Persuasive Technology: Using Computers to Change What We Think and Do

REFERENCE AND CITATION FORMAT FOR THE COMMUNICATIONS OF THE ACM DR ANDY DONG The Association for Computing Machinery is the pre-famous expert body managing in all parts of data innovation. This is a style manage for their reference and reference design. Note that there are some slight complex contrasts between the configuration for the magazine Communications of the ACM (per the style in EndNote) and the ACM gathering procedures reference position (per the style in the ACM meeting procedures layout). This record will portray the Communications of the ACM style.Windows 7 Check Your UnderstandingIn practice, adherence to a solitary, predictable style is acceptable. References Section The References area shows up toward the finish of the paper. All references show up one after another in order by the lead author’s last name and are numbered sequentially. An unmistakable header ought to be utilized to demonstrate the beginning of the References. Model: References 1. Favor, H. The Interplay of Affect and Cognition. in Forgas, J. P. ed. Feeling and Thinking: The Role of Affect in Social Cognition, Maison des Sciences de l'Homme and Cambridge University Press, Cambridge, 2000, 201-222. . Garcia, A. C. B. also, Howard, H. C. Obtaining plan information through structure choice support. Man-made brainpower for Engineering Design, Analysis and Manufacturing, 6 (1). 59-71. Reference As you compose your report, you will refer to your references. A reference to a reference in the body of the content is demonstrated by an organized number relating to the reference number in the References area. Model: During high pressure periods, people should concentrate on the circumstance explicit undertakings instead of depend on general information structures. 1] Reference Formats GENERAL INSTRUCTIONS A total reference ought to contain the name(s) of the author(s) as well as editor(s), the title of the article, the name of the book or meeting procedures where suitable, and biblio graphic data about the article, for example, the name of the distributer, the city of distribution, and the page numbers. The fundamental idea is that the reference ought to be adequately finished with the goal that the peruser could promptly discover the reference and can pass judgment on the position and objectivity of the reference.All creator names show up as Lastname, Initials. For instance, if Andy Dong is the essential creator and Alice M. Agogino is the subsequent creator, the right appearance of the creator names would be: Dong, A. , and Agogino, A. M. THIS IS THE REFERENCE FORMAT FOR A BOOK. Creators. Title. Distributer, City of Publication, Year of Publication. Model: 1. Fogg, B. J. Powerful innovation: utilizing PCs to change what we think and do. Morgan Kaufmann Publishers, Boston, 2003. THIS IS THE REFERENCE STYLE FOR AN ARTICLE WHICH APPEARS IN AN EDITED BOOK. Creators. Title. n Editors Title of altered book, Publisher, City of Publication, Year of Publication, Pages. Model: 1. Fischer, G. also, Nakakoji, K. Intensifying designers’ imagination with area situated plan conditions. in Dartnall, T. ed. Man-made reasoning and Creativity: An Interdisciplinary Approach, Kluwer Academic Publishers, Dordrecht, 1994, 343-364. THIS IS THE REFERENCE STYLE FOR A JOURNAL OR MAGAZINE ARTICLE. Creators. Title. Diary or magazine name, Volume (Issue), Pages. Model: 1. Hirsh, H. , Coen, M. H. , Mozer, M. C. , Hasha, R. furthermore, Flanagan, J.L. Room administration, AI-style. IEEE savvy frameworks, 14 (2). 8-19. THIS IS THE REFERENCE STYLE FOR A CONFERENCE PROCEEDINGS. Creators, Title. in Title of gathering, (Location of Conference, Year), Publisher, Pages. Model: 1. Leclercq, P. also, Heylighen, A. 5,8 Analogies for each hour: A fashioner's view on analogical thinking. in seventh International Conference on Artificial Intelligence in Design, (Cambridge, UK, 2002), Kluwer Academic Publishers, 285-303. THIS IS THE REFERENCE STYLE FOR ELECTRONIC MEDIA (ARTIC LES, IMAGES, ETC. ) RETRIEVED FROM THE WEB.FOLLOW THE REFERENCE FORMAT FOR A JOURNAL ARTICLE AND THEN INCLUDE INFORMATION ABOUT THE WEB SITE AND THE DATE WHEN YOU RETRIEVED THE RESOURCE. NOTE THAT THE DATE OF PUBLICATION AND THE DATE OF RETRIEVAL OF THE ARTICLE MAY NOT BE THE SAME. WHEN THERE IS NO DETERMINATE DATE OF PUBLICATION, USE (N. D. ) IN THE DATE FIELD. WHERE POSSIBLE, INCLUDE THE NAME OF THE ORGANIZATION HOSTING THE WEB SITE. Models: In the accompanying model, the Cornell Chronicle is an ordinary bulletin which is distributed on the web. In this manner, we follow the diary/magazine arrange and incorporate the volume and issue.Steele, B. See, Ma, no wires! Cornell class venture tests remote systems administration, Cornell Chronicle, 31 (35). Recovered February 15, 2004, from Columbia University: http://www. news. cornell. edu/Chronicle/00/5. 18. 00/wireless_class. html. The accompanying Web page has no clear creator, however the â€Å"Revised date† in the footer give s us the date of distribution. MIT Project Oxygen: Overview, 2004. Recovered March 15, 2005, from Computer Science and Artificial Intelligence Laboratory, Massachusetts Institute of Technology: http://oxygen. lcs. mit. edu/Overview. html.

