Comprehensive Review of the Star Math Online Assessment

Comprehensive Review of the Star Math Online Assessment STAR Math is an online assessment program developed by Renaissance Learning for students in grades one through 12. The program assesses 49 sets of math skills in 11 domains for grades one through eight and  44 sets of math skills in 21 domains for grades nine through 12 to determine a student’s overall math achievement. Areas Covered The first- through eighth-grade domains include counting and cardinality, ratios and proportional relationships, operations and algebraic thinking, the number system, geometry, measurement and data, expressions and equations, numbers and operations in base 10, fractions, statistics and probability, and functions. The 21 ninth- through 12th-grade domains are similar but much more intensive and rigorous. There are 558 total grade-specific skills that STAR Math tests. The program is designed to provide teachers with individual student data quickly and accurately. It typically takes a student 15 to 20 minutes to complete an assessment, and reports are available immediately. The test begins with three practice questions designed to ensure that the student knows how to use the system. The test itself consists of 34 math questions varying by grade level across those four domains.   Features If you have Accelerated Reader, Accelerated Math, or any of the other STAR assessments, you only have to complete the setup one time. Adding students and building classes is quick and easy. You can add a class of 20 students and have them ready to be assessed in about 15 minutes. STAR Math provides teachers with the appropriate library that each student should be enrolled in for the Accelerated Math program. Students who work in the Accelerated Math program should see significant growth in the STAR Math score. Using the Program The STAR Math assessment can be given on any computer or tablet. Students have two choices when answering the multiple-choice style questions. They can use their mouse and click on the correct choice, or they can use the A, B, C, D keys that correlate to the correct answer. Students are not locked into their answer until they click Next or push the Enter key. Each question is on a three-minute timer. When a student has 15 seconds remaining, a small clock will begin to flash at the top of the screen indicating that time is about to expire for that question.   The program includes a screening-and-progress monitor tool that allows teachers to set goals and monitor a student’s progress throughout the year. This feature allows teachers to decide quickly and accurately whether they need to change their approach with a particular student or continue doing what they are doing. STAR Math has an extensive assessment bank that allows students to be tested multiple times without seeing the same question. In addition, the program adapts to the students as they answer questions. If a student is performing well, the questions will increasingly become more difficult. If he is struggling, the questions will become easier. The program will eventually zero in on the student’s correct level. Reports STAR Math provides teachers with several reports designed to assist in targeting which students need intervention and areas where they need assistance, including a: A diagnostic report, which provides information such as the student’s grade equivalent, percentile rank, percentile range, normal curve equivalent, and recommended Accelerated Math library. It also provides tips to maximize that students math growth. In addition, it details where a student is specifically in meeting both enumeration and computational objectives.Growth report, which shows the improvement of a group of students over a specific period of time. This report can cover a few weeks or months to several years.Screening report, which provides teachers with a graph that details whether students are above or below their benchmark as they are assessed throughout the year.Summary report, which provides teachers with whole-group test results for a specific test date or range, which helps to compare multiple students at one time. Relevant Terminology The assessment includes several important terms to know: The scaled score is figured based on the difficulty of the questions as well of the number of questions that were correct. STAR Math uses a scale range of 0 to 1,400. This score can be used to compare students to each other as well as themselves over time. The percentile rank allows students to be compared to other students nationally who are in the same grade. For example, a student who scores in the 54th percentile ranked higher than 53 percent of students in her grade but lower than 45 percent. The grade equivalent represents how a student performs compared to other students nationally. For example, a fourth-grade student who scores a grade equivalent of 7.6 scores as well as a student who is in the seventh grade and sixth month. The normal curve equivalent is a norm-referenced score that is useful for making comparisons between two different standardized tests. Ranges for this scale are from 1 to 99. The recommended Accelerated Math library provides the teacher with the specific grade level that the student should be enrolled in for Accelerated Math. This is specific to the student based on her performance on the STAR Math assessment.

