Business Intelligence in a Corporate Environment Essay Example for Free

Business Intelligence in a Corporate Environment Essay The reason for this writing survey is to give a general viewpoint to the functions of business insight in a professional workplace. With the beginning of gigantic mechanical additions in the previous decade the execution of business knowledge has developed in like manner. In the work environment the interest for business process improvement, responsive announcing, bleeding edge anticipating, and inside business client relations has set off a requirement for a unit that comprehends the business needs just as the effect on organization innovation. This survey will concentrate on the different zones that business knowledge impacts in the work environment. There will likewise be an accentuation on understanding the life span of these sorts of units. With these units in the working environment questions concerning departmental mechanization objectives and the effect on the development arranges that are engaged with the formation of business insight units. At long last, with the development of information assortment and convenience, the security and the executives of organization data is interlaced with the activity of business insight. The Age of Information The Role of Shifting Technology From the beginning of time innovation has impacted the very texture of business tasks. The job of business knowledge in this move is the usage and persistent improvement of that innovation. This job is regularly changing on the grounds that innovation keeps on improving. While to some the job of business insight appears to be new and up and coming the use and practice returns to the most punctual long periods of industry. A case of this history would be in the computerization business. In years past a lot of work was finished by hand. The job of the business expert is gather and break down the whole business process all the way. When this was done the expert would limit their concentration to the person trying to furnish the board with information to speed up and proficiency. That job is presently usedâ to examine the frameworks and machines that are answerable for making the items. While the model above is basic the association between the move in innovation and the job of business insight is clear. With any business the craving for data is solid. To be serious an organization should know about the business condition in which they work. Business insight serves to meet the data and improvement objectives that drive the organization to more noteworthy achievement. For this writing survey there is an article composed by Elliot King that represents the move of innovation and the job of business insight on it. Ruler centers around the huge measure of organization assets that are spent on the usage, improvement, and the executives of business insight innovation in the work environment. This consideration has been driven by the expanding interest for such programming items and work force to oversee them. Understanding this current move King centers around the job business insight has and will keep on having on the business that utilization information en mass. The article gives a concise glance at the historical backdrop of information stockpiling and misinterpretations about worker enthusiasm for getting to the information. This intrigue has generally been pushed down because of the mind boggling nature of associating with the data present inside the information distribution center. With the blast of the web and client osmosis to it these specialized hindrances are easing back starting to fall (King, 1998). Without any difficulty of utilization and understanding expanding representatives are starting to get a handle on the estimation of information. This is the place the job of business insight has flourished. Business knowledge has been executed to overcome any issues between the representative and the business information put away in the stockroom. This is done through an assortment techniques that have made information increasingly more valuable to the organizations that have and use their information. Lord sums up his article with the hypothesis that as the web was openedâ far and wide to this should idea ought to be applied to the information warehousing. While King comprehends that the two bits of innovation are diverse he attests that they are comparative enough in nature that a similar methodology can be applied. In general, the article give a decent glance at how the move of innovation in business can influence the interest for frameworks and the work force that keep up and work them (King, 1998). The effect of Business development With the development of business the world has started to shrivel. Never again are organizations that utilize a hundred or even a thousand viewed as amazing. In 2014 Bank of America was accounted for to have utilized 200 and eighty 4,000 individuals to run its tasks the world over (Bank of America, 2014). The ramifications of organizations of this size are surprising and have fundamentally affected the interest for business insight. To really comprehend why an organization would burn through a large number of dollars on business knowledge tasks a basic model can be given. For Bank of America every representative is appointed a novel number or code that recognizes the person in question from the remainder of the workers inside the association. On the opposite side of the table every client that has connected with the bank is additionally doled out a one of a kind identifier. On the off chance that these are included the amount of interesting substances begins to get dumbfounding. The model above shows why a professional Bank of America would be vigorously keen on using business knowledge advantages for deal with the information related with its specialty units. While the model gave just addresses zones concerning representatives and clients the measure of information related with those individuals can be awesome. For representatives this information could be anything from human asset structures to relax day demands. For clients the information could be items bought, recorded advertising calls, site collaboration just as a large group of different zones. In 2000 Deborah Rowe an article that focused on business patterns pushing database the executives frameworks to more noteworthy development. Rowe centers around the dataâ warehousing idea that has demonstrated to meet a vast lion's share of business needs as far as data the executives. The focal point of the article is to clarify how progress is pushing for better and better frameworks for overseeing information. The article discusses how expanding rivalry has made a lean domain for information the board. Organizations that are self-satisfied with their information are either fizzling or getting on to the requirement for better collaboration and use of their information. Rowe dives into the way toward picking these frameworks from a corporate point of view. The difficulties introduced by this sort of execution are somewhat glaring. These difficulties incorporate forthright cost, long haul cost, and botch of information. On the off chance that an organization decides to actualize an item that its workers don’t see effectively the impacts can be destroying on the business. Recruiting proficient representatives to oversee and actualize the item is basic to long haul achievement. With these obstacles of executing a DBMS framework the undertaking can be overwhelming. Rowe examines how the assignment of buying and embedding a DBMS should be finished with incredible alert and a reasonable core interest. On the off chance that a business isn’t ready to look further not far off and consider how the DBMS can be utilized later on it will bomb totally. Having a point of view that envelops as a significant part of the organizations objectives and dreams is basic. This is the reason organizations are continually searching for people that can concentrate on a point by point framework however have the option to simultaneously take a gander at the more extensive extent of the company’s needs (Rowe , 2000). In summation the article leaves the peruser with an intriguing viewpoint on the expanding interest for these frameworks. Rowe presumes that the ERP business will develop and gigantic pace later on. With that development the requirement for educated workers that comprehend the frameworks utilize and can make an interpretation of the information to influence business needs will proceeding to increment. The expanding corporate interest. At its very center business is driven by two straightforward ideas. These are the laws of income and costs. In business these two laws drive organizations every day. Prominent attitude about theseâ concepts can once in a while influence in either course. Defenders may place the entirety of their help into income age while others will concentrate on making the ideal lean plan of action. Whatever the hypothesis or conclusion is the law of incomes and costs will continue as before. As talked about in this survey the costs of executing DBMS frameworks and utilizing profoundly gifted people can be huge. To an organization that absolutely centers around the cost side of the condition these frameworks may appear to be a misuse of valuable resources. To other people who comprehend the future and current effect of these frameworks the choice to use them is a simple one. Like the ideas of incomes and costs the objectives of an organization can direct the viewpoint of business knowledge units. The explanation request has started to consistently increment over the previous decade is the possibility to influence both the cost and income side of the business structure. Business knowledge units are intended to help divisions in manners that can enhance their present income creation and reduction their cost propensities. An article composed by Ken Rudin clarifies how corporate interest for business insight in their organizations is consistently expanding. Rudin discusses how business knowledge has become a high need for business officials who comprehend the qualities they can get from business improvement. This interest has developed to where corporate pioneers are concentrating on moving past the customary business insight forms (Rudin , 2007) . Rudin clarifies the ramifications of this dynamic manner of thinking by resembling the effect of programming applications that product