Analyzing Issues Affecting Personal Dignity

Question: Depict about the Analyzing Issues Affecting Personal Dignity? Answer: The central reason for guaranteeing human pride is through guaranteeing that the major rights relating to every worker and official of the association are guaranteed. The nearness of business laws and guidelines identifying with working environment conduct has been actualized towards guaranteeing that none of the representatives in business association is exposed to biasness. The nearness of tormenting and provocation in working environment is of essential worry for issues relating to the poise at work. Tormenting contains hostile, annoying and critical conduct so as to damage another people nobility. Besides, making of an antagonistic and threatening condition can be considered as harassing. Badgering can be considered as infringement of a human nobility through debasing, outlandish embarrassing and antagonistic direct. The inalienable idea of tormenting and badgering makes them difficult to perceive attributable to the way that they are not as unequivocal or obvious when contrasted with different types of upsets. Also, the recognition of veritable instances of disturbances are difficult to asses coming about because of the equivocalness as far as setting down what is satisfactory type of conduct and what isn't. The authoritative culture blossoms with assorted variety, evenhandedness, responsibility. Along these lines, nearness of cases, for example, badgering or terrorizing will in general showcase that the authoritative culture has become useless which thusly brings about enormous number of negative repercussions. The essential arrangements of negative impacts contains antagonistic impact on execution, high work turnover, ascend in the degree of truancy and poor assurance. The obligation with respect to settling of issues relating to badgering falls under the domain of human asset the executives (HRM). The essential activity towards settling such issues includes recognizing the way that provocation and tormenting are inadmissible in the association. The HR administrator requires executing a zero resistance approach concerning any type of bigotry, badgering, tormenting or exploitative practices. Also, activities ought to be taken towards making mindfulness in regards to strategies against tormenting and disturbances. Every worker of the association ought to be guaranteed insurance from exploitation. There can be numerous occasions of bargaining the nobility of a representative. Models incorporate deprecatory comments, bigotry, express type of inclination and partiality, terrorizing, tormenting among others. Besides, online conduct requires to be contemplated while assessing cases of critical conduct. Usage of rules controlling conduct of workers and the executives staffs online can relieve dangers of disturbances and censorious direct on the web. It very well may be seen in certain examples that when an abused representative methodologies a director in regards to provocations or tormenting, the supervisor will in general showcase complicit conduct. The issue in regards to the detailed hostile conduct will in general be overlooked by certain administrators or high positioned officials. In this way, arrangements forestalling provocations, tormenting, annoying or any type of slanderous direct requires considering any type of complicit conduct with respect to higher specialists, for example, activities directors, money or creation supervisors. In addition, different types of working environment conduct are probably going to be unfavorable despite the fact that not falling under tormenting or provocation. Such conduct may contain avoidance of a colleague from group arranged errands, biasness in giving chances to improvement or advancements and enrollments in a non-straightforward way. Consequently, through guaranteeing straightforwardness in the enlistment forms alongside starting an input instrument that encourages revealing by the wronged representatives the occasion of inappropriate and low conduct in an association can be relieved. Occurrences of lewd activities or harsh remarks in regards to worker alongside taking steps to uncover a representatives sexual direction are profoundly disparaging in nature and results in damaging a people poise. Such events can be forestalled through comprising an inappropriate behavior cell forestalling the exploitation of a worker. Setting up principles identifying with work environment conduct through hierarchical warnings indicating the worthy conduct from the representatives can be interpreted as another type of cure in regards to working environment conduct. The guidelines should resolve any type of uncertainty with respect to worthy and unsuitable type of conduct and obviously characterize important terms, for example, provocation, harassing, prejudice, inclination and bias among others. Further, affirmations in regards to managing such issues in a reasonable and secret way can help lighten the recurrence of untoward conduct in the association. Representatives and administrative staff can be perceived for their great direct by starting remunerating approaches. This thus could bring about setting a genuine model, which can be imitated by different representatives of the association. Along these lines, through setting up complaint cells, empowering great direct in the association and encouraging reasonable and classified examination the occasions of abusing a people nobility in an association can be forestalled. References and Bibliography: Sguera, F., Bagozzi, R.P., Huy, Q.N., Boss, R.W. furthermore, Boss, D.S., 2016. Reducing the destructive impacts of working environment incivility: The job of auxiliary requests and association gave resources.Journal of Vocational Behavior,95, pp.115-127. Stievano, A., De Marinis, M.G., Russo, M.T., Rocco, G. what's more, Alvaro, R., 2012. Proficient respect in nursing in clinical and network workplaces.Nursing morals, p.0969733011414966.

