Analysis of Quinceanera is one Hispanic tradition Essay

Examination of Quinceanera is one Hispanic convention - Essay Example Along these lines, she guaranteed me that she would get me such a dress, that would cause me to feel like Cinderella. I was so cheerful when at long last she got me a delicate pink dress with sparkling white blossoms covering its outskirt. I had not seen such a charming dress for a young lady my age. And afterward the unique day showed up. I wore the wonderful dress and joined my folks and family members to begin the strict function. The most extraordinary thing that happened that day was that my dad, who had isolated from us a few years back, was with me to praise my day. We went to the congregation and appealed to God for my wellbeing and thriving, and said thanks to Him for carrying this day to my life.â When the service was finished, we went to the recreation center on a limousine to take pictures. We took a wide range of single and gathering pictures with the goal that I could make a collection of them to have the option to recall this day’s recollections later.â  M y mother gave an introduction to thank all loved ones who had come to commend my birthday celebration. She likewise wished me a cheerful birthday. At that point, the ball move started. I hit the dance floor with my oldest sibling, William. I was stressing that something would get off-base and everyone would chuckle at me yet everything went easily.  Then, it was the ideal opportunity for my dad to wish me a glad birthday. I turned out to be so enthusiastic at that point that my eyes loaded up with tears and a companion of mine offered me a tissue paper so I could wipe my tears away. His discourse made me cry since I actually never acknowledged how much my dad cherished me.â â ... At that point, the ball move started. I hit the dance floor with my oldest sibling, William. I was stressing that something would get off-base and everyone would giggle at me yet everything went easily. At that point, it was the ideal opportunity for my dad to wish me an upbeat birthday. I turned out to be so passionate at that point that my eyes loaded up with tears and a companion of mine offered me a tissue paper so I could wipe my tears away. His discourse made me cry since I actually never acknowledged how much my dad adored me. He stated, â€Å"Now it’s time to make my daughter a youthful lady†, and afterward he jumped on his knee, changed my shoes and had me put on a delicate pink high obeyed pair of shoes, and kissed me. My auntie took me to a pleasantly improved room where she applied cosmetics on me. I was truly resembling a youngster. From that point onward, it was the ideal opportunity for lunch. The menu had probably the most superb and notable Spanish dish es, for example, serving of mixed greens, lasagna, platanos (plantains), sopa de pollo (custom made chicken soup), pernil (smoked pork), empanadas, rice with beans, corn, and meat. Everyone adulated the menu and delighted in the lunch without limit. At that point, it was the ideal opportunity for farewell and I bade goodbye to everyone. I end my account with some warm, comfortable, alleviating and lovely recollections in my heart that my pen isn't having the option to pass on to the paper productively. What I felt that day is being inconceivable for me to portray in words. At whatever point I see those photos that we took in the recreation center, I miss my companions and the vast majority of all, my dad. He was there with me that day and turned into the main motivation why that day was the most exceptional day of my life. Last however not the least, I thank my mom to mastermind such a magnificent festival for me on my fifteenth birthday celebration and causing me to feel like a

Express Quantity in English for Beginning Speakers

Express Quantity in English for Beginning Speakers There are numerous expressions used to communicate amounts and sums in English. As a rule, much and many are theâ standard quantifiersâ used to expressâ large amounts. Which articulation you use will frequently rely upon whether the thing is countable or uncountable, and whether the sentence is negative or positive. While much and many are among the most widely recognized, the accompanying articulations are regularly utilized instead of a lot and many, particularly in positive sentences: A ton ofLots ofPlenty ofA extraordinary arrangement ofA enormous number of These articulations can are joined with of in the feeling of generally, many, or much. Many individuals