Meaning Behind the Phrase to Cross the Rubicon

Meaning Behind the Phrase to Cross the Rubicon To cross the Rubicon is a metaphor which means to take an irrevocable step that commits one to a specific course. When Julius Caesar was about to cross the tiny Rubicon River in 49 B.C.E., he quoted from a play by Menander to say anerriphtho kybos! or let the die be cast in Greek. But what kind of die was Caesar casting and what decision was he making? Before the Roman Empire Before Rome was an Empire, it was a Republic. Julius Caesar was a general of an army of the Republic, based in the north of what is now Northern Italy. He expanded the borders of the Republic into modern France, Spain, and Britain, making him a popular leader. His popularity, however, led to tensions with other powerful Roman leaders. Having successfully led his troops in the north, Julius Caesar became governor of Gaul, part of modern-day France. But his ambitions were not satisfied. He wanted to enter Rome itself at the head of an army. Such as act was forbidden by law. At the Rubicon When Julius Caesar led his troops from Gaul in January of 49 B.C.E., he paused on the northern end of a bridge. As he stood, he debated whether or not to cross the  Rubicon, a river separating  Cisalpine Gaul- the piece of land where Italy joins the mainland and at the time inhabited by Celts- from the Italian peninsula.  When he was making this decision, Caesar was contemplating committing a heinous crime. If Caesar brought his troops from Gaul into Italy, he would be violating his role as a provincial authority and would essentially be declaring himself an enemy of the state and the Senate, fomenting civil war. But if he  didnt  bring his troops into Italy, Caesar would be forced to relinquish his command and likely be forced into exile, giving up his military glory and ending his political future. Caesar definitely debated for a while about what to do. He realized how important his decision was, especially since Rome had already undergone a ​civil dispute  a few decades earlier. According to Suetonius, Caesar quipped, Even yet we may drawback, but once cross yon little bridge, and the whole issue is with the sword.  Plutarch reports that he spent time with his friends estimating the great evils of all mankind which would follow their passage of the river and the wide fame of it which they would leave to posterity.   The Die Is Cast The Roman historian Plutarch reported that at this critical moment of decision Caesar declared in Greek and in a loud voice, let the die be cast! and then led his troops across the river. Plutarch renders the phrase in Latin, of course, as alea iacta est or iacta alea est. A die is simply one of a pair of dice. Even in Roman times, gambling games with dice were popular. Just as it is today, once youve cast (or thrown) the dice, your fate is decided. Even before the dice land, your future has been foretold. Let the die be cast itself is an expression meaning roughly let the game begin, and it comes from a play called Arrhephoros (the Flute Girl), a comedy written by the Greek playwright Menander in the 4th century B.C.E. Menander was one of Caesars favorite dramatists.   When Julius Caesar crossed the Rubicon, he started a five-year Roman civil war. At the wars end, Julius Caesar was declared dictator for life. As dictator, Caesar presided over the end of the Roman Republic and the start of the Roman Empire. Upon Julius Caesars death, his adopted son Augustus became Romes first emperor. The Roman Empire started in 31 B.C.E. and lasted until 476 C.E. Therefore, by crossing the Rubicon into Gaul and starting the war, Caesar threw the dice, not only sealing his own political future but effectively ending the Roman Republic and beginning the Roman Empire.

Technology Implementation Essay Example | Topics and Well Written Essays - 1500 words

Technology Implementation - Essay Example This essay discusses that the organization need to have specific implementation procedures for the specific systems required in the organization. An EMR system is one of the technological systems required in the organization that would require successful implementation to benefit the organization. For the organization to be up to date with the modern technological development, it requires to eliminate paper work using this system. Although the organization might not achieve the required benefits from the system in the short-term, the organization stands to achieve long-term benefits following successful implementation. The benefits achieved by the organization from a successful implementation of the system will be part of organization’s return on investment. People form important components of an information system, people are not only important in the design of an information system but they also contribute in the implementation process. For the organization to implement the new information system successfully, it needs to consider the people required to run the new system. The organization will therefore consider the available staff before considering hiring new members of staff. If the existing staff can successfully implement the new system then the organization needs not hire new staff. However, if the available staff is not capable of implementing the system then the organization should bring in additional staff members.... For the organization to implement the new information system successfully, it needs to consider the people required to run the new system. The organization will therefore consider the available staff before considering hiring new members of staff. If the existing staff can successfully implement the new system then the organization needs not hire new staff. However, if the available staff is not capable of implementing the system then the organization should bring in additional staff members. The organization should therefore ensure that it has the required staff before it begins the implementation process. Although the organization will require staff members with variety of qualifications, the organization would consider a project manager to be an important member of staff. The organization should therefore begin by recruiting a project manager to advice the organization accordingly on matters concerning hiring of new staff. Secondly, the organization will require modifying its work flow and facilities. This part of the implementation process would require fine turning the existing duties and facilities with the new information system. The main reason that the organization needs to undertake this process is to ensure that the existing facilities and procedures fully accommodate the new system efficiently. To modify the workflow, the organization requires testing the capabilities of the new system on the procedures and duties performed by the organization. The implementation team will then decide how suitable the new system is in the performance of stated duties. From this process, the implementation team is capable of