Formal response to Albert Camus' The Stranger Essay

Formal reaction to Albert Camus' The Stranger - Essay Example Meursault’s lack of ability to discover any expectation in life brings forth the aimlessness of his reality. Undoubtedly Camus’ saint doesn't locate any importance and happiness throughout everyday life, basically in light of the fact that he is a latency influenced individual; and on the grounds that he can't summon the quantum of bliss and joy from life. Meursault’s absence of expectation and, in any event, his inability to separate it from life develops from a feeling of certainty and unavoidability of the truth of this world. This the truth is either the inevitable truth of death or the truth of any experience circumstance. Meursault’s absence of expectation and his inability to separate any importance from life are the outcomes of his fixation on certainty of death. He understands that since all men will pass on unavoidably, they are for the most part similar. In any case, this acknowledgment makes him increasingly uninvolved and inactive both intellectually and genuinely. He can't feel the need of a mother just as a sweetheart. Along these lines he doesn't have any enthusiastic connection to his mom and furthermore sweetheart Marie. This absence of feeling is clear in his response to his mom passing. Indeed, even the wire bearing the message of his mom demise isn't deserving of much consideration. This disinterestedness to his mother’s is uncovered in his aloof depiction, as he says, â€Å"Maman kicked the bucket today. Or on the other hand yesterday perhaps, I don’t know. I got a message from the home: â€Å"Mother perished. Burial service tomorrow, Faithfully yours† That doesn’t mean anything. Perhaps it was yesterday.† (Chapter 1, Part 1) To be sure this absence of expectation develops additionally from Meursault’s lack of ability to reason. Meursault slaughters Raymond’s mistress’s sibling without considering what demise intends to other people. He can't consider others in his reality since he is incredibly self-situated. This self-direction or self fixation can likewise be seen in his sexual exercises that are drained of any feeling like love. His

