Tennessee State Admissions ACT Scores and More

Since Tennessee State University has open admissions, any qualified students are able to attend--interested students will still need to submit an application. Those with GPAs of 3.20 are more or less guaranteed acceptance, while all applicants are generally required to submit ACT or SAT scores. Interested students are encouraged to take a tour of the campus, and to contact the admissions office with any questions. Admissions Data (2016): Tennessee State University Acceptance Rate: -Tennessee State University has  open admissionsTest Scores -- 25th / 75th PercentileSAT Critical Reading: - / -SAT Math: - / -SAT Writing: - / -Whats a good SAT score?ACT Composite: - / -ACT English: - / -ACT Math: - / -Whats a good ACT score? Tennessee State University Description: Tennessee State University is a public historically black university whose 500-acre campus is located in downtown Nashville, the second largest city in Tennessee. Students come from 42 states and 45 countries, although about three quarters of all students are from Tennessee. Undergraduates can choose from 45 Bachelors degree programs, and classes are often small with an average size of 22. The university has a wide range of clubs and organizations including an active Greek system and the Aristocrat of Bands marching band.In athletics, the Tennessee State Tigers compete in the NCAA Division I  Ohio Valley Conference. Enrollment (2016): Total Enrollment: 8,760  (7,014 undergraduates)Gender Breakdown: 41% Male / 59% Female81% Full-time Costs (2016 - 17): Tuition and Fees: $7,256  (in-state); $19,976 (out-of-state)Books: $2,300 (why so much?)Room and Board: $7,320Other Expenses: $3,345Total Cost: $20,221  (in-state); $32,941 (out-of-state) Tennessee State University Financial Aid (2015  - 16): Percentage of New Students Receiving Aid: 97%Percentage of New Students Receiving Types of AidGrants: 85%Loans: 77%Average Amount of AidGrants: $9,096Loans: $6,852 Academic Programs: Most Popular Majors:  Biology, Business Administration, Criminal Justice, Family and Consumer Sciences, Interdisciplinary Studies, Psychology, Theatre Transfer, Retention and Graduation Rates: First Year Student Retention (full-time students): 56%Transfer Out Rate: 26%4-Year Graduation Rate: 18%6-Year Graduation Rate: 41% Intercollegiate Athletic Programs: Mens Sports:  Football, Golf, Tennis, Basketball, Track and Field, Cross CountryWomens Sports:  Basketball, Golf, Volleyball, Track and Field, Golf, Softball Data Source: National Center for Educational Statistics If You Like Tennessee State University, You May Also Like These Schools: Clark Atlanta University: Profile | GPA-SAT-ACT GraphHoward University: Profile | GPA-SAT-ACT GraphGeorgia State University: Profile | GPA-SAT-ACT GraphFisk University: Profile  Florida State University: Profile | GPA-SAT-ACT GraphMichigan State University: Profile | GPA-SAT-ACT GraphAustin Peay State University: Profile  Jackson State University: Profile  University of Memphis: Profile  Spelman College: Profile | GPA-SAT-ACT GraphHampton University: Profile | GPA-SAT-ACT GraphGrambling State University: Profile