appreciate tuning in to jazz. A lot of time is spent understanding these issues. In any case, note that much, most, and many don't take of. A great many people appreciate tuning in to some sort of music. Not: Most ofâ people... Much time is spent getting math. Not: Much of time is spent ... Much Much is utilized with uncountable things: There is a lot of enthusiasm for learning English around the globe. What amount of cash do you have? There isnt much margarine left in the cooler. Much is utilized in negative sentences and questions, as well: What amount of cash do you have? There isnt much rice left. Note that much is once in a while utilized in the positive structure. English speakers by and large utilize a great deal of or parts ofâ with uncountableâ nouns. We have a ton of time. Not: We have a lot of time. There is a great deal of wine in the container. Not: There is a lot of wine in the container. Numerous Many is utilized with countable things: What number of individuals went to the gathering? There arent numerous apples on the table. Note that many is utilized in the positive structure, not at all like much:â Andrew has a ton of companions/Andrew has numerous companions. A ton of my companions live in New York/Many of my companions live in New York. A Lot of/Lots of/ Plenty Of A ton of and loads of can be utilized with both countable and uncountable things. A great deal of and bunches of are utilized in positive sentences: There is a great deal of water in that container. Hes got loads of companions in London. Note that as a rule, bunches of sounds less formal than a ton of.â A Little/A Few A little and a fewâ indicate an amount or number. Utilize a little with uncountable things: There is a little wine in that bottle.â There is a little sugar in my espresso. Utilize a couple with countable things. He has a couple of companions in New York. We purchased a couple of sandwiches on our way to the recreation center. Little/Few Little and few demonstrate a constrained amount. Utilize little with uncountable things: I have minimal expenditure to spend. She discovered brief period for work. Utilize not many with countable things: He has barely any understudies in his class.â Jack discovers scarcely any motivations to remain. A few Utilize some in positive sentences when there is neither a great deal nor a bit. Some can be utilized with both countable and uncountable things. We have a few companions who work in Los Angeles.â Ive set aside some cash to spend in the midst of a get-away this summer.â Any (Questions) Utilize any in inquiries to pose on the off chance that somebody has something. Any can be utilized with both countable and uncountable things: Do you have any companions in San Francisco? Is there any pasta left?â Note that when offering or mentioning something utilize some rather than anyâ for affable inquiries. OK like some shrimp? (offer) OK loan me some cash? (demand) Any (Negative Sentences) Utilize any with countable and uncountable things in negative sentences to express that something doesnt exist. We wont possess any energy for shopping today. They didnt have any issues finding our house.â Enough Utilize enoughâ with countable and uncountable things to express that you are happy with the measure of something. She has sufficient opportunity to visit her companions in Dallas. I think we have enough burgers for tomorrows grill.â Not Enough Utilize insufficient when you are not happy with the measure of something. Im apprehensive theres not sufficient opportunity to proceed with this discussion. There are insufficient individuals working at the moment.â Each/Every Utilize each or each when alluding to the people in a gathering. I figure each individual in this room would concur with me. Im sure each progression of this procedure is important.â Huge/Big/Vast/Huge Amount of Utilize these modifiers with measure of with uncountable and countable things to communicate enormous amounts. This structure is regularly used to overstate exactly how much there is. There is an immense measure of work to be done to today. Tom has an immense measure of information about the subject.â Little/Small/Minuscule Amount ofâ Utilize these comparable descriptive words with measure of to communicate exceptionally little amounts. This structure is regularly utilized in embellishment to communicate how little there is of something.â Diminish has a modest quantity of persistence, so dont joke around with him. There is a tiny measure of time left to enlist. Hustle just a bit!

