Accepted to Graduate School What to Do Next

The waiting is finally over. Congratulations! You have been accepted to graduate school and have one or more offers for admission to graduate study. It may take time for you to decide which to attend, but try to make decisions as you are able. Dont Hold on to More Than One Acceptance You may be fortunate enough to have been accepted to several programs. It may be tempting to wait to make a decision until you hear from all programs, but try not to hold more than one offer in hand. Why? Like you, other applicants are anxiously waiting to hear if they are admitted. However, some are waiting specifically for you to tell the admissions committee that you are not interested in their offer. Admissions committees send out acceptances as slots become available. The longer you hold on to an unwanted offer of admission the longer the next applicant waits for his or her acceptance letter, so keep that in consideration. Each time you get an offer, compare  it with the one you have at hand and determine which to decline. Repeat this comparison process as you receive each new offer. Admissions committees will appreciate your timeliness and honesty -- and they will be able to move on to the next candidate on their list. You hurt other candidates, your peers, by holding on to offers that you have no intention of accepting. Notify programs as soon as you realize that youll decline their offer. Declining Admission How do you decline an offer of admission? Send a short email thanking them for the offer and notifying them of your decision. Address the note to your contact person or to the entire graduate admissions committee, and simply explain your decision. Pressure to Accept You may find that some programs may pressure you to make a decision and accept their offer of admission before April 15. Its not appropriate for the committee to pressure you, so stand your ground (unless youre absolutely certain that it is the program for you). Remember that youre not obligated to make a decision until April 15. However, once you have accepted an offer of admission, remember that you are committed to that program. If you attempt to be released from an acceptance agreement, you might make waves and gain an unsavory reputation among graduate programs in your field (it is a very small world indeed) and among your faculty references. Accepting Admission When you are ready to accept an offer of admission, call or email your contact for the program. A short professional-looking note  indicating that youve made your decision and are pleased to accept their offer of admission is enough. Excitement and enthusiasm are always welcomed by committees. After all, they want to be sure that they have selected the right candidates -- and professors are usually excited to add new students to their labs.

Performance Management Quality Management - 1247 Words

Performance Management Pearl Mathieu California Southern University HRM 87504 Due December 20, 2016 Dr. Brett Gordon Performance Management Performance management is a continuous process in which employees and managers work together to monitor, plan, and review their employees’ overall performance and their contribution to the organization. Additionally, globalization is bringing about an increase in competition in the workplace, therefore there is a need for an organization to regularly evaluate the performance of their employees to ensure that the organization has the proper skill sets in their employees in order to have a successful business (Bac, 2007). The objective of performance management is to improve and promote employee effectiveness. Furthermore, employee performance management involves various activities: planning to be done and setting expectations, monitoring performance continually, developing employees’ capacity to perform, rating performance periodically, and rewarding good performance (Leonard Trusty, 2013). A supervisor, on the other hand, is a person charged with the responsibility of overseeing tasks at the workplace are ensure that objectives are carried out according to the instructions given. A supervisor has manager-like roles and is responsible for actions and productivity of a small group of employees. There are philosophers who refer to supervisors as workers, while other professionals refer to this position to be a manager. AShow MoreRelatedPerformance Management : Quality Management1902 Words   |  8 Pages Performance Management Performance Management in its simplest meaning is a method of computing employees contribution in organization growth and sustainability. 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Kurt Lewin Essay Example For Students