Intimacy & Interiority Essay Example | Topics and Well Written Essays - 1250 words

Intimacy & Interiority - Essay Example This blend is what makes the narrative unpredictable and full of suspense. Sometimes, these characters which are of paranormal and unknown existence tend to make themselves more real in the readers eyes, than fictional characters of novels from various other genres because of the attractive combination of paranormal beings in bizarre settings such as dungeons, eerie forests, labyrinths, crypts and catacombs, and even sinister ruins and evil omens that erupt mysterious events. In this paper we would be discussing two stories from Gothic Literature, and attempt to shed light on the nature and intimacy within the narrative. The first is a short story titled â€Å"The Damned Things† (1898) by Ambrose Bierce and the second being ‘The Willows’ (1907) by Algernon Blackwood. The paper attempts to investigate how and why the untamed Gothic relies on intimacy to suit its needs 2 The human mind accepts only what is sees and perceives as reality whereas in the story of Ã¢â‚¬Ë œThe Damned Thing’, a paranormal existence is brought to light. Human beings are trained to shut away what they cannot see and cannot hear as it being non-existent. However, this story drives the reader to that level of terror to believe that the character Morgan is being tormented by something dreadful that he cannot see or hear, but which does exist. The story starts out with the protagonist Hugh Morgan being dead lying on a table with eight people surrounding it, conducting an inquest into the matter of his death. William Harker is a fictional writer, who is the only witness to Morgan’s death. Thus he is called in to relay his account of what he saw that night while he was with Morgan in the place with the wild oats. Hugh Morgan had been a victim of torture at the hands of something that he knows exists and feels but cannot see. He is scared and even considers himself going mad as he is torn between what his mind and senses are feeling and what is considered reality . The line between his reality and the ones of the normal world blurs into oblivion and that is when he decides to get the help of William Harker. The Gothic seems to be of a silent nature when Morgan speaks about it in his journal. He experiences its closeness in many instances but is never harmed. Initially, the Gothic is a mere shadow passing far away from the realms of Morgan’s house but still close enough for his dog to sense it. The dog barks and goes in circles when the Gothic passes and finally hides in the bushes until it leaves. The way the journal entry 3 is written suggests that this was not the first time that they encountered the Gothic. The first example of intimacy between the Gothic and the protagonist seems to take place on the previous night of Morgan’s journal entry, on Sept.2. He writes about how he stared into the night sky and was admiring the stars ‘above the crest of the ridge east of the house’ (Bierce, 1898) when his vision of th em was blurred and almost blotted out by something that seemed to pass between him and the stars. He could feel it and experience it but could not see it. The next entry of the Gothic suggested that it was more tangible as the intimacy with the protagonist increased, making its presence felt by way of fresh ‘footprints.’ (Bierce, 1898) According to him, the more encounters he experienced, the more closer the Gothic drew towards the real Morgan. The next two entries in his journal suggest that he is tortured by the presence of the Gothic not