Certified Specialist of Wine Review Free Essays

Maps Review France Major AOC Wine Producing Regions Champagne, Alsace, Burgundy, Rhone Valley, Provence, Languedoc, Bordeaux, Loire Valley Chris and Bored Raj Played Little Balls Loudly Major Topographical Features: Massif Central ( Central good countries of the nation), Alsp in SE, Loire, Garonne, Dordogne , Rhone and Rhine Rivers and Vosges Mountains †NE France †Shields vineyards of Alsace , Champagne and Chablis Mediterranean atmosphere : Rousillion, Languedoc, Provence and Rhone Regions Red Grapes prevailing: Full Bodied, Moderate acridity Sea Climate: Western piece of France, Loire Valley White Grapes overwhelm: high acidic, low to medium body, low in liquor White Grape Varieties 1) UGNI BLANC ( Trebbiano), Chardonnay, Sauv Blanc, Melon de Bourgogne ( Muscadet), Muscat ( Vin Doux Naturales), Chenin Blanc Red Grape Varieties: 1) MERLOT ( Bordeaux and Languedoc), Grenach, Syrah ( N. RHONE), Carignan, CAB ( Bordeaux), Cab Frank ( endures cool climate †Loire), Gamay, Pinot Noir ( Burgundy), Cinsaut ( mixing grape of South), Pinot Meunier ( other Red grape of Champagne), Mourvere ( Languedoc Provence) Vin de Table, Vin de Pays, VDQS, AOC (300, ? of French Wine) Bordeaux Highlights ( SW FRANCE) Known for Long Lived, High Quality Reds Sweet White Dessert Wines Varieties: Melot, Cab, Cab Frank, Malbec Petit Verdot, Garonne and Dordogne Rivers structure the GIRONDE, streams into Atlantic River partitioned locale in 3 Sections 1) Left Bank †West a. Upper End Left Bank Reds : Cab Territory, Medoc Region †World’s Finest b. We will compose a custom article test on Guaranteed Specialist of Wine Review or on the other hand any comparable theme just for you Request Now Sweet White Wines originates from Sauternes on Left Bank, Botrytis Condition/Noble Rot 2) Right Bank †East . Upper End Right Bank Reds : Top Quality, Long Lived Reds I. Pomeral St. Emilion AOC’s 3) Entre †Deux †Mers a. Dry White Wine Area †Graves, Area of Left Bank North is called MEDOC, south and west of the city is called GRAVES †Most White Varietals are found here†¦ Sauvignon Blanc and Semillon, Muscadelle Bordeaux AOC versus Bordeaux Superior †Can be utilized for Red and Sweet White, more tight limitations, more seasoned vines ,lower yields, a while of maturing, higher least readiness at gather, half degree higher liquor MEDOC: Four of the most regarded towns †St. Estephe, Pauillac, St. Jullien, Margaux GRAVES: Sauternes †Sweet Wines, Pesac †Leoganan †split off from Graves to set up its own character †most exceptionally respected Ch. Of District Bordeaux Classifications Top Level †Premier CRU involved 4 Chateaus : Haut Brion (Graves ), Lafite †Rothschild, Latour Margaux , WHITES †FIRST SUPERIOR GROWTH = Chateau d’ Yquem St. Emilion Grand Cru: just arrangement framework on Right Bank: Grang Cru Class and Premier Grand Cru Classe: Ch. Ausone and Ch Cheval Blanc †Category A RANKING LOIRE VALLEY Loire River = Longest River in France, Flows NORTH Known for Crisp White Wines, Light Red Wines and some Fine Sweet Sparkling Valley Divides into Three Winegrowing locales, West to East†¦ Pays Nantais ( Nantes County) †Chilly oceanic Climate, Melon de Bourgogne ( muscadet), 4 MUSCADET AOC’s Central Loire ( Anjou and Touraine) †Humidity stays high from ocean, Botrytis Development, Chenin Blanc Sauvignon Blanc, Cab Frank for Reds and Roses, Malbec/Cot, Grolleau and Gamay FINES BULLES ( Fine BUBBLES) : Specialty here, made in Traditional Champagne Method however utilizes Chenin Blanc and either Cabs as Main Ingredients †Anjou AOC ( fundamentally Cab Frank), Raose d’ Anjou ( Rose/Mainly Grolleau ) Cabernet D’Anjou ( 2 Cabs ony), Rose de Loire ( Dry Rose) Sweet pastry wines are the claim to fame , botrytis favors conditions †Coteaux de Layon AOC : Subregions are Bonnezeaux and Qu arts-de-Chaume (100 % Chenin Blanc), Premier Dry White Appelation = Savennieres ( 100 % Chenin Blanc) SAUMUR: Known for its shining wines †Chief Source of Grapes for Cremant de Loire †Sparkling wine †TOURRAINE: Bourgueil Chinon †areas that are known for great red wines , 90 % Cab Frank , Vouvray †utilizes 100 % Chenin Blanc and can be dry or sweet, likewise Montlois Su Loire †produces comparable wines †Sancerre Pouilly †Fume : 100 % Sauvignon Blanc Wines, Also Pinot Noir Eastern , Upper Loir ,( Sancerre/Pouilly †Fume) Continental atmosphere, Sauvignon Blanc-minerally with high corrosiveness and fine aromatics , hard soil makes SMOKIER flavor CHAMPAGNE Four Zones : Montagne de Reims ( Chard), Vallee de La Marne (Pinot Meunier Pinot Noir), Cote des Blancs (Chardonnay), Cote des Bar (Pinot Noir) Kimmerdigian Clay: In Cote de Bar Region, Clay made during the Jurassic time frame, Chalky soil shaped by Microscopic Shellfish †High Water Ret ention limit, heat maintenance and warmth reflection Chardonnay, Pinot Noir Pinot Meunier Champagne Styles: Non Vintage ( Blend of Wines from Several Vintages †MUST age for 