Rubbing Elbows

Rubbing Elbows Last week, I blogged a little about how MITs student body really distinguishes the Institute from any other university that I know. On one level, it almost seems as if campus is constantly brimming over from the sheer amount of passion, creativity, and pure intelligence that suffuse all of MIT. At the same time, though, I have come to realize that MITs faculty also play a tremendous role in creating, encouraging, and preserving the campus culture we have all come to know and love. The traditional image of a college professor is, I think, something along the lines of an intimidating old sequipidelian Ive already introduced you to Jeremy, but hes actually just one of the many, many completely amazing professors and instructors that populate MITs corridors and classrooms. The blogs already have a ton of entries about the zaniess, creativity, and passion of MITs faculty and whats actually here on the website is only a small sample of the entries that could be written. Beyond simply having awesome personalities and/or lecturing skills, youll hopefully be happy to know that the research MIT is so well known for is still advancing at full throttle, across all disciplines. MITs homepage has featured so many stories of this revolutionary discovery or that once-unthinkable breakthrough that I hardly have time to read them all. As you may already know, I am making my own (very small) contribution to this research through my UROP in the Langer Lab. In spite of that, until just recently, I had never actually met Professor Langer before. Most of the time, I work directly with a post-doctoral student named Sandeep, who is actually the person who hired me; so on one level there was never any need for me to see Professor Langer anyway. Although Ive heard hes actually pretty approachable (especially as Institute Professors go), I decided to wait for the right time to strikeI mean, uh, introduce myself. That opportunity came a few weeks ago, when I received a very exciting email inviting me and any other interested UROPs in the lab to meet with Professor Langer for a pizza dinner! I immediately confirmed that I would come. After that, waiting for that day to finally roll around came close to how it felt to wait for admissions decisionswell, okay, maybe not quite. But I was incredibly excited to have the opportunity to finally meet Langer! As it turned out, Professor Langer is even more personable and friendly than I could have ever hoped for. Including me, seven students showed up to the pizza dinner (Im amazed there werent more), which lasted over an hour. We talked about everything from the quality of the food to the state of education in China, from this one pizza shop in New York Dr. Langer was particularly fond of to the sort of qualities he liked to see in UROPs. Perhaps most significantly for me, Professor Langer also talked about how he wasnt entirely sure what he wanted to do upon graduating (from Cornell) with his bachelors degree in chemical engineering. Certainly, he told us, he never saw himself as a professorand yet, here he is, one of MITs most famous and most highly respected researchers and scholars. Of all the pictures Ive taken here at MIT, this may be my favorite yet.

Rubbing Elbows

Rubbing Elbows Last week, I blogged a little about how MITs student body really distinguishes the Institute from any other university that I know. On one level, it almost seems as if campus is constantly brimming over from the sheer amount of passion, creativity, and pure intelligence that suffuse all of MIT. At the same time, though, I have come to realize that MITs faculty also play a tremendous role in creating, encouraging, and preserving the campus culture we have all come to know and love. The traditional image of a college professor is, I think, something along the lines of an intimidating old sequipidelian Ive already introduced you to Jeremy, but hes actually just one of the many, many completely amazing professors and instructors that populate MITs corridors and classrooms. The blogs already have a ton of entries about the zaniess, creativity, and passion of MITs faculty and whats actually here on the website is only a small sample of the entries that could be written. Beyond simply having awesome personalities and/or lecturing skills, youll hopefully be happy to know that the research MIT is so well known for is still advancing at full throttle, across all disciplines. MITs homepage has featured so many stories of this revolutionary discovery or that once-unthinkable breakthrough that I hardly have time to read them all. As you may already know, I am making my own (very small) contribution to this research through my UROP in the Langer Lab. In spite of that, until just recently, I had never actually met Professor Langer before. Most of the time, I work directly with a post-doctoral student named Sandeep, who is actually the person who hired me; so on one level there was never any need for me to see Professor Langer anyway. Although Ive heard hes actually pretty approachable (especially as Institute Professors go), I decided to wait for the right time to strikeI mean, uh, introduce myself. That opportunity came a few weeks ago, when I received a very exciting email inviting me and any other interested UROPs in the lab to meet with Professor Langer for a pizza dinner! I immediately confirmed that I would come. After that, waiting for that day to finally roll around came close to how it felt to wait for admissions decisionswell, okay, maybe not quite. But I was incredibly excited to have the opportunity to finally meet Langer! As it turned out, Professor Langer is even more personable and friendly than I could have ever hoped for. Including me, seven students showed up to the pizza dinner (Im amazed there werent more), which lasted over an hour. We talked about everything from the quality of the food to the state of education in China, from this one pizza shop in New York Dr. Langer was particularly fond of to the sort of qualities he liked to see in UROPs. Perhaps most significantly for me, Professor Langer also talked about how he wasnt entirely sure what he wanted to do upon graduating (from Cornell) with his bachelors degree in chemical engineering. Certainly, he told us, he never saw himself as a professorand yet, here he is, one of MITs most famous and most highly respected researchers and scholars. Of all the pictures Ive taken here at MIT, this may be my favorite yet.