Why personal management is important to firms

Why personal management is important to firms Human Resource Management, in simple, is a way of management that links people-related activities to the strategy of a business or organization, which at the same time satisfies individual needs and wants of employees. Over the years, Human Resource management went through lots of changes in its functions, roles, objectives, etc and, in the present day, it has reached a milestone from being just an administrative and operational management (personal management) to a strategic contributor (SHRM). The purpose of this report is to critically analyze the importance for HR management to transform from being primarily administrative and operational to becoming a more strategic contributor. The objectives of this report are to, Explain What is Personal Management and what is Human Resource Management Identify the factors which influenced the change Explain The importance of shifting from Personal Management to SHRM Present real world examples to prove the importance of the change This report will be focusing on the secondary research materials such as Human resource books, business articles, online journals, professional web pages to provide explanations and real world examples for the reader, to support the argument. Personnel Human Resource Management Traditional HRM or Personnel HRM can be defined as handling, directing, and controlling of individual employees rather than of employee as a group. It deals with individual relationships, including employees problems with management with employees as non-organized groups. It covers the acquisition andà ¢Ã¢â€š ¬Ã‚ ¦. (Perfecto S. Sison,2009,p17) Basically personnel HRM is considered as a traditional, routine, maintenance-oriented, administrative function which doesnt involve the higher level managers of the organization, and, maneuver at the operational level of an organization, performing tasks such as dealing with pay sheets, complying with employment law, and handling similar functions, etc. This mainly focuses on the individual person rather than the employees as whole and tries to satisfy the employees using wages, bonuses, compensations, simplified jobs, etc and to ultimately result in achieving organizational success. As mentioned above, the functions of personnel HRM can be broadly classified as employment, development, compensation and employee relations, which involve only the lower level management of an organization, making it a separate function from the main management of the organization. Strategic Human Resource Management Strategic HRM focuses on aligning all the HR functions of an organization with the business strategy that the organization is currently based on. SHRM is generally perceived as a distinctive approach to managing people which seeks to achieve competitive advantage through the strategic development of a highly committed and capable workforce (Appleby Mavin (2000) s555). SHRM is about managing the human capital of an organization in such a way as to achieve some type of competitive edge. Having not only a committed workforce, but also having a workforce that is highly trained for the job that must be performed achieves the competitive edge. Moving in this direction is where human resources become SHRM. The starting point for SHRM, unlike the traditional HRM which starts from the people, starts from the organizations requirements and needs about having a suiatable workforce. Also SHRM involves not only the operational level managers, it involves higher level managers such as HR managers and it directly incorporates with the organizations strategy by formulating, implementing and evaluating companys strategies through human resource activities which may involve recruiting, selecting, rewarding and training company personnel. The Below diagram shows how Human Resource Strategy matches the Organization strategy. Managing human resources: personnel management in transition/   By Stephen Bach/4th edition Blackwell bublishin, 2005 The above diagram suggests that modern HRM is not a separated function as it was in past, and clearly shows that it is interconnected with the strategy, culture, current situation, financial resources of the organization. SHRM is focused on the contributions that the HR strategies could make to enhance organizational effectiveness, and how these strategic contributions are achieved and it involves designing and executing a set of internally constant policies and procedures to ensure that an organizations human capital contributes to the core business objectives and strategies. Contrasting Personnel Management with Strategic HRM Personnel management, from name itself suggests that, it is all about managing and developing the people and the skills employed. On the other hand, SHRM is focused on developing employee knowledge, abilities, talents, aptitudes, creative abilities, etc. Personnel management is a more reactive way of managing HR because it only includes administrative tasks that are both routine and traditional only providing a response to demands and apprehends as they are presented. Where as SHRM is more proactive, involving continuous development of HR functions and policies for the purposes of improving a suitable workforce for the company, in present and for future needs. Personnel management is often regarded as an independent function which typically the sole responsibility of the personnel department of an organization, where as SHRM is an integrated function which often involves all the managers of an organization in some manner to develop the skill sets and abilities of different employees in different departments to achieve a main goal of the entire organization. Personnel Management creates high ambiguity in achieving goals and taking decisions as its a separate function from the core management where as SHRM delivers less ambiguity as it is in line with the organization strategy and integrated with other functions of an organization. Personnel management motivates employees through increased salaries, bonuses, compensations, simplified jobs etc, where as in SHRM, the motivation is gained through work groups, effective strategies for meeting challenges, and job creativity. Transition from Traditional HR to SHRM In the modern business world, the key for a successful business is to integrate all the functions of a business to make sure all departments and functions of the business flows in the same direction. To achieve that competency, the traditional HR managing system had to be transformed into a more integrated, top-management-involved, strategy oriented function, known as SHRM. Competition, Globalization, technological advancement, demographic factors are the most possible factors which influenced the change. Competitive advantage When a firm is implementing a value creating strategy not simultaneously being implemented by any current or potential competitors, then it can be said the firm has a competitive advantage (Managing human resources: personnel management in transition/  By Stephen Bach) SHRM system capabilities can contribute to sustainable competitive advantage because they 1) can help exploit opportunities and neutralize threats in a firms environment, (2) are difficult to develop and therefore rare in the competitive environment, (3) are very difficult to imitate, and (4) cannot be easily displaced by strategically significant substitutes. Delta Air Lines, Southwest Air lines, Walmart are good examples for businesses which climbed to the top of the ladder using the competitive