Category: English

Which is more precious, time or money? The answer is clear: You can always earn more money, but time is finite. Yet employees spend so much effort managing money and so little managing time that the result often is a stressed and less productive workforce, cramming work and home needs into shrinking hours.
HR professionals are finding that time management training can help employees juggle both work and family. Time management no longer focuses on time-saving tricks, such as using your commute to return calls. Instead, time management emphasizes a more holistic approach that teaches employees to set priorities and achieve goals in all areas of their lives.
“People used to look at time management as doing what we’re doing faster, running the conveyor belt more quickly,” says Don Wetmore, president of The Productivity Institute, a time management training firm in Stratford, Conn. “We’ve taken it to a different level. Time management is more than making up a to-do list. Not doing the right things to begin with gets you nowhere faster. Time management is the foundation for creating balance in our lives in vital areas, such as health and family,” Wetmore says.
But that foundation is missing from many employees’ lives. LifeCare Inc., an employee benefits organization in Westport, Conn., recently polled employees of its 1,000 client companies and found that 47 percent of respondents ranked time management as the No. 1 source of stress in their lives–an increase of 25 percent over last year, says CEO Peter Burki.
Employers can pay a high price for that stress. “The retention of key employees becomes a big issue as workers in droves leave companies to search for a better life,” says Laura Stack, president of The Productivity PRO, a time management and employee productivity consulting firm in Highlands Ranch, Colo. “If [employees] don’t leave, they’re stressed about wanting something different while being terrified to let go of a well-paying job in a tough environment, resulting in an unmotivated workforce.”
Time management training can increase employee morale, increase productivity and decrease turnover, Stack says. “It’s not how long you work, it’s how you work,” she says. “You could work a 12-hour day and be more unproductive than someone who works a sixhour day.” Teaching employees to be more productive and get the same amount of work done in less time can help them get home earlier, Stack says.
Defending Your Time
What does time management training teach? Employees should learn how to plan, set priorities, avoid procrastination and become more organized. Basic skills include how to use a daily planning calendar and how to set priorities and goals, says Jim Bird, president of WorklifeBalance.com, a time management training company in Atlanta. Advanced skills focus on relationships and project management, he adds.
Time management also can train employees to examine tasks more critically. For example, Wetmore says, a time log helps employees catalog how they spend their time. Employees rate their time “in terms of its productive value: critical is A, [worthwhile] is B, not much value is C and little value is D,” says Wetmore. When employees do this, “almost universally, 20 percent of time is spent on A and B, 80 percent on C and D. They have to learn how to shift over some of the unproductive time–Cs and Ds–to As and Bs.” Once employees recognize which tasks have less value, they will choose higher-value tasks, Wetmore adds.
Coors Brewing Co. in Golden, Colo., began time management training in one division after an employee survey. “Based on the results and [employee interviews], I heard many comments about ‘people working a lot,’” says EvaMilko, Coors’ director of strategic sourcing in corporate procurement. “Our team needed a refresher on how to manage disruptions, manage priorities and work with their values in mind.”
Coors’ training program offered three sessions delivered over two months, Milko says. One full-day session for all employees covered personal productivity, addressing reasons for stress and the ways stress affects performance. The session also discussed work/life balance and strategies for leaving the office earlier, Milko says. The second full-day session for all employees dealt with information overload, giving employees hands-on training in setting up filing systems, managing incoming e-mails and documents, and using Microsoft Outlook calendar and e-mail software effectively. Finally, a halfday session for managers covered delegating work and managing others’ time.
The results? “Team members reported finding 30 to 60 minutes per day of incremental ‘free’ time because of the training,” Milko says. “The work we did on filing systems and using Outlook more effectively allows us to retrieve information faster for quicker decision making and project management. Many employees began to use Outlook to manage not only their work activities, but also their personal appointments, reducing the redundancies of managing two different calendar systems.”
The training also inspired employees who work in cubicles to defend their work time against interruptions. Now, employees have a scarf that they can draw across the cubicle entrance, telling others not to stop by. The signal has “eliminated many of the daily disruptions, allowing people to get work done,” Milko says.
What’s the Problem?
To find the most effective time management training for your workforce, determine what types of time management problems employees have, decide who should attend training and choose the training style and vendor that best suit your needs.
Focus training on specific issues. Are employees complaining about working late? Seek techniques to help people leave the office earlier. Are employees feeling overwhelmed by paperwork? Emphasize systems that streamline paperwork and eliminate redundancy.
