Great Study Tips for the GRE Vocabulary Section

If youre planning to apply to graduate school, youll need to pass the GRE General Test, which includes an extensive vocabulary section. Not only do you need to master the reading comprehension questions, you need to knock the sentence equivalence questions and text completions out of the ballpark. Its challenging, but with adequate preparation, you can pass. Getting Ready for the GRE The key to success is to allow yourself plenty of time to study for the GRE. This isnt something you can cram for a few days out. Experts say you should begin studying 60 to 90 days before the exam is scheduled. Start by taking a diagnostic test. These exams, which are very similar to the actual GRE, will allow you to measure your verbal and quantitative skills and give you a good idea of what your strengths and weaknesses are. ETS, the company that created the GRE, offers ​free review tests on its website.   Create a Study Plan Use your diagnostic test results to craft a study plan that focuses on the areas where you need the most improvement. Create a weekly schedule for review. A good baseline is to study four days a week, 90 minutes a day. Divide your study time into three 30-minute chunks, each that addresses a different topic, and be sure to take breaks in between each session. Kaplan, a company dedicated to helping students review for tests like the GRE, offers detailed sample study schedules on its website. Retake the diagnostic test after four, six, and eight weeks of review to measure your progress. Hit the Books and Tap the Apps There is no shortage of reference books available to help you study for the GRE vocabulary test. Kaplans GRE Prep Plus and GRE Prep by Magoosh are two highly rated prep books available. Youll find sample tests, practice questions and answers, and extensive vocabulary lists. There are also a number of GRE study apps available, too. Some of the best include GRE from Arcadia and Magoosh GRE Prep. Use Vocabulary Flashcards Another reason why you want to begin studying 60 to 90 days before taking the GRE is that theres a lot of information youll need to memorize. A good place to begin is with a list of the top GRE vocabulary words that appear most often on the test. Both Grockit and Kaplanoffer free vocabulary lists. Flashcards can be another useful tool. If you find yourself struggling to memorize a long list of words,  try memorizing word groups, a small list of words (10 or so) arranged by theme into subcategories. Instead of memorizing words like  acclaim, accolade  and  venerate  in isolation, youd remember that they all fall under the theme of praise, and suddenly, theyre easier to remember.   Some people find it useful to organize vocabulary words according to their Greek or Latin roots.  Learning one root means learning 5-10 words or more in one shot. For example, if you can remember that the root ambul means to go, then you also know that words like amble, ambulatory, perambulator, and somnambulist have something to do with going somewhere. Other Study Tips Studying for the GRE vocabulary test is hard enough by yourself. Reach out to friends who are taking the GRE or have taken it in the past and ask them if theyll spend time helping you review. Start by having them give you vocabulary words to define, then change it up by having them give you definitions and responding with the correct word. Vocabulary games can also be a novel way to review. Most GRE study apps incorporate games into their study plans, and you can find them online at sites such as Quizlet, FreeRice,  and  Cram. Are you still finding yourself getting stuck on certain vocabulary words? Try creating  picture pages  for the words that keep eluding you. Remember, studying for the GRE vocabulary test takes time. Be patient with yourself, take frequent study breaks, and reach out to friends for help if and when you need it.