advantage. Changing the Mind Set Businesses have to completely change their mind set in the process of making personnel management into a more strategic partner. Personnel managements strong focus on administrative tasks and the inability to directly measure its impact on the outcome was the major down fall of personnel management, limiting its contribution to the business strategy. Therefore, Strategic HRM needed a completely different mind set, which focuses mainly on transformation using change management instead of focusing on administrative and operational activities. Demographic Influence If the business strategy of the organization is to spread the business in different geographic areas or in different cultural backgrounds, the business should use, not personnel management but SHRM to match the business strategy. Using the personnel management will disregard the fact that the employee should culturally match the job, should be equipped with appropriate language skills, match the required gender and the religion, to suit the area that he has to work, and it will only facilitate to achieve the HR strategies like recruiting cheaper people, having basic qualifications etc. This has a negative impact on the business as it cannot effectively serve their customers, so the business has to use SHRM in order to align the HR strategies with business strategies, to consecutively match the business that they are doing. IBM in Australia and New Zealand is made up of many different people from many different cultures and backgrounds. The common thread between us is our commitment to IBMs success in the marketplace and IBMs long-standing values and belief in inclusion http://www-07.ibm.com/au/diversity/cultural_awareness_and_acceptance.html Impact of Globalization In order to grow and prosper many companies are seeking business opportunities in global market. This has affected the HRM management system as well. So globalization is the main component that would affect to the shift of THRM to SHRM. It is the integration of business activities across the geographical and organizational boundaries. Coca Cola Company has 92,400 associates around the world live and work in the markets we serve more than 86 percent of them outside the U.S. In this geographically diverse environment, employees learn from each market and share those learning quickly. As a result, Coca Cola Company culture is ever more collaborative. From beverage concept and development to merchandising, our associates are sharing ideas across departments and markets in new ways. Consequently, Coca Cola Company associates are increasingly enthusiastic about their work and inspired to turn plans into action. Coke website Technology As the rapid change of technology, the companies have to change their human resource management system into more strategic approach. The strategic HRM along with technology; facilitates employees to improve their work life balance, creativity and productivity. For example Motorola is extending human capabilities by providing integrated wireless communication and embedded electronic solutions for the individual, the work-team, the vehicle, and the home. Motorola is committed to providing technology that will increase employee productivity attract and retain key talent and help employees balance their professional and personal lives. Source; http://www.bc.edu/centers/cwf/research/highlights.html) The recruitment goes high-tech in Vietnam; the service is an extension of the Labor Departments website (www.vieclamhanoi.net), where employees can access job information. It is said to be the Departments solution to ineffective and formulaic job fairs in Vietnam. The new service will make it faster and easier for employers and job seekers to connect. As a start, the new online site has employment details from over 1,000 foreign and local companies in Hanoi, and will soon expand to 1,400. Within the first week of its launch, employers had connected with and hired nearly 1,300 job seekers through the service. Current Role of SHRM The business world today uses the SHRM methods and benefits thorough it very effectively. Some businesses focus on HR strategy more than the business strategy sometimes, and in some occasions the HR strategy becomes the business strategy as well. Microsoft is a good example for the HR strategy to become the core business strategy as well. A lot of what we do with the employee value proposition is just win in the marketplace. People want to know theyre with a winning teamà ¢Ã¢â€š ¬Ã‚ ¦. I tell Lisa still that in some senses our No. 1 HR strategy is our business strategy. When were succeeding and winning and doing great stuff, success breeds success. Business week The following diagram indicates how the Australian Governments Department of Education, Science and Training has executed their HR strategies to be align with the key organizational strategies. This resulted a positive outcome of the departments people management strategies in creating a motivated and engaged workforce and, through this, achieved a strong contribution to the delivery of business outcomes. An emphasis on strong leadership is a key strategic element for creating an environment of respect, support and development for all people in the department. In this way, the department has built and maintained a creative and engaged workforce able to deliver the governments growing and diverse education, science and training agenda. http://www.annualreport2007.dest.gov.au/chapter_eight/people_management.htm During the recession back in 2008, Pepsi came up with a business strategy to cut their cost, and the HR strategy matched the business strategy by laying off employees. According to Pepsi Bottling Groups chairman and chief executive officer Eric Foss, Pepsi Bottling Group Inc is planned to slash about 3,150 jobs across US, Canada Europe and Mexico as part of its restructuring plan. This is expected to result in pre-tax savings of up to $160 million. These moves will allow our business to better deal with the challenging macroeconomic conditions that currently exist, http://www.newsweek.com/id/121095 Coca-Cola has proved that tailoring career development to suit high-potential employees can dramatically increase internal promotions and thereby save the company huge recruitment costs which was a major objective of the finance division to reduce the overall cost. Conclusion Personnel HRM is considered as a traditional, routine, administrative function which doesnt involve the strategic level of the organization, and, creates high ambiguity, tends to be more reactive and works as a separate unit apart from the organization. strategic human resource management is a function which is focused on aligning the HR strategy with the overall business strategy to achieve organizational success and, is considered as a more proactive, integrated, and less ambiguous way of managing HR. Factors such as competition, globalization, economy, demographic factors, improving technology caused the human resource management to change from Personnel management to Strategic HRM Microsoft, IBM, Motorola, South West Airlines, Delta Air lines, Toyota are few examples for organizations who achieved business success through implementing SHRM in their organizations. By critically analyzing all the factors in this report, it can be concluded that it was exceptionally important for the businesses to change their way of managing human resources from traditional HRM to Strategic HRM, in order to face the external factors effectively and lead their business into the top of the ladder.

