Military.com Resume Writing Service - The Aesthetics of Job Content Writing

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Googles Lessons About Resuscitating Management - Workology

Google’s Lessons About Resuscitating Management - Workology Google’s Lessons About Resuscitating Management The tech world is known for its rebellious attitude towards everything that represents the conventional corporation (try to find one Googler wearing a suit and tie). Offices equipped with slides and nap pods scream that this is not your parent’s workplace. In this environment, management is often seen as a bastion of the old workplace hierarchy that just won’t die. As a result, more and more companies are turning to flat organizational alternatives that don’t rely on management. Are managers really necessary? In 2008 Google undertook a study to answer this question. Google’s Lessons About Resuscitating Management Resistance from Engineers and Millennials The group that had the biggest problem with management was the company’s engineers. Engineers have reason to dislike bad management. This field in particular fosters creative individuals who have their own personal style of doing things. When someone tries to micromanage this type of worker it results in conflicts and a loss of interest. In Work Rules! Insights from Inside Google That Will Transform How You Live, Senior Vice President of People Operations at Google Laszlo Bock explained: “Engineers generally think managers are at best a necessary evil, but mainly they get in the way, create bureaucracy, and screw things up.” However, it’s not just engineer driven companies that are experiencing this transition. A survey by Virtuali found that 83% of millennials want fewer layers of management. This means they want managers who are easily approachable and willing to take their opinions into account. This is evident in today’s millennial led organizations that favor open work spaces where CEOs, managers and employees work alongside each other. Leading gaming company Valve took it so far as to abolish the management level entirely, instead relying on a completely flat organizational structure. Avant garde shoe company Zappos has become well known for being the first large company to introduce holacracy, an organizational structure that focuses less on traditional management roles and more on autonomy. Google itself experimented with a flat structure in 2002 but had to revert back a few months later. Project Oxygen came about in 2008 as a means to address the management crisis. Project Oxygen In an environment where the conventional is always challenged, Google’s People Innovation Lab started Project Oxygen trying to prove that manager quality does not have an impact on performance. To prove this point they hired a group of statisticians to evaluate the differences between the highest and lowest rated managers. Data was collected using past performance appraisals, employee surveys, interviews and other sources of employee feedback. However, instead they proved that good management actually makes a difference. To better define what makes a good manager they came up with a list of 8 qualities based on the data received. Google’s Project Oxygen findings: Is a good coach Empowers the team and does not micromanage Expresses interest in and concern for team members’ success and personal well-being Is productive and results-oriented Is a good communicatorâ€"listens and shares information Helps with career development Has a clear vision and strategy for the team Has key technical skills that help him or her advise the team While this list seems obvious there were three reasons why it had such a big impact on management at Google. First, it was based on people analytics. At Google scientific evidence is key, therefore using people analytics gave the project greater credibility. The fact that it was based on employee feedback encouraged wider employee buy in and trust. Similarly, the hard data helped to convince managers why they needed to improve their management style. Second, the interesting thing is that technical skills came in last. While it’s important that managers have the needed technical level to guide employees, soft skills such as coaching and communication are absolutely essential. This proves that being a great developer doesn’t necessarily make you a great manager. Third, it provided a checklist of management qualities. As Bock explains in his book, whether or not your manager is well versed in management 101 and every training course your company offers, having a checklist makes a big difference as it actually reminds managers to remember and implement these skills on a daily basis. As a result, Google changed its feedback surveys to mirror these qualities. Instead of simply measuring how much output a manager achieves, the surveys now focus on how much time they spend coaching their team, whether or not they communicate a clear vision, etc. They also developed new management training programs centered around these skills. Donovan explained that, “Having a good manager is essential, like breathing. And if we make managers better it would be like a breath of fresh air.” As Google takes its No. 1 spot for the sixth year in a row in Fortune’s ‘100 Best Companies to Work For’ list, isn’t it time to try a new strategy for developing your managers? How This Applies to Your Company Great Employees Don’t Always Make Great Managers Though it may be common sense that a company of engineers would value technical knowledge and ability in a manager, it is telling that this skill came in last place on Google’s list.   Great employees don’t always make the best managers some engineers may prefer to focus on their work. You have to have patience, great communication skills, the ability to see the big picture and create long term goals. The problem is that the traditional company is based on linking promotions with higher levels of managerial responsibilities. It’s time for your company to rethink this strategy. Instead of putting people with great technical skills in management positions, put people with great leadership skills. Some companies have instituted dual tracks so that not everyone has to take the management path. Become a Great Coach Becoming a great coach, especially in the tech world, is essential. What engineers, developers and everyone under the sun really want is a manager who knows how to distinguish the line between coaching and micromanaging. To learn where this line lies, think about your employee. Are they an engineer with +5 years of experience? Then what they probably need most is a manager who will help them to set goals and then stand back and allow them to execute them in their own way (as long as this gets results). As a manager one of your most important responsibilities is to guide your employees towards goals that fall in line with your company’s objectives and and long term goals. That being said, also allow some space for creativity. Google’s 20% time resulted in popular products such as Gmail and AdSense. While there are rumors that this is not an official policy of Google anymore, as a manager, encouraging employees to take some time to work on an innovative new project they’ve pitched can bring you great products and loyalty from motivated employees. New engineers on the other hand may need more coaching. Here the line may become thinner but the best way to provide guidance while not encroaching on your employees freedom is through feedback. Feedback Culture Being able to give feedback the right way is the strongest tool in your management utility belt (think more Batman than Home Depot). Two-thirds of millennials believe it’s their managers responsibility to provide them with development opportunities. Despite this many managers are often hesitant to give constructive feedback to their employees, fearing their reaction. However, this is a major part of the development process, if your employees don’t know what they need to do to improve, their professional development could become stagnant. Delivering well balanced actionable feedback is the answer. When you have to deliver constructive feedback, some managers balance it out by first explaining to their employee what they’re doing well. Always make sure your feedback places emphasis on actions and completely avoids personality traits. For example, “I noticed you talked over Mark in the meeting yesterday” rather than “You’re overbearing in meetings.” Always provide advice on how they can fix the situation and discuss the best solution.   In return, it’s also important to millennials that managers are open to their feedback. This generation does not like to see hierarchal barriers that prevent their ideas from being heard.  This means that managers also have to be good, not only at receiving feedback, but also acting upon it. Finally don’t forget that positive feedback is also needed. When your employee reaches an achievement a great coach always remembers to recognize them for their efforts. Get to Know Your Employees This is important both at a professional and personal level. Getting to know your employees’ strengths will help you give better feedback and show them you have a genuine interest in their career. Managers who know their employees’ strengths are 71% more likely to have people who are engaged and energized. Showing them you’re taking an interest in their career and professional goals will help you gain a loyal workforce.