ThePensters Buy Literature Review Paper from Ace Custom Writers!

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Aluminum Bats vs. Wooden Bats Essay - 1749 Words

Aluminum Bats vs. Wooden Bats Is baseball America’s pastime? For the major leaguers maybe, but for college athletes it seems more like a new age video game. The introduction of high dollared aluminum bats produce football like scores, higher statistics, and a percentage of danger to each and every player on the field. The NCAA has changed the regulations of the bats so far and should look further into to making another change to wooden bats. High tech aluminum baseball bats aren’t quite as new to the game as many people may think. Author, Patrick Hruby, wrote in Sports Illustrated, â€Å"introduced in the mid-1970’s†¦ metal bats have become increasingly potent, forged with alloys†¦ pressurized air chambers† (Hruby 42). Over the†¦show more content†¦Besides the velocity of the ball coming off of the bat there is also the reaction time to look at. â€Å"Baseball Rules Committee believe that a collegiate pitcher needs approximately .4 seconds to react and move to avoid being struck†¦a pitcher is between 51 and 52 feet away from the point of impact between the bat and ball at the time of impact† (3). Dempsey also states that â€Å"at 94 mph the ball will travel 52 feet in approximately .371 seconds†¦ with high power aluminum bats speeds well in excess of 100 mph the ball will travel 52 feet in .354 seconds†¦ at 110 mph, a ball will travel 52 feet in .321 sec onds† (3). Baseball bats aren’t the only things that are changing; in fact it is the aluminum bats that are changing the game. If you asked players who only played with wooden bats, like the legendary Babe Ruth, Mickey Mantle, or even Willie Keeler they would all say that these aluminum bats are taking away from the real game of baseball. These Hall of Fame players aren’t the only ones thinking that it takes away from the game, Bill Thurston, Amherst College’s baseball coach said â€Å"All you have to do is talk to pro scout,†¦They think the college game is ridiculous† (Hruby 42). They think that it is ridiculous because the bats that collegiate players use are helping turn baseball scores into football like scores. A perfect example of this is the 1998 season â€Å"During theShow MoreRelatedMetal Bats in Major League Baseball1973 Words   |  8 Pages Metal Bats in Major League Baseball Since the inception of the first Major League Baseball (MLB) game, played on May 4, 1871, bats made of wood have been the tradition in baseball. The creation of metal bats occurred in the 1920s, but not actually used in play until 1970 when they were introduced into Little League youth baseball. Even though all levels of players from children to professionals seemed to prefer the new metal bats, MLB prohibited their use. Safety, skill level of the players,Read MoreBaseball Bats1844 Words   |  8 PagesAluminum Bats vs. Wooden Bats Is baseball Americas pastime? For the major leaguers maybe, but for college athletes it seems more like a new age video game. The introduction of high dollared aluminum bats produce football like scores, higher statistics, and a percentage of danger to each and every player on the field. The NCAA has changed the regulations of the bats so far and should look further into to making another change to wooden bats. High tech aluminum baseball bats arent quiteRead MoreDifferences Between Softball And Baseball818 Words   |  4 PagesSoftball vs. Baseball Softball and baseball are very similar sports. People like to say they are the exact same and nothing is different between the two. But in reality they have a key factors that make them very different from each other. Softball and baseball are both played the same way but as you get deeper into the game you start to see bigger differences. Softball is a sport that is played by females. When softball players play in tournaments they are either timed and those last roughly 71Read MoreBbcor vs. Besr Bat4588 Words   |  19 PagesBBCOR Bat VS. BESR Bat Daniel Valdes, Juan Cuartas Central Gwinnett High School 546 W. Crogan Street Lawrenceville, GA 30046 10th Grade Table of Contents Introduction/Purpose†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..pg.1 Abstract†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..pg.2 Research†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.pg. 3-4 Experimental Design†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Read MoreLogical Reasoning189930 Words   |  760 Pages.............................................................................. 299 CHAPTER 10 Deductive Reasoning .......................................................................................... 312 x Implying with Certainty vs. with Probability ................................................................................ 312 Distinguishing Deduction from Induction ..................................................................................... 319 Review of Major