An Interview about the Interview

An Interview about the Interview Yimin asks: What is interview like? Good question. Lets start at the very beginning. (A very good place to start.) 0. Is an interview required? No, its not required, but I highly suggest having one. Your interview gives us a vivid sense of you as a person and how you would fit at MIT something the paper application alone can never match. Dont get me started on selection bias, but if you crunch some raw numbers, the admit rate for applicants who had interviews (or whose interviews were waived) is about three times the admit rate for those who didnt. 1. With whom do you interview? Youll interview with an MIT alum, otherwise known as an Educational Counselor (EC). 2. Where do you interview? Your interviewer will live/work nearby, so youll interview in your hometown area. Theres no need to bike/fly/hitchhike to Boston for your interview. 3. How do you schedule an interview? You will receive your Educational Counselors (EC) name and contact information via your MyMIT account. Please note that there may be times when there is no EC in your area and we will waive your interview. It is your responsibility to check your MyMIT account to find out the name of your EC, and to schedule the interview before the interview deadline. 4. What are the deadlines for interviews? If youre applying early action (which is non-binding, btw), youll need to set up the interview no later than October 20, and conduct it no later than November 1. For regular action, the deadlines are December 1 and December 15, respectively. Your EC will probably get busier as the deadline approaches, so I suggest scheduling your interview as early as possible. 5. What will happen in the interview? Every interview is different and ECs dont have a fixed set of questions you must answer. Basically, your EC wants to get to know you as a person so he/she can add another layer (both metaphorically and physically) to your application file. Because your EC is an alum of MIT, he/she will be able to share with you experiences and memories about his/her time at MIT. The interview really is a two-way exchange, so take advantage of this and feel free to ask questions of your EC as well. Remember: questions of science, science and progress, do not speak as loud as [your] heart. 6. What is your advice for the interview? Some interviewers like to see that you have researched MIT and have specific questions for them. This does not mean you should have memorized course numbers or already picked out your living group. I think good traits to convey during your interview are enthusiasm, maturity, and respect. It sounds hokey, but all that stuff about making your personality shine through really means a lot. If you are a freshman applicant with questions about the interview process that arent answered above, please send an e-mail to: [emailprotected] (I copied that sentence from the MyMIT section on interviews. To get to this page, which has additional information: sign in, click the light green tab how to APPLY and then on the left click INTERVIEWS)

Illegal Gambling Among Canadian Adolescents - 2111 Words

Gambling among Canadian Adolescents A paper submitted in partial fulfillment of the course requirements of Psychology 1170 by: s0458266 Shaylene Wall Lethbridge College Nov 28, 2014 Gambling among Canadian Adolescents The generation in 21 century live in an era in which gambling is legalized for those adolescents whom reach the legal age of majority. Their daily life revolves around a society where majority of adolescents consider gambling as entertainment recreational activity. According to Hardoon and Derevensky (2002), gambling became easily accessible and socially acceptable that it has become a public and a family event such as 50/50 draws or bingo at school or Christmas lottery tickets within a family event. To support this statement, researchers provided a study in which reports 50.1% of Canadian adolescents receive lottery draw tickets from their parents as a present (Hardoon Derevensky, 2002). Those who have been involved in underage gambling, their gambling behaviour will likely to prolong as an adult since they can now legally get an access to bigger gambling at casinos and will have more options and face opportunities. Gambling being socially accept ed and thought of daily entertainment brings strong impact on adolescent influencing different aspects of their lives. An evidence suggests that Canadian youth under the age of 18 were able to purchase lottery tickets 42% of the time and were able