For example, Denver Water, a government utility in Denver Water, a government utility in Denver, Colo., implemented a time management program called “Handling Information Overload” because huge amounts of information were overwhelming employees, says Lori Wurth, manager of training and organization development. The training gave participants tips to keep on top of e-mail, voice mail, snail mail, paper, meetings and projects.
Who should attend the training? “The simpler and more repetitive the job, the less impact time management training will have,” Bird says. So focus training on employees who have a great deal of flexibility–and the potential for conflicting priorities–in their schedules and projects.
“A common practice is for time management training to be thrown at poor performers,” notes Stack. However, time management is best suited for peak performers whose departure would jeopardize the company.
Should you require participation? Stack says participation should be optional because “no one will learn anything if forced,” but Wetmore disagrees.
“The least effective way of approaching training is on an optional basis,” Wetmore says. “If [employees] understood what they needed, they would get it. They don’t understand what they need. The folks who sign up are often not the ones who need it most.”
The best way to market time management training to employees is to pitch its personal benefits, Wetmore says. Don’t say that the program will make the company more profitable. Say, “‘You will accomplish more, have more time and less stress, go home on time, be a better parent,’” Wetmore suggests.
Although the emphasis is on employees’ personal needs, the employer also will benefit, Bird adds. Time management tools applied off the job will become a habit that workers will carry over to the workplace.
Shopping for a Vendor
Seek a training vendor that is willing and able to customize training. “All programs need to be tailored to the individual company, focusing on their burning needs,” says Wetmore.
Avoid training that focuses solely on using any vendor’s particular calendar or daily planner products, cautions Bird. “In most organizations, a high percentage of individuals are highly committed to their current planner type” and aren’t likely to surrender favored planners, Bird says. So look for training dealing with behaviors and techniques rather than products alone.
Training delivery takes many forms, including seminars, books, audiotapes, videotapes, videoconferences and online training. What you use should depend on your audience and needs. Some consultants and employers say in-person seminars seem to have the greatest impact, especially when followed by individual consultations, and that other media are economical and useful for reinforcement. However, some consultants tout blended learning or web-based training.
“The most effective time management [class] is best performed in person, at least initially,” says Burki. “Once you have that firm foundation, you can use [technology] for online reminders, follow-up instruction, refresher courses, etc.”
But Bird says, “The ideal is the blended approach, using live and web-based training for advanced training and ongoing reinforcement of skills. High quality video-driven, web-based training can produce results equal to or exceeding high-quality live training. Not textbased or talking heads. I’m talking about high production–with multiple camera angles–web-based training.”
Linda Holmes Rogers, vice-president of HR for Fiserv Southern Region, a financial technology company in Atlanta, recently completed a web-based worklife balance training program. “We compared it to the instructor-led program and were very impressed,” Rogers says. “It is a time-saver. The quality of the web-based product is just as good as the instructor-led program.”
Individual Follow-up
No matter which training method you choose, individual follow-up, over time, is key, Wetmore and Stack add. “Huge changes [in behavior] take place over an extended period of time–six months to a year,” says Wetmore.
After an initial one-day class, Denver Water gives each participating employee a one-hour session with a time management consultant, Wurth says. The consultant and the employee develop a six-week action plan, and, after six weeks, the consultant reviews the plan and holds the employee accountable.
“The program has been very popular and well received–the one-on-one [consultations are] consistently cited as the most beneficial part,” Wurth says. “We find the accountability and personal attention really increases the application. We follow up with the employee and supervisor three months later to determine what worked and if they are satisfied with the results.”
Wurth found that selling senior management on paying for individual followup sessions was not easy, but “the results spoke for themselves, and now support is given without question,” she says.
“You can do a one-shot, full-day training for $7,500 or so for 20 people, but the organization will not experience long-term change in employee behavior” from one-time training, Stack says. Some short-term training can cost less, around $3,000 to $4,000 per day for a group of about 20 people. But for a year-long program with follow-up, expect to pay about $2,000 per employee, Stack says.
Employers have to find new customers, cut costs and improve productivity daily, Coors’ Milko notes. “We need a healthy and engaged workforce to help us in reaching those objectives,” she says. Time management training helps employees “be more effective throughout the day so they can leave the office and be with their families and friends, support their communities, and pursue their passions,” she says.
KATHRYN TYLER, M.A., IS A FREELANCE WRITER AND FORMER HR GENERALIST AND TRAINER IN WIXOM, MICH.
Copyright: COPYRIGHT 2003 Society for Human Resource Management
http://www.shrm.org/publications/hrmagazine/pages/default.aspx
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the final essay on a thinker after Hobbes that has been discussed in class. That is, you should choose a political thinker beginning with Locke and continuing to 