Life After Writing Retail Resume

<h1>Life After Writing Retail Resume </h1> <p>Resume tests are a helpful way to coordinate your own composition. Moreover there are loads of set of formats promptly accessible on the web. Perusing our exposition composing tests can give you a sense whether the standard of our articles is the quality you're searching for. Also, it supplies you with a structure of the resume which can be used to create your own. </p> <h2> What is Actually Happening with Writing Retail Resume </h2> <p>Our continue manufacturer will furnish you with tips and models about how to create your resume outline. Besides there are heaps of set of web layouts promptly accessible on the web. Making a resume must be finished cautiously all together that there aren't any mistakes. </p> <p>Retail Sales Associates assume a crucial job in retail foundations since they increment consumer loyalty and produce expanded organization incomes by helping customers buy arran gements. Bosses wish to see how your endeavors impact an association's business. Retail deals partners have a noteworthy impact in retail foundations since they increment consumer loyalty and create expanded organization incomes by helping customers buy arrangements. Resumes are made to catch a potential boss' advantage, so they might need to talk with you. </p> <p>The absolute first stunt to effectively applying for work in retail is to create an exceptional resume. You may likewise utilize a blend of useful and sequential resumes. Simply guarantee you contact every individual before your forthcoming business calls them to tell them you've applied for work and they might be called and inquired as to yourself. Skill in a specific field can on occasion make up for nonappearance of hands on understanding. </p> <h2> A Startling Fact about Writing Retail Resume Uncovered</h2> <p>Make your focuses, illustrating why you believe you are perfect for the b usiness partner job. A resume outline is a few lines toward the beginning of your resume. The resume rundown is a critical and underestimated piece. </p> <h2>What Writing Retail Resume Is - and What it Is Not </h2> <p>Fully being a propelled and eager salesman who has the ability to set practical goals and accomplish them in an opportune way will make you stick out in the retail world. You need the capacity to make the suitable retail style continue that is clear for everyone to get a handle on. Satisfactory work and giving a gigantic pay is the fantasy of a few people. Since the retail business is value-based nature, you can promptly incorporate things like numerical evaluation to extend skill. </p> <h2>What Writing Retail Resume Is - and What it Is Not </h2> <p>Your imminent boss isn't just going to need to find out about your capacities yet whether you will fit in with the group. Making sure about a situation for a paraprofessional requests approval that you own an energy for TEENren, instruction, and a craving to help other people develop cooperatively. </p> <p>A incredible retail continue records positions like versatile deals genius. The retail business is just anticipated to develop, so now is the perfect chance to apply! Commercial Previous work list is likewise important where you can compose your earlier position you had hold at each organizations. </p>