to access casino gambling in Canada (Adlaf,Show MoreRelatedGambling Is An Extremely Well Liked And Entertaining Activity For The Canadian Population1530 Words   |  7 PagesGambling is an extremely well liked and entertaining activity for the Canadian population. In theory, gambling can be a sense of fun and games, yet it has always been inevitably linked to the Canadian Criminal Code. It has been noticed that, â€Å"Canadians spend more on legal, government-promoted gambling than on clothing, shoes and medicine combined† (Hutchison, 1999). In 1892 all forms of gambling were banned in Canada, with the exception of horse racing (Stevens, R., 2005). Throughout the years CanadiansRead MoreIs Teenage Gambling a Problem in Canada?1034 Words   |  5 PagesGambling has become one of the major components in Canada’s entertainment industry. Not only has gambling become popular among adults, but it has also gained popularity among teenagers. The various types of gambling include lottery or scratch cards, card games such as blackjack, bingo and gambling machines. Gambling can affect an individual both mentally and physically. Some of the harmful effects of gambling include experiencing depression, isolation, loss of sleep, stress related problemsRead MoreWhat Should The State s Policy Be On Gambling?2136 Words   |  9 Pagesthe state’s policy be on gambling? It is hard to walk away from a winning streak, and even harder to leave the table when you are on a losing one. Gambling, the activity of playing a game of chance for money or other stakes, is one of mankind’s oldest activities. Built upon the false pre-tenses that taking risks will consistently be remunerated, gambling has evolved throughout the years and still remains, engrained within the daily lives of many. Over the years the gambling industry has steadilyRead MoreThe Role of Advertising in Marketing Communications9872 Words   |  40 Pagesturn required a certain homogenization of consumer tastes for final products. At its limit, this involved seeking to create ‘world cultural convergence’, to homogenize consumer tastes and engineer a ‘convergence of lifestyle, culture and behaviours among consumer segments across the world’.† [1] Many advertisements are designed to generate increased consumption of those products and services through the creation and reinvention of the brand image . For these purposes, advertisements sometimes embedRead MoreFundamentals of Hrm263904 Words   |  1056 Pagesdevelopment of effective interpersonal skills. His articles on these and other topics have appeared in such journals as Business Horizons, California Management Review, Business and Economic Perspectives, International Management, Management Review, Canadian Personnel and Industrial Relations, and Journal of Management Education. Dr. Robbins is a best-selling textbook author in the areas of management and organizational behavior. His books have sold in excess of three million copies and are currentlyRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagessummarizing the gender data, a bar chart or a dotplot? d. Which type of graphical display would be an appropriate choice for summarizin g the weight data, a bar chart or a dotplot? 1.16 ââ€"  Spider-Man and Star Wars: Episode II were the top moneymakers among the summer 2002 movie releases. ââ€" ¼ Video solution available 1.10 Classify each of the following attributes as either categorical or numerical. For those that are numerical, determine whether they are discrete or continuous. a. Number of studentsRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesto work—such as Starbucks, Adobe Systems, Cisco, Whole Foods, Google, American Express, Amgen, Pfizer, and Marriott—have a big advantage. A recent survey of hundreds of workplaces, and more than 200,000 respondents, showed the social relationships among co-workers and supervisors were strongly related to overall job satisfaction. Positive social relationships also were associated with lower stress at work and lower intentions to quit.3 So having managers with good interpersonal skills is likely toRead MoreDeveloping Management Skills404131 Words   |  1617 Pagesstylistic differences, what has not changed in several thousand years are the bas ic skills that lie at the heart of effective, satisfying, growth-producing human relationships. Freedom, dignity, trust, love, and honesty in relationships have always been among the goals of human beings, and the same principles that brought about those outcomes in the eleventh century still bring them about in the twenty-first century. Despite our circumstances, in other words, and despite the technological resources we have

