Ten ASME IShow Finalists Selected

Ten ASME IShow Finalists Selected Ten ASME IShow Finalists Selected Ten collegiate teams will be competing for top prizes this June at the 2013 ASME Innovation Showcase (ASME IShow). The IShow is an annual competition that spotlights the engineering designs, presentations and entrepreneurial skills of undergraduate and graduate students who represent tomorrows business leaders and innovators. The seventh ASME IShow will be held on June 22, in conjunction with the ASME Annual Meeting at the JW Marriott Indianapolis, Ind. The event is supported by the ASME Foundation and Mechanical Engineering magazine, the flagship publication of ASME. The winning teams must prove to a judging panel of successful innovators, industry experts and intellectual property specialists that they have a sustainable business model for an innovation that is truly feasible and unique within the context and environment in which it is applied. Inspiring students to be product innovators and entrepreneurs , the ASME IShow gives top collegiate teams an opportunity to compete for access to mora than $20,000 in seed funds to further develop their products along with valuable industry recognition. The following universities and inventions will compete at the 2013 IShow Bournemouth University, Epidural Needle Insertion Simulator Brigham Young University, Shot Coach Harvard University, Theratech Johns Hopkins University, AccuRIGHT Massachusetts Institute of Technology, Coriolis Centrifuge Massachusetts Institute of Technology, HeatWare Massachusetts Institute of Technology, OneBin Tufts University, Uji University of Michigan, Turtle Cell Washington University at St. Louis, Low-Cost Spirometer For more information on the 2013 ASME IShow, visit the website at www.asme.org/events/competitions/asme-ishow.

How to Make Everyone in Your Office Like You, A Lot - The Muse

How to Make Everyone in Your Office Like You, A Lot - The MuseHow to Make Everyone in Your Office Like You, A Lot I recently went from working in a 20-part office to interning in a 300-person one.And when I arrived on my first day, I had a goal. When I left in mid-August, I wanted to have made a positive impression on my new co-workers.All 300 of them.Did I make that goal? Well, Id say Im friendly with around half the faces I see- pretty good, considering thats still 150 relationships in 10 weeks So even though I technically came up short, Im still counting this challenge a success.Here are the habits that worked for me.1.Smiling (For Real)You know that close-lipped smile you give when youre trying to be polite? In the past, Id use that smile to acknowledge employees I didnt know very well. However, this summer, I committed to giving everyone- stranger or no- a legitimate, teeth-and-all smile.I found that almost everyone would grin back. In two seconds, wed create a genuine, enjoyabl e connection, which would make talking to them in the kitchen or at happy hour that much easier and organic.2.TalkingIknow, this sounds pretty obvious- but how often do you talk to co-workers you dont already know?Basically, Id chat withanyonewho didnt look like they were in a huge hurry. While I made tea, Id ask the person getting coffee how his or her morning was going. When washing my hands at the sink, Id say to the woman next to me, Ive never smelled hand soap so yummy In the elevator, Id ask, Do you know whats on the 11thfloor?Obviously, notlage everyone wants to have a conversation. But most people do, and this was hugely helpful in meeting people.3.Holding DoorsGetting the door for other people has gone out of style, and Im not aya why.It doesnt matter what gender you are- I bet youll be surprised how appreciative others will be when you hold the door open for them. And, bonus One time, holding the door open for the CEO turned into a mini-interview about my career plans.4.Go ing to Office EventsI love being around others, but it takes alotout of me- so it was a challenge to attend office get-togethers.Nonetheless, Im really glad I summoned up the energy. There was a ton of accidental networking for example, I started chatting to a couple people by the food table only to learn they were high-level employees in a department I was interested in. After I told them that, they gave me their contact info and asked me to reach out for career advice and job referrals.Plus, going to all these non-mandatory events raised my office visibility.5.Asking, Can I Help?Whenever I saw anyone doing anything physical (stocking the fridge with soda, unloading the dishwasher, delivering mail to peoples desks), Id ask, Can I help?This habit gave me a huge reputation boost- and not just with the person I was asking, but everyone who heard me ask as well.It shows youre a team player and that you dont have an ego, which I think is great for anyone, whether youre entry-level or in the C-suite.Of course, youll have days where this feels impossible- but whenever you have a few seconds, just ask. 6.Connecting on LinkedInEven if I just met someone for a second or two, after I went back to my desk, Id immediately send a LinkedIn invite. Sarah from Advertising probably wouldnt have remembered me from our short encounter alone, but the request reinforced my name, face, and title in her mind.Also, it gave us something to discuss the next time we ran into each other. I could say something like, Hey, I saw you worked at Ogilvy straight out of college- Ive always been interested in that agency. What did you think of the culture?7. Asking People to Lunch or CoffeeInformational interviews arent just useful when you want to network or get insight into a job or company. Theyre also a super sneaky way to make friends.After I met someone who seemed interesting and connected with him or her on LinkedIn, Id send a message along the lines ofHey Spencer,Thanks again for showing me where the SweetN Low was If youve got any free time this week, Id love to grab lunch somewhere near the office and hear more about what your work for the Product team.Best,AjaMore often than not, these interviews turned into fun conversations. And even if they stayed purely educational? Well, then I got to learn useful information about another role or company department.Yesterday was actually my last day in the office. As I walked around, saying my final goodbyes, I was struck by how effective all of these small habits really were. I had the privilege of meeting some really cool, talented people- and I barely had to travel from my desk to do it I hope these strategies help you do the same.Photo of people in a meeting courtesy of Shutterstock.

