Physically able to carry out passenger and bag searches 3 Ability to remain calm and assertive in emergency situations 4 Basic computer awareness for the purpose of security ID pass checks and report writing 5 Good customer service practices to represent the company in a professional manner 6 Ability to remain alert and vigilant to undertake indoor and outdoor security patrol duties, boarding card and security ID pass checks 7 Well developed verbal and written communication skills 8 Ability to write short and accurate reports 9 Ability to work on own initiative and within a team 10 Ability to deal sensitively and tactfully with people on a one to one basis 11 To work a variety of shifts, inclusive of weekends and bank holidays I I I A/I I/TEST A/I/TEST I/TEST A/I I A/I EXPERIENCE 12 12 months experience in a customer facing role 13 Working to agreed standards and regulations and internal procedures in a consistent way A I EDUCATIONAL QUALIFICATIONS 14 Numerate and literate to perform the duties of the job TEST OTHER ATTRIBUTES 15 Willing to undertake mandatory training relevant to the job 16 Able to comply with the company dress code 17 Live within a 30 miles travelling distance of the airport to respond to call out/shift cover 18 Full previous 5 year checkable history (e.g work, study, unemployment, home worker) 19 Able to successfully pass a colour blindness test and medical examination A I A A OH How to be assessed Key: A Application form I Interview TEST Saville Holdsworth tests, and/or Managers designed test HR Certified by HR Department OH Certified by Occupational Health Department Birmingham International Airport Limited is working towards equal opportunities in employment and all employees are required to operate within the spirit of the Companys Equal Opportunities Policy. Employee Relations Manager Departmental Manager (http://www.bhx.com/personnel/jobs/52/Aviation%20Security%20Personnel%20person%20specification%2003.07.doc) Advertising the vacancy: BHX has to decide where to advertise the vacancy and to list al the skills, qualifications and all the attributes. The advertisement includes all the terms and conditions of the employment like salary, number of hours etc. There are different methods of advertising that BHX uses. They advertise low skilled jobs in the newspaper because it a very cheap way to advertise an vacancy. They advertise their vacancy in a newspaper which is delivered around Birmingham and neighboring towns and cities because it is more likely that a local person will apply for a job and its easier for the employee to get to the airport. They advertise some of their job on their website. They also advertise their job at job centers because lots of people who look for a job visit there to find jobs. Here is an example of the job vacancy of an aviation security guard at Bhx. This vacancy was advertised on the Bhx website. In this vacancy BHX cannot recruit a male security guard because at the top of the vacancy it says that they need a female aviation security guard. In the advertisement it lists all details about the job, the opportunities the employee will have and the salary. Female Aviation Security Guards Salary à ¯Ã‚ ¿Ã‚ ½11,187 à ¯Ã‚ ¿Ã‚ ½13,295 per annum (pay award pending) Closing Date 21 Mar 2007 Details If you are female and looking for a rewarding part time career opportunity, we have a vacancy that may interest you: FEMALE AVIATION SECURITY GUARDS à ¯Ã‚ ¿Ã‚ ½11,187 à ¯Ã‚ ¿Ã‚ ½13,295 per annum (pay award pending) (8 hour shifts, including weekend working and Bank Holidays) The Business Birmingham International Airport aims to be the best regional airport in Europe and, as the second largest airport outside London, regularly handles in excess of 9 million passengers each year, making it one of the busiest UK airports. If you want to be part of a vibrant and supportive team that is helping to shape the future of the business, here is where you make the connection. The Opportunity The main responsibility of this role is to ensure the safety of passengers. To be successful as an aviation security guard, it is important that you have a polite and professional manner, as you will be responsible for checking passenger identities, boarding cards and be required to perform bag and physical body searches. You should be comfortable working on your own initiative and be able to stay calm in emergency situations, while ensuring all security and airport regulations are adhered to. This is a customer facing role so we would like our aviation security guards to have well developed verbal communication skills and as you may be called upon to report on security related incidents good written communication skills are equally important. Previous security experience is not necessary as full training will be given to the successful candidates and you will also receive support from other team members. The Person In return for your efforts in this role, you can look forward to a competitive salary, a generous annual leave entitlement, free on-site parking, stakeholder