Ang Lees Eat Drink Man Woman and Cultural Values of Contemporary Chin Essay

Ang Lees Eat Drink Man Woman and Cultural Values of Contemporary China - Essay Example The inclusion of the fast food restaurant demonstrates the film’s thematic concern with Western influence in Eastern culture, as fast food has primary been identified as a Western entity. This theme is also developed with the inclusion of the Christian sermon. The film explores the Eastern/Western dichotomy through the perspectives of two of the sisters. The more liberal sister is more accepting of Western values and perspectives and has a relationship with a man who had lived in the United States. The conservative sister, by contrast, refused to follow her love interest after graduation to the United States and her life has been lived in opposition to this decision since. Food is a central concern of the film and is used for a number of symbolic purposes. Indeed, director Lee himself even indicated that he incorporated food as a central metaphor (Berry 2005). In one scene the father encounters the young girl while jogging and asks her why she is eating breakfast at the bus stop and she tells him she doesn’t have time for breakfast. As she enters the bus one sees the distress in the father’s eyes as a result of the conflicting new world values embodied in the time constraints of a modern society that eliminate the opportunity to sit and eat breakfast. Another significant thematic concern is the nature of love and social relations. The film explores an old world vs. new world dichotomy. These contrasting values are embodied in the perspectives of the sisters. One sister who is moving out has embraced a more liberal sensibility that understands relations to be based on a more open, and ever-changing foundation where being with multiple partners is permitted and leaving someone when the relationship has soured is acceptable. The other sister embraces a conservative sensibility and believes that a relationship should be long term. They two differ on the  nature of their parent's relationship, with their argument indicating the clash of these value systems.  

Democracy in America Essay Example | Topics and Well Written Essays - 1750 words

Democracy in America - Essay Example If the headlines and pundits are to be believed, the American government is a wreck. The reality of the situation is the American government is alive, well and working much the way it was designed by the gentlemen that crafted it over two hundred years ago. The system of checks and balances keeps any one branch of the government from bullying the other, personal liberties are vigorously defended each day and an amazing amount of services, from safe food to national defense, are provided ceaselessly to the American people. Considering the often touted inefficiencies of our democratic government and the wonderful things that are actually accomplished and achieved each day, it is clear that there are certain aspects of the constitution that could be changed or updated. This is clear when one looks at many of the social issues that face the nation at this time. The changes do not need to be profound, but as in any system, when you make a change to one part of the system, you may see nega tive effects in other parts. As we examine the parts of the out governmental structure, it becomes apparent that our modern society requires some changes to how people are elected to government, how the departments of government works, the relationship of the executive to the other branches of government and even some of the personal liberties enjoyed in the Bill of rights. ... I would increase the length of term for a member of the House of Representatives to four years. As it stands now, most of the House of Representatives spend their time running for re-election and not running the country. Elections every two years are a huge distraction to these members of congress. Running an election is more complicated and expensive than it was when the constitution was established. For this reason, members of the house should have longer terms. The House of Representatives should have 25% of its members being elected each year. This means that some of the members will always be running for office, but it also ensures that there will be constant turnover if people are not pleased with the way the House of Representatives is running the nation. These changes will result in more focused legislators and a more responsive House. The second change that should be made concerns the role of money in the electoral process. The entire process of getting elected now focuses o n having enough money to get your message out, hire staff and run negative advertisements against your opponents. The only donors that can give enough money to really influence a national campaign are the ultra-wealthy and large corporations. The Supreme Court has recently ruled that corporations can make unlimited, anonymous contributions to political parties and individuals though Political Action Committees (Liptak, 2010). This ruling is very dangerous for our democratic process. The Court reasoned that money is the same as speech, as protected in the Bill of Rights. The justices ruled that if the government curtailed the spending of money in the political process, then it would be the same a curtailing

Strategies for Effective Succession Planning