How does “Taxi Driver” Essay

â€Å"Taxi driver† subvert the classical Hollywood genre due to its ending. In a classical Hollywood genre, the story is supposed to end with a resolution, but in this film we do not learn the true ending, because the one we do see is quite obscure and unexpected; Betsy in the back of Travis’ cab. There are many signs that this ending may be a figment of Travis’ imagination such as the way we are never shown Betsy actually sitting in the back of the cab, we only see her through Travis’ rear view mirror. This could suggest that the ending is more what Travis wanted to happen, not what actually happened. The film goes against classical Hollywood genre by its use of hybrid genre. Throughout the film we get scenes that make reference to film noir and thriller genres, but towards the end it mainly goes towards western, as Travis prepares for battle to the confrontation scene. This goes against the classical Hollywood genre as films usually only have one or two genres at the most, but this film even shows some comedic qualities at times. â€Å"Taxi driver† subverts the use of classical Hollywood narrative by its use of a circular narrative. We begin and end with Travis in his taxi, driving around looking for fares. This suggests to the audience that what he had to do has been done, and he is getting back to normal, but is he as unstable as ever? Throughout the film Travis has referred to the population of New York as â€Å"the scum of the earth†, but now he is behaving just like them, does this make him â€Å"the scum of the earth† also? â€Å"Taxi driver† should go along with the classical Hollywood narrative through the romance plot between Betsy and Travis at the end of the film, but the scene is awkward, and it reminds the audience of the reasons he began his plot to kill Palantine, and Sport and his gang. It also never shows the two of them together, only them looking at each other through the rear view mirror. This suggest to the audience that they can never be together, even now. Th film goes against the classical Hollywood narrative through Travis’ re-assimilation. Travis, who essentially can be classed as a villain through his actions of killing numerous people and plotting to kill even more, is represented to the population of New York as a â€Å"hero taxi driver† and how he battled the â€Å"mafia†. This makes the audience wonder just how good Travis’ actions were. The film is based on the life of Arthur Bremer, a man who was a taxi driver and plotted to assassinate George Wallace, but the plan fell through and he was arrested. Bremer’s thoughts, desires and plans are echoed throughout the film, especially through the use of Travis’ diary and the narrative he uses to read it to the audience. The film subvert classical Hollywood narrative through this, as quite often a disclaimer tells the audience that no events are related to any person living or dead, but this can clearly be related in a number of places to Bremer’s plans and actions.