1 year on remains in the container), Vintage (Single Year Harvest †min 3 years maturing), Prestige Cuvee (Top of Line delivered by Champagne House), Blanc de Blancs (Chard), Blanc de Noirs, Rose Dry to Sweet: Brut, Extra Dry, Sec, Demi Sec, Doux ALSACE NE Corner of France, Vosges Mnt Rhine River ,Lies Across German Region of Baden, Cold Continental Climate, Dry in view of shadow of Vosges Grape Varieties: Reisling, Gewurtztraminer, Pinot Gris Pinot Noir 2 Styles of Dessert Wines ) Selection de Grapes Nobles: Sweet, Sauternes Style , Botrytized Wine 2) Vendange Tardive: Late reap grapes, could conceivably be influenced by Botrytis Alsace AOC: 100 % of any of the accompanying; Riesling, Gewurtztraminer, Pinot Gris, Auxerrios, Pinot Noir, Sylvaner, Muscat and Chasselas †Blends of these assortments are called EDELZWICKER CREMANT D’ ALSACE AOC: shining wine †Pinot Blanc, Pinot Gri s, Riesling, Chardonnay, Pinot Noir and Auxerrois BURGUNDY Known for exquisite, smooth and complex Pinot Noirs and complex dry white wines from Chardonnay Distinct Vineyard Areas Chablis ( Makes STILL wine) Cote d’ Or †Lies SW of city of DIJON Divided into 2 Segments: Cote de Nuits †North (Pinot NOIR DOMINATES), Cote de Beaune †South Cote Chalonnaise Macconnais (Gamay) Grape Varieties: Chardonnay Pinot Noir †CLAIM TO FAME, Gamay, Aligote (Minore white Variety of BURGUNDY) Burgundy Wine Styles: All Dry and Still, Moderate in Alcohol, Acidity tannin , Earthiness, Oak Aging is Norm, South of Chablis †Chardonnay is Richer and Less Acidic, Cotes d Or †Wet Earth Wine Style Instructions to refer to Certified Specialist of Wine Review, Essay models

Everything You Wanted To Know About Wikipedia Stuff You Never Thought To Ask - The Writers For Hire

All that YOU WANTED TO KNOW ABOUT WIKIPEDIA, PART 1 All that You Always Wanted To Know About Wikipedia (and most likely some stuff you never thought to ask), Part 1 Wikipedia has gotten a norm, go-to asset for a wide range of realities: Want to have a universal knowledge of the mammoth squid? Need a rundown of each Nobel Prize victor, sorted out by nation? Intrigued by the historical backdrop of Microsoft? Ever pondered about the contrast between East Coast and West Coast hip-jump? Wikipedia is an extraordinary case of the magnificent things that can happen when individuals get together and pool their insight and mastery. Anybody with a PC and an Internet association can add to Wikipedia. Be that as it may, this doesn’t mean Wikipedia is a chaotic situation. Truly, anybody can contribute another article or alter a current one yet on the off chance that you need your commitment to â€Å"stick,† you’ve got the opportunity to keep a huge amount of rules with respect to content, sources, lack of bias, and remarkableness. Anyway, what makes a â€Å"good† Wikipedia article? Does your item, administration, or organization have a place on Wikipedia? What occurs if your article gets hailed? What's more, what does â€Å"flagged† mean, in any case? Wiki can be muddled (and even a touch of scaring) to the unenlightened. That’s why we’ve chose to do a progression of blog entries investigating the intricate details and rules of Wikipedia. This week, we’re commencing the arrangement with a couple of the rudiments. First of all: What is Wikipedia? Wikipedia is an online reference book †yet I'm not catching that's meaning? Here’s a decent definition, from Wikipedia itself: Essentially, all that you have to think about Wikipedia is in the above sentence: Wikipedia is â€Å"neutral.† as it were, it doesn’t speak to one single perspective regarding any matter. Wikipedia contains â€Å"verifiable, set up facts.† As in, realities that have been distributed by a uninterested and solid outsider. Realities that you can confirm by checking a few sources, for example, (trustworthy) paper or magazine articles. We’ll take a more top to bottom glance at both nonpartisanship and sources in future posts. Yet, at this moment, let’s simply center around the 10,000 foot view. Thus, since we recognize what Wikipedia is, let’s take one moment to examine what Wikipedia isn’t. What's more, there are a mess of things that Wikipedia isn’t. Actually there’s an entire page on Wikipedia committed to this point, and it’s truly long. Basically, however, it comes down to this: Wikipedia isn't a blog/fansite/individual site. So you can’t write in first-individual, and you can’t compose anything you desire. It’s not a spot for yelling about legislative issues or enthusing about your preferred film or TV appear. That’s not to state that your preferred TV show doesn’t merit a Wikipedia page. It presumably does. Be that as it may, it despite everything needs to fit in with Wikipedia’s guidelines. At the end of the day, similar to this: Not this: Wikipedia isn't a spot to distribute your unique research/creations/revelations. Let’s state you simply found another planet or designed a super-cool new iPhone application. This