Strategies for Effective Succession Planning Abstract Most managers know that talented people are hard to find. If managers try to replace current employees, they often find that recruiting comparably qualified employees from outside the company may cost much more than keeping current employees. Companies will face problems when employees retire and take with them the knowledge and experiences. Succession planning is about filling the organizations talent pipeline and building internal bench strength. This paper through qualitative analysis, literature research and inductive methods of analysis, based on this study constitute the framework of dissertation. In this paper I try to explain effective succession plans and how to institute a succession plan. By citing some cases of some popular companies to explain why companies need succession plans and how these plans affect companies. Succession plan helps to ensure leadership continuity in key positions, retain and develop future intellectual and knowledge capital. Companies may face seri ous human resources crisis. By writing this research paper I realize no matter I am an employee or employer, I should always consider the future. The world is changing fast, only if I prepare for the change in the future can I chase the pace of the world. Keyword: succession planning, continuity, replacement, effect, HR crisis Introduction More and more managers are complaining that they cannot find satisfied employees to fill the void in working positions. When some excellent employees leave their companies, its hard to recruit new employees who are competent to the jobs. In todays fast-paced world, organizations cant miss a beat, especially when it involves their people. The reason that these organizations are facing this dilemma is they dont prepare well for the future. Its a disaster when organizations cannot get the right people to replace the positions in time. However, some famous companies like Microsoft, Intel and Apple; they seldom face this kind of problem. Lets take a look at how these well-know corporations deal with this. Steve Jobs, the CEO of Apple, has always had to leave his job because his health state. Usually a company will be affected by the absence of its CEO. However, during his absence, Apple maintained operated smoothly and successfully. Even nobody has questioned: What will Apple do without Steve? Over the last 40 years, Intel has maintained a high level of growth and creation while it has transited through five CEOs. Paul Otellini, Intels current CEO, had been working at Intel for more than 30 years before becoming CEO, and his supervisors have devoted their whole careers time at this company. Innovation and predictability have become the characteristic of the Intel. On the other hand, the replacement of Bill Gates at Microsoft was a schemed case that cost Microsoft more than eight years to complete. The long-term strategy would give Microsoft a chance to absorb new managers into the management level and provide the guarantee which both customers and investors are looking for. (Douglas Welton, 2009) In fact, not only these companies, all the successful companies use a helpful tool to maintain high-quality continuity in leadership. This wonderful tool is calledsuccession planning, thats the key point why they can operate successfully all the time. Main body Background In previous years, labor in the United States was plentiful and taken for granted. Managers had lots of time to evaluate and prepare employees for advancement over long time spans and to overstaff as insurance against surprise losses in key positions. That was true in that time because most jobs did not require comprehensive prequalification. Seniority (sometimes called job tenure), as measured by time with an organization or in an industry, was sufficient to ensure advancement. Succession planning and management activities mainly concentrated on leaders at the peak of tall organizational hierarchies because organizations were controlled from the top down and were thus heavily dependent on the knowledge, skills, and attitudes of top management. However, as time changed, few organizations have the luxury to overstaff in the face of drastic global competition from low-cost labor abroad and economic restructuring efforts. That is particularly true in high-technology companies where several months experience may be the equivalent of a years work in a more stable industry. At the same time, products, markets, and management activities have grown more complex. Many jobs now require extensive prequalification, both inside and outside organizations. Its not just for positions, leadership competency have become important factors fewer employees compete for diminishing advancement opportunities. As employee authority has broadened the extend of decision makers, leadership influence can be exerted at all hierarchical levels rather than limited to those few granted authority by virtue of their lofty titles and managerial positions. (William J. Rothwell, 2010) Unfortunately, United States is facing a demographic crisis. From these two charts of US population by age, we can see from 1965-2025, people who are 55 or older is the most fast growing group and they make up the main population of US, Whereas the population of other groups is maintaining nearly the same. Baby Boomers started leaving their positions in 2008. Its supposed that Gen X will replace Baby Boomers positions. However, the population of Gen X is much smaller than Baby Boomers; most of them are too young to be qualified to some managing positions, so Gen X cannot fill the void which results from Boomers leaving. The average retirement age in US was 62; it means the number of people who are not working is becoming larger. From 2010 the growth rate of labor force will fall dramatically from 12% to 2%. Projected labor force change by age shows huge hole in future workforce. What happens to work force if more and more employees are retiring with a low growth rate of work force? Definitely it results in a shrinking pool in workforce. Its a bad news to companies because they will suffer a lot if they cannot find the right person to fill the positions in time, especially when some skillful and experienced senior managers leave or retire from companies. For these reasons, organizational leaders must take proactive steps to plan for future talent needs at all levels and implement programs designed to ensure that the right people are available for the right jobs in the right places and at the right times to get the right results. The continuity of the organization over time requires a succession of persons to fill key positions. The best way to find talented individuals to fill roles in your organization is not the typical system of placing ads, making calls, and looking for individuals who might be unhappy in their current positions, and trying to do this during the two-week notice period of a departing employee is not going to help to find the best person for the position. (William J. Rothwell, 2010) Thats where succession planning comes in. Whats succession planning? Succession planning is a process for identifying and developing internal people with the potential to fill key leadership positions in the