Covey 7 Habits Analysis Free Essays

string(32) when identifying with your members. I have consistently been a firm devotee that there are a wide range of kinds of pioneers. To be a pioneer you should have characteristic capacity, and can tune in and develop. Being in numerous influential positions and positions has helped me to turn into the best individual that I can be. We will compose a custom article test on Bunch 7 Habits Analysis or on the other hand any comparative theme just for you Request Now Taking a gander at authority and the board anyway made me fully aware of another idea. I had at no other time acknowledged how much the two go connected at the hip. I feel the two words are equivalent in certain viewpoints. My Leadership and Management style helped me to acknowledge what sort of characteristic abilities I have as a pioneer, and what sort of characterized aptitudes I have as a supervisor. My â€Å"Lamp† outline truly was part between the two elements. I generally believed that I was considerably more of a pioneer than an administrator. Come to discover I have aptitudes in the two sides that praise each other. My Leadership style comprises of numerous parts, however the primary two are my making capacities and my enabling capacities. I feel that these two are the common qualities that I have, and they are things that I have developed the more I find out about others, and myself. I have consistently been an imaginative individual, the one with the thoughts and new ideas. This has permitted me to be a compelling pioneer in my situations to discover different approaches to get things done, and to be fruitful at executing new thoughts. I likewise can enable everyone around me. This means to get individuals energized and ready to take the necessary steps to achieve the objective or assignment we may confront. I do this by having faith in everyone around me and giving others the apparatuses they have to lead themselves. My administration style anyway is somewhat extraordinary. I accept the executives abilities are found out dissimilar to administration attributes. Through the positions I have hung nearby, in secondary school, an in the work place I have figured out how to turn out to be increasingly dependable and thus some imperative administrative abilities. Through my â€Å"LAMP† I have come to understand my best two administrative abilities are association, and I am very employment focused. I have not generally been a sorted out individual, and still accept that there is a lot of opportunity to get better. All things considered my authoritative aptitudes have inconceivably improved while in school and it is because of the jobs I have had inside clubs and associations, and above all my clique. Association didn’t come simple for me, yet I understood to turn into a viable chief I should have been sorted out, this legitimately means being a successful pioneer too. Poor association can prompt loss of believability and that is something I attempt to avoid. I am likewise very occupation focused. This implies I like to recognize what should be done, by whom, and with a set date. In the event that I have the entirety of that I am ready to designate and land positions completed in a convenient way. Being work focused truly implies I like to have characterized jobs. Who’s doing what is a serious deal for me, particularly in administrative and initiative positions. Presently the inquiry is are Leadership and Management the equivalent? I think not. There is an explanation that the two are isolated on the test. Both Leadership and Management aptitudes are crucial when playing any job or position of intensity. The distinctions lie by they way you assume responsibility and take control. Authority aptitudes I feel are things you are brought into the world with. Pioneers likewise are individuals who are exceptionally adored, somebody who you gaze upward to or need to be. While Managerial abilities can be instructed if enough difficult work and exertion is placed in. However chiefs here and there are not loved as a good example in light of the fact that generally they will in general be your chief and make to a lesser extent a faculty association. This is the reason I feel having characterized aptitudes in the two territories can make you the best individual you can be. Being an incredible pioneer permits you to associate with individuals, energize individuals, and manufacture believability. While being a decent administrator implies you delegate well, you remain sorted out and on undertaking, and you supervise/keep steady over those whom you are overseeing. As indicated by Kotter in the article What Leaders Do â€Å"Management is tied in with adapting to multifaceted nature. Authority, on the other hand, is tied in with adapting to change. † Good administration is the thing that shields bedlam from happening. Kotter discusses how the executives is a significant segment in consistency and productivity in the event that we take a gander at it from a business angle. This article portrays how the board is about the complexities and how to great directors adapt. â€Å"More change consistently requests more administration. † (pg.. 86 Kotter. ) Things are consistently evolving today. This is the reason authority as a training has now gotten so significant. Kotter discusses the capacities of pioneers to run with the change and make things work with no place for disparity or mayhem. A decent pioneer is somebody who can move with the punches, make sense of another game plan, and assume responsibility at the same time. Administration is something that takes boldness