pension scheme and Company share scheme. We also offer discounts on a variety of retail and catering outlets within the airport and discounted travel/holiday offers. Sex Discrimination Act 1975 section 7(2)(a)(i)) applies and on this occasion male applicants will not be considered. To apply, further details and an application pack are available via our website www.bhx.co.uk or write to the Human Resources Department, Birmingham International Airport Limited, Birmingham B26 3QJ (http://www.bhx.com/page.aspx?type=jLNyxnRIZKE=id=2N3FyjXb9IM=job=XZn9xPVMN1E=) Shortlist the applicants: Shortlisting applicant can be very difficult for BHX. Sue Timothy who is a personnel manager at BHX has to make sure that she shortlists the applicants fairly. To do this fairly she has to look at candidates Curriculum vitae. She has to look at what sort of grades, qualification, work experience and good references from their teacher or their previous employer. If the persons C.V. matches the person specification then Sue timothy can consider the applicant for the next stage which is the interview. Applicants with better qualification will be considered first for the interview and applicants with very minimum qualification will be rejected. Interview the applicants: In Bhx there is a two stage interview. The first interview is done by the human resources and the second interview is done by the manager of the department. This two stage interview is only done if the employee has applied for the high skilled vacancy. For example if someone applies for a job like an aircraft dispatcher, there will be a two stage interview. This is because aircraft dispatcher is a highly skilled job. There is a one stage interview at BHX. For example if someone applies for a job as a cleaner, there will only be a one stage interview. This is because a cleaner is a low skilled worker. At BHX interviewers are trained so that they know hot ask questions and what types of questions to ask. Interviewers who have experience at Bhx will ask open ended question which means that the candidate cant just say yes or no to the question. Example of the ended question can be What made you apply for this job? For this the candidate will have to give reasons for the answers. These kinds of questions tells the interview that how well the appl icant communicate. To make the interview fair to everyone, the interviewer has to ask the same questions to all the candidates. Select the candidate: This is the final stage of the recruitment process. BHX will have to choose the best candidate. They choose the best candidate by looking at how well the candidate has done in their interview. Sometimes an applicant with a really high qualification does badly in the interview. These mistakes could be that the applicant was too nervous during the interview. It could also be that the applicant did not communicate very well with the interview. As BHX is a huge organisation several people are involved in recruiting people. In Bhx human resources and managers are involved in recruiting people. In the interview only one person interviews the people because this makes the interview fair to everyone and the interviewer will ask the same questions to everyone. While employing for the job at Bhx the employee has to apply with the curriculum vitae because in the C.V. its got all the information about the employee like all the qualification from GCSEs to a university degree and all the work experience the employee did. The employer needs to see the C.V to make sure the employee has the correct qualification in order to get the job at Bhx. Before applying for the job at Bhx the employee needs to have one or two references from the previous employer to see if the employee has a good behavior and a good record Overall I think that a recruitment process is very successful in Bhx. Everyone who applies for the job at Bhx has equal opportunities because in the interview the interviewer has to ask the same questions to everyone. With all these seven stages of recruitment Bhx recruits the best person for the job. Recruitment at Bhx can be done better if the interviewers are polite and they know what questions to ask. They can also advertise the job far away from Birmingham so there is more chance to get the best person who will meet all the person specification for the certain job. Staff Development and Training Training is related to job specific skills and abilities, learned at BHX. Development means to increase knowledge, skills or experience. A cleaner will need different training then an airport dispatcher. This is because they all have different job roles and different responsibility. The cost of the training depends on the type of training the person is doing and the level of the job they are at. For example the cost to train a manager is much higher then to train a cleaner. On-the job training is an important way in staff acquires relevant knowledge and skills at work. On the job training is when the staff trains in Bhx. The example of on the job training