The Scientific Measurements data sheet is where you will place all the data from each activity in this unit. 
Assignment Instructions
Step 1:  
Download the Data Sheet for Unit 2 “Scientific Measurements” by clicking on the link below:
Unit 2 Scientific Measurements Data
Step 2:   
Reread the manual. Note there could be as many as three (3) types of experiment activities:  Video Activities, Virtual Activities and Hands On Activities.  The Scientific Measurements data sheet is where you will place all the data from each activity.  Be sure to read the manual carefully as there may be requirements for photo or video documentation.  Please consider that not all three types of activities will be present in all units.
Video Activities – In the video activities Dr. Betts is your lab partner.  You should consider him to be your hands.  You must write down the required data and do the necessary calculations.
Virtual Activities – The virtual activities are a simulated lab environment.  You will be required to do experiments in this environment.  You will need to write data and perform calculations on your Data Sheet.
Hand On Activities – These activities are designed to allow you to do actual chemistry experiments at home.  Follow all safety precautions found in the manual.  You must record all data, which may include photos or videos.  Keep in mind all your photos or videos must be your own and must not be taken from the internet.
Step 3:  
Convert your paper data sheet to .pdf. You may have been filling in your Data Sheet with a computer or tablet.  If so all you need to do is convert your document to .pdf format.  If you do not know how, check google.com.  If you printed off your data sheet you will need to convert it to .pdf format.  To do this use your smart device to make .pdf files of your Data Sheet.  Apple iOS users can use the Notes app. Android users can download an app called Cam Scanner.
You can follow these links for help:  
For CamScanner:   https://youtu.be/zLxa8DT-1YM
For iOS Notes app:  https://youtu.be/vCN4Nfh0BdM
Step 4:  
Submit all your .pdf flies for grading.  See below for procedures for making and submitting .pdf files.
Submitting Assignments Through D2L:  For help submitting your Data Sheets you can watch the following videos:
Using a smart device:  https://youtu.be/QM5syku8KGU
Using a computer: https://youtu.be/vk01NHQ7B3o
Available on May 14, 2024 12:01 AM. Access restricted before availability starts.
Available until May 20, 2024 11:30 PM. Access restricted after availability ends.