The War Of The Cold War - 1508 Words

In 1945, the United States and Soviet Union joined up as allies in World War II, which resulted with total victory for United States and Soviet forces over Hitler’s Nazi domain in Europe. After just a few years, allies from war turned into complete enemies, becoming sealed in a military, political, global and economic struggle. But the question is, what led to the Cold War? Was it the Soviets, who revoked their agreements to allow the people of Eastern Europe to determine their own fates by imposing totalitarian rule on territories? Or was it the Americans, who ignored the Soviets security concerns, terrified the world with the atomic bomb, and pushed relentlessly to expand their own international influence and market supremacy? The tensions that led to the cold war became evident in 1943. The Big Three allied leaders, American President Franklin D. Roosevelt, Soviet Premier Josef Stalin and British Prime Minister Winston Churchill, conferenced in Tehran to coordinate a strate gy. Poland, which sits in an unfortunate position on the map between frequent enemies Russia and Germany, was the topic for heated debate. The Poles had not one but two governments in exile, one Communist and one Anti-Communist, hoping to take over the country upon its liberation from the Nazis. The Big Three disagreed over which side of Poland should be allowed to take control after the war. Stalin backed the Polish Communists while Churchill and Roosevelt insisted the Polish people should have theShow MoreRelatedThe War Of The Cold War1644 Words   |  7 PagesThe Cold War was a state of political and military tension stemming from World War II fought primarily between the United States and the Soviet Union. Although the start and end dates of the Cold War are frequently disputed over, it is generally accepted that the conflict started at the conclusion of the Second World War and stemmed from the social climate and lingering tensions in Europe and the increasing power struggles between the Soviet Union and the United States. Along with economic separationRead MoreThe War Of The Cold War Essay1525 Words   |  7 PagesOne major war ended and another to begin. The Cold war lasted about 45 years. There were no direct military campaigns between the United States and Soviet Union. However, billions of dollars and millions of lives were lost. The United States emerged as the greatest power from World War 2. (Give Me Liberty 896) The country boasted about having the most powerful navy and air force. The United states accounted for about half of the world’s manufacturing capacity, which it alone created the atomic bombRead MoreThe War Of The Cold War886 Words   |  4 Pagesin an infamous battle against ideologies: The Cold War. Even though war took place during this time, both powers were not involved in battle directly, hence the name cold war. The war mainly consisted of assumed and implied threats of nuclear attacks and political control over states i n Europe. Even before 1945, the beginning of the Cold War, tension brewed between the U.S and the U.S.S.R. Both sides had differing views on Europe s state after the war. For instance, programs like the Marshall PlanRead MoreThe War Of The Cold War757 Words   |  4 PagesAs tensions continued to augment profoundly throughout the latter half of the Cold War period, they brought forth a movement from a previous bipolar conflicting course, to one of a more multipolar nature. These tensions were now not only restricted to the Soviet Union and United states, but amongst multiple other nations of the globe. It became a general consensus that a notion of ‘peace’ was sought globally, hence, the emergence of dà ©tente. The nature of this idea in the short term conveyed itselfRead MoreThe War Of The Cold War961 Words   |  4 Pages1945, beginning year of the Cold War. The development of cold war just started after the end of world War ||. The cold war was the result of conf lict between two powerful country Soviet Union and United State. The war was regarding to the lead the world after the World War ||. The Soviet Union wanted to emerge its power to the world and so do the United States too. The research paper mainly focused on various reasons of opposition of two great power of the world Soviets and United States of AmericaRead MoreThe War Of The Cold War1737 Words   |  7 Pages Cold War The Cold War, which is often dated from 1945 to 1989, was a constant state of political and military tension between powers in the West, dominated by the United States with NATO among its allies, and powers in the East, dominated by the Soviet Union along with the Warsaw Pact. The development of Nuclear Weapons and long range shooting missiles by the United States gave a lot of fear and caused mass destruction. The Cold War came about after World War II when America used their atomic bombsRead MoreThe War Of The Cold War1123 Words   |  5 PagesThe Cold War consist of tensions between the Soviets and the U.S. vying for dominance, and expansion throughout the world. Their complete different ideologies and vision of the postwar prevented them from working together. Stalin wants to punish Germany and make them pay outrageous sum of money for reparation. However, Truman has a different plan than Stalin. Truman believes that industrialization and democracy in Germany and throughout th e world would ensure postwar stability. Stalin also wantedRead MoreThe War Of The Cold War942 Words   |  4 PagesFeelings Do Matter At the close of World War Two in 1945, the United States entered another kind of war, the Cold War, which did not involve two adversaries in open battle fields using bullets against the Soviet Union. Throughout the Cold War, incidents fueled feelings of anxiety, mistrust and pride. Often pride is defined as â€Å"a feeling