could be an induction. Induction means when the employee comes to the job for first time, the supervisor has to show the person around Bhx to get familliarise with the other staff and work place. Off the job training is when the staff trains within the Bhx but in different location. The example of off the job training could be someone learning how to use a computer in a training centre. In Bhx the employer needs to train and develop staff for different reasons. They need to develop staff because the job and technology changes. Lots of staff at BHX works on a computer. As times goes by new technology comes and they need to get a special training to use it. Promoted staff needs new skills. Also the new staff needs training. So Bhx has to organise some training events. Without the training the new staff wouldnt have a clue of what to do at BHX. With the training and development, staffs skills improve and when the staffs change their jobs then they would need less training. The staff might need training because during the performance review they might have done badly because they had a lack of skills. Bhx can improve its training system by allowing more budget in the training department. This will mean that staff can get trained more effectively and they will learn more skills during the training. Training can also be done better by recruiting more people who have more qualifications and employees who need less training. This saves money. At BHX there are different types of training. * Induction training is to familiarise the new employees with staff their work place and health and safety in Bhx. The cost for this type of training is very low. * On the job training is for the staff who needs to learn about Bhxs equipment and system. This type of training is cheaper because the staffs are trained in Bhx and Bhx dont have to pay for the accommodation and travel for the employees. * Off the job training is for people who need to learn about other aspects of the job. It can be really expensive to train staff away from Bhx because Bhx has to pay for the employees accommodation and the travel. * E learning (Electronic Learning) means an employee who learns and trains by a computer. This type of training can be really expensive because having an I.T system is expensive and they BHX have to buy different kind of software for different type of training. There is a future need for all these trainings. With the training, staff can do lots of other things which they couldnt do before the training. There are new business opportunities. There is a greater staff motivation. Bhx does work towards IIP (Investors In People). An IIP is a national standard that wants Bhx to train and develop all their employees to help achieve Bhxs objectives. National training awards started in 1987. The training awards are awarded to both employee and employers in Bhx. Every year a few staff gets this award. To get this award the learners have to prove that they have demonstrated excellence skills in their training. www.google.co.uk Application form at BHX When BHX recruits new staff the employee has to fill the application form very carefully. This is because the employer of BHX wants to know every single information about the employee. In the application form the employee has to fill all his/her personal information i.e. name, D.O.B., home address and many more. The employee also has to fill the health information all the secondary school information, the grades that employees has achieved, all the college and universities grades achieved and qualifications that the employee has. The employee also has to list all the skills, knowledge, abilities and experience they have. They also have to list whether they have worked for different company before.

Essay --

Xessorilic!ous Introduction: Accessories an essential part of all brands in the shop, it creates personal look and determine the women's character. girls adore new fashion and surf on the web site. Xessorilicious is a way of communicating with world of fashion. Executive Summary Our business about women's fashion accessories. The location of our booth is strategic; it is in business beside opposite of the cafeteria. The product that we have sold are necklaces, bracelet, anklets, and earrings . We will need capital of 3000 AED. It will come with outcome of big profit and affordable fascinated products. Business Description We started our project collecting information about suppliers who allow us to take a look of their accessories, so that we can take a decision whether it is suitable for us or not. Later on we found a woman who allow us to take a look of what she have and took an appointment with her. After searching several days, we have found exactly what we are looking for.The woman was delighted to purchase them immediately. Team Leader : Moaza Mohammad Khadem. Contact number: 050-5480459. Email address: s200222371@hct.ac.ae. Mission Statement Every woman has a way to shine, and try to find her own way to learn. In order to get elegance, there is the