to settle on the extreme choices when something emerges. The two styles albeit diverse do go connected at the hip. When taking a gander at Leadership and Management corresponding to the Greek people group we perceive that it is so indispensable to have understudies who represent the two characteristics. While getting a Leadership job inside a Fraternity or a Sorority you are taking a great deal of obligation. To run a Greek house you should have the help and regard from all individuals, else you can achieve nothing. Clubs and Sororities were based on the premise that we share similar objectives and goals, it is the Leaders occupation to remind everybody that so they can continue together. Initiative abilities additionally prove to be useful when identifying with your individuals. You read Group 7 Habits Analysis in class Paper models If you approach them as a supervisor rather than their pioneer they may lose that association with you. All things considered the Managerial side of running a Chapter additionally is significant. I like to think about this as the work side. While dealing with a Greek house you should consistently be on the strategic or in the background work that numerous individuals never truly get an opportunity to see, regardless of whether it be interfacing with nationals, working with lodging corp. , or going to IFC gatherings. This is the place being a director assumes a major job in light of the fact that with the entirety of this work authoritative abilities, assignment, and arranging all must happen in any case disorder could happen. When things turn crazy it is difficult to pull them back, that is the reason keeping steady over everything as a supervisor is similarly as significant just like the pioneer that everybody needs to follow. Another approach to take a gander at initiative and the executives in every day life is Stephen Covey’s book The Seven Habits of Highly Effective People. The book sees how to be the best individual you can be. The means you have to take to do so is likewise a significant segment in the book. The 7 Habits sets you up to change your point of view toward what it truly intends to be powerful, and thus the stuff to be a pioneer. Propensity one is Be Proactive. Sounds truly obvious yet when you look more top to bottom you can truly gain so much from this propensity. Being proactive is the root to being viable. It is the initial step away from reliance towards freedom. Being proactive methods stepping up to the plate, completing things, and generally speaking assuming responsibility for your life. At the point when you become proactive you assume liability for your decisions. You realize what it intends to truly take responsibility and complete things. Being proactive truly is tied in with getting yourself to do what should be done and being responsible for that. I have by and by observed myself begin to be increasingly proactive the more established I get. I was a tremendous slowpoke when I was more youthful and was continually racing to complete things. Presently by being increasingly proactive I have discovered opportunity to do others things and take on more obligations as a pioneer. Propensity two is, start in light of an end. This comes down to defining objectives. At whatever point beginning a task or taking something over comprehend what you need to accomplish when you start. This is significant in estimating achievement. In the event that you have an objective you have an objective you are attempting to reach. The more set the objective the more set you up can become while attempting to accomplish it. In the first place an end at the top of the priority list resembles defining an individual objective or statement of purpose that can be applied to everything that you do, along these lines recognizing what you can and need to accomplish. I discover propensity two incredibly savvy. I have consistently been an activator, somebody who wants to begin things and get them off the ground, my concern in some cases is once I start I don’t realize where to go. This propensity is truly on that I associated with in light of the fact that I feel it can enable me to cement what I need to do and where I need to go when beginning any task in my life. Propensity three is put first of all. At the end of the day it is to organize by significance as opposed to earnestness. Ordinarily individuals get got up to speed and delay, deserting them and continually hurrying to make up for lost time with due dates. In the book there is a graph called the time the board grid, which shows four quadrants. The perfect quadrant is two, in the event that you are living in this quadrant you have your needs within proper limits and have some extra an ideal opportunity to appreciate life. The vast majority anyway live in quadrant one, which is emergency the executives and failing to have extra time on account of poor pre arranging. I see this propensity as one of the more troublesome ones to live by. In my â€Å"LAMP† arranging was my most reduced quality on the administration side. I battle with putting first of all in light of the fact that occasionally I actually don't put first of all. This is something since perusing the seven propensities that I realize I have to deal with for my own initiative and the executives needs. Propensity four is think win-win. This section clarifies all the various sorts of individuals that are out there. It clarifies that a few people are out there just working to benefit themselves and don't

Jasper Rine - University of California at Berkeley Laptop Computer Theft Gambit free essay sample