that you are more important or better than other people† (Pride). Mistrust on the other hand is the â€Å"feeling that someone is not honest and cannot be trusted†,Read MoreThe War Of The Cold War1636 Words   |  7 PagesThe U.S. learned greatly after having been declared the victor of the Cold War. Retired four-star U.S. Army general Colin Powell said, â€Å"The long bitter years of the Cold War are over. America and her allies have won; totally, decisively, and overwhelmingly† (Reed 343). The Cold War started after World War II in 1947 and ended in 1991. The U.S. underwent a political war with the Soviet Union in hopes of advancing more rapidly in certain fields, such as nuclear weapons and space crafts. Avoiding nuclearRead MoreThe War Of The Cold War Essay1075 Words   |  5 PagesDuring World War II, the United States, Britain, and Russia all worked together to take down Hitler. Although after the war, the coordi nation between the U.S. and Russia became extremely tense which inevitably lead to the Cold War. The U.S. was worried that Russia would spread communism after World War II. Russia was concerned with the U.S. arms increase and intervention in international affairs. The distrust between the two nations resulted in the Cold war which lasted until 1991. In 1946, Winston

Samsung Electronics Announce Fourth Quarter -Myassignmenthelp.Com

Question: Discuss About The Samsung Electronics Announce Fourth Quarter? Answer: Introduction Bonus and incentives is considered as one of the tool used by the companies for keeping their employees motivate, which in turn helps them provide greater performance (Richard et al, 2013). This also helps in retaining the employees for longer period and attracts greater number of potential candidates for applying in the organisation (Pandey, 2014). However, it is necessary for the organisations to have a clear and equal bonus policy for all its employees to maintain equity in the workplace. However, various organisations fail to uphold their incentive policy that leads to the undesired situation and creates unhealthy workplace environment. This study will review the case of Samsung and their unequal annual incentive distributed among the employees over departments in 2015 from a theoretical viewpoint. The company provides incentives to their employee based on the profit they generate for the organisation. However, the upper limit set for the incentive is capped at 50%. This report w ill identify and explain the limitations the company is facing in HR management and the consequences they are likely to face due to the decision made. These findings will be supported with the theories and recommend probable solution for the case. Case Analysis Samsung is a big brand in the electronics industry that offers a wide range of electronics products to their international customers. The wide range maintained by the organisation makes it necessary for them to maintain a number of divisions. The organisational policies and norms are similarly applicable to all its employees working in various divisions. However, the 2015 unequal incentive distribution case is a failure in the perspective of equality in the policies. The management of Samsung distributed a full range of incentive of 50% to their employees working in mobile division despite of their failure to perform in the financial year, whereas, distributing incentives in accordance to the performance policy followed by the organisation. The officials in Samsung believe they have followed motivational encouragement to the particular division for their hard work they put into the company in the same year and will encourage them to provide greater performance in the upcoming year. H owever, this act can be viewed from a number of perspective and theoretical stance. Motivation and Reward Sajuyigbe, Olaoye and Adeyemi (2013) have identified motivation and rewards as interrelated and inseparable phenomena. The two-factor theory as proposed by Herzberg communicates that the motivation of an employee can be controlled by two primary factors that are motivators and hygiene (Malik Naeem, 2013). Hygiene factors as proposed by Hertzberg are the basic facilities the employer is expected to pay the employees such as basic salary, facilities, job security and working condition. This however, does not directly increase the motivation, but modification in this considerably changes the employees attitude towards their work. Motivators on the other hand are the rewards and incentives that have direct impact on the motivation in the employee. However, this hardly controls the dissatisfaction of the employees. Samsungs act of providing incentive to the underperforming division can partially justified. The incentive provided to the employees will definitely increase the employee motivation as anticipated by the Samsung officials that can be viewed in 2016 sales when compared with the previous year sales (Ghazi, Shahzada Khan, 2013). On the other hand, the benefitted employees might start considering this as the hygiene that might have adverse effect and a total failure of the anticipation. Hence, the investment made during poor profit turnover can be considered as poor decision of the management. Performance Management Expectancy theory as proposed by Victor Vroom on the other hand identifies the individual behavioural adjustment that helps employees to align their personal goals with the goals set by the organisation (Suciu, Mortan Laz?r, 2013). An individual performs according to the goal satisfaction. (Parijat and Bagga, 2014) on the other hand related expectancy with motivation as satisfaction could be replaced by motivation as they can be used interchangeably. These factors help in attaining greater level of performance. Samsungs case of 2015 from this theoretical stance is considered harmful