Second Largest Element of a Binary Search Tree

Second Largest Element of a Binary Search Tree Over the past several weeks, many of our users suggested us cover some questions about BST (Binary search tree) as theyve been asked about this recently. BST is a very good data structure to ask in coding interviews. Here are the reasons: BST is a widely used data structure and its important to know it. Its neither too complicated nor too simple to ask in a coding interview. Many concepts like traversing, recursion can be covered with BST related questions. This post will cover topics like BST, recursion and some tips about coding as well. Question Given a BST (Binary search tree), find the second largest element of it. I wont further explain the question since its very straightforward. Its also worth to mention that this question has been asked by companies including Microsoft, Google, Facebook and so on recently. Analysis Unlike some array related interview questions, tree questions usually require some basic knowledge to solve. If this is the first time for you to know BST, I highly recommend you go check the definition and related operations of BST before moving on to the rest of this post. More specifically, you are expected to know the following concepts: What a BST is and how BST is different from hash when doing the lookup. How to insert, lookup, delete a node from a BST and the corresponding time complexity. How to traverse a BST. If you are quite familiar with all of these, you should be able to come up with this very straightforward solution: First, find the largest element of the BST and delete it. Then, find the largest element of the current BST, which is the 2nd largest element of the original BST. Apparently, this is not efficient and Ill cover the better solution next. Recursion If you have read our previous post about tree problem, you should know that recursion is an extremely common technique to solve tree related question. The idea is very simple, by solving the subproblem from the left and right subtree, we can combine these two results with the root node to solve the whole problem. Another thing you should think about is that in order traversal of a BST will return all the elements in order. This is not something fancy, you should just know it since its one of the fundamental concepts of BST. By combining the above analysis, we have the following solution: Do the in order traversal of the given BST. Keep track of the index of each visited element and when its the 2nd one, output as the 2nd largest element. As you can see, the solution doesnt come from nowhere and Id like to illustrate how to get the solution step by step, which is the whole point of this post. If you find it hard to implement the code, dont worry since well provide some tips soon. Follow-up What if we want to get the k-th largest element of the BST? You can see that the above in-order traversal solution can easily be extended to get the k-th largest element and all we need to do is to output the k-th visited element instead of the second. In addition, I hope you can come up with this follow-up question in preparation. By removing or generalizing particular conditions, the question can be much more interesting. Some people also find it hard to implement the code, Ill provide few tips here: You dont need to store all the visited elements into an array and find the k-th element. Instead, use a global variable i to record the index of visited elements. Inside the traversal function, every time when you visit an element, just increment i by one and when i == k, output the current element. Be careful about cases where there are less than k elements in the BST. You should handle empty tree as well. Dont forget to check if left and right are null when traversing the tree. Takeaways Tree problems are usually easier since there are many techniques can be re-used to solve other similar questions. Some takeaways include: Be very familiar with basic concepts/operations of BST, especially the time complexity and pros and cons when comparing with other data structures. In-order traversal will give you all elements in order. You should definitely consider recursion when solving tree related problems. It may not work for all questions, but its an extremely common techniques and can make your code concise.