company. Succession planning increases the availability of experienced and skillful employees that are hopeful to undertake these roles as they become available. This process focuses on seeking the right person, not just the available person. Its built on the idea of recognizing the potential leaders in organization and developing them so that they are ready to move up when the opportunity arises. Its one of the best methods to promote recruitment and retention in organization. Although people often mix up replacement plans and succession planning, the latter goes beyond former planning because its focus is larger than one position or department. While often related to planning for senior executive replacements only, it is really broader than that can extend as far down the organization chart as managers want to go. It also differs from replacement planning because successors are considered by level on the organization chart. A talent pool is identified based on each level of management and a typical goal is to prepare as many successors as possible to be 80 percent ready for promotion to any position at the next level on the organization chart. The remaining 20 percent of development is provided when individuals have been promoted to higher level responsibility. Succession planning is usually based on the assumptions that: A goal is to identify a talent pool of many people who are willing to be considered for promotion and work to be developed for it. The future may not be like the past, and the competencies required at each level may be different in the future so that merely cloning past leaders is not appropriate. Development occurs primarily on the job rather than by off-the-job training experiences. (William J. Rothwell, 2007) Why succession planning matters? Some people question whether its worth to spend time and money on succession planning. They argue that, with many people losing their jobs and working below their skill level, it should be easy to find satisfied replacements for the reduced number of people who can afford to retire at a time that retirement funds with the stock market. But that thought is not true. The people who leave their work do not match perfectly to the people who will be replaced as retirements or job growth. For example, the job growth in health cares. How many workers leave from information technology can become accountants? The fact is that succession planning is needs whenever in good and bad situations. Organizations should consider the future; they should plan for change in the future. Competition for the talents is tend to be more and more intense, just rely on the external human resources will delay the development of organization. They should focus on the internal human resources planning to maximize the advantage of companys value. Succession planning is critical to the business because the high-potential employees will one day become the leaders of the Company. This is why they need to be provided with opportunities to learn widely in organizations. These candidates should also be trained to widen their experiences to look into the working environment so that they can get a good understand of what are they expected to be to remain successful. Another reason its important is the candidates recognized in the plan will eventually bear the responsibility for assuring the company is capable of meeting future challenges. These high potential candidates must be carefully selected and then provided training and development that gives them skills and competencies needed for tomorrows business environment.( Tom Bartridge,2005) It helps to improve employees commitment and retention, by given the opportunity to become high-potential leaders, employees will become more active in engaging the planning. To meet the career development expectations of existing employees, they will work harder to get the chance. The world is changing fast; the knowledge is exploding every day, so as the marketing organizations face. What is important today may become inferior next month. Organizations will be in trouble without plans for future change. To meet the responding flexibly to change, a succession plan is necessary. Succession planning does not belong to big companies only. Small business like family-owned firms also needs it. Succession planning is an important component of any business strategy process. Family-owned firms make 80% to 90% of all United States business, yet only 3% of all family businesses survive beyond the third generation. Succession planning will aid the business owners in preparing for the time when they arrive retire, addressing extreme matters such as illness or death, securing the survival of the business through the transition of ownership, maximizing the return of the retiring owners investment and minimizing tax burden at transfer. Succession planning process Now lets look at one of the most famous business leaders, Jack Welch, who started his working at General Electric in 1960. As he raised his position in the organization he displayed leadership qualities that distinguished him from his peers. What did Jack Welch think about succession planning? One of his most admired skills was the ability to develop his subordinates so there was always someone ready to take his place when Jack was offered a promotion. How successful was his strategy? In 1981 he became the CEO of General Electric and served in that position until he retired in 2000. Furthermore, in 1991, Jack Welch stated: From now on, choosing my successor is the most important decision Ill make. It occupies a considerable amount of thought almost every day. Thats a very strong statement for someone who owns the prospective and leadership competency to increase the value of General Electric from $13 billion to $410 billion dollars during his tenure. Its clear that succession planning and development of future leaders does not exist lonely. It needs to reflect the companys strategic goal. For any organizations to implement an effective succession plan, a number of key issues that need to be considered: The succession planning program must have the support and backing of the companys senior level management. Identify what skills the organization will need in 5, 10 or 15 years. Identify high-performers that are almost ready to step into those critical