for the organisation, as the goal set by the employees will possibly be reduce and will lose harmony with the organisational goal (Suciu, Mortan Laz?r, 2013). Moreover, the visible discrimination made between the divisions of the organisation will also contribute in reduction of satisfaction level among the other employees and may turn them de-motivated. For, example, the employees from battery division of the company received only 3% incentive despite of their greater performance compared to mobile division. However, the Smartphone division of the company got encouragement that got reflected in the increased market share in 2016 compared to 2015. Employee Turnover and Retention Porter and Lawlers expectancy theory, which is considered as the modified expectancy theory of Vroom identifies the need of employee satisfaction. This theory according to Korzynski (2013) values the effort and performance put by the employees and aims to satisfy the need in accordance to the performance delivered. Agwu (2013) further states that the amount of satisfaction is equal to the amount of reward received for the effort they put in. Samsung in 2015 provided the reward according to the divisional performance, which can be justified using this theory. However, the unequal benefits provided may lead to the perception of less valued. This decreased motivation will increase the rate of turnover in the company and the company will likely to fail in employee retention. Employee Relation Challenges Employee relation theories communicate that employee satisfaction and cooperation is directly related to the relation made between the employee and the employer. As identified in Human Relation Theory by its key proponents mayo, Herzberg, Maslow and McGregor, the focus should be on the employees social and psychological need (Ackers, 2014). This will help building stronger bond between the employees and employer that ultimately results into greater performance and increases efficiency of the work. However, automatic or Subtle Discrimination as stated by Jones et al (2017) is often observed in the organisational setting that leads to subconscious discrimination in the workplace. The case related to Samsungs unequal incentives is a perfect example of this type of discrimination, where the employers goal of motivating particular division may lead to dissatisfaction of the others. This significantly decreases the relationship of the group with the employer. Moreover, the South Korea is the home country of Samsung, which seriously lag regarding the existence of legislative act for controlling discrimination in the workplace (Jones et al, 2017). The country holds no as such legal enforcement for stopping workplace discrimination, which is the primary issue in this case. The country lacks in gender discrimination and workplace discrimination act for safeguarding the interest of the stakeholders. This is another major issue that can be identified in case of Samsung workplace discrimination. Recommendations Samsungs incentive issue that came up in 2015 has various limitations that have been identified above. Though the issues stand separately, they are interrelated and connected through the thread of discrimination. As considered by Wood, Braeken and Niven (2013) prioritising one above all is an act of discrimination that will lead to dissatisfaction of the greater mass. Samsungs case can potentially give birth to the identified issue, which the company needs resolving. Some of the recommendations are stated below: As mentioned, the Vrooms expectancy theory identifies the level of satisfaction in terms of value. The employee performance according to the theory will only rise if they are identified and valued. Reward and incentive policy is one way of communicating value for the job well done by the employees. Hence, the company definitely needs a transparent incentive policy, which will be equally applicable for all their divisions. This will help in maintaining the fare act in the organisation that is successful in satisfying the employee expectation. Moreover, the Samsung should also seek for other appreciation methods that will satisfy the expectations and value their effort. For instance, as proposed by Karim and Arif-Uz-Zaman (2013), constant feedback system is beneficial for an organisation, which will regularly track and update the employees about their performance and appreciate the effort put in the system. This can prove beneficial for Samsung in terms of valuing employees effort and will help in motivating the employees for providing optimum performance in their workplace. Moreover, as the level of satisfaction directly indicates the chances of employee retention and turnover. This will help Samsung retaining their employees for longer period avoiding high rate of employee turnover as expected from the case scenario. As the level of satisfaction is identified by the amount of reward received, hence, this is necessary for Samsung for proper identification of the effort put as recommended earlier (Gialuisi Coetzer, 2013). However, it is being recommended to have a strong set of rules defending the policies, which has to be equal for all the divisions. Hence, it can be recommended to Samsung to revise their rules and regulations within the organisation, avoidance of which will call for significant action for the offender. This should be valid in the managerial level, which will make them take decision accordingly for treating every division with equality. As mentioned, the case of Samsung is an evidence of subtle discrimination, which is an accidental discrimination in the divisions. Keeping one happy sometimes leads to dissatisfaction of the greater mass. This has adverse impact on the employee relation and disturbs the communication within the organisation. As identified