is awesome †however it’s not Wiki-proper. Since Wikipedia is a spot for â€Å"established† realities, it’s not a spot for your unique work or research . . . however. (We state â€Å"yet† supposing that a built up, outsider distribution like Newsweek or the Wall Street Journal composes an article about you and your new planet/iPhone application, you may really be Wiki-qualified. In any case, more on that later.) Wikipedia isn't a spot for notices/self-advancement. Once more, we’ll get significantly more top to bottom with this later, yet when expounding on an organization, item, or administration you must be extra-mindful so as not to sound one-sided. Wiki pages that sound like they were composed by a company’s PR division rapidly get hailed for lack of bias/irreconcilable circumstance issues, which resembles this: That doesn’t imply that your item, administration, or organization doesn’t have a place on Wikipedia. It just implies that, on the off chance that you need your Wiki page to â€Å"stick,† you need to observe the principles. Wikipedia, The Writers For Hire, and You (or Your Company/Product/Service) We’ve made many Wikipedia articles for customers on a wide scope of subjects. What's more, we’ve got a great reputation. What's more, that’s on the grounds that we turn down more Wiki ventures than we acknowledge. It’s not that we don’t need your business. We do. In any case, we don’t need to take your cash in the event that we realize that your page won’t stick. Before we acknowledge any Wikipedia venture, we ensure your subject is qualified for a Wiki page. To be qualified, a subject must meet two significant standards: It should be prominent, and it needs to have gotten critical inclusion by unbiased, trustworthy outsider sources. We’ll get more into both of these as we proceed with our Wikipedia arrangement. Stay tuned! Coming up straightaway: Notability.

Comparing the Grandmother in The Necklace and A Good Man is Hard to Fin

The Grandmother in The Necklace and A Good Man is Hard to Find   The principle characters Mrs. Loisel in The Necklace and the grandma in A Good Man is Hard to Find are fundamentally the same as in light of the fact that both these characters wouldn't admit to a misstep that they had made. The two of them had a similar inspiration preceding the misstep and they likewise had a similar explanation with regards to why they needed to stay silent about it. In spite of the fact that Mrs. Lisle's and the grandma's punishments were extraordinary, it is still reasonable for think about the two in light of the fact that in any case, in any condition, both their lives were destroyed. Mrs. Loisel and the grandma are fundamentally the same as because of the way that the two of them had a similar inspiration before their mishap. It was a narrow minded inspiration that cost them their lives. Mrs. Loisel's character was childish in The Necklace on the grounds that as opposed to wearing blossoms like her better half recommended, she decided to acquire her companion's adornments. You can wear some common blossoms. At this season they look chic. For ten francs you can have a few brilliant roses. 'No, she answered, there is nothing more embarrassing than to have a ratty air amidst rich ladies.' (67) This is really a demonstration of self-centeredness on Mrs. Loisel's part. In the event that she wouldn't have been so self-important, she could have quite recently worn the blossoms to the gathering and it would have spared her a great deal of difficulty. The grandma's character in A Good Man is Hard to Find is additionally egotistical in her inspirations. She believed she needed to mislead her child, girl in-law and her grandkids with the end goal for her to have the option to see that decent house once more. 'There was a mystery board in this house' she said cunningly, not coming clean however wishing that she were, 'and the story went that all the family sil... ... similar on the grounds that like I outlined previously, they were both narrow minded individuals. All things considered, these two characters were fundamentally the same as. The two of them had the equivalent narrow minded inspirations. The two of them needed something, and they couldn't have cared less what they did to get it. They additionally had similar purposes behind staying discreet calm, they feared shame. What's more, at long last the two of them destroyed their lives. Mrs. Loisel must be a persevering lady for a long time, which truly negatively affected her. The grandma was murdered, just as the remainder of her family. In the event that Mrs. Loisel and the grandma would have come clean from the beginning none of this would have occurred. Be that as it may, presently, much the same as most everybody throughout everyday life, they had to pay dearly for accomplishing something incorrectly. Despite the fact that they didn't merit the discipline they got, I get it was all in the karma of the draw.  