positions. Analyze the workforce and identify who will be eligible for retirement within the next Critical positions must be identified and included in the Companys succession planning program. Succession planning must be part of an integrated HR process that includes training, development and performance appraisal. A system for communicating succession planning information to managers must be established. Managers need to identify the responsibilities, skills and competencies that will be needed by their replacements. A systematic approach for identifying, nominating and selecting potential successors must be established. Background information on potential successors, such as education, experience, skills, appraisals and potential should be reviewed. The training and development requirements of potential successors need to be determined. The skills of potential successors must be developed through work experiences, job rotation, projects and other challenging assignments. A system for monitoring candidates development plan progress by senior management should be established. Succession planning must include a system for providing feedback and encouragement to potential successors. Succession planning is basically a numbers game that requires good organizational skills and the ability to pay attention to details. Finally, the succession plan must belong to the organization and not to the HR department in order to make sure it has the attention it deserves.( Tom Bartridge, 2005) Any succession planning will be organized to integrate all its components and emphasizes the internal development of existing employees in the organization. (Rothwell, 2005a) A succession planning starts from preparation. The first priority in the preparation is deciding members of succession planning team. This group will determine the scope of the entire project by formulating how many levels of management will be concluded. Here is an overview of the basic steps of the succession planning process: Preparation Get commitment Assess the organization. Determine key positions. Identify competencies for key positions. Identify and assess candidates. Create development plans. Measure, monitor, report, and revise. Preparation A succession planning starts from preparation. The first priority in the preparation is deciding members of succession planning team. This group will determine the scope of the entire project by formulating how many levels of management will be concluded. Get commitment No succession planning program can operate without managers and employees at all levels totally understanding why a succession program is needed. At the same time, executives, managers, supervisors and employees must clearly understand their role in the program. Organization should also link strategic and workforce planning decisions connect succession planning to the needs and interests of senior leaders. (William J. Rothwell, 2007) Assess the organization During this step, constitutors should assess current problems and practices or organization, whats situation around organization and analyze the strength, weakness, opportunity and threat (SWOT) of organization. Whats more, they will analyze present work requirements and individual performance to get overview of organization. Determine key positions. Decisions makers should analyze the gaps by determining current supply and anticipated demand. They should check whether the positions arrangement is reasonable and what modification should be done to make the operation more efficient. At the same time, future conditions should be considered, whether the organization needs some new positions to meet the changes in the future. Identify competencies for key positions. In this stage decision makers identify core competencies and technical competency requirements of those key positions, they align the organizations strategic objectives with the work and competencies need to realize those objectives. At the same time, they will identify the future work requirements and individual potential. The future will not necessarily be like the past. The organizations future requirements should be driven down to each level, job and function. The result should be expected future job descriptions and future competency models. Identify and assess candidates. Firstly, HR audits develop a pool of high potential candidates based on the requirements of positions, and then managers identify some high potential successors and their developmental needs. After observing their working for periods of time, their supervisors will evaluate those potentials. The candidates for promotion to higher level responsibilities should be considered against the background of the future. In other words, every individual who wants promotion is really working to be developed on an escalator because the competitive environment within which the organization performs is not static. Things are changing as individuals are being developed. It is not enough to suppose that successful performance in the past will make sure successful performance in the future. Instead, decision makers should find impersonal ways to determine how well potentials will perform at a future time or at a higher level of management. Create development plans To better help candidates improve themselves to make them qualified to the higher level positions; organizations should create development plans for them. This step focuses on closing developmental gaps found by previous step. To carry out this step successfully, managers should establish an individual development plan for each employee to narrow gaps between what the individual does now and what he or she must do successfully in the future to function at higher levels of responsibility. An individual development plan is like a learning contract. It is usually completed between an individual and supervisor. Candidates are inspired to take advantages of resources to help them build the competencies they need at higher levels of management. Resources may consist of training courses inside the organization, seminars or conferences outside the organization, internal job rotation experiences, and many other competency building efforts. (William J. Rothwell, 2007) Different plans apply to different level, job and function. Candidates should be given opportunities to express