Prejudice Can Be Hurtful and Destructive Example. Free Essays

ROBERT KENNEDY COLLEGE – UNIVERSITY OF CUMBRIA| ORGANIZATIONAL BEHAVIORS | MID-TERM ASSIGNMENT| 2/18/2013 | Question 1 Understanding Human Behavior is critical to organizations – discuss the benefits of self evaluation/self assessment as it related to leaders today. Self-evaluation or â€Å"self-leadership† (Runn, 2011) forms a critical part of a leaders repertoire and some key blocks of the foundation for this persons leadership. If someone can ultimately say that they fully understand themselves, they will find it much easier to understand others around them. We will write a custom essay sample on Prejudice Can Be Hurtful and Destructive Example. or any similar topic only for you Order Now Self-evaluation is an ongoing activity that leaders must use to identify their strength and weakness to work towards of improvement. Kaplan (Kaplan, Robert S. ;, 2007) in his experience has learned that the key characteristic of highly successful leaders is not that they figure out how to always stay on course, but that they recognize a deteriorating situation and get back on track as quick as possible. Self-assessment and self-evaluation help managers and leader to get back on track working of the weak area and empowering their strength. Leader often lack to receive feedback, therefore they must find way to evaluate themselves. Holmes (Holmes, 2012) identifies nine areas that a leader should focus and they are critical of a high performance work environment and enables people to perform at their best. The areas are: 1. Providing direction 2. Problem solving/Decision making 3. Support/Reliability 4. Team involvement and Communication 5. Recognition 6. Interpersonal skills 7. Culture building 8. Coach/influencer 9. Personal Power These areas are fundamental in achieving the good results, establish vision and communicate it to the subordinate. In an organization vision and goal are sat and when they are not correctly communicated subordinate becomes demotivated and uncommitted. A leader should always communicate effectively his and organizational vision, give feedback and have continuous coaching. Kaplan (Kaplan, Robert S. ;, 2007) argues that leaders often fail to coach employees in a direct and timely fashion and, instead wait until the year-end review. Leader avoiding coaching and giving effective feedback can have unpleasant surprise and can undermine effective professional development. Robbins Judge (2010) argue asking whether it is actually possible for individuals to be their own leader. Coveys, in his book the 7 habits of highly effective people, describe the way people can improve their actions to be highly successful. Leaders needs to have a high emotional intelligence and Goleman (Goleman, 2000) defines the emotional intelligence has the ability to manage ourselves and our relationship effectively. In my experience, we often don’t lead but we manage and being driven focusing on the say-to-day jobs. When I was assigned to a project my priority were to have the work done and pushing on subordinates to obtain the results without clearly envision and coaching them. Being involved in day to day activity, leaders are managed by these activities often becoming the subordinate of their subordinate as explain in monkey management instead of delegating responsibilities. In today organization, leaders are coping with fast changes and they need to adapt and apply them. Self-assessment will drive them to be open to change and also evaluate their weakness to be successful. Most of the Fortune 500 has been implementing the self-assessment and evaluation. The question is the efficacy of the self-assessment and self-evaluation. It is a personal change and often leader are not open to it. Knowing the personal weakness helps in making a paradigm shift but these changes are hard to be applied because they require going out of the comfort zone. People resist changes and struggle with this idea, especially when they are having low esteem, un-secureness. They see these weakness has negative and instead of working out to improve and motivate themselves in improving. In the history, these factors have been used in the wrong way and against the person. In today organization, these concepts have been changing and researchers have showed the importance of identify and work to improve them but if they resist this change process; they will continue having the same problem. The Leadership Steps Assessment (LSA) (Clawson McNay, 2000)discusses the importance of identifying six leadership ability, as also discussed above. One of ability is to clarify their own center. Clawson define that clarity of core values is a key leadership characteristic, because if one is not internally clear about priorities, what it is good to do, what it is ethically acceptable, the influence of others may sway one’s behavior away from achieving one’s goals or from ethical means of achieving them. Covey identifies these activities as Emotional Bank Account individual creates in others. If we are not able to recognize our values or we focus in other value like money, success that are Personality Characteristic instead of Character values we are easily influenced by them. In conclusion, today leadership must focus on their strength and weakness evaluating themselves and training in improving the Emotional Intelligence. Self-assessment is an on-going process to achieve high successful result that will benefit companies but at the same time work environments. Researches have analyzed many data in different company size. These researchers have identified that leaders being self-aware, self-confident have reduced turn-over, created healthier environment and got from