Download Your Resume on LinkedIn

How to Easily Upload/Download Your Resume on LinkedIn Need to add your resume to your LinkedIn profile? Or need to convert your LinkedIn to a workable resume? Have no fear! Here are easy steps you can follow to do either without any trouble. Put Your Resume on  Ã‚  LinkedInIf you sign into your account, then select the Profile menu from the bar at the top, there is an option to Edit, and then from those extended options, the option to Import Resume. A pop-up will give you a chance to select your file (up to 500kb: either .doc, .pdf, or .html).In the Review Experience and Education interface, you can populate the fields and tweak the information as you need. Then simply save your changes with the botton at the bottom†¦. and voila!Make a Resume from a LinkedIn ProfileOne option for converting your LinkedIn profile to a gorgeous resume is the program Resumonk. It takes only a few minutes and two simple steps.1. Download your profile as a PDF. Click on the Me link at the top, then View Profile. There’s a more icon (â€Å"â₠¬ ¦Ã¢â‚¬ ) in the top section of your profile, click that and then select Save to PDF. That’s that!2. Upload your PDF. If you already have a Resumonk account, simply log in and get started. Otherwise, sign up! If you have an existing resume saved to Resumonk, you can click the Edit button on the dashboard beside it. Otherwise select Create a New Resume. On the next page, there’ll be a button at the top called Import from LinkedIn. This will take you to another page where you can upload your new PDF.Use the Preview Customization page to change the template, fonts, colors, spacing, etc. Then click Save Design Page Settings.b You can continue to edit your resume, or download it when you’re ready by selecting the download (in .pdf or .docx format) function.You can also use Resume Builder, which was created as part of LinkedIn Labs and also lets you choose a template, or edit/view in Outline form. Or DoYouBuzz, which is a very user-friendly website with both free and paid plans, giving you tons of template options and is a very smooth process as well.

How Your Body Language Can Get You (Or Lose You) That Job

How Your Body Language Can Get You (Or Lose You) That Job Body language is important- it’s really no exaggeration to say that it can make or break you in the job interview situation. Your nonverbal communication in these situations is almost as important as what you say. Study up and learn these tips for how (and how not)Â  to use your body language to help, rather than hurt you on the job hunt.Body Language Don’tsAvoid Eye ContactKeep consistent, but non-creepy, eye contact with whomever you are speaking with. Avoid the temptation to look over their outfits, or to scan the offices behind them, or the photos on their desk. Focus on the conversation. Save the rest of the sneak peeks for later.SlouchSit up straight in your best power pose to avoid looking as defeated or deflated or exhausted as you feel. If you’re feeling perky and upbeat, you should definitely not need to slouch in the first place! Just be careful what your body is doing.Zone OutEveryone spaces out from time to time. But doing so while someone else is t alking is extremely unprofessional and rude. Your spacing out might even include bodily cues you wouldn’t notice yourself doing- like twiddling your foot or slumping or having your eyes glaze over. Pay active attention and you’ll be fine.Lean AwayThis makes whomever you’re talking to assume you aren’t listening or aren’t really interested.Blink Too Much/Too LittleYou really can’t win with blinking. Try to find a happy and natural medium. Blink not too much, but not never!Cross Your Arms/LegsThis might make you feel more comfortable or at ease, but it can also make you look closed off to whatever the person you are talking to is saying/offering/talking about. Keep your body language open.Body Language DosSit RightDon’t slouch, but be careful also not to stand or sit up too straight, lest you seem rigid. Try to find a natural posture that works for you and doesn’t tip too far into either extreme.Lean InLeaning slightly towards yo ur interviewer can be a way of proving your engagement with the conversation and the ideas being presented. It makes you look eager, so don’t lean in too far or you might come across as desperate.Fold Your HandsNo idea what to do with your hands? Try keeping them folded in your lap, rather than crossing them. This also keeps you from fidgeting. Don’t forget to use them to gesture now and then when you’re speaking though. Not moving your arms at all can make you look robotic and weird.Nod PeriodicallyDon’t just sit and stare without moving when your interviewer is speaking. Try nodding along with what they’re saying- again, not too much, or you’ll look like a bobble head.Make a Strong ExitHow you exit the interview is just as critical as how you showed up. Stand up, gather your things, give a killer handshake, make solid eye contact and explain what a pleasure it was speaking with them and reiterate how keen you are to speak further about the opportunity. Then stride out like you own the place!

Innovation and Leadership Assignment Example | Topics and Well Written Essays - 3250 words

Innovation and Leadership - Assignment Example This paper illustrates that as contemporary experts in leadership and academic researchers highlight congruent aspects of the new era and draw attention on potential disruptive points and discontinuities, leadership emphasizes that only innovative, anticipatory, courageous and flexible individuals and organizations are capable to cope with the present uncertain and unpredictable business arena. Development studies confirm that creative companies, able to use innovation in order to improve value creation process or to differentiate products and services surpass their competitors in terms of market share, profitability, growth or capitalization. Innovation and technology management is still a complicated and risky problem: most new technologies fail to be translated into products and services, and those who become products and services not always gain the status of commercial success. In short, innovation can stimulate and strengthen competition, but in order to enhance a strong leader ship, it needs skills and knowledge different from those used for everyday business management. One of the first issues that arise when analyzing innovation consists in the multitude of interpretations that are attributed to the term; many times people even confuse innovation with invention. In a more limited sense considered by many researchers and practitioners, innovation is the process of transforming favorable situations into new ideas and putting these ideas in practices or products widely spread. Innovation does not necessarily mean selling a single significant breakthrough in a certain moment of technical and technological development (radical innovation) but also includes the use of changes (improvements) of less important technological know-how (an improvement or incremental innovation).