Analysis Of Drenched In Light By Zora Neala Hurston

Zora Neale Hurston and Jamaica Kincaid, both black women writers, give advice to their potential readers. Each writer comes from a different background and time period, yet both writers offer advice for every woman who reads their stories. The stories â€Å"Drenched in Light† by Hurston and â€Å"Girl† by Kincaid provides advice for the woman who needs to understand how to behave and protect her reputation. The reason for this article is to think about mother/daughter connections in Jamaica Kincaid’s â€Å"girl† Zora Neale Hurston’s â€Å"drenched In Light,† and Alice Walker’s â€Å"everyday use† through a Womanist hypothetical focal point with respect to personality, portrayals in the public arena, and reason. Zora Neal Hurston’s famous story â€Å"Drenched in†¦show more content†¦In Zora Neale Hurston’s â€Å"drenched in Light,† Alice Walker’s â€Å"everyday use,† and Jamaica Kincai d’s â€Å"Girl,† each of the three moms are managing issues with respect to their little girls’ personalities. For instance, Grandma Potts dislikes her granddaughter, Isis striking trademark attributes, which are womanist, thus she is exceptionally strict on her granddaughter. This is particularly evident when Grandma Potts says that she will beat her granddaughter for setting out to shave her bristles from her jaw while she was resting. Similarly, in Jamaica Kincaid’s Girl, the mother is so stressed over her little girl’s character that she gives a long address to the little girl while continually alluding to her as a prostitute with a specific end goal to keep away from her girl being marked in that capacity in the public eye. Moreover, in Alice Walker’s â€Å"Everyday Use,† the mother likewise tries to stretch the significance of personality to her girls by showing that their way of life should be showed off prideful by utilizing t he knit on a regular premise. Throughout time mother/daughter relationships have been tattered as woman’s liberation has taken place. Many mothers have the â€Å"old fashioned† opinion about what a woman should be. The short story â€Å"Girl†, by Jamaica Kincaid, is a prime example of this relationship. The theme in â€Å"Girl† strongly suggests that a woman should be domestic and there is a certain way that she