themselves. Not just tell them what to do, let them deal with problems by themselves to train them how to be a manager in the future. Measure, monitor, report, and revise The results of a succession planning program can be evaluated by measuring program success against the objectives established for the program in step B. By tracking selections from talent pools, listening to leader feedback on success of internal talent and internal hires, analyzing satisfaction surveys from customers, employees, and stakeholders and assessing response to changing requirements and needs. E. How succession planning works in hospitality Average turnover rate in hospitality industry ranges between 50-400% for employees and 25-200% for managers annually. Its pretty high when compared to other industries. For instance, in the electronics industry (well- known for its high turnover) the rate of turnover is only about 27%. High turnover rate is accompanied by high turnover cost; hotels have to spend a lot of money on recruiting new employees and managers, not to say the lose results from vacancies before the new candidates are selected. The profound changes that have occurred in the hospitality industry and the implications of these changes have affected the ways the hospitality industry hires, develops, and retains employees. It is critical for any hotels to pay attention on the aspect of hospitality human resources: managing the organizations human capital and retaining its professional employees. There are many departments in a hotel to satisfy different demands of customers. For example, front desk, food and wine, housekeeping and finance department they are all necessary to a hotel and any of them fail to operate properly will interrupt the integral organization. To avoid this kind of human resource crisis, succession planning is necessary to hospitality industry. A good succession planning in a hotel should develop different plans for different departments. The function and work of each department is distinctive, so plans makers should focus on each departments characteristic. When designing the talent pool for each department, decision makers should not forget the cross training. Cross training can provide hotels human resource backup to prepare for the peak season. Conclusion Succession planning is not something a good company can ignore because the consequences of not being prepared to replace key personnel will have a major impact on an organizations ability to achieve its goals and strategic targets. The succession planning process needs to be considered as part of the companys strategic planning process because it deals with projecting future changes by anticipating management vacancies and then determining how to meet these challenges. (William J. Rothwell, 2007) When it comes to hospitality people have to talk about the employees. Employees are the most important part of hotels operation. They have the strongest effects on customers who decide the success or failure of hotels. A succession planning is here to provide hotels with continuous talent pool to keep hotels run successfully and progressive. Succession planning should be approached with same conscientious objectives that one would benefit the management of any valuable asset. Retirement fund assets are invested in different vehicles depending upon an individuals appetite for risk. Investment yields are tracked. Investment strategies are modified when results do not meet expectations. Retirement fund managers are kept or fired based on portfolio results. Succession planning efforts should be managed similarly. Create a strict structure to gather assessment information, articulate goals, track progress and evaluate results. In this context, the people who should be at the top of your organization in the future will emerge as stars. (Richard Houston, 2007)

Downfall and Salvation in Crime and Punishment :: Crime Punishment Essays

In the novel Crime and Punishment, the so-called "extraordinary man" theory plays an important role. Raskolnikov, downtrodden, and psychologically battered, believes himself to be exempt from the laws of ordinary men. It is this creedo that makes him believe he has the right to murder Alyona Ivanovna. In the nineteenth century, the extraordinary man theory was widely popular. There were two main schools of thought on the subject, the proponents of which were the philosophers Georg Hegel and Freiderich Neitzsche. Both philosophers believed that there were a certain, select, handful of extraordinary people in the world. Both believed that these extraordinary people were above the laws of ordinary men and did not have to submit to their moral code. However, these philosophers disagreed on the motivation of the extraordinary man. Hegel believed that the "superman" could ignore the laws as long as his actions benefited the race of man as a whole. On the other hand, Neitzsche believed that the superman broke the laws in order to benefit himself alone. In a way, Raskolnikov submits to both theories of the extraordinary man. What is important to understand is why Raskolnikov believes himself to be extraordinary. Firstly, Raskolnikov's perilous financial state and near destitution cause him to be pushed to the edge of sanity. Secondly, the natural arrogance that stems from possessing a great intellect (which Raskolnikov does) causes Raskolnikov to believe that he is above everyone else. In respect to his crime, one can look at it from both the Hegelian and Neitzschean point of view. For the first five sections of Crime and Punishment, Raskolnikov takes a Hegelian view of his crime. He convinces himself that he killed Alyona Ivanovna because she was a bloodsucking leach on the body of the poor. Raskolnikov believes he is doing mankind a service by removing the dishonest and unfair pawnbroker. It is not until part six that Raskolnikov admits to himself that his ultimate motive was Neitzschean. He finally admits to Sonia that he killed Alyona just to see if he could do it. He wanted to know whether he was a "Napoleon," able to commit an evil act and walk away with no remorse. In short, Raskolnikov killed Alyona not because she was dishonest and he needed money, he killed her simply to benefit his ego. In some ways, the extraordinary man theory also applies to Svidrigailov and Luzhin.