Research Article Example | Topics and Well Written Essays - 500 words

Research - Article Example Whereas it is oftentimes true that a certain level of correlation relates to a similar cause, the assumption that these two are mutually exclusive is oftentimes what leads individuals down the primrose path of expectation. For instance, the medical researcher must be keenly aware of the fact that a correlated trend between two or more groups is not significant enough to assume that a similar causation is responsible for their occurrence. Many scholars point to the fact that as drugs are tested on humans or animals, scholars oftentimes take note of unique similarities between the test groups. Oftentimes, a preliminary representation of these findings lends one to believe that joint causation must be exhibited. However, such an assumption is more often than not incorrect and should instead cause the researcher/healthcare professional to review the data and perform further tests prior to jumping to conclusions. Ultimately, the scientific method is predicated upon the ability of the researcher to test and prove that the findings are accurate, correct, and repeatable (Lee, 2012). An individual that works in a chicken processing plant may notice that ambient room temperature has an impact upon the overall shelf life of the chicken that is stored within the warehouse. In such a way, ambient temperature as an impact upon shelf life that shelf life does not have an impact upon ambient and stop in such a way that, the relationship is causal. By means of comparison and contrast, the relationship could be with respect to the overall exhibition of violence within a particular region as compared to the overall number of cell phone towers is not (Gelder, 2013). Whereas it may be true that a decreased number of cell phone towers are exhibited within areas that are less violent than others, the correlation does not equate to a causation of the actual reasons for this violence. Ultimately,

Diversity in organization Research Paper Example | Topics and Well Written Essays - 1500 words

Diversity in organization - Research Paper Example Hence proper management of diverse workforce is acutely necessary for the organizations. Table of Contents Table of Contents 3 Introduction 4 The evolving concept of diversity 4 Multiculturalism 5 Benefits of diversity in workforce for for-profit business organizations 6 Challenges faced by the organization due to diverse workforce 6 Conclusion 7 References 8 Introduction The world is changing rapidly and the concept of diversity has become a truism in current times (Rosado, 2006). Change in the view of the world is more vividly visible since the onset of the twenty-first century. At present diversity has been acknowledged in social and business layers, which include variety in labor force, civil rights of the human being, their property right and living and working conditions of the people. In the different industrialized countries across the globe, instances of demographically diversified labor force are increasing. In many countries gender relations are changing swiftly and the ef fect of this change is visible in the business sphere. With rapid globalization, the number of emigrant workers is increasing and recent trend shows that immigration is taking place into the developed countries of the world (Dumont, Spielvogel & Widmaier, 2010). The structure of labor population is also changing with the aging population in the developed countries, due to which the labor intensive organizations are facing higher diversity in their workforce. Increased diversification within workgroups or labor force has to be dealt sincerely through efficient diversity management. Such changes cast potentially important impact on group performance within organizations. According to Bleijenbergh, Peters and Poutsma (2010) diversity management in an organization further encourages the organization to attain their strategic goals. It allows inclusion of diverse employee categories and provides scope to the organization to allow individual development of its employees. Diversity managem ent in business supports creation and retention â€Å"of equal opportunities† (Bleijenbergh, Peters & Poutsma, 2010, p. 414). In the long term it helps to create a sustainable employment situation and leads to profitable business. The evolving concept of diversity The needs of this century pose the demand for a mass of citizens â€Å"that is culturally sensitive and internationally focused, with an orientation toward the future rather than the past† (Rosado, 2006, p. 1). Recent research works reveal that diversity management has come through over the years. There has been a gradual change in the purpose of diversity management from the ‘purpose of exclusion’ to the ‘purpose of inclusion’. In the beginning of the twenty-first century there was no definite established pattern or model for the organizations to follow while dealing with diversity related to physical, biological and social or cultural differences. Any behavior or attitude that belo nged to outside of the ‘norm’ prevalent in the particular society were identified as diversity and were dealt with the policy of â€Å"exclusion and control† (Rosado, 2006, p. 4). With the passage of time, particularly in the profit oriented corporate firms, organizational policy of dealing with diversity has changed; today in order to realize the maximum potential