subordinate to work at their max performance. Self-assessment has given to leaders’ better vision and focuses more on organizational goals. They have been improving empathy and coaching of the staffs being accepted as great leader. Whenever we understand ourselves, we are able to share idea and let others accept the changes without many resistance and we create followers. These are beneficial on personal and organizational level. By understanding themselves, they are creating a stable base to work from, and also helping others understand themselves. This is where the significant benefit will arise from. It is not from one leader, but from the vision and leadership they share, and openly distribute among their peers and subordinates. By allowing individuals all around them to gain the same understanding we are forming a cluster of stability, strength, drive, passion and most importantly a culture which feeds on the outcomes. Question 2 Prejudice can be hurtful and destructive – discuss how you can personally reduce prejudice in your workplace – please provide an example. Allport (Allport, 1991) define prejudice as an antipathy based on faulty and inflexible generalization. It may be felt or expressed. It may be directed toward a group or an individual of that group. Clawson (Clawson Bryan, 1990) affirm Prejudice revolve around strong feelings; prejudices thrive in the context of the past and begin to wilt in the light of new and broader experience. Avoiding address prejudice it’s to ignore a significant factor in the organization’s chance for success. Banaji (Banaji, et al. , 2003) argue that prejudice arises from the ordinary and unconscious tendency to make associations; it is distinct from conscious forms of prejudice, such as overt racism or sexism. Banaji (Banaji, et al. , 2003) identify the prejudice in: * Implicit Prejudice: bias that emerges from unconscious beliefs * In-group favoritism: bias that favor your group * Over-claiming credit: bias that favors you Human are not free from prejudice and they are built during the life. The prejudice is created by the environment, media, parents therefore everybody is biased against a group, developed some stereotyping and difficulties in judging other and make decision that are driven by unconscious biases. These flawed judgments are ethically problematic and undermine managers’ fundamental work to recruit and retain superior talent, boost the performance of individuals and teams, and collaborate effectively with partners (Banaji, et al. , 2003). To reduce biases and prejudice organization must develop strategic learning program that partially helps but especially they must work in favor of prejudice elimination. Prejudice against a group can be removed coaching and mentoring people to work together to better know each other and removing the biases. About prejudice I can give some example from my experience in organization where I worked. When I joined an Italian retail company I was not well accepted by the supervisor and my colleagues. Surely because of my nationality. As Benaji identify, I was victim of an in-group and unconscious bias. There were commenting and talking at my back of what I can contribute with the company, some were curious if I have knowledge appropriate to work in the company so they were keep on asking all about me. Being categorized as part of a group that in majority was making low qualification works, the first year I really had hard time and I had to work more than others to demonstrate my knowledge, skills and remove the prejudice. Besides, I developed a strategy to share more work and project with the colleagues showing them other way to achieve the result and improve the outcome and allow the organization to increase them revenue. In one of the project, I lead and liaised with a Chinese company to get a partnership contract. In that situation, I started highlighting the cultural difference and gathering facts of biases that my colleague were having. Showing them that their beliefs were not true and they were having unconscious biases brought them to see the difference and deal with the biases. In that case making them aware of unconscious biases and beliefs brought them to act in different way and also let them understand the reason of past failure on dealing with Chinese company. In conclusion people are born without biases and prejudice but during the life we develop them based on the environment we are exposed. Prejudices are not easy to be eradicated but an organization must will to change and integrate diversity and remove the prejudice. Bibliography Allport, G. , 1991. The nature of prejudice. Political Psycology, Volume 12, pp. 125-157. Banaji, M. R. , Bazerman, M. H. Chugh, D. , 2003. How (Un)Ethical Are You?. Harvard Business Review, Issue R0312D, pp. 97-106. Clawson, J. G. Bryan, S. , 1990. Prejudice in Organizations. university of Virginia Dareen Business Publication, Issue UVA-OB-0381. Clawson, J. McNay, E. , 2000. Leadership Steps Assessment (LSA). Darden, Issue Rev. 11/01. Goleman, D. , 2000. Leadership That Gets Results. Harvard Business Review, Volume R0024, pp. 78-90. Holmes, S. , 2012. Leadership and Motivation Training. [Online] Available at: http://www. leadership-and-motivation-training. com/leadership-self-assessment. html [Accessed 12 February 2013]. Kaplan, Robert S. ;, 2007. What to ask the person in the mirror. Harvard Business Review. Oncken, W. Wass, D. , 1999. Management Time – Who’s Got the Monkey. Harvard Business Review, Volume 11. Runn, G. , 2011. Self Evaluation in Leadership. [Online] Available at: http://garyrunn. com/2011/08/17/self-evaluation-inleadership/ [Accessed 15 2 2013]. How to cite Prejudice Can Be Hurtful and Destructive Example., Essay examples