Karnataka Engineering Company Case Study Essay Sample free essay sample

We would wish to show my deep and sincere gratitude to Professor Dr T A S Vijayaraghavan. His counsel A ; learning hold given us the cognition to non merely understanding the constructs of SCM. But besides how to implement those into pattern. We have tried to utilize his instructions in this work. His in-depth cognition. sense of wit. forbearance and enterprise to learn has been priceless for us for which we are thankful and honored. We are besides grateful to our co-workers. who have each contributed in their ain manner to the patterned advance of this instance survey. Overview of Karnataka Engineering Company ( KEC ) ? Company entered the 2 –Wheeler industry in 1981 with Moped production. ? In 1983 the scooter production. ? The fabrication program is in Raichur. ? KEC has 19 subdivisions spread all over India. ? Operating disbursals of a subdivision is estimated to be Rs 17000 per month. ? Minimum throughput that would warrant puting up of a subdivision in any province would be Rs 4. We will write a custom essay sample on Karnataka Engineering Company Case Study Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 25 Lakh per month. This translate into 78 Mopeds or 33 Water scooters per month or any other combination. ? Marketing office is located in about every province. ? Transportation of Mopeds A ; scooters are by specially adapted trucks with a capacity of either 80 Mopeds or 50 scooters or combination of both. This primary transit is organized by the cardinal selling officer of Raichur. Distribution in Andhra Pradesh ? There are two branch warehouses at Adoni A ; Mahbubnager. ? These subdivisions location were selected. as these were the first major towns in AP ? The selling office is situated in Hyderabad. ? Hyderabad office collates the orders A ; issues instruction to Adoni A ; Mahbubnagar for secondary dispatchs. Some Figures amp ; Data. . ? Monthly avg. sale in Jan-Jul 1988 in Andhra Pradesh was Mopeds 1925 A ; Scooters 288. . ? AP part in Jan-Jul 1988 is around 5. 3 % of KEC’s sum Moped sale A ; 3. 6 % of entire scooters gross revenues. ? Sale in AP during this period is around 14. 33 Million PA. ? One scooter was taken every bit tantamount to 1. 6 moped units. ? CST consider is 4 % . Questions for Discussion. At what volume is the gap of a warehouse in a province Justified chiefly on the evidences of the 4 % CST for minutess across the provinces. How many warehouses do you believe are required for distribution of KEC’s merchandise in AP? What would be the candidate locations of the warehouses be? What would be the standards on which to choose the campaigners? Determine the optimum choice of the warehouses A ; the best allotment of the demand points of the selected warehouses? What are the best picks for shipment size from warehouses to demand points? Given size. what routing would you urge for a typical despatch tally? Analysis By utilizing the Logware package we will foremost look into how many warehouses are optimum. A ; what will be the best allotment to each warehouse. The Input for Logware will be 1. The co-ordinates in ( X. Y ) of the Places in Andhra Pradesh. 2. Moped off take amp ; scooter offtake equivalent of Moped offtake ( 1. 6 times ) 3. Rate Rs per kilometer.