How to Write a Bad Essay Essay

It is very easy to find any sort of information in the books or internet sites, which can be helpful for those students, who want to write a good essay. Our professors explain us how to organize our work on the essays, how to do a good research or how to create a clear thesis statement. From our friends or classmates we can get a good piece of advice on how to plan, reference and format our writing correctly. However, it is really very difficult to find some useful information for those students, who intend to write a really bad essay. There are no good books or articles, which can help or at least give some ideas for such students. That is why those students, who want to make their essays really bad and unusable, have to spend a lot of efforts and be very creative. In order to write a bad essay, the first and very important steps are to avoid looking for any relevant information and not to do any sort of academic research. It is recommended also not to visit any lectures and not to use any notes of the classmates on the subject. Second, for producing a bad essay it is absolutely essential to spend as less time as possible for your writing. It is good to start working on the essay right before the deadline: this will help you to avoid the temptation to go to a library, consult your professor or look for some reputable scholar sources. The third step is not to do any planning of the writing, especially not to write any outline or summary. The next step of producing a terrible essay is to avoid coming up with any idea or point of the writing. It is also important to keep away from answering the questions of the essay clearly and concisely. Instead, you can write down everything which is unrelated or is currently in your mind. The further step for those students, who want to write a terrible essay, is to be sure that it has no certain clear thesis statement or proper structure, as well as no such components as an introduction, body paragraphs and conclusion. The next essential step is not to be concerned about any plagiarism and stealing someone else’s ideas or thoughts for your essay. Usual â€Å"copy-paste† from an internet source, from a magazine or a book, incorporated into your writing without any citing or referencing, is one of the greatest ways to produce a bad essay. More to the point, it is essential to remember that a bad essay never has anything like a reference page or works cited page. At last, the next stage is to ignore any rules and standards of formatting and place your text randomly on the pages. Furthermore, for making your essay as worse as possible, it is crucial not to spend time for revising or re-reading your writing and ignore all possible rules of English grammar, errors, typos, run-on sentences and other imperfections. It is effective to use wrong words and numerous repetitions in the essay. As a final stage, it is very important not to allow any of your friends or classmates to help you and check out your essay for clarity and content. Finally, the very last idea is to print out your essay on dirty or used paper and be sure that it is late for submission. The majority of people are convinced that it is very easy to write a bad essay, because no special skills or talents are required. Nevertheless, taking into account everything mentioned above, it must be clear for every student that producing a bad writing is, actually, very hard and exhausting job. It takes a lot of attention and a lot of hard work, therefore, not everyone can complete this assignment successfully. In my opinion, writing a bad essay definitely takes more efforts than writing a good essay. Maybe that is why a great deal of students prefer not to get into a trouble and choose not to deal with bad essays. Therefore, I am sure that it is always safer, more interesting and challenging to write good, readable, clear, laconic and fully referenced essays. Works Cited: â€Å"How to Write a Bad History Essay.† Keele University. History School of Humanities. 19 Apr. 2008 .   

Seeking Jobs for Ftuers!!