by Carter et al, (2013), transformational leadership has the capability to improve employee relationship as it treats every employee equal and is successful in motivating its employees. Hence, the employee relationship challenge that is being faced by the organisation can easily be resolved using the transformational leadership style. This will not only help in motivating the employees, but also provide equal treatment and inspiration the employees that will create healthy environment within the organisation as necessary in Samsung. Another recommendation can be made for both motivating and retaining the employees is to provide growth opportunity. The company should provide a greater growth opportunity to their employees based on transparent performance matrix. As according to Jenter and Kanaan (2015), it has the potential to successfully motivate the employees and reduce employee turnover as expected from the case. Growth opportunity satisfies various level of need that is proposed in Maslows motivational theory, especially the need of security and esteem need. Moreover, this also has the ability to supplement in performance management and significantly raise the performance provided by the employees over different divisions of Samsung. Conclusion It is possible to draw conclusion form the above discussion that the step taken by the Samsung in their incentive policy was wrong form the ethical stance. This communicated discrimination in the workplace and supplemented in polluting the environment. The case occurred in Samsung will positively de-motivate the employees from the other departments that generated greater profit for the company. As identified in the report will degrade the performance quality of the employees belonging from other departments, which received lesser incentive despite of the greater production provided. The report also identified that discrimination among the employees will alter the relation and reduce the chances of employee retention. However, the company can still manage their employees and encourage them for providing greater performance in upcoming years by following the recommendations made in the report. Last by not the least, as recommended, change in leadership is necessary before implementing the policies due to the need of employee relation. However, the recommendations made have to be transparent and maintain equity for all its employees for having greater impact. References Ackers, P. (2014). Rethinking the employment relationship: a neo-pluralist critique of British industrial relations orthodoxy.The International Journal of Human Resource Management,25(18), 2608-2625. Agwu, M. O. (2013). Impact of fair reward system on employees? job performance in Nigerian Agip Oil Company Limited, Port Harcourt.British Journal of Education, Society and Behavioral Science,3(1), 47-64. androidauthority.com. (2018).Galaxy S7 fails to edge past the iPhone, but Samsung regains US top spot. [online] Available at: https://www.androidauthority.com/iphone-6s-outsells-galaxy-s7-us-715328/ [Accessed 8 Feb. 2018]. Carter, M. Z., Armenakis, A. A., Feild, H. S., Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change.Journal of Organizational Behavior,34(7), 942-958. Ghazi, S. R., Shahzada, G., Khan, M. S. (2013). Resurrecting Herzbergs two factor theory: An implication to the university teachers.Journal of educational and social research,3(2), 445. Gialuisi, O., Coetzer, A. (2013). An exploratory investigation into voluntary employee turnover and retention in small businesses.Small Enterprise Research,20(1), 55-68. Jenter, D., Kanaan, F. (2015). CEO turnover and relative performance evaluation.The Journal of Finance,70(5), 2155-2184. Jones, K. P., Arena, D. F., Nittrouer, C. L., Alonso, N. M., Lindsey, A. P. (2017). Subtle discrimination in the workplace: A vicious cycle.Industrial and Organizational Psychology,10(1), 51-76. Karim, A., Arif-Uz-Zaman, K. (2013). A methodology for effective implementation of lean strategies and its performance evaluation in manufacturing organizations.Business Process Management Journal,19(1), 169-196. Korzynski, P. (2013). Employee Motivation In New Working Environment.International journal of academic research,5(5). Malik, M. E., Naeem, B. (2013). Towards understanding controversy on Herzberg theory of motivation.World Applied Sciences Journal,24(8), 1031-1036. news.samsung.com. (2018).Samsung Electronics Announces Fourth Quarter and FY 2016 Results. [online] Available at: https://news.samsung.com/global/samsung-electronics-announces-fourth-quarter-and-fy-2016-results [Accessed 8 Feb. 2018].Pandey, P. (2014). Employee motivation and retention-key to organisational performance-in Indian perspective.International Journal of Marketing and Technology,4(4), 144. Parijat, P., Bagga, S. (2014). Victor Vrooms expectancy theory of motivationAn evaluation.International Research Journal of Business and Management (IRJBM),7(9), 1-8. Richard, J. M., Castro, D. C., DiFeliceantonio, A. G., Robinson, M. J., Berridge, K. C. (2013). Mapping brain circuits of reward and motivation: in the footsteps of Ann Kelley.Neuroscience Biobehavioral Reviews,37(9), 1919-1931. Sajuyigbe, A. S., Olaoye, B. O., Adeyemi, M. A. (2013). Impact of Reward on Employees Performance in a selected Manufacturing Companies in Ibadan, Oyo state, Nigeria.International Journal of Arts and Commerce,2(2), 27-32. Suciu, L. E., Mortan, M., Laz?r, L. (2013). Vroom's expectancy theory. An empirical study: Civil servant's performance appraisal influencing expectancy.Transylvanian Review of Administrative Sciences,9(39), 180-200. Wood, S., Braeken, J., Niven, K. (2013). Discrimination and well-being in organizations: Testing the differential power and organizational justice theories of workplace aggression.Journal of business ethics,115(3), 617-634.