The object of your paper will be to promote social change by coming up with a proposed solution to the social issue you have selected. You will need to use outside sources
Your Introduction should include:
An attention-grabbing hook (a current event article can work well here)
A transition to the subject of your essay (aka the bridge covering the scope of the issue and why your reader should care about it)
Your thesis statement which includes the arguable claim you are making about the issue you have chosen.
A more in-depth explanation of the social issue you are addressing
Support from one previously assigned reading
Three secondary or outside sources that support your perspective on the issue
Provide a brief summary of each source BUT keep the summary to a minimum
Explain how each source is relevant to your overall point
Include textual evidence
Propose a solution for your issue and why/how this solution would benefit those involved OR present evidence of a solution that has already been attempted and the effects it has had 
Essay Requirements:
Essay must be composed in the third person.
Your paper must include a strong thesis statement.
Everything following your thesis statement must clearly work to support it.
Your paper must clearly deal with a current social issue related to a course theme
Essay must include quotes that are appropriate in length and context from at least 1-2 library database sources with correct MLA in-text citations.
Essay may also include 1-2 Google Scholar sources
Essay must include a minimum of 3 sources, but not exceed 5 sources total, including both assigned and library database sources. 
Essay must introduce scholarly articles properly.
Essay must be accompanied by a Works Cited page.
Essay must be in MLA format.
Final Draft must be 1,500 words in length (this does NOT include the Works Cited page).
USE THESE -> Sources: From Google Scholar and Library Sources
http://dr.ddn.upes.ac.in:8080/jspui/bitstream/123456789/2944/1/Sexual-Harassment-at-Workplace.pdf
https://www.redalyc.org/journal/279/27965040015/27965040015.pdf
https://www.mdpi.com/1660-4601/19/20/13278

This is a fictional analysis essay please type according to the directions please and if you have any questions contact me !

Please base this rough draft TOPIC off of the last assignment you done for me which was the “Abstract/intro” assignment. I have attached the instructions below. Please use the APA citation. 3 paragraphs. 

thejjdjkhjktljtkljdlkjflwekjlktgj kljhthelk tyhehth ehthe erhthelkhwht htehndf
tjehjtjfth thteh thgaoiejt htei house tol go thome and help me write this online clas

All the good memories I had in high school and how time flies by because I’m graduating this year  how many great friends  I made and how the school brought me in and out my comfort zone to socialize. How varsity hockey made the school year more fun and relationships I made 

the first about 600 words I want to talk about how the first semester I did online and still struggled due to medical concerns then go into talking about how the medical condition affected my next two semesters in college causing me to fall into depression facing challeneges with my classes and social life. and then January of 2024 I got surgery for this conditions making me instantly better reflecting back on time. being thankful and ready to take on education how I used to
last 100 words should be why do I think I fit best in this uni?

Final Exam: Gender and Race
Choose one of the following topics from the units “True Women and Real Men: Myths of Gender” and “Created Equal: Myths of Race” in Rereading America and write a detailed and persuasive essay. Use at least three quotes from the readings to support your ideas and document these quotes properly by using a documentation format. Your essay should be a minimum of 750 words, typed and double-spaced. Although you will just be turning in your final paper,  I recommend that you do some prewriting and a rough draft. Please include a Works Cited page. Your Works Cited page can be on the last page of your essay if you have room, or it can be on a separate page.
1. “True Women and Real Men: Myths of Gender:” Make an argument about gender in America.  Use at least three of the selections that were assigned to exemplify and to support your thesis.  
2. Created Equal: Myths of Race:” Make an argument about race in America.  Use at least three of the selections that were assigned to exemplify and to support your thesis.  
I encourage you to e-mail your thesis to me for my feedback before you get too far into your writing process.
The correctness of your essay STRUCTURE is important.  You will need to write an appropriate introduction, a clear thesis statement, a well-developed body, an appropriate conclusion, and a Works Cited page. 
The completeness of your understanding of USING TEXTS TO SUPPORT AN ARGUMENT is important.  You will illustrate your understanding by fully and clearly using the text you have chosen to develop your essay, CONNECTING your support directly to your thesis.
I could provide a digital access to the book if it’s needed.