PMI What you need to know

PMI What you need to know by Michael Cheary Looking to become a certified member of the project management community? You should consider PMI…Not only do they offer the accreditations you need to take you Project Management career to the next level, membership to their organisation will also open up a network of opportunities and collective knowledge.Not sure where to start? Here’s a quick rundown of what you need to know:What is PMI?Founded in 1969, PMI is the world’s largest professional membership association for Project Managers.There are more than 700,000 PMI members worldwide, enhancing their careers and improving the effectiveness of their projects through their globally recognised accreditations.What are the different PMI qualifications?PMI offer several certifications, each of which is tailored to different areas of project management. You can apply for any certification which best suits your current expertise and career goals, and no certification is a prerequisite for another.They are :CAPM (Certified Associate in Project Management)Aimed at entry-level candidates, the CAPM certification demonstrates the fundamental knowledge of effective project management processes, as well as an understanding of the basic terminology.PMP (Project Management Professional) The most well-known of the PMI certifications, PMP demonstrates that you have the competency and experience to lead projects. At least three years of previous experience in Project Management is necessary.PgMP (Program Management Professional)Designed for those who want to manage multiple or complex projects. This certification demonstrates the advanced experience and skills necessary for project management, and will require at least four years of work in the field.PfMP (Portfolio Management Professional)Recognises the advanced experience and skill of portfolio managers. An essential credential for anyone responsible for ensuring their organisation realises its strategies and objectives.PMI-ACP (PMI Agile Cert ified Practitioner)If you’re interested in everything agile, this is the right qualification for you. Bridging agile approaches such as SCRUM, XP, LEAN and Kanban, it is the only agile certification that requires a mix of training, experience and examinations.PMI-BPA (PMI Professional in Business Analysis)The PMI-BPA certification highlights a candidate’s expertise in business analysis, and how analysis can be used to improve the overall output of a business. At least three years’ experience in business analysis necessary, as well as a good amount of previous project work.PMI-RMP (PMI Risk Management Professional)This certification is specifically aimed at those working within risk management, and concentrates on risk assessment, mitigating threats and making the most out of business opportunities in this area.PMI-SP (PMI Scheduling Professional) Another specialised qualification, this time focussing on developing, managing and maintaining project schedules.Why do I need PMI?P MI career certifications are amongst the most recognised project management qualifications in the world. In fact, there are over half a million fully certified PMI holders, working in 180 different countries, and over six different continents. As professional networks go, that’s pretty big.And, aside from being easily transferable across borders, PMI holders are in demand across a range of different industries. Every sector, from construction and property, through to marketing, media and technology seek PMI certified professionals to fill their teams.If you’re interested in growing your career prospects in project management, PMI is for you.How much can I earn once qualified?This will vary depending on individual employer, location and certification. As a general guideline, once CAPM qualified you could be earning somewhere in the region of £30,000.PMP holders can attain salaries of around £45,000, and some of the higher level holders will easily be earning £50,000+ as a resu lt of their PMI expertise.What methods of learning are there?At most levels, this will be down to your own preferences. So if you feel online learning offers you the flexibility you’re after, or you’re more comfortable in a classroom, you can choose the type of course that suits you best.Some exams, however, may have to be taken at an officially recognised examination centre.How long will it take?Anywhere from 22 hours up to the 60 hour mark.All accreditations are self-paced, part-time and are flexible enough to fit around your schedule. So whether you’re already working in project management and can’t dedicate much time to the cause, or you’re just starting out, the courses are designed to meet your needs.Advantages of becoming PMI qualifiedA globally recognised project management certification demonstrates your knowledge and experience to employers, validating your skills and indicating your ability to effectively add value to any project you work on.Add to that increase d salaries and more opportunities for career development, and you’ll see just why PMI is the most recognised and respected professional membership association for project managers.Still not convinced? Read five reasons you should become PMI certified right now. Ready to get started? Enquire now.