Fall 2017 Transfer Reviews - UGA Undergraduate Admissions

Summer/Fall 2017 Transfer Reviews - UGA Undergraduate Admissions Summer/Fall 2017 Transfer Reviews In mid-February, our office started reviewing Summer transfer applications, as well as a small number of fall transfer decisions. The deadline for summer has not passed and we are still receiving applications and documents, so we cannot say how long it will take us to finish or guess when you will hear a decision. If you applied early for summer or fall, please be sure to check your Status page to see if we have your most up-to-date transcript(s). If you were enrolled in coursework last fall and have not sent a transcript with your fall grades, you should have one sent as soon as possible. To be complete and ready to review, we must have a transcript from each college/university you havepreviouslyattended. If we see that you were enrolled in courses last fall and we do not have a transcript with those grades, you are not complete and this will delay a review of your application. Once we complete the Summer transfer reviews, we will then begin to focus full time on our review Fall transfer applicants. Just like the summer files, we do not know how many will apply, how long each review will take, when you will hear, etc. The best this is to just be patient as we review the files. As well, Fall transfer applicants need to make sure we have the most up-to-date transcripts, and that we have individual transcripts from each college attended, even if it was dual enrollment work in high school. One change for this years transfer decisions is that we have a new admissions system, which allows for a little quicker review of files, but more importantly for communications to go out once a change to your application status (generally an admit or deny decision) has been made. We will be releasing transfer decisions every Friday late afternoon (starting this Friday, 2/24), and emails go out about 15 minutes after a decision is released. This means there is no need to constantly check on your status page for a change, and it allows us to perform a number of checks on decisions prior to releasing them. Go Dawgs!

Market Star Human Resource Management Analysis - Free Essay Example

Market Star Human Resource Management Analysis Brief History Founded in 1988, MarketStar is a sales and marketing outsourcing company providing flexible retail, VAR (Value-added reseller) and direct sales solutions for the worlds leading and emerging companies. MarketStar uses skilled sales and marketing professionals and industry-proven go-to-market tools and intelligence to help clients accelerate sales and achieve market dominance. Its proficiency in recruiting professional and dedicated outsourced sales staff that delivers actionable knowledge has enabled them to consistently produce predictable and profitable results. MarketStar was founded by Alan Hall in his basement in Ogden, Utah. MarketStar is still headquarted in Ogden, Utah, but serves companies all over the country. Now, MarketStar has approximately 2,500 employees worldwide serving clients in more than 20 countries on six different continents. MarketStar is a part of Omnicom Group (NYSE: OMC)—the worlds leading marketing communications company. This affiliation allows MarketStar to collaborate with other Omnicom Group members to better serve its clients. Dave Treadway, president and CEO since 2003, is responsible for the strategic and operational leadership of MarketStar. Under Treadways direction, MarketStar has accelerated investments in thought-based leadership, including market analysis. MarketStar represents several Fortune 500 companies, including Hewlett-Packard (14), Verizon Communications (17), Microsoft (44), and Cisco Systems (71). MarketStar employees drive an average of $5 billion in sales for their clients each year. Characteristics of a good Human Resource Management Most Important * Employment Security * Selectivity in Recruiting * Fair Wages/Incentive Pay * Employee Ownership/Participation and Empowerment * Information Sharing * Self-Managed Teams/Training and Skill Development * Promotion from Within Employment Security MarketStar is contracted to represent other companies, which implies that job security is not guaranteed. The companies represented by MarketStar could decide to forgo the services provided; causing a lack of jobs for the teams that represented the dismissed company. In such scenarios, MarketStar does all possible to move the employees of the dismissed teams to other teams available. The downside to employment security at MarketStar is there is simply no future work guarantee. When certain MarketStar accounts close, the company may have no choice but to lay the employees off. However, in our survey, the majority of MarketStar employees felt fairly comfortable that job security was available to an extent. Some employees were even found in the situation of an account closing, but were repositioned and kept their jobs as different employees in different teams. We feel the employment security at MarketStar is rated around the average score because even though there is no guaranteed work for life, MarketStar will help to keep their