How to Prepare for a Behavioral Job Interview

How to Prepare for a Behavioral Job InterviewHow to Prepare for a Behavioral Job InterviewWhat is a behavioral bewerbungsgesprch? Candidates for employment often ask what the difference is between a regular job interview and a behavioral interview. What should you do to get ready if the employer is going to ask you behavioral based interview questions? There isnt a difference in the actual format of the job interview. You will still meet with an interviewer and respond to interview questions. The difference is in the type of interview questions that will be asked. Review information on the difference between behavioral and traditional job interviews, examples of questions, and how to handle a behavioral interview. What is a Behavioral Job Interview? Behavioral based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future, i.e. , past performance predicts future performance. Traditional Interviews In a traditional interview, you will be asked a series of questions which typically have straightforward answers like What are your strengths and weaknesses? or What major challenges and problems did you face? How did you handle them? or Describe a typical work week. In a behavioral interview, an employer has decided what skills are needed in the person they hire and will ask questions to find out if the candidate has those skills. Instead of asking how you would behave, they will ask how you did behave. The interviewer will want to know how you handled a situation, instead of what you might do in the future. Questions Asked Behavioral interview questions will be mora pointed, more probing and more specific than traditional interview questions Give an example of an occasion when you used logic to solve a problem.Give an example of a goal you reached and tell me how you achieved it.Describe a decision you made that was unpopular and how you handled implementing it.Have you gone above and beyond the call of duty? If so, how?What do you do when your schedule is interrupted? Give an example of how you handle it.Have you had to convince a team to work on a project they werent thrilled about? How did you do it?Have you handled a difficult situation with a co-worker? How? Tell me about how you worked effectively under pressure.More behavioral interview questions. Follow-up questions will also be detailed. You may be asked what you did, what you said, how you reacted or how you felt during the situation you shared with the hiring manager. Preparation Whats the best way to prepare? Its important to remember that you will not know what type of interview will take place until you are sitting in the interview room. So, prepare answers to traditional interview questions. Then, since you dont know exactly what situations you will be asked about if its a behavioral interview, refresh your memo ry and consider some special situations you have dealt with or projects you have worked on. You may be able to use them to help frame responses. Prepare stories that illustrate times when you have successfully solved problems or performed memorably. The stories will be useful to help you respond meaningfully in a behavioral interview. You can research the STAR interview response technique, which offers a wayof answeringbehavioral interviewquestions. Finally, review the job description, if you have it, or the job posting or ad. You may be able to get a sense of what skills and behavioral characteristics the employer are seeking from reading the job description and position requirements. During the Interview During the interview, if you are not sure how to answer the question, ask for clarification. Then be sure to include these points in your answer A specific situationThe tasks that needed to be doneThe action you tookThe results, i.e., what happened Its important to keep in min d that there are no right or wrong answers. The interviewer is simply trying to understand how you behaved in a given situation. How you respond will determine if there is a fit between your skills and the position the company is seeking to fill. So, listen carefully, be clear and detailed when you respond and, most importantly, be honest. If your answers arent what the interviewer is looking for, this position may not be the best job for you.