Idioms and Expressions With All

The following English idioms and expressions use the word all. Each idiom or expression has a definition and three example sentences to help your  understanding of these common idiomatic expressions with all.   All-Nighter Definition: Do something (for instance a study session) that lasts all night We pulled an all-nighter to get ready for the exam.The graduation party was an all-nighter.Im afraid Im going to have to pull an all-nighter to get the report ready for tomorrow. All Over Something Definition: Very fond of something Hes all over the latest fashions.Peters all over antique furniture.Im all over that authors works. All Right Definition: Yes, okay, fine Thats all right by me!All right! I got an A on my term paper.I think hes all right with the changes we foresee.   All Shook Up Definition: extremely excited, worried, or disturbed about something Hes all shook up about his mothers illness.Wow! Im all shook up about Alice.I dont want you to get all shook up over the news. All That and Then Some Definition: even more than what has been mentioned He did all that and then some to get the new job.Yes, thats right. All that and then some!I think hell do all that and then some in order to get the company back on its feet.   All the Way (With Go) Definition: do something completely Hes going all the way for the scholarship.We went all the way to California on our vacation.I think you can go all the way to finals in this competition. Dash It All Definition: Expression used when very upset Dash it all! I didnt do very well.Dash it all! She cant come this weekend.Im afraid the position didnt work out. Dash it all! For All I Know Definition: Based on what I know (usually expressing displeasure) For all I know, hell come and win the prize.Theyve decided to hire Jack for all I know.For all he knows, she wants to get married.   Free for All Definition: Crazy, non-restricted activity (generally a fight) It was a free for all! Everyone went crazy!They stepped in to break up the free for all.Black Friday is generally a free for all that I try to avoid.   Have It All together Definition: Be very poised, successful He has it all together. The house, the wife, the kids, the great job - everything!I was very impressed with the candidate. She seemed to have it all together.I hope the new recruit has it all together. We need a team player.   Hold All the Aces Definition: Have all the advantages Unfortunately, Tom holds all the aces right now. Youll have to do what he says.Im holding all the aces so I can do whatever I want.Im afraid this is a situation in which you dont hold all the aces. Know All the Angles Definition: Be very clever about something Jack knows all the angles. Be careful!The salesman knew all the angles, and by the end of our talk I had bought a new computer!If you need some help with math talk to Peter. He knows all the angles.   Know It All Definition: Someone who seems to know everything and lets everybody know that he / she knows everything, used in a negative sense I know you think you are a know it all, but you dont know everything.  I hate Tom. Hes such a know it all in class.Dont think you know it all.   Not All There Definition: Not intelligent, not completely focused on an activity Im afraid Peter is not all there. He needs some help badly.Unfortunately, I was not all there and lost the final match.Be quiet. The boss is not all there today. Give him plenty of room. Of All the Nerve Definition: expression of anger at someones behavior Of all the nerve! Did you see how that woman treated me?Of all the nerve! She took my seat!You didnt buy him a present?! Of all the nerve! That guy has always treated you well.   Once and for All Definition: Finally (usually putting an end to something) Im going to stop his behavior once and for all!Lets get this over once and for all.Id like to review the grammar one more time. Hopefully, this will make it clear once and for all.   Pull out All the Stops Definition: make every possible effort to do something He pulled out all the stops on the exam.Were going to pull out all the stops on our presentation.Id like to throw a huge party that pulls out all the stops.   You Cant Win Them All Definition: Expression of acceptance after a loss or disappointment Well, you cant win them all. Lets go home.You did your best. You cant win them allI tried to get the job, but I didnt. You cant win them all.

Humorous Analysis Of The Cask Of Amontillado By Edgar...