Assessment centre exercises

Assessment centre exercises Introduction Hiring the right person to tackle a particular job is very crucial to any organization. Hiring the wrong person can easily ruin the company’s credibility and can even cost the company a lot of money. For a long time, most organizations have relied on the traditional method of interviewing a candidate.Advertising We will write a custom report sample on Assessment centre exercises specifically for you for only $16.05 $11/page Learn More This is because conducting a personal interview is not only considered cheap for the company but that it does not also take much of the company’s time. However, research has proven that the traditional method of conducting personal interviews can no longer be relied upon to hire superlative candidates. The use of assessment centres have widely been advocated for with most researchers arguing that it is the only reliable selection method that a company can adopt to hire the best of the best. Franks et. al. (1998) state that almost 60% of British organizations have resulted to assessment centre exercises for their selection process. But how effective is the use of assessment centre exercises to hire a qualified candidate and is it the most suitable method to test a candidate? The argument has elicited mixed reactions as to the validity of assessment centres with some arguing that the centres are not really effective while others maintain that the use of assessment centres is the best invention that befell the business world. This paper is therefore aimed at reviewing some peer-reviewed journal articles that seem to have a different take on the issue. Literature Review Abraham, Morrison and Burnett (2006) argue that: ‘assessment centres and behavioural simulations are among the most effective predictors of job performance and career progress available to employers’ (p.383). This is attributed to the fact that the use of assessment centre exercises enhance the skills and the capabilities of the employees and it is one of the most appropriate strategy to measure their potential.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This has been made possible as the candidate is required to present some form of evidence to support their suitability claims (Jennifer and Duncan 2005). In their extensively researched article, Abraham, Morrison and Burnett (2006) further argue that even though the efficiency of assessment centre exercises have widely researched upon, it is not yet clear how useful they are in the employment development. This is because most studies focus on the efficacy of assessment centres and its role in employee development has not been dwelled upon extensively. This leaves a wide gap on how effective the method is. Malde (2006) on his part questions the validity of assessment centres and its role. He presents a valid argument that eve n though assessment centres has widely been praised, it does not really live up to his claims. In his article, he claims that the assessment centre is negligent enough as to not care about the interests of the candidate. He seem to give a differing opinion on the effectiveness of assessment centre as a whole. He argues that even though the method of selection is one of the best to pick out the best candidate, the interests of the candidate should also be encompassed in the process in order to conclude on the issue of effectiveness. In his view, the interests of the candidate undertaking the exercises should be put into consideration as that of the organisation. He argues that the performance of the candidate is bound to decline in future. Why is this so? He supports his argument by arguing that just like in the traditional assessment devices that have earlier been adopted, the candidate is out to please the selection assessors so as to get that job. With the economy crunch hitting t he world, one is bound to dance to any tune played so as to get their way. The interests of the candidates are completely ignored hence leading to performance decline in future when the candidate become accustomed to what he is doing. However, Thornton and Gibbons (2009) seem to differ with the argument presented by Malde. In their well researched article, they state that: ‘the overall assessment rating in assessment centre exercise predicts performance in the future in some specified job or set of jobs’ (p. 171).Advertising We will write a custom report sample on Assessment centre exercises specifically for you for only $16.05 $11/page Learn More This is because the exercises entailed in the assessment centre dwell on factors such as content representativeness. The assessor is particularly keen on the appropriateness of the content. This is made possible as the candidate is made to undergo several exercises such as filling in questionnaires an d partaking intelligence tests while the assessors rely on several other techniques to test the suitability of the candidate. The career success of the candidate from the assessment centre exercises has also been debated upon. Jansen and Vinkenburg (2006) predicted the effectiveness of assessment centre exercises on the success of the candidate in future. In their study, they examined the trend of success for a period of 13 years in order to assess the validity and effectiveness of the assessment centre in future career progression of the candidate. The authors relied on the period of entry and tenure as control measures and previous studies that had been conducted in order to ascertain the validity of assessment centre exercises to select a candidate and the success of that particular candidate in future. Though they conclude that the method was indeed effective after years of investigation, they are quick to point out that the validity pattern was indeed dynamic. They argued that the assessment centre system was more effective for candidates in their early careers and their validity increased over the years as opposed to those candidates who were late in their career lives. They also argued that the different types of techniques used in assessment centres can be a contributing factor to the future success of the candidate.