Heidi Roizen Case Study - 1172 Words

Billy Ka KEung Chan2011970509PMBA6028 – Business Networking | | Case Study 1 – Heidi Roizen Heidi Roizen began her career working for Tandem computers as an editor of the company newsletter. Her first real exposure to the benefits of professional networking occurred when she applied for the position. Her friend in the company had the contact of the woman in charge of the hiring process and with Heidi’s out-going personality decided to phone the contact on a Saturday expecting to get her voicemail. There is no details what she expected to communicate over the voicemail, however when the contact answered the call unexpectedly, she managed to â€Å"build a relationship† with the contact and shortly was offered the job. One can assume during†¦show more content†¦She plans her dinner parties very carefully ensuring that every invitee knows half of the list. This creates a comfortable but also beneficial environment for all her attendees. The main challenge Heidi faces in her way of networking is the resourcing. As Heidi’s fundamental success is based on performance and consistency, the time needed for Roizen to respond back at a consistent time become overwhelming the more her network expands. In order to combat this, Heidi has evolved to build network in the nuclei of other networks. She realized that like her, there are many other people who have strong networking abilities. This enables her to only maintain those connections and offload the ever increase of work that comes with networking. Heidi’s networking strategy with the â€Å"New Valley Girls† have many similarities but also many differences. The similarities are the social events that Heidi holds in her households which attract the A-List of Silicon Valley and providing a platform for these successful people to liaise out of the business environment. Many of the â€Å"New Valley Girls† are also very powerful and well connected. The main difference is Heidi’s strategy does not only involve powerful people, she also maintains her relationship with unknowns and upcoming entrepreneurs as she understands â€Å"you never know who these people may become.† HeidiShow MoreRelatedHeidi Roizen1217 Words   |  5 Pagesand this week’s assignment. In the first ten years of Heidi Roizen’s career as a software entrepreneur we can safely say that much of her network building occurred over meals, during receptions and at conferences. Roizen has built an extensive network in Silicon Valley in her career and the â€Å"who’s who† of the valley are in her network. She is the epitome of the key forms of networking: professional, personal and social networking. In many cases these networks have been built using the shared principleRead MoreHeidi Roizen Case Final Submission2107 Words   |  9 Pagesï » ¿Heidi Roizen MBUS 803 – Strategy I – Dr. Tina Dacin Q.1 - Using the assigned readings, provide an analysis of Roizen’s network. What kinds of networks does Roizen build? What do they look like? Heidi Roizen has built herself a very strong rainmaker network (Exhibit 1). This type of network combines the clique network and the entrepreneurial (constellation) network to create a network optimized for performance impact (Dacin). A clique network is built based on similarities such as expertise orRead MorePersuasive Speech On Sexism1211 Words   |  5 Pagesshould grow up in this world thinking they can’t do something due to something as stupid as one’s gender. According to a Boston Globe article by Maria Danilova dated January 27, 2017 which states, â€Å"Can women be brilliant? Young girls are not so sure. A study published Thursday in the journal Science suggests that girls as young as 6 can be led to believe men are inherently smarter and more talented than women, making girls less motivated to pursue novel activities or ambitious careers. That such stereotypesRead MoreKeeping Google googley3957 Words   |  16 PagesIndividual Assignment: Develop an individ ual network action plan for building and using social capital to achieve personal and/or organizational goals. XP 39802, Winter 2014 1 C. Rider COURSE FORMAT Class sessions include lectures, in-class case discussions, and in-class exercises. It is in your best interest to prepare for every class and to pay close attention during class. Executives are expected to prepare thoroughly for each session, draw insights from their prep work, and contributeRead MoreGreenhill Community Center Case Study1836 Words   |  8 PagesXXXXX XXXXXX Greenhill Community Center Case Study March 28, 2013 Introduction According to The Oxford Handbook of Public Management (Ferlie, et. all, 2005) nongovernmental organizations can face complex management dilemmas when dealing with growth. There are four key challenges that are faced: assessing performance, governance, sustainability and infrastructure support, and collaboration and cooperation. At Greenhill Community Center we see an organization that is looking to bring about change