Carter Cleaning Company free essay sample

Disparate impact as stated on pg. 25 means, â€Å"an employer engages in an employment practice or policy that has a greater adverse impact [effect] on the members of a protected group under Title VII than on other employees, regardless of intent. † An example, is requiring a college degree for a job would have an effect on some if not most minority groups because they can’t provide degrees since they’re from different countries and know little English too. Since the new merger of the CRA 1991, it makes it easier to sue for money damages about intentional discrimination but have to provide that the employer is acting in discrimination to those individuals’ rights. Yes Carter Cleaning is covered by equal rights legislation even though they carry a handful of employees. It is due to the state and local laws are that cover these employers even when not covered by federal legislation. Local governments also spread protections to those not covered by legal legislation such as to the young community and those older than age 40. We will write a custom essay sample on Carter Cleaning Company or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page

Controlled Airspace In The United States Essays -

Controlled Airspace In The United States The value of controlled airspace in the United States is for the safety of all commercial and general aviation flights. Utter chaos reigns in skies without controlled airspace. With thousands of airplanes in the skies every day carrying hundred of thousand of people the necessity of a means of controlling them becomes relevant. The (FAA) Federal Aviation Administration is the regulative department of the United States Government that controls the skies in the U.S. The FAA divided the airspace into different categories, all of which have different regulations and limits on both horizontal and vertical airspace restrictions. They are broken down into basically three distinct airspaces: Class B, Class C, and Class D. Class B airspace is controlled airspace that extends upward from the ground surface to a specified altitude of 10,000 msl (mean sea level). All aircraft that operate in this airspace are subject to regulations set forth by the FAA. Some of the requirements for the pilot to operate in Class B airspace are: the pilot must at the minimum hold a private pilot certificate, and a current medical certificate. The aircrafts operating in Class B airspace must have at least three pieces of equipment; the first is a two-way radio for communication. The second piece of equipment, a transponder, tracks the aircraft's position. The third piece of equipment is a VOR (vertical omni range), which directs the pilot's position. Also, in order to operate in Class B airspace a person must obtain a clearance for ATC (Air Traffic Control). The speed limit in Class B airspace is restricted to 200 knots. Throughout the country, metropolitan airports designate Class C airspace with a set of rings, extending from the surface of the earth to an altitude of 4,000 feet above the airport elevation and a radius of 5nm (nautical miles) from the center of the airport. This area is known as a primary Class C airport. There is an outer ring that extends out 10 nm from the airport and above the surface from 1,200 feet to 4,000 feet. This area is used for transitioning to and from the airport. The operating rules in the Class C are similar to that of the Class B. The pilot is required to hold at least a private pilot license and a valid medical certificate and to be classified as ?current.? Current requirement entails having completed at least three takeoffs and landings in the same type of aircraft. The pilot must also complete a biannual flight review with a certified fight instructor. The aircraft must be equipped with a two-way in order to communicate with ATC, which is required prior to ente ring the airspace. The aircraft needs to have a transponder with altitude encoding in order for ATC to track them in the air. The VOR is also required for navigation in and around this airspace. Flights at or below 2,500 feet within 4 nm of the airport must not exceed 200 knots. This speed restriction helps to alleviate the noise caused by large aircraft over densely populated areas. A pilot is required to have aboard the aircraft a sectional chart that depicts the airspace and transition areas. The next airspace is the Class D. This area is generally the airspace above an airport, from ground level to 2,500 feet and outward for 4 nm. The Class D airspace is considered part of the airport itself. A pilot is required to hold the same license, have a valid medical certification as the Class C and they must adhere to the same current classification requirements. A pilot must already be in communication with ATC and be cleared before entering the Class D airspace. Once the pilot is cleared he is transferred to the airport tower, which handles all the traffic within that airspace. No matter whether the aircraft is on the ground or in the air, the local tower is responsible for guiding them safely within its boundaries. The speed is limited to 200 knots within this airspace as well. The airspace categories are a valuable asset to the United States transportation system and has been designed to protect the public and ensure the safety of the thousands of aircraft that

The Price Of Vengeance Essays - Salem Witch Trials, The Crucible

The Price Of Vengeance Essays - Salem Witch Trials, The Crucible The Price Of Vengeance Authority. Can it be abused? Abagail and the other girls in the play, The Crucible by Arthur Miller, strongly abused their position of power. Through the authority of the girls in the court, the Witch Hysteria came about in Salem. Because of the Witch Hysteria, false accusations of witchcraft were placed on members of the community in a form of vengeance from previous misunderstandings. Vengeance was seeking itself in Salem. Mary, why do you send your spirit on me? The Witch Hysteria in The Crucible was the cause of all the problems, which will be further examined in the very near future. Abagail and the girls began to cry Witch after Reverend Parris discovered them dancing in the woods early one morning with a fire and a kettle full of some sort of brew. As dancing was strictly forbidden, especially around a fire, a subtle thought of witchcraft was aroused in Salem. Reverend Parris was ecstatic about losing his ministry because he believed he was not well liked by the towns people. Parris was enraged at Abagail for her and the girls actions in the woods as his daughter Betty lay in bed, so called witched. Abagail and the girls dancing is discovered (Abagail is a servant who is in love with her former employer, John Proctor, who is married to Elizabeth. John Proctor committed adultery with Abagail. She was released from the Proctor home soon after). False accusations all begin at that point, a critical point in the play. As Abagail accuses Tituba of making her dance and drink blood, and revealing whom Parris and Hale think is the link to the Devil in Salem, Abagail is given a very extreme power, a power that will be greatly abused. Abagail and the girls begin accusing innocent people of witchery for their own personal gains. Vengeance and desire, not witchcraft, are the causes of these false accusations. Reverend Hale and John Proctor state this throughout the play, numerous times. Men and women of the town such as Ann and Thomas Putnam are seeking vengeance through the Trials, Goody Putnam for her lost children and Thomas for the children and his land disputes with Giles Corey. The girls are in love men and boys of the town, and that is what they are trying to gain from these inaccurate accusations. As these false accusations are made, Dansforth and Parris believe the girls, despite Reverend Hale and John Proctors objections, but Dansforth does not want to reverse his previous guilty verdicts, because it could tarnish his name as a court judge in a sense. As a result, Proctor is accused of witchcraft, and is sentenced to hang unless he confesses. He refuses to confess to lies. As a result of the hysteria of a town, false accusations came about, vengeance was carried out and 19 people were hanged, all because power was put into the wrong hands. John Proctor and 18 other people lost their lives, their freedom, the common rights of man because authority refused to believe the truth and was caught up in the hype.