current employees with the business. Layoffs may come but mostly due to outside circumstances. Selectivity in Recruiting MarketStar helps many different types of companies and therefore attempts to place MarketStar employees to best fit the needs of their clients, other companies. MarketStar posts job opening on their website with a brief overview of their company and then the responsibilities expected of the opening they are seeking. Here is an example of a current job opening in Ogden, UT for a Player/Coach Inside Sales Rep. Marketstar currently has an opportunity available for Inside Sales Player Coach who will be responsible to work with the Inside Sales Account Managers to provide sales support and be responsible for outbound calls into prospective accounts regarding inContact products, services and provide leadership for the team. RESPONSIBILITIES: †¢ Assist manager with day to day management of the team †¢ Identify needed skill sets, and teach those skills to those he/she upervises, both in individual and group settings †¢ Understand the industry and the client’s business objectives and develop and implement a strategy that will achieve those objectives †¢ Responsible for sales lead entry REQUIREMENTS: †¢ College degree preferred †¢ 5 years+ work experience †¢ Knowledge and experience in the B2B channel and IT industry †¢ At least 1 year previous management/coa ching experience †¢ Previous sales and marketing experience needed †¢ Prior experience in handling customers †¢ Must be detail oriented Strong ability to multi task and manage time †¢ General knowledge of the business to business sales process †¢ Motivated to excel in results and be a self-starter †¢ Must have a technology aptitude MarketStar does not discriminate in any aspect of employment on the basis of race, color, religion, national origin, ancestry, gender, sexual orientation, gender identity and/or expression, age, veteran status, disability, or any other characteristic protected by federal, state, or local employment discrimination laws where MarketStar does business. This job posting shows they are very selective with requirements such as, 5 years+ experience, must be detail oriented, at least 1 year previous management, etc. If you apply online for this job it requires an answer from each one of the requirements listed above. Since MarketStar is very specific in the needs they are looking for we do not recommend in changes in this area. Fair Wages/Incentive Pay MarketStar offers competitive wages with very competitive benefits. Although exact salaries and wages are not made available, nearly all of the surveyed employees expressed feelings of being paid fairly in regards to their job responsibilities. MarketStar also offers performance-based bonuses, work related reimbursements such as mileage reimbursements and cell phone service reimbursements, and other pay incentives that are all dependent on the position and the client. MarketStar also offers competitive benefits including multiple medical and dental plan options, paid holidays with additional floating holidays, paid vacation and personal time, 401k matching, stock purchase options, and more. Some of the extra benefits that MarketStar employees receive include employee discounts, paid birthdays off work, semi frequent contests, and extracurricular activities during the paid workday such as movie days or barbeques. In the end, MarketStar seems to rank pretty highly in regards to competitive pay and benefits. Employee Ownership/Participation and Empowerment Employees are given personal and team related goals that are generally measured monthly or quarterly. Although this allows employees to have a direct affect on the organization, the consensus of the surveyed employees was that they were not involved in the goal setting or KPI setting process. Certain positions within the company do allow employees to manage their territories, work schedules, and customer base individually; however, some positions are not as flexible. It seems that employee empowerment is based on what position you have and what client you represent. I recommend that MarketStar implement a goal setting procedure that includes input from the entire team. Each team member of each team should be given the opportunity to participate in the goal setting process to give him or her more empowerment over the work they will set out to achieve. Along with participating in goal setting, employees should be given the opportunity to make decisions on individual and team procedures and requirements to meet the expectations and goals of the individual and team. Information Sharing MarketStar has an internal website where employees can view information and past articles that were written. The public website also contains some information on financials. Occasionally, MarketStar sends emails with information about the company. From an employee perspective, MarketStar does not share much information as a whole to employees, but more on an individual team base. We recommend that MarketStar focus more on sharing information about the position of the whole company through more detailed email reports. This could help employees feel more important about the job they