Donor Services Essay Example for Free

Donor Services Essay 1. What was Joanna Reeds diagnosis of the situation in the donor services department? Sam Wilson was an American who ran the Guatemala branch of a U.S. aid agency. Joanna Reeds diagnosis of the situation in his donor services department found many problems. LEADERSHIP The biggest problem was that there was no leader who was accountable. Elena was the supervisor but she had no control. She also had no leadership skills and did not get respect because she was not bilingual and of a different religion. The supposed leader, Jose, spent almost all his time in the community services department. He did not pay attention and left things up to Elena. INEFFICIENCY IN WORK The translators mostly did clerical work even though they were bilingual. The work in the office was divided into set tasks, one done by each person, and not divided evenly. Some workers had too much paperwork while the others had spare time. Those that had spare time did not help those loaded with work. There was also lack of training in English and in work, so quality was bad. The workers did not think about the job and used many extra steps and wasted time. TRACKING The data was not shared in the department, so people had little knowledge about their job. There were no statistics about time, requests for information, or responses. There was little communication, plus there was resentment of Elena by some. Jose did not hear about problems or about good results. MORALE The agency was run by a religion and Elena was not of that religion. However, everyone was proud of the agency and the religion. But morale was low because the workers did not use or improve their skills and had only a set and boring role to do. They are frustrated with the department. GROUP DYNAMICS One translator Magdalena had experience, college education, and maturity. She had strong belief in the agency and was more professional. Three translators socialized mostly, and their leader Juana was outgoing with good oral English. Other translators had too much work. Everyones English was only fair. Supervisor Elena was left out. Elena was treated like just a watchdog. Boss Jose was not around much and paid no attention. 2. What should she recommend to Sam Wilson? (HOW) Joanna might have made these suggestions: LEADERSHIP Magdalena might be a good supervisor instead of Elena. Magdalena had experience, education, belief in the agency, maturity, and professionalism. Magdalena could keep herself from making others dislike her by keeping a distance away from them. She could also have got respect. Juana could be given more leadership roles, to use her humor and outgoingness. Elena could do a job that required the hardest work. Jose could spend all his time in the community services department. INEFFICIENCY IN WORK The working strategy was changed to divide all the work more evenly, so all workers did all jobs. They could be less bored and learn more through such training. They could work in a team environment, rather than be selfish for themselves. Joannas identified unnecessary steps, which caused the system to be slow; could be changed to a better workflow. The workers could be asked to think more about improvements. The workers could be trained more in translating, perhaps they could translate easy documents or parts of documents. Socializing could be minimized to break times. TRACKING Statistics about time, requests for information, or responses could be kept and shared with all workers. Communication about problems or about good results would be increased through meetings, talks with leaders, and newsletters. MORALE All workers could know all jobs and be given a minimum of boring work, while improving skills. The religion should be emphasized along with service to others. The department could link with community services more. Communication should be encouraged. Togetherness as a team with an important purpose whould be emphasized. GROUP DYNAMICS The leader should be respected because of English languge ability and leadership skills and be of the right religion. Theleader should also be around all the time. The secondary leader should be a team worker and skillful in communication. The workers should respect each other and work as a team. All persons should have clear authority and responsibility. The workload should be fair. REWARDS Joanna could recommend rewards to change both the workers and the managers behavior. They could get a bonus for achieving goals. They could get awards for service and efficiency. They could have a chance to go to higher positions in the agency. Perhaps they could visit the U.S.!

The First Female Prime Minister of Canada :: essays research papers

Kim Campbell, Canada's first female Prime Minister, rose quickly in her political standings reaching, what she would find to be the height of her career only seven years after entering politics. It appeared like the loss of the 1993 election and the all around destruction of the Progressive Conservative party was completely Kim Campbell’s fault however actually was a joint effort by Brian Mulroney and Kim Campbell. Kim Campbell rose so quickly in her political status that she did not have the experience that most of the others MPs had at her level. The Tories were finishing their second term in power and the people of Canada were displeased with Brain Mulroney by the time of his resignation. Kim Campbell was voted in as Prime Minister by her party and was not elected by the people of Canada. During the 1993 election Kim Campbell had an American company make a commercial that mocked Liberal party leader Jean Chrà ©tien’s physical disability. Kim Campbell’s first entered politics in 1986. She first won a provincial seat in Vancouver and in 1988 she won her bid for the House of Commons. She had many good ideas, one of them being the USA-Canada Free Trade Agreement. This part of her campaign was recognized by Brian Mulroney who was the current Prime Minister. In 1989 Mulroney appointed Kim Campbell to the position of Minister of State for Indian and Northern Affairs. Later, in 1990 she was appointed Minister of Justice and a year later became the Minister of Defence. Just two years after becoming Minister of Defence and 7 years after entering politics, she ran for leader of the Progressive Conservative party and became Brian Mulroney's successor. Kim Campbell inexperience in the world of politics gave her a huge disadvantage when things started to go wrong. Brain Mulroney and the Tories had been in power for two terms, a total of 9 years. The Canadians had become tired of Brian Mulroney and his Progressive Conservative government, so when it w as announced that he would resign most Canadians were happy to see him go. However his resignation did mean the end of the Progressive Conservatives power in Canada. Canadians unhappy with what the Progressive Conservatives had done chose to elect an other party. When Brain Mulroney resigned there was, in place of a federal election, a leadership convention. The Tories just had to elect a new leader who would then become the Prime Minister.