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is therefore evident that different types of techniques applied in the assessment centres play a very big role to determine its validity. The most common techniques applied include interviews, in-basket exercises, filling a questionnaire, business games, leadership group discussion, projective tests, drawing autobiographical sketches and paper and pencil tests. Luo and Meng (2005) holds the opinion that the validity of assessment centre depends on different grading dimensions adopted in the selection process. In their study, they examined the differing effects on the validity of assessment centre using the leaderless group discussions, role playing and in-basket exercises. The leaderless group discussion is a technique that requires the candidates to work in a group. The candidates are handed written or spoken instructions to be assessed upon. The role of the assessor at this stage is to assess the measurable behaviour of the candidates such as how they maintain the eye contact, their body language or their involvement in the group. The leaderless group discussion is tricky as it calls for candidates who have excellent leadership and communication skills. The role playing or simulation technique on the other hand is where the candidates are required to play a particular role in an orchestrated scene to test their response to particular situations. This is to enhance their role-playing skills in the organisation. The in-basket technique is one of a kind as it requires the candidate to undertake a role in odd times and within the shortest time possible. This measures the reliability of the candidate in the organisation if he is hired. The three methods were measured more than once in different dimensions (Luo and Meng 2005). The conclusion of the study was that the behaviour ability techniques were more effective than the psychological trait techniques. This study was backed in a similar finding that measured the impact of techniques on assessment centres. In their findings, Mark and David (2006) argued that though the use of various techniques played a big role in evaluating the ideal candidate for the job, the effectiveness of assessment centre varied in the type of technique applied. In practise, specific task-based techniques have highly been rated as to increase the ratings in assessment centres (Jackson, Stillman and Atkins 2005). The use of self-assessment in assessment centres has also been advocated for in numerous studies as an effective method of evaluation. Franks et.al. (1998) argue that: ‘Most of the research in this field has looked at the effectiveness of raw self-assessments on their own and not the relative importance of self assessment in comparison to other indices of assessment (p.124). In their article, they state that self-assessment accuracy can be determined either through over-estimation, under-estimation and perfect accuracy of the candidate. This not only aid the personal development of the candidate bu t also aids in the effectiveness of the assessment centre outcome. It also enhances self-awareness and learning of the candidate. Discussion The validity of assessment centre exercises is very essential to any organisation that wishes to encompass it in its selection process. However, it is evident that most findings fail to address the weaknesses of this method and only concentrate on the strengths. Though the findings by Malde (2006) seem to veer off from the findings of other researchers, his only concern is how the candidate’s interests are featured in the method. His argument though seem to support the method as the most appropriate strategy a company can adopt to hire a qualified candidate. Lievens, Dam and Anderson (2002) bashes the use of personnel selection due to technology advancements, globalisation and other social trends. They wholly rely on the use of assessment centre exercises as the successful strategy to hire the best candidates for the job. However, the sy stem has some drawbacks such as it is a costly process. It also emphasize on a one-way mirror technique where the candidate is to perform a task and the assessors acts like big brother. This tends to scare away candidates hence decreasing their full potentials. Conclusion In conclusion, assessment centre exercises can be said to be the most effective in selecting an ideal candidate despite some of the drawbacks it faces. Consequently, it provides the perfect platform for the organisation to select the best candidates based on various techniques, and not the usual question-answer type of selection. The literature already put in place seems to concur with the idea of wholly implementing the assessment centre exercises fully in all organisations to ensure its success by hiring the best candidates they can get. Reference List Abraham, J, Morrison, J and Burnett, D 2006, ‘Feedback Seeking Among  Developmental Assessment Center Participants’, Journal of Business and Psychol ogy, vol. 20 no. 3, pp. 383-394. Franks, D, Ferguson, E, Rolls, S and Henderson, F 1998, ‘Self-assessments in HRM:  an example from an assessment centre’, Personal Review, vol. 28 no. 1, pp. 124-133. Jackson, D, Stillman, J and Atkins, S 2005, ‘Rating Tasks Versus Dimensions in  Assessment Centers: A Psychometric Comparison’, Human Performance, vol. 18 no. 3, pp. 213-241. Jansen, P and Vinkenburg, C 2006, ‘Predicting management career success from  assessment center data: A longitudinal study’, Journal of Vocational Behaviour, vol. 68 no. 2, pp. 253-266. Jennifer, S and Duncan, J 2005, ‘A Detection theory approach to the evaluation of  assessors in assessment centres’, Journal of Occupational and Organizational Psychology, vol. 78 no. 4, pp.581-594. Lievens, F, Dam, K and Anderson, N 2002, ‘Recent trends and challenges in personnel  selection’, Personal Review, vol. 31 no. 5, pp. 580-601. Luo, F and Meng, Q 2 005, ‘A Research on How Different Types of Graded Dimensions  Affect the Construct Validity of the Assessment Centre’, Psychological ScienceChina, vol. 28 no. 6, pp. 1437-1439. Malde, B 2006, ‘Do assessment centres really care about the candidate’, British  Journal of Guidance and Counseling, vol. 34 no. 4, pp. 539-549. Mark, B and David, W 2006, ‘A Meta-Analytic Evaluation of the Impact of Dimension  and Exercise Factors on Assessment Centre Ratings’, Journal of Applied Psychology, vol. 91 no. 5, pp. 1114-1124. Thornton, G and Gibbons, A 2009, ‘Validity of assessment centres for personnel  selection’, Human Resource Management Review, vol. 19, pp. 169-187.