Nicomedes Márquez Joaquín free essay sample

Nicomedes Mà ¡rquez Joaquà ­n (May 4, 1917–April 29, 2004) was a Filipino writer, historian and journalist, best known for his short stories and novels in the English language. He also wrote using the pen name Quijano de Manila. Joaquin was conferred the rank and title of National Artist of the Philippines for Literature. Nick Joaquin, is regarded by many as the most distinguished Filipino writer in English writing so variedly and so well about so many aspects of the Filipino.He was born to a home deeply Catholic, educated, and prosperous. His father, Leocadio Joaquà ­n, was a person of some prominence. Nick Joaquà ­n’s mother was a pretty, well-read woman of her time who had studied in a teacher-training institute during the Spanish period. Though still in her teens when the United States took possession of the Philippines, she was among the first to be trained by the Americans in English, a language she taught in a Manila public school before she left teaching after her marriage. We will write a custom essay sample on Nicomedes Mà ¡rquez Joaquà ­n or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page There were ten children in the family, eight boys and two girls, with Nick Joaquin as the fifth child. In a home where he experienced an extremely happy childhood. Everything changed after his father lost the family fortune in due to failed investment. The young Nick Joaquà ­n dropped out of school. Only able to finish third year high school. Among other changes, he was unable to pursue the religious vocation that his strictly Catholic family had envisioned to be his future. Nick Joaquà ­n himself confessed that he always had the vocation for the religious life and would have entered a seminary if it were not for his father’s death.In his teenage years Nick was described by his sister to have had a â€Å"rabid and insane love for books.† For he would always be seen holding a book even when doing household chores. Both his parents had encouraged his interest in books. When he was around ten, his father got him a borrower’s card at the National Library. He was voracious, reading practically everything that caught his linking. After dropping out of school, Joaquà ­n worked as a mozo (boy apprentice) in a bakery in Pà ¡say and then as a printer’s devil in the composing department of the Tribune, of the TVT (Tribune-Vanguardia-Taliba) publishing company. This got him started on what would be a lifelong association with the world of print.

Target Performance Evaluations †Business Research Paper (200 Level Course)

Target Performance Evaluations – Business Research Paper (200 Level Course) Free Online Research Papers Target Performance Evaluations Business Research Paper (200 Level Course) Performance evaluations are one of the most important tools employers can use to reward, train and critique their employees. At Target, this is no exception. Target evaluates its executive staff twice a year, once for money and bonuses, and another for sheer training and direction. I passed out the assigned survey to three of my peers; Marta Mcgough, Todd Rigler and Matt Clarey. In the paragraphs below I will discuss their responses along with my personal feeling toward the questions. First you must understand Target’s evaluation system. Target executives are graded on their personal leadership skills as well as store performance numbers including sales and budget goals as well as turnover and profitability. I like to think of it like this. A high store profitability number will get you more bonus and raise while a high leadership score will get you promoted. Obviously, a high score on both is optimal. For the first question: I received a timely performance appraisal. All takers, including myself, of the survey strongly agreed that Target is in fact timely in its appraisal system. As stated above, all executives should receive a performance evaluation twice a year, a mid year review, for no money, on May 31st, and a review for monetary bonuses and raises on Nov 31st. These timeframes are strictly adhered to by corporate and of the four people taking the survey, no one had ever received a review late. For â€Å"I received a fair performance appraisal†, myself and 2 other stated that we agreed, while one said disagree. The main reason stated by all for the lack of 100% support was that we as a team are graded for the sales performance of the building. No matter how well we do our job, inevitably the amount of product that people purchase in the building over the course of the year will greatly affect our raise. This brings a certain amount of unfairness to the process. A low performing executive in a high performing building has the potential to get just as good of review as an executive that is considered high potential. The only possible rectification for this problem would be to cease have store performance numbers on reviews and just have personal goals and qualifications. On the question of â€Å"My performance appraisal results were what I anticipated†. Again, all of us of were of one accord in strongly agreeing. Target does a fantastic job of not only constant feedback from supervisors, but also an incorporated tool called the Diagnostic tool kit. The DTK is an evaluation tool on line that summarized weekly the store performance numbers and breaks down individual executives review scores. By viewing this form that updates on Wednesdays, you can see how your review would be if you got it immediately, and how your week, month and quarter numbers look. 1.I received a timely performance appraisal. Strongly Agree/Agree/Disagree/Strongly Disagree 2.I received a fair performance appraisal. Strongly Agree/Agree/Disagree/Strongly Disagree 3.My performance appraisal results were what I anticipated. Strongly Agree/Agree/Disagree/Strongly Disagree 4.My performance appraisal was measured against my job description/duties/expectations. Strongly Agree/Agree/Disagree/Strongly Disagree 5.I was provided recommendations for improvement during my performance appraisal. Strongly Agree/Agree/Disagree/Strongly Disagree Research Papers on Target Performance Evaluations - Business Research Paper (200 Level Course)Incorporating Risk and Uncertainty Factor in CapitalStandardized TestingOpen Architechture a white paperThe Project Managment Office SystemMarketing of Lifeboy Soap A Unilever ProductResearch Process Part OneAnalysis of Ebay Expanding into AsiaRiordan Manufacturing Production PlanMoral and Ethical Issues in Hiring New EmployeesThe Relationship Between Delinquency and Drug Use

Unit 6 Proposal Designs Blog Research Paper Example | Topics and Well Written Essays - 250 words

Unit 6 Proposal Designs Blog - Research Paper Example The main aim of the program is addressing unfit behaviors in the community and emphasizing on the important of fitness as well as helping in the reduction of obesity and other health related issues associated with sedimentary lifestyles (Karsh & Fox, 2009). Information should be included in a grand proposal that makes it more appealing and convincing to the funders. This includes provision of a good statement need. It provides a rationale and a background for the proposal. It should establish the importance and needs for the project. Objectives and goals of the grand proposal need to be included. The objectives should be measurable, attainable, specific, and time bound. The methodology and ways to implement the project should be convincing and possible. The methodology gives an insight of how the problems addressed are solved. The evaluating tools should be well outlined and analyzed. Funding agencies want their grants to produce a maximum impact. Thus, the proposal should disseminate methods of maximum utilization of funds with accountability (Kaplan,