Ironic Revenge in â€Å"The Cask of Amontillado† by Edgar Allan Poe Edgar Allan Poe is one of the most recognized and praised fiction writers in world literature. Not only does he masterfully create the atmosphere of suspense and danger in his short stories, he also builds up a sophisticated blend of horror and elegant irony that haunts the reader and reveals the complexity of Poe’s literary talent. â€Å"The Cask of Amontillado† is a perfect example of such combination. In this twisted short story of revenge, Poe puts an emphasis on the ironic tone in order to highlight the relationship between Montresor and his victim Fortunato and reveal the evil nature of Montresor’s desire for cruel vengeance. The plot of â€Å"The Cask of Amontillado† is fairly†¦show more content†¦Such a sharp contrast between the atmosphere of happiness and the growing tension between the characters comprises Poe’s ironic tone in the story. The dialogues between the two men and the opposition of their characters as well reveal the leitmotif of irony throughout the story. Montresor offers various hints and observations with a hidden meaning to his victim, and Fortunato’s ignorant reaction to them creates the impression of innocent mockery that only adds to the tension between the antagonists. The heraldic emblem of Montresor’s family presents the central object of irony in the conversation between the men (Stepp 447). For instance, when Montresor refers to his to his family heritage, Fortunato does not understand his enemy’s implication behind the family motto: â€Å"– And the motto? – Nemo me impune lacessit. – Good!† he said. (Poe 164) The men’s further discussion of Masons also bears an ironic context when Montresor shows his trowel as a proof of his Mason membership. This pun as well hints at Montresor’s intention to bury Fortunato inside the vaults. Nevertheless, the victim stays oblivious to the plans of his murderer. It is worth mentioning that even Fortunato’s name, translated as â€Å"lucky† or â€Å"fortunate† underlines his tragic destiny and contributes toShow MoreRelatedEdgar Allan Poe s The Cask Of Amontillado1232 Words   |  5 Pagesabout the text â€Å"The Cask of Amontillado† by Edgar Allan Poe, some sources will be used to support the thesis statement, which is â€Å"The author uses irony in the text to illustrate the murder of Fortunado by Montresor, who seeks salvation through death†. Also, there is going to be an analysis on the irony found in the text in relation with the story. To support this thesis, I am going to use some examples from some s ources such as â€Å"Literary analysis: Irony in The Cask of Amontillado by Amelia TibbettRead MoreThe Cask of Amontialldo1026 Words   |  5 PagesNever Have Too Much Pride The insult had been done, and Montresor was out for revenge on Fortunato. Not a soul but Montresor knew what the insult may have been, but this is what makes the short story â€Å"The Cask of Amontillado† by Edgar Allan Poe. The story is about a man, Montresor, who receives a wine that Fortunato, the wine expert, is looking for. During a carnival, Montresor persuades Fortunato to take him to his personal wine cellars, located in the catacombs. Fortunato became impaired, MontresorRead MoreANALIZ TEXT INTERPRETATION AND ANALYSIS28843 Words   |  116 Pagesï » ¿TEXT INTERPRETATION AND ANALYSIS The purpose of Text Interpretation and Analysis is a literary and linguistic commentary in which the reader explains what the text reveals under close examination. Any literary work is unique. It is created by the author in accordance with his vision and is permeated with his idea of the world. The reader’s interpretation is also highly individual and depends to a great extent on his knowledge and personal experience. That’s why one cannot lay down a fixed â€Å"model†

Management and Organization Strategic Objectives

Question: Identify the relationship between strategic objectives, functional management and the business environment. Answer: Introduction The assessment of strateegic objectives of the business and the management of human resources in productive manner is integral to the development of a business organization. The process of functional management of business deals with planning, strategy making, leading people but, at the same time, the assessment of their psychological aspects is also essential for useful functioning (Turner, 2014). This paper has dealt with the problem assessment in Mullins Company due to individual differences and management of the human resource in the effective manner. The application of Myers- Briggs theories to identify the different types of personality in the Marketing meeting and brief explanation of the most useful type of personality From the meeting conducted among the four employees who were the best performers for their respective departments reflected the varied traits and perceptions of the four employees. Firstly, Davido has the preference for Intuition as well as Feeling (N, F) as mirrored from his behavior at the meeting. Davido initiated the meeting and tried to take the charge of the meeting due to the chaotic situation, the person anticipated as if he was the in- charge though; that was not obvious and by his personal thought and this is the reason that he interrupted Tokunbo to present the plan. On the other hand, Tokunbo reflected the traits of Introversion, Judgement and Feelings (I, J, F), as the person presumed that for the purpose of marketing his plan is best and believed his plan to be noteworthy for marketing by his personal Feeling. The person judges the scenario from this personal angle reflecting the qualities of Introversion (Amato, 2011). Further, Gloria prefers Thinking and Sensing (T, S) being an engineer the person proceeded logical approach and prescribed to proceed with test results. The characteristics of Zainab also reflected the qualities of, Intuition and Extraversion (N, E) from the theoretical angle as; the person is more creative and present new ideas with drawings and further preferred to plan out new ideas through team-work. The application of Myers- Briggs theory is considered to be one of the effective means that can be used for the evaluation of different types of personalities