Group Mentoring in Business

Group Mentoring in BusinessGroup Mentoring in BusinessEffective relationships and learning are the mainstays of organizational success. Organizations that find meaningful ways for their employees to connect are mora likely to realize greater productivity, enhanced career growth and overall improvement in employee performance. Group untersttzung connects employees and advances learning within your organization. Group Mentoring Is Efficient Group untersttzung affords an organization the opportunity to extend its beratung efforts and reach more people in a time-efficient manner. It solves the dilemma of untersttzung many people when there are not enough qualified mentors in an organization to make one-to-one mentoring matches. Group mentoring is a way to honor and share the knowledge and expertise of individuals and to provide other employees with exposure to their specific know-how. Group mentoring also avoids the perception of favoritism that can result when there are limited numb ers of mentors and many potential mentees. Organizations have found group mentoring to be a welcome alternative to combat mentor fatigue and burnout. Group Mentoring Promotes Diversity Because group mentoring involves more than two individuals, it promotes diversity of thinking, practice, and understanding. The diversity of perspectives that emerges from group mentoring interaction is a powerful motivator for employee development. Group mentoring supports individual accountability establishes a more connected workplace and provides a welcome alternative for those who learn better in group settings. Group Mentoring Contributes to a Vibrant Culture Group mentoring also contributes to the vibrancy of a ?mentoring culture, especially when coupled with one-to-one mentoring. It expands the mentoring capacity of the organization and affords the opportunity to move learning to the next level.?? What Group Mentoring Is Group mentoring involves a group of individuals who engage in a mentoring relationship to achieve specific learning goals. There are many ways to approach group mentoring. Three of the most popular are facilitated group mentoring, peer-group mentoring and kollektiv mentoring. Facilitated Group Facilitated group mentoring allows a number of people to participate in a learning group and to benefit simultaneously from the experience and expertise of a mentor or mentors. The richness of the experience multiplies as each group participant brings personal experiences into the conversation. The facilitator asks questions to keep the dialogue thought-provoking and meaningful, shares their own personal experiences, provides feedback and serves as a sounding board. Example Once a month seven physicians meet to talk about issues pertinent to their small subspecialty area of practice. For each session, they choose an outside facilitator (usually a medical academician) based on the topic they are exploring. Peer-Group Peer-group mentoring brings t ogether peers with similar learning interests or needs. The group is self-directed and self-managed. It takes responsibility for crafting its learning agenda and for managing the learning process so that each members learning needs are met, and everyone derives maximum benefit from each others knowledge, expertise, and experience. Example Each participant presents a problem or issue. The other members of the group respond to the problem or issue presented. As a result, the collective wisdom of the group is harnessed to solve problems and improve practices, and value is created for all group members. Team Team mentoring offers a methodology for facilitating the learning of an intact team. Together the individuals making up the team articulate mutual learning goals and work simultaneously with one or more mentors who guide them through a deliberate and deliberative process to facilitate their learning. The mentoring process allows the team to be supported and to learn from each ot hers experience and knowledge. Example In a law firm, two mentors with different legal specialties work with an internal group of associates with the goal of helping them better understand what they do and how they do it. There are many variations on these themes, and innovative group mentoring practices are emerging all the time. Strategies for Success in Group Mentoring To be successful, group mentoring requires creating organizational readiness, providing multiple opportunities and ensuring ongoing support. Readiness for Group Mentoring Readiness starts with the clear articulation of the goals and purposes for the group mentoring concept. An organization must develop a standard of expectation and practice for mentoring groups. It must clarify roles, and the responsibilities of the individual participants and the group must be mutually understood. Align your group mentoring process so that it fits your organizations cultureEstablish ownership for mentoring groups in the or ganizationGet the right infrastructure in place to support the group mentoring processProvide adequate budget and timeArticulate roles and responsibilities in group mentoring Opportunities for Group Mentoring Create multiple group mentoring opportunities to meet a variety of learning needs in your organization. Experiment and be creative. Choose the model that will afford your organization the greatest success and build from thereTrain your mentoring group leadersShare new strategies, ideas, and best practices across mentoring groupsProvide opportunities to integrate new learningMonitor the progress of the mentoring groups Support Group Mentoring Organizational mentoring requires multiple supports, some visible to the eye, others not. Think proactively about the structures and practices you need to put in place to support group and individual mentoring. Support the time taken to mentorCheck in and check out how things are goingAssign responsibility for mentoring and group me ntoring managementContinuously evaluate your efforts and expect to make changes along the wayBuild in safety nets to ensure success In summary, if you plan your group mentoring strategy, set up the infrastructure to support group mentoring, and set solid roles, goals, and clear expectations, group mentoring will succeed in your organization. Lois J. Zachary is an internationally recognized writer, billed as an expert on mentoring.