Look into functionalist and marxist points of view including women's activist viewpoints - Essay Example Interpretive human science looks at the implying that is given to regular daily existence by those associated with its development. The way of life where individuals live profoundly affects what is seen as the real world. Individuals showcase their social jobs, some of which are credited or given during childbirth, and others are accomplished or increased through life encounters. The Functionalists and the New Right receive an agreement point of view and maintain family esteems dependent on accord. Then again, Feminism and Marxism are struggle points of view, â€Å"which see family esteems as a feature of the issue according to control, control, status and inequality† (Squire, 2003: 69). The functionalist point of view of family is exhaustively clarified by Parsons (1964), who recognizes two significant elements of the marital family. To start with, families encourage the multiplication of youngsters and mingle them into grown-up jobs of the sort which are acknowledged and expected by the social gathering in which they live. A model is the educating of grown-up sexual orientation jobs by the Western family. This is accomplished by â€Å"the manner by which youngsters are dressed, the games they are permitted to play, how they are addressed and the various mentalities of guardians towards their children’s behaviour† (Bond, 1994: 95). Kids are associated into relating to a sexual orientation job. Besides, the family attempts to re-inforce essential and optional socialization; and furthermore balances out grown-up conduct towards the generalized jobs of a couple. Along these lines, in customary marital families, guardians go about as good examples for their youngsters, other than impacting the manner in which kids distinguish grown-up sexual orientation jobs. In industrialized social orders, men for the most part work to win cash to help the family, consequently their exercises and premiums are more engaged outside the home than are those of ladies whose fundamental occupations are local and in this way relate to the home (Bond, 1994). In this manner, the functionalist viewpoint sees the moderately free working

Medicare and a never-event involving a patient transfer case Essay

Medicare and a never-occasion including a patient exchange case - Essay Example As indicated by Agency for Healthcare Research and Quality (n.d), the primary factors that decide if patients that are in danger of weight ulcers get legitimate human services can be arranged into three expansive regions: clinical administrations availability, nature of clinical administrations, social variables and financial elements. Patients that are danger of weight ulcers ought to be in a situation to get to the clinical administrations in time. These administrations can be classified into three: skin appraisal that is thorough in nature, normalized chance evaluation and the getting ready for pressure ulcer care (Healthcare Research and Quality, n.d). Every one of these classes is significant and ought to be all around performed. These means empower clinicians to abstain from ignoring with regards to clinical consideration that is proof based. The nature of clinical administrations is a factor as in, for instance, on account of skin evaluation (extensive), the skin in its totality ought to be inspected acutely for anomalies. This shouldn’t be done distinctly through looking, however contacting likewise particularly the hard regions of the body (Healthcare Research and Quality, n.d). At the point when this isn't done appropriately, at that point the weight ulcer won't have the option to be recognized in its beginning period. Social components hold that there is have to deal with the individuals who are in danger of weight ulcers because of the inconceivability of moving the body parts for instance. There ought to be close connections that make sure that these individuals are aided way that could be available and taken to medical clinic when need be. The financial variables assume a job, particularly with regards to the material that the potential weight ulcer quiet sits or lies in. The open to resting offices are costly and in this manner no one but few can bear the cost of those of the best characteristics, for instance a wheelchair (Healthcare Research and Quality, n.d). The organization needs to think of rules and guideline if not laws like