in the workplace. The assessment of the behavior is essential for the purpose to set a constructive approach to the business (Palmer, 2012). To get the most out of the people presented at the meeting the personalities with elements of Extraversion trait to work with the outer world, Thinking preference to objective and logical thinking and Perception retaining flexibility and respond to things as they come (E, T, P) would have been more useful. Application of Attribution Theory that how Toluwa, Ralph, Suzzane, Emeka, and Temitope perceptions of each other have resulted to an unproductive meeting The attribution theory is accounted to be one of the useful theories can be used for the assessment of perception of different individuals in systematic manner. To be more precise this theory advocates the concept that how people perceive a situation and interpret the same in association with their personal thoughts and logic (Farmer, et al., Smith, 2012). Therefore, the psychological theory can be successfully used to understand the social viewpoints. In the given case of feedback meeting, Toluwa Adnike already developed a concept that employees of each department were useless owing to the unproductive result of marketing meeting and blamed the departmental heads. Following to this, Ralph the operational head drew his personal conclusion Davido was his right selection but, the other team members were not fit for the purpose. Further , Suzzane the design departmental head in the same tune reconfirmed her right choice of employee and passed the blame to others. Similarly, Temitope, th e head of engineering also stood for her employee as the best and so as the marketing head Emeka also passed also passes on the cause of failure to others. Thus, this is clear that each of the departmental heads was stuck to their personal views without digging out the reason of such failure of the employees. They all presumed that the meeting did not worked out due to the fault of others and attached their won meaning and understanding without investigating the real cause of failure and drew their casual interpretations (Liu, 2010). The theory acts like a device used for mitigating the workplace conflicts, however, in the given case this is clear that the difference of opinions and behaviors of four employees from varied departments as well as, of their departmental heads of Mullins Company resulted in an unproductive outcome during the marketing meeting. Explanation of four ways in which managers should manage individual differences at work The management of individual differences at the workplace is one of the essential tasks performed by the organizational managers or leaders. Maintaining the organizational harmony and mutual respect among the staff employees are major factors to help to augment the performance of the team (Perkins Arvinen-Muondo, 2013). If the individual differences are not addressed efficiently by the organizational heads it can result in the reduced productivity as; evident from the case study of Mullins Company during the marketing meeting. Therefore, at present as per the modern business management, the organizational managers are trying to seek out the reasons for organizational differences and they are employing some methods for the purpose to reduce the differences and promote a harmonious relationship among the employees (White, 2010). However, in the process of managing the daily operations and human assets, the organizational managers mainly emphasize on the effective communication, traini ng, motivation and job allocation as; these are identified as the methods of easing out the differences among the employees in the workplaces. Regular and helpful communications are the process identified for reducing the mental blockage of the employees in the workplaces. Communication among the employees as well as with the higher management results in a growth of organizational diversity. Therefore, the managers should create platforms for the employees where the staffs of different departments can mingle, interact and communicate with each other and result in the erasing the barriers (Burke Clark, 2016). The cultural differences, miscommunications, the difference of job roles, lack of mutual understanding and many contributes to individual differences, therefore, through and regular communications can help the employees to overcome such problems and perform as a team. Proper training of the employees is another useful means to reduce the individual differences. Training in the workplace is accounted to be an effective way in which the business managers can manage the overall performance building and manage positive attitudes of the employees. Training does not only implied for skill development and performance management but, at present, the organizations are organizing 360 degrees for the overall development including the attitudes of the employees at the workplaces. The development of positive attitude is essential for mitigating the individual differences among the staffs, and they must respect each other and maintain the organizational harmony (Fuller Martinec, 2011). In addition to the above two factors of managing the problem of individual differences in the workplace, motivation is another primary means which are devised by the managers for the encouraging the employees of the organizations to work as the team. The organizational managers motivate the employees to work in teams by forming different teams among the different employees (Oakland, 2014). Such practices also result in the development of mutual understanding and bonding among the employees. The job allocation is another effective method of easing out differences in the workplaces. The managers are the immediate leads for the employee staffs of the different departments in the organizations, and they are also looked upon by the employees as the guiding force (KlovienÄ—, 2012). Therefore, when the jobs and tasks are allocated by the managers, it resulted in reduction of confusions about the job roles and contradictions among the employees when they are working as the team. Such as in the case of Mullins Company, where the employees of different departments