Kurt Lewin Essay Kurt LewinKurt Lewin was a great innovater at his time in the field of Psychology. The theories he developed, the methods of reserch he used and the people he influenced all have had a profound impact on Psychology and even more specifically on Social Psychology. Lewin was born in 1890 in what is now Poland but at the time was the Prussian province of Posen, in the village of Moglino and was the second of four children (Greathouse). His parents owned a general store, and a farm on the outskirts of the village. When Lewin was fifteen his family moved away from the small village, the farm and their store and went to Berlin. It was in Germany was where Lewin began his formal education, but like most people he was unsure of what he really wanted to study at first. In 1909 Lewin began attending the University of Frieberg where he started to study medicine. This did not interest him so he transferred to the University of Munich where he tried to study Biology. Again Lewin decided that this was not for him so he transferred for the last time, this time to the University of Berlin where his study of Philosophy and Psychology began (Frostburg). Lewin was said to have found many of (the schools) departments courses in the grand tradition of Wundtian psychology irreverant and dull (Greathouse). He would eventually receive his Ph. D. in the experimental study of associative learning at the University of Berlin in 1916 (Jones). Lewin was married twice in his life, the first time in 1917 to a schoolteacher named Maria Landsberg with whom he had the first two of his four children, but in 1927 they divorced. In 1929 he remarried to Gertrud Weiss who he had his third and fourth child with (Frostburg). But before Lewin actually received his degree, he served in the German Army during World War I. While in the service Lewin rose from the rank of private to Lieutenant and was wounded in battle (Jones). These experiences may have had a significant effect on his later research on group psychology. After the war in 1921 Lewin began work at the Psychological Institute at the University of Berlin, where he had the opportunity to work with Wolfgang Kohler and Wertheimer the developers of Gestalt Psychology . The emphasis that these men put on looking at the whole picture rather than the sum of its parts in regards to their research had a palpable impact on Lewins work for the rest of his life. In 1932, after several years of work with Wertheimer and Kohler in Germany, Lewin was invited to be a visiting professor at Stanford University (Patnoe pf.3). He stayed in the United States for six months and then moved back to Germany just as Hitler was coming to power. Being a Jew Lewin wanted to get out of the country as fast as possible. Luckily he was able to do this because of the Committee on Displaced Scholars (Frostburg). Lewins first job after his immigration was at Cornell. There he did studies concerning social pressure on eating habits in children (Patnoe pg. 4). During his time there Lewin published one of his eight books, A Dynamic Theory of Personality. After two years of work and the exhaustion of funds at Cornell, Lewin took a new position at The University of Iowa at their Child Welfare Research Station where he would stay for ten years (Frostburg). In 1945 he moved back to the East Coast and established two new centers of research and study of his own; one at M. .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6 , .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6 .postImageUrl , .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6 .centered-text-area { min-height: 80px; position: relative; } .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6 , .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6:hover , .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6:visited , .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6:active { border:0!important; } .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6 .clearfix:after { content: ""; display: table; clear: both; } .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6:active , .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6 .centered-text-area { width: 100%; position: relative ; } .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6:hover .ctaButton { background-color: #34495E!important; } .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6 .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ub1f5f7b72ef6e2f59a6f35d0ba34ffd6:after { content: ""; display: block; clear: both; } READ: Nutrition and AIDS EssayI.T., The Research Center for Group Dynamics and in New York, the Commission for Community Interrelations (Patnoe pg.8-9). His aspirations for the two centers were that they would corroborate to combine scientific study with Action Research in an effort to answer questions about human affairs particularly those regarding prejudice (Patnoe pg.9) The Research Center at M.I.T. did the laboratory and field research side of the work while the Commission for Community Interrelations would test the theories the Resarch commision developed and feed problems back to the M.I.T. experimenters (Patnoe pg. 10). This circular style of research, using experimentation to test hypothesies, was the first of its kind in psychology and it proved very effective. Lewin worked tirelessly in the laboratory, traveling between the two facilities and in raising funds for his research; so much so that many think that it heavily contributed to his death in 1947 at 56 years old of a heart attack (Patnoe pg.10). Lewins most celebrated impact on the world of psychology was the development of his field theory. Field Theory proposes that behavior is a function of the person interacting with the environment (Gazzaniga pg.414) The importance of this was that it challenged the idea that all human actions are based on internal impulses. Lewin argued that our behavior is based on much more complicated factors like our environment and a persons characteristics(Jones). However obvious or simple this idea may seem to us almost seventy years later this was truly a revolutionary idea for its time. Even though Lewins Field Theory was a crucial step forward for Psychology and himself, it was not by any means his only significant contribution to the field. There was genius in his approach to his work. First of all he chose to establish the Research Center for Group dynamics at M. I.T., where the institution is known for their hands off policy in regards to their limitations on research and research methods. MITs stand on professor adiministration relations was we hired you because you are an expert in the field and if thats what you want to do, ok (Patnoe pg. 14). So this gave Lewin and his colleagues a great deal of freedom to brainstorm and try methods of research and experimentation that had never been tried before. This freedom allowed for what Lewins coworkers have called a uniquely productive environment(Patnoe pg.14). But, Lewin did not only accomplish this at M.I.T. he had been known to, raise the bar so to speak where ever he went. Students and colleagues working under at different times and at different institutions have said that they felt like the were doing important work (Patnoe pg. 15). and there is very little that can provide for a better working environment then honest pride in ones work.Kurt Lewins work in Child Psychology, Group Psychology, Social Psychology, the psychology of prejudice and his new methods of testing and retesting theories through Action Research were all groundbreaking at the time and continue to have their impact on the field today. But, Lewin was not only a genius in terms of his work in Psychology, he also had a great ability to make the people that he was working with better at their own work. Many of his students and colleagues went on to be some of the most influential minds in psychology. The group he worked with at MIT at the end of his life was especially influential. A study in 1984 showed that eight of the ten most cited social psychologists are direct descendants of this line of researchers (Patnoe pg. 11). It is fair to say that Kurt Lewin was the father of modern Social Psychology.