are performing and that it is making a difference to MarketStar as a whole. Self Managed Teams/Training and Skill Development We consider MarketStar’s new hire training to be average. The overall consensus in our survey was adequate but not great. Several online trainings are provided throughout one’s employment. Some are required and some are optional. These online trainings are centered on several different skills associated with general and specific topics. New employees at MarketStar are typically trained face to face, on the job, involving a lot of ride-a-longs and observation scenarios. A leadership training section is also available to help train certain employees. In this training, skills are developed to improve leadership throughout MarketStar. Discipline, compensation, interviewing, and recruiting are some of the topics covered. We found that leadership is a big part of MarketStar because there is a large amount of work done in teams. Teams are self-managed in many situations and have helped MarketStar provide the best service to each company with an account. The recommendations we have for self-managed teams and training-skill development is to provide more in-depth training for new employees. The employees surveyed shared that the training was only considered adequate. This will also help to continue to improve the well-roundedness of employees to enable teams the knowledge to handle non-typical cases they may come across. Better self-managed teams can assist in efficiently providing the service requested. Promotion from within Recruiting within provides current employees advancement for superior performance. Recruiting within supplements and encourages other high performance characteristics such as training and employee empowerment. By promoting within, an organization is less likely see other companies benefit from its training efforts. Needless to say, an employee can feel in charge of their destiny when opportunities are available for their hard work and dedication. Like a chain reaction a list of positive attributes spring from hiring from within; high morale, high employee engagement, retention of valuable employees. At MarketStar existing employees generally have first opportunity at open positions. Although there are a number of avenues for announcing new positions, employees are generally alerted to open positions via email. One employee feels that most managers he knows were hired internally. MarketStar prefers to train and develop their employees to prepare them for more responsibility. Candidates for internal promotions or transfers must meet minimal qualifications, have performed in a current position for a period of 12 months, and must not be in any disciplinary situations. The employees at MarketStar feel they have a better chance at open positions than someone externally. They also feel they can be rewarded for their experience and performance. MarketStar deserves high marks after review their internal hiring practices. MarketStar HR Characteristics Ratings We evaluated each HR Characteristics on a rating from 1-10, 1 being the worst and 10 being the best. . MarketStar Employee Survey 1. Do you feel secure in your job? Do you feel like you could work at Market Star for as long as you would like? All of the employees who responded answered that they currently do feel secure. However, one of them was laid off from another account prior to working on their current one or knew of others who had been laid off. 2. Did you feel you received enough training for your position? If so, what kind of training did you receive? The general consensus was that training was overall adequate but could be a little more frequent and in depth. Most training was done in person for new hire training, and online training throughout their employment. 3. Do you feel that you were selected as an employee based on your experience or credentials? Yes, all employees answered that past experience and credentials as well as having a good interview. 4. Do you feel that MarketStar shares the information, financials, future plans, etc,  that you are interested in? Most employees stated that they did not know. This probably means no. They do get occasional emails and know that some of it is posted on the employee website. 5. Do you feel like you are paid fairly for the work you do? All employees answered yes. How would you rate Marketstars benefits? Every employee answered either average or above average. * Above average * Average * Below average 6. Do you feel that you are empowered in your position? The answers on this one varied from yes because employees are given control over their territories and schedule, and no, because they are not involved in goal setting or other decisions. . Do you feel that you are given a fair chance when promotions become available? All answered yes based on how long they have been there and their performance. 8. Does MarketStar give internal employees a better shot at promotions than external employees? The perception from the employees was yes that internal employees were given priority over external employees. Sources www. marketstart. com, Scott Lewis à ¢â‚¬â€œ MarketStar Employee Other Employees from MarketStar