A mans naked picture on LinkedIn is at the center of a lawsuit

A mans naked picture on LinkedIn is at the center of a lawsuitA mans naked picture on LinkedIn is at the center of a lawsuitWeve written before about how flirting on LinkedIn is never, ever appropriate, but our imaginations failed to capture just how many boundaries can be crossed on the professional networking platform.Bloomberg reported that a mid-level financial industry professional filing as Jane Doeclaimed that abanker trying to recruit her on LinkedIn sent her sexual messages- including a photo of his genitals. The lawsuit was filed in Los Angeles on Tuesday night. These messages were reportedly sent from the bankers corporate account, no less. Doesaid she received the photo the day she got engaged.In the lawsuit, Doe, the employee at a California Fortune 500 companyreportedly says that banker is a managing director at SunTrust Robinson Humphrey, the investment-banking unit of SunTrust Banks. Because the banker used his corporate account, Doe says that his workplace isto blam e, meaning they should be held accountable for his actions.Now, theres one main thing to be decided upon- if LinkedIn truly is an extension of the workplace or leid, the publication says.According to Bloomberg, the lawsuit seeks unspecified damages for sexual harassment, intentional infliction of emotional distress and negligent zurckhalten and supervision.SunTrust told Ladders that the man is no longer with the company.So how did things even get to this point?The banker and Doe had met while working on deal together, according to the lawsuit, and then talked on LinkedIn fromDecember 2015 to March 2017,sending several dozen messages back and forth. While the discussion started as one about job opportunities, the banker, who initiated the conversation, started sending inappropriate messages to Doe. They started with so what are you doing up so late? Heres my number if you wanna play, and advanced until the banker sent her the picture of his genitals. When she ignored it, he replied, ugh, I guess I screwed up disappointed bummer dude. Its already hard enough being a female in this sector. To be treated as such after working so hard is diminishingits insulting, to say the least. I fear, if I bring forward this complaint, it could very well be construed as a limiting factor in what I do for a living. At the same time, if I sit quietly, it eats away at me,Doe told Bloomberg.Bloomberg points out that LinkedIn users can flag conversations, report and block others on the site, and the site said members can be prohibited from using the platform. But Doe told the publication in a phone vorstellungsgesprch that she couldnt find a way to block the banker on the LinkedIn app after the photo incident.Where SunTrust standsDoes attorney reportedly told SunTrust about what the banker had allegedly done in a letter last month. But SunTrusts lawyer said she was perplexed about why the companys legal team would be held accountable for his actions on his professional account to D oes attorneys, the complaint reportedly says. She said that what he may have donewas outside the course and scope of his employment.But before the lawsuit was filed, a spokesman for SunTrust commented in a statement We take allegations of this nature very seriously, do not condone harassing conduct and take appropriate actions as warrantedOnce we were made aware of the allegations, we began an investigation that is ongoing.No one should be subject to such behavior. We do not tolerate inappropriate conduct, and have policies against such activity. Once we were made aware of the allegations, we promptly began an investigation. The employee involved is no longer with the company. It is unacceptable, regardless of whether the individual acted on personal time using a personal device and his own Linked In account, Sue Mallino, Chief Communications Officer of SunTrust Banks, Inc. told Laddersin an email today.LinkedIn spokeswoman Suzi Owen alsocommentedto Bloomberg, saying that explicit c ommunication like the complaint details is prohibited and violates our user agreement, and we investigate and take action when violations are identified.The banker reportedlydidnt immediately return requests for comment.Does attorney, Ben Meiselas, an attorney atat Geragos Geragos, told Ladders about what this means on a broader scale.I think we see an alarming trend among certain corporate executives who believe there is a different set of rules that apply in the digital space, and corporations turning a blind eye to sexual harassment through email, text messages and professional social networking, Meiselas said.When we deal with these situations, well alert the corporations and theyre usually take remedial measures and change policy in response to our effort, but here, SunTrust feigned corporate immunity under a perplexing theory reminiscent of outdated and despicable views of the workplace from the past, he added.Meiselas says that these professional networking sites are extensi ons of the workplace.Theres also been an ongoing debate about who owns your LinkedIn contactsonce you leave a job.The moral of the story is stay far, far out of NSFW territory when using the site.LinkedInis for business, and business only. Use your business contacts wisely.