TOPIC 1: what jobs are suitable for FTUers? Provide job description for the ones you recommend. What is the advice for today’s job seekers? Hi everyone! Thank you very much for coming here today. I’m Linh. I’m a first year student of Foreign Trade University. As you all know seeking a suitable job is very important for everyone after graduating, and FTUers are not exceptions. So I’m here today to talk to you about that â€Å"hot† topic: Seeking jobs! My presentation’s not gonna take too long so I hope you’ll find it interesting.I have divided my presentation into three main parts. First of all, I’ll start with the advantage of FTUers. Second, I’ll show you what jobs are suitable for FTUers and provide a description for sales and marketing manager. And third, I’ll offer some advice for today’s job-seekers. Don’t worry! There’ll be plenty of time left over for questions at the end. Before startin g, let me explain that I use â€Å"FTU† to stand for â€Å"Foreign Trade University† and â€Å"FTUers† are students of FTU. OK, let me go back to my first point: The advantage of FTUers.FTU is one of the most highly prestigious universities in Vietnam. FTU has gained enormous achievements in providing talented and high quality human resources to the economy and thus made great contribution to the cause of industrialization, modernization and global economic integration of the country. FTU is now offering a wide range of majors and specializations in economics, business, business administration, finance and banking and foreign languages. Students from FTU are recognized as being active and well-qualified.Most graduates from our university are likely to get the top priority of selection when they apply for jobs in companies and organizations in Vietnam. In some areas, FTUers are more needed by employers than the students majoring in the area itself (for example: i n banking, FTU candidates are said to be more competitive than ones from Banking Institution). What I mean is that being an FTUers, you have more chance to get a nice job than anyone else in any other university. (yes, anyone else! Now, let me turn to the next point. First, I’d like to recap the question â€Å"what jobs are suitable for FTUers? † As I said before, FTU graduates are so active and could apply for many kinds of job positions. They tend to find a job which has high salary, professional and active working environment, many opportunities to get ahead a promotion. If you’re a student specializing in economy, namely you can work for the leading import-export business, joint-venture companies, International co-operation agency in commercial field.Or if you major in banking and financial, you can work in the sale division or the credit department for the banks such as: ANZ, Agribank, BIDV†¦ or securities companies. There are so many jobs being suitab le for FTUers and choosing a job depends on many different factors. I believe that FTU graduates will get the best suitable job for themselves. We ARE the best, right? Well, as I promised before, now I’d like to provide a description for sales and marketing manager.As a sales and marketing manager, you’ll be involved in many different roles depending on whom you work for. Job duties include: assisting Marketing Manager in coordinating various integrated communication and marketing activities, coordinating in production of a wide range of marketing communications, providing product positioning materials as well as training for customer service and sales, working with customers in developing case studies, references, and testimonials, etc.And to become a good manager, you should have computer proficiency skills; plan decisions and practice good judgment; effective project management skills and ability to operate under solid pressure and meet tight deadlines. And of cours e, you have to be a self-motivated, confident, energetic, and creative person not only to get this job but also many other jobs. And now, let me move on to the final point of my presentation. Getting a job nowadays becomes harder and harder. So I’d like to offer some advice for today’s job seekers to help them get a good job.Before I talk about my advice, I want you to know that there are quite a lot of things you need to prepare to get a job so now I just give you some basic tips. The very first thing that you need to do is before an interview, please do research carefully (really carefully) about the company. You should be able to cite data you've learned about them. And remember: you have to be constantly positive and convinced (constantly positive and convinced) within your heart that you really want to work for this company.Even a slight lack of enthusiasm can affect the outcome. (Yes, I said even a slight lack of enthusiasm) The second thing is finding an experie nced friend to rehearse an interview. Better yet, make a video! You need to be rigorously critical about your performance and never give up improving that performance. And the last but not the least is being prepared for rejections, and don’t waste your time getting angry at the perceived unfairness of them. Just get better at your interview skills for the next time.Well, that final tip brings me to the end of my presentation. I’d like to run through my three main parts again: The first part is the advantage of FTUers, the second part is what jobs are suitable for FTUers and a job description for sales and marketing manager, and the last part is some basic tips for today’s job seekers. I hope my presentation is comprehensible and useful for you guys. Thank you very much for listening. And now if you have any question, please feel free to ask me.