5 Tips for Onboarding New Employees with Ease

5 Tips for Onboarding New Employees with Ease Good employees are hard to come by in todays competitive job market. When you’re fortunate enough to succeed in your search and are ready to welcome new people to your team, you’ll want to make sure their introduction to your company goes as smoothly as possible. A consistent, comprehensive onboarding process is essential for effectively getting new hires up to speed and generating excitement about their new roles. To ensure your onboarding process sets new employees up for success, there are a few important steps to follow. Here, we’ll outline some onboarding best practices you can start implementing right away. 1. Encourage Feedback New employees are often full of great ideas, having come in with fresh eyes and unique experiences. You may not be able to act upon every idea right away, but it’s important to encourage new employees and show them their opinions are valued. Using an idea map to capture new â€" and veteran â€" employees’ ideas can be a great way to organize their input and potentially turn it into actionable tasks. Collecting and documenting feedback from employees also helps to hold yourself accountable for making continuous improvements to your onboarding process. Oracle’s onboarding revamp is a good example of this positive feedback loop in action. When CEO Mark Hurd recognized the faults in his company’s onboarding process, he looked to employees for feedback on their experiences and how they might improve Oracle’s onboarding. By acting on these insights, Oracle managed to boost favorable views of their onboarding process from around 30 percent of employees to 80 percent. 2. Provide Guidance Once employees are ready to start working on their core functions, providing them with step-by-step guides will help ensure that they don’t overlook important steps in their new tasks. Using a task management tool like MeisterTask, you can set up predefined checklists for this purpose. If you want a new marketing employee to begin sending out newsletters on their second day, you might create a checklist with all necessary steps in chronological order. It might look like this: Predefined checklists can help keep results consistent and provide new employees with an easy reference as they get used to their roles. Besides checklists for individual tasks, shared knowledge maps are another simple way to provide guidance to new employees. Knowledge maps are ontologies of your organizational knowledge. They can contain anything from design assets to email templates to information about your company’s mission and goals. These visual maps are easy to navigate and help your new employees to discover the information they’re looking for without having to ask their colleagues for assistance. 3. Follow Along By the end of their first week, new employees are likely ready to showcase their abilities and begin making real contributions. New employees want to feel like they’re making an impact, so providing them with early opportunities to demonstrate their talents can create a sense of meaning in those first few days. That being said, you don’t want to throw them to the wolves without proper monitoring. Tools such as MeisterTask offer managers the ability to “watch” entire projects and thus get notified instantly about any task changes or comments left by their team members. This can provide tangible insight into where new employees excel, as well as help to identify areas where they may need assistance. You want to encourage new hires to go at their own speed and figure out a routine that works best for them, but it’s also important that they learn how to prioritize their new responsibilities. Tools like RescueTime, Harvest or MeisterTask’s internal time tracker allow for automatic or manual tracking of time spent on specific tasks. If you implement this practice, reassure new employees you’re not judging them based on their timestamps, but are instead educating your business on how it can best help them organize their workload. 4. Automate Automating tasks in your onboarding program can create a more streamlined and consistent process. If you’re using MeisterTask, you can create tasks for all the typical steps in your onboarding process, beginning with pre-boarding paperwork. Using an automation, you can, for instance, let MeisterTask notify you via email as soon as the employment contract has been signed. Another automation could be set up to assign a task to your accountant to let them know that the new employee should be added to the payroll.   Automation can also be used to facilitate self-serve access to e-learning activities and lessons, so employees who need flexible scheduling can tailor their onboarding schedules to best suit their availability. 5. Track progress Unlike orientation, onboarding should be an ongoing process. In this phase, it’s important to track the new employee’s progress with milestones, such as their 30th, 60th, and 90th days on the job. Regularly checking in with employees offers chances to review performance, provide feedback, identify any challenges, and let them know you’re invested in their growth. You can use a MindMeister mind map as a visual aid for your progress meetings with the employee. Mind maps are easy to update and offer space for personal comments, notes and more. Research shows that 42% of employees are more productive when they have access to proper onboarding processes. There’s simply no question about the importance of fully optimizing your onboarding program, and we hope these recommendations can help you set up your future employees for success. Visualize and automate your workflow. Get the Meister Bundle Save 30% Get the Meister Bundle

It’s Time for Another “Ask Andrew Anything” Podcast 140

   It’s that time again! Every tenth episode features a special edition called â€Å"Ask Andrew Anything.† This is the perfect podcast to listen to, for Andrew Pudewa and Julie Walker dedicate the entire time to answering your questions. In this latest podcast, Episode 140, Andrew answers a broad range of questions. Have you ever wondered about any of these topics? How do I motivate a child who has no discernable difficulty reading to actually read? Are online classes actually valuable? If so, how do I make the most of them for my teenage student? How do I help my perfectionistic eight-year-old son, who consistently tears up and becomes anxious whenever he ventures out of his comfort zone? Is there an age when he will naturally overcome this tendency, or should I actively help him overcome it? How should I help my nine-year-old revise his rough drafts? How much do I have him correct? How do I pick my battles? How can I tell if my child genuinely needs to dictate his writing assignment to me or would benefit by having to practice getting his thoughts from his head onto the paper himself? If he dictates instead of writes, what skills might he be losing by not writing it himself? How about you? Is there a question or two in the podcast that you’ve ever wondered about? Tune in! Do you have a question you are wondering about that hasn’t been answered? Direct your question in an email to Podcast@IEW.com. Your question may just end up on the program! And if Andrew doesn’t have time to respond to you directly, our customer service team will be certain to respond to it privately.