were asked for the presentation of the marketing ideas but the roles of each were not knpersonal to them and this further resulted in differences of opinions and unproductive results (Stoichev, 2014). It can be expected having knpersonal the respective roles such contradictions could have been overcome and result in a productive outcome. Discussion on how each department can contribute to achieving the Strategic goal set by the organization The representatives of the four main departments of Mullins Company were from operations, marketing, designing and engineering department. Each of the department is vital for the business and can contribute equally to achieving the strategic goal set by the organization for marketing the new product (mop). The operation department is mainly responsible for the execution of the plans, use of resources and activities together with the marketing, accounting, and other departments and thus, helps in gaining efficiency of the process (Seethamraju, 2012). The marketing department is also another vital section that helps the business to bridge the gap between the products of the business and the end consumers of the market. The marketing team is responsible for marketing the products and growth of sales (Oesterle Mllenberg, 2014). The designing department is there to shape the products of the business in the most attractive manner revealing its features, for gaining appeal from the consumers and can directly contribute to the attainment of sales target. The engineering department determines technical merits of the products and tests the productivity of the product for the consumers and develops more useful products. Thus, this is apparent from the distinctive roles of all the four departments are vital for a business to market the new product in the efficient manner in the consumers market, and attain the strategic goal of making it a hit for the business. Explanation of two challenges faced by the organization in achieving companys Marketing goal In the process of achieving the marketing goals of Mullins Company, there are two main challenges encountered by the company. The personally differences is one of the primary reasons of obstructing the smooth functioning of the business. The individual differences among the employees of different departments got reflected from the unproductive outcome of the meeting. Furthermore, the difference of the opinions and attributes is only among the employee level but also among the departmental heads. As this is clear from the feedback meeting session, where the heads of each department judged the reason behind their failure from their personal angle and perceived thoughts (Piercy, 2012). There is the lack of mutual understanding and zeal of team-work among the managerial as well as the non-managerial employees of the company that resulted in individual personality differences. The motivation is another essential factor which is missing among the employees or the workforce of the company, to be precise there is the lack of motivation to perform like the team. Another challenging aspect for the company to manage to motivate the employees as differences is also there among the higher level managers (Radomska, 2014). The managerial heads have their personal differences among them as reflected from the case study, and they are also not able to motivate the team of employees to cooperate with employees of different departments. The employees, as well as their heads, are keen towards proving their personal thoughts during the two dissimilar meetings without understating the viewpoints of the others for the reason of failure. Conclusion Therefore, this can be concluded that if the individual differences among the employees are not managed properly the same will affect the productivity of the overall organizations in an adverse manner. Further, the attributes of the higher level management were also not instrumental in promoting the concept of mutual respect and harmony among the employees. Therefore, this is highly desirable for Mullins Company to manage the individual differences among the managers and employees even before planning for marketing the mop as; the new product by the business. Reference Amato, C. 2011, Enhancing Student Team Effectiveness: Application of Myers-Briggs Personality Assessment in Business Courses.Journal of Marketing Education, vol. 30, no. 6, p. 66-92. Burke, J. Clark, C. 2016, The business case for integrated reporting: Insights from leading practitioners, regulators, and academics.Business Horizons. Vol. 4, no. 2. Farmer, M., Yellowley, W. and Smith, P. 2012,Organizational Behavior. London: Taylor Francis Ltd. Fuller, J. Martinec, C. 2011, Operations Research And Operations Management: From Selective Optimization To System Optimization.Journal of Business Economics Research (JBER), vol. 3, no. 7. KlovienÄ—, L. 2012, Performance Measurement System Compatibility With Business Environment.ecoman, vol. 17, no. 2. Liu, X. 2010, On Application of MBO in College Management.International Education Studies, vol. 3, no. 2. White, L. 2010, A review of the recent contribution of systems thinking to operational research and management science.European Journal of Operational Research,vol. 207, no. 3, p. 1147-1161. Oakland, J. S. 2014,Total quality management and operational excellence: Journal of Management, vol. 24 no. 4, p. 45-56. Oesterle, A. Mllenberg, J. 2014, Business Continuity Management.CON, vol. 26, no.11, p.624-629. Palmer, D. 2012,Normal organizational wrongdoing. New York: Oxford University Press. Perkins, S. and Arvinen-Muondo, R. 2013,Organizational Behavior. London: Kogan Page. Piercy, N. 2012, Business history and operations management.Business History, vol. 54, no. 2, p.154-178. Radomska, J. 2014, Operational risk associated with the strategy implementation.Management, vol. 18, no. 2. Seethamraju, R. 2012, Business process management: a missing link in business education.Business Process Mgmt Journal, vol. 18, no. 3, p.532-547. Stoichev, K. 2014, The Role of Business Continuity Management in the Business Management System.SJBM, vol. 2, no, 3, p.97. Turner, J. R. 2014,The handbook of project-based management(Vol. 92). McGraw-hill.