How to Put Shadowing on Resume Ideas

How to Put Shadowing on Resume Ideas Choosing How to Put Shadowing on Resume Hard skills arent skills that are tricky to learn. 3 First, you have to pick the best skills for your resume. Its not sufficient to say that you developed strong communication skills, you must be in a position to back this up. Bear in mind, the majority of the exceptional skills that you place on your resume needs to be job-related skills taken from the work description and your best transferable skills. There are even job descriptions out there for job seekers which give a wide summary of the specific position you might wish to fulfill in the work marketplace. The report should contain details about the individual you shadowed, education and abilities necessary for the job, your day-to-day schedule and individual observations. Todays job market is extremely competitive. Shadowing a fitness expert can be an excellent source of information. As a professional physical therapist you must have good inter partieal communication abilities and physical stamina. As soon as you are certified, you have all of the knowledge you must begin helping clients, you just have to get out there and try. Make an extensive collection of every responsibility you can imagine. The work description for any specific position provides you with a clue as to whats important to the employer. Total info on costs will be found in the application. Mentioning the work title is also useful in case theres an automated filter that categorizes the hiring managers email. Employers receive a lot of emails each day, and lots of times, whether an email becomes opened depends entirely on its subject line. Its especially important once youre emailing a resume to apply for employment. To make sure that your emails are read, you are in need of a clear, professional subject line. Networking emails may be the hardest to get noticed, because the individual emailing isnt trying to address a particular problem or fill a position. While resume formats can fluctuate among industries and individuals, there are a few features that are constant. The format is dependent on what is needed for the AMCAS medical school application. These headings are generally found in a CV. What to Expect From How to Put Shadowing on Resume? When youre shadowing someone for a new position, its critical to be prepared. Another kind of job shadowing occurs when you already do the job for a corporation. In that case you are going to want to get a notion of what things to ask that person as youre shadowing them. Whomever you shadowed took time out of her or his schedule to permit a stranger to accompany her or him for a day at work. Some people would rather pretend to be normal customers, but I find that most trainers are extremely open and love to speak Some are self employed. While passion is vital, having the ability to communicate your passion is important. Bear in mind the men and women you will be competing w ith for the jobs you desire.

Hiring Contractors vs. Full-Time Employees - Spark Hire

Hiring Contractors vs. Full-Time Employees - Spark HireThere are two kinds of work tasks those that need to be done on a regular basis, the routines, and then those that appear every now and then unexpectedly and need to be dealt with, the outliers. Like the matching section of your old elementary school history tests, you will sometimes need to decide which type of employee you need to solve the problem at hand.It comes down to a matter of efficiency. Sure, if you need a lot of filing done in a short amount of time you can hire temps, but if you have an outlier that requires specialty training then you wont be able to pluck just anyone you find on craigslist. This is where contractors are a great asset. If you dont have enough manpower to take care of the outlier because the rest are too busy on an influx of routine work or outliers of their own, you will want to consider hiring a contractor.Contractors are great because they are simple. Once you find the right contractor and negoti ate the price you just let them get started on their work. You dont need to offer any kind of health insurance or file any tax paper work for them contractors work for themselves so they have to take care of everything themselves. Once the contractor finishes the job, they leave and you never have to see them again. Of course, if you have the same outlier later on and the previous contractor did very good work you might want to keep their contact information.In this situation youwouldntwant to hire a full-time employee because whats the point? Its a one time job you need doing so you dont want an employee thatll stick around afterwards. Sure, I am an advocate for hiring people, but Im also an advocate for efficiency and it justisntgood geschftlicher umgang sense to hire a new employee when a contractor can do the same job and then leave right afterwards when you dont need him or her anymore.However, the one thing you need to remember about contractors thats different than employees is this they do not work for you. The distinction is simple employees work for you, contractors do work for you. This means that you cannot micromanage a contractor like you would an employee and youshouldntoffer them resources aside from their paycheck. If you are a construction company and you need a contractor to lay down some brick work, dont let them use your trucks to get supplies. While obviously you CAN do all of these things, legally there are some stipulations.The IRS and the Department of Labor can come down on you hard with audits if they suspect you hired someone as a contractor and then treated them like an employee just so youwouldnthave to deal with the taxes. You have to be careful there because they love auditing people. If you know you have a manager who loves to micromanage, make sure to talk to them about what they can and cant do before hiring a contractor.Ever needed to hire a contractor for an outlier work task? Tell us about it belowIMAGE Courtesy of Flickr byUSACE HQ