big obsession with perfection. Fashion accessories Is no longer seen as additions, but our jewelry proven itself. Goals and Objective We got objective for our business which is measurable and achievable. Accessories was chosen for the huge acceptable in the market by the ladies, easiness to get it and availability of all kinds and shapes and colors. (See Appendix 5 ) Summary : We have worked hard over 3 consecutive days and we have sold more than half ... ... were taught new thing they add it in their entity. Financial Projections a- Financial Statements b- Sales Forecast (Please see Appendix-3 for Layout Schematic) Loan or Investment Proposal For our business we need the money to buy the things and for the expenses (Rent for the booth , decoration , insurance ). However the amount of the expenses is AED 1,150 and the buying cost for our product AED 3,350.The Source of fund Personal savings each one of our group paid the same amount as the budget that we bought it for our business. We are 4 student each of us paid AED 1,125 the total amount is AED 4,500. Conclusion: In conclusion, after this perfect experience we have held a meeting with the group and decided to donate our bazaar profit to Friends of Cancer Patients, (FOCP) is one of the leading cancer organizations in the UAE. References:

Data Security and Mobile Devices

Data Security and Mobile Devices Introduction: Mobile devices such as smartphones, PDAs, tablets, and netbooks have become an integral part of everyday business operations. Millions of people log into their company’s secure network on mobile devices via wireless Internet or even accessing their email, making sensitive data more susceptible to data theft and hacking. Mobile technology is advancing at such a fast pace, making it harder for IT managers to keep up with newly emerging threats. Since the smartphone emerged in the business scene, cybercrime has increased exponentially.Data security has now become the main focus for most IT managers in larger corporations. What are some of the risks associated with using mobile devices in business operations? Human error is the biggest risk associated with data security when it comes to using mobile devices. This is mostly due to loss of theft of a smartphone or other mobile device. In a study conducted in Washington DC last year, tax i drivers counted the number of mobile phones that were left behind in taxis over a six month period. Over eighty-three hundred phones were recovered.That was almost twenty-five times the number of laptops that were left in the taxis during the same period. Although all corporate laptops are password protected, few have password protection on their mobile devices. (Phifer) â€Å"According to Credent Technologies, eighty-eight percent of mobile devices carry valuable information- from patient, customer and employee records, financial statements, and passwords,† (Phifer). Because so few people PIN-lock their phones, all of this sensitive data can easily fall in to the hands of a hacker.Mobile users often auto save their username and passwords to avoid monotonous reentry. This gives the hacker access to any information available to theft victim. Another major risk associated with the use of mobile devices is mobile malware. Most mobile operating systems lack the anti-virus and o ther security feature that are found on laptops. This makes mobile devices susceptible to viruses such as Trojan and worms. Doombot is a Trojan virus that is designed to affect all mobile operating platforms such as Android, iOS, and blackberry. It is transferred through MMS and Bluetooth (Panda Security).What are some techniques used by IT managers to minimize security risks with mobile devices? It is vitally important to the cyber security of a company for IT managers to constantly be assessing the security of their network. Some important steps managers are taking are education, visualization, conservative defaults, hard switching, and most importantly manager and employee training. Educating employees about the risks of using mobile devices is important because the human element poses the greatest risk to the cyber security of the company.Its important for the firm to have a training program in place so all employees know how to protect themselves and the company. Visualization is also important in constant uphill battle of cyber security. Managers must constantly be looking for the latest threats against the network and try to find a solution before a breach occurs. Conservative default settings on the firm’s network prevent employees from viewing non-secure websites and also from downloading files from places from outside the company’s network.This would allow employees to still download attached files from intra-company email but would prevent the downloading of files that might be infected with a virus. (Nykodym) IT managers also use outside contractors to monitor a company’s network security. Companies like BlueFire Mobile Security cater to the rapidly expanding reliance on mobile devices. Their services