Local Motors co-creation model Case Study Example | Topics and Well Written Essays - 1500 words

Local Motors co-creation model - Case Study Example Moreover the design talent is easy to identify but not all the designs are easy to develop and build them into new cars. On the other hand, the pro of this co-creation model is that it enables LM to come up with a new way of thinking in the car industry, which is â€Å"Design by the crowd, built by the customer†. Furthermore, microfactories, which have been built around USA and where cars are manufactured, can be optimal places for the customers and LM to cooperate and coordinate. Built by the customer is Local Motors’ community-oriented marketing strategy. LM also wants to encourage customers to bring their family and friends during the building of their car to not only give a customer-friendly and personal touch to the process but also to lessen the work load of LM staffs. However, the disadvantage with this process is that many potential customers might not have the â€Å"time or the enthusiasm about cars to spend weekends cooped up in a factory† (Norton and D ann, 2011). This innovative strategy has attracted many new customers and car enthusiastic to follow and be part of the community. 2.  How did the co-creation model unfold in practice?The central to Local Motor's co-creation model in practice is attracting a robust set of both professional and amateur car designers who could design the cars that LM would build. In that direction, LM along with its contractors began work to build an online community in which designers can post their car designs or design concepts, as well as suggest and collaborate on others' designs.

Ethical problem Essay Example | Topics and Well Written Essays - 1000 words

Ethical problem - Essay Example The action of the managers to hide some information to the shareholders is unethical. This is because, ethical behavior requires that any decision reached by the management should be a truthful one, and thus any action that is mean to hide the truth from the shareholders is unethical (Frederic, 17). This type of conflict falls under the category of conflict referred to as Normative ethics, in a subset referred to as professional ethics, which requires that the professional conduct of individuals within an certain professions should act in accordance with set standards of right and wrong, and the deviation from such conduct eventually creates an ethical conflict (Weiss, 41). The classification of this ethical conflict under the Normative ethics category is informed by the fact that Normative ethics apply a practical approach towards arriving at an ethical decision, which has to do with the duties that individuals should follow and the implication of behaviors of an individual on other s (Frederic, 31). Explaining the conflict can happen in the corporation Normative ethics conflict can happen in organizations due to conflicts of interests, where the interests of the professionals tend to compete with the obligations and responsibilities of the professional (Weiss, 72). The managers can hide information from the shareholders, so that they can favor their interests at the expense of the interests of the shareholders, considering that he interest of the shareholders and those of the management are always conflicting (Frederic, 22). Therefore, the managers can hide a potential investment venture to the stakeholders, which would have long-term benefits for the shareholders through enhancing organizational growth, and prefer to pursue short-term investments that will result to short term benefits for the shareholders, to avoid taking risks, while also trying to make a name amongst their peers and other corporate commentators, who evaluates organizations on the basis of their short term revenues and performances (Weiss, 49). Further, the managers might hide the long-term benefits of an investment from the shareholders, and instead pursue short-term investments, so that they can increase the revenues in the short-term and benefit from salary increments and promotions, at the expense of pursuing investments that may have no revenue benefits in the present, but will yield more benefits and revenues for the shareholders in the future, such as investment in Research & Development (Frederic, 44). The effect of this conflict on the stakeholders This conflict has an adverse effect on the shareholders, since it works towards making the shareholders lose their future value of investment, while the managers are the ones who benefit from the conflict, through financial gains and promotions. Another effect of the conflict on the stakeholders is that; it erodes the trust that the stakeholders had on the managers, since the existence of such a conflict shows that the managers are not favoring the