provide protection for lost or stolen devices, information encryption, and security while on the Internet. They also offer protection for a company’s wired network as well.They provide intrusion prevention, firewall, authen tication, and encryption for the entire network. Contracts with companies like BlueFire are often made with smaller firms or with firms who want to reduce the size and budget of their IT department. (Computer Security Update) How significant was the increase of cyber attacks when mobile devices became part of everyday life? Smartphones exploded on the business scene in the mid 2000s. They provided the convenience of accession of vital information from anywhere.According to Sharia Panela’s article for GMA News , â€Å"between 2007 and 2012, small and medium businesses reported steadily increasing web attacks. Malware, phising, and other types of violation surged by 35 percent while email attacks soared by 12 percent† (Panela). All of these types of attacks are in a large part due to the lack of security on mobile devices. In Norton’s 2012 Cybercrime Report, the total price tag on consumer data cybercrime was $110,000,000,000. China leads the pack with a total los s of $46 billion and the Unites States coming in second with a total loss of $21 billion.With Apps for everything from mobile banking to syncing work and personal email, people have more sensitive data on their phone than ever before. The Cybercrime report concludes with the changing face of cybercrime. The new frontier for hackers is social media websites and new mobile devices. (Palmer) Conclusion: With all of the new developments in cyber security hackers always seem to be one step ahead. Smartphones and other mobile devices have become such an important part of everyday business employees. These devices are a virtual candy store for hackers, a one-stop shop for all of the data stored on the device.If the device is lost or stolen, it can be used to access the internal network of the firm and extract private data about customers or financial information. Mobile Security has come to the forefront of the IT department’s agenda in larger data driven firms. Although they implem ent measures to prevent security breaches, the human element is the most damning. Managers need to provide educational programs for their employees to learn about proper use of mobile devices on company networks. Works Cited â€Å"Computer Security Update. † Computer Security Update. 8. 4 (2007): 1-4.Web. 4 Nov. 2012. Nykodym, Nick. â€Å"Journal of Politics and Law. † Journal of Politics and Law. 5. 1 (2012): 1-6. Web. 4 Nov. 2012. Palmer, Adam. â€Å"Norton Cybercrime Report 2012. † Norton Cybercrime Report 2012. (2012): n. page. Web. 4 Nov. 2012. Panela, Sharia. â€Å"Personal gadgets raise risk of cybercrime in workplace. † GMA News Online. GMA Network Inc. , 18 2012. Web. 4 Nov 2012. Phifer, Lisa. â€Å"Business Communications Review. † Business Communications Review. (2007): 23-25. Web. 4 Nov. 2012. â€Å"Virus Encyclopedia . † Panda Securities. Panda Worldwide, Web. 4 Nov 2012.

Graduate Teacher Programme Essay

My passion in teaching children and young adults with diversified culture is attuned with my oral and written skills in the following languages: German, French, Spanish, Latin, and English. Early in life, I discovered that I have an innate ability to learn foreign languages and a keen interest in being with people with diverse nationalities. Though I am often regarded as a polyglot, there is nothing more fulfilling in my life than to be an effective educator. My interest in the field of education was confirmed when I started tutoring a young Vietnamese girl and working as an education coordinator of OBI, a DIY company in Germany. Although I will earn my first year of teaching experience in July 2009, the love of being with children and explaining their lessons in simple and well-organized manner has made my teachings useful, fun and easy to understand. In addition, I always inject a sense of humour to encourage active participation and to make the learning atmosphere relaxing and conducive to the individual differences of the young learners. I am fully aware that teaching is a challenging job but the intrinsic reward of awakening students’ interest and transforming them into a person capable of productively applying the knowledge that they have gained outweighs the challenges of this profession. In spite of being armed with the language proficiency skills that gave me the ability to speak English and four European languages, my desire to teach my native German language to young adults in the United Kingdom will only be possible upon the completion of the Graduate Teacher Programme of CILT. I am determined to earn a teaching credential in UK so I can teach and provide students with insights into my country’s history, culture and people. I believe that with my language skills, dedication to my profession, and the experiences that I have gained from my travel exposures, I am eligible for admission in this Graduate programme.