Tag: CEO

Friday, at the office is considered business casual days. What does it mean exactly? Business is business and casual is casual so as to combine the a couple of styles? Friday is dress down day, then you know that business casual doesn’t mean how the country, but that does not mean it is advisable to appear nice and clean, but is really a bit ‘more relaxed at the same time.

See what is not business casual. Add the following items for your weekend or inside closet at home: zip-front hooded sweatshirts, jackets team jackets, jeans, T-shirts with slogans, bare belly-tops, tank tops, jeans well worn , spandex, stirrup pants, overalls, biking shorts, sweat pants, mini skirts, see-through tops, halter tops, flip flops, sneakers and sandals. By no means forget how the first word is business casual “business” and casual doesn’t mean a day over a beach.

Business casual is always accompanied by a copy of top quality hose or socks, appropriate underwear, footwear, healthy, coordinated accessories, clean, hair style and makeup for women. In this sense, let’s take into account these shoes are the business end of a casual outfit.

Sandals, women shoes clipping heels and ankle strap cover behind defy easy classification as inside the past. Years ago, chanel have been adjusted only in summer, and took a casual shoe. Undoubtedly no self-respecting woman south of the Mason-Dixon line slingback would die ahead of Memorial Day or following Labor Day. Now, a growing selection of chanel woman found a pair in each season and each time-from stay-at-home wear a wedding dress. What determines the capacity of a slingback shoe design, materials, decorations, and regardless of whether it contributes towards the overall desired appearance kit?

You must contemplate the full number of opportunities, and provide advice for pairing of the weather chanel clothes. In case you believe like accessories and shoes that feel comfortable with them, permit your sense of sort guides. Individuals judge each other first impressions, and watches, handbags and shoes for an critical role in very first impression. cut corners elsewhere, but never shoes. Regardless of the variety you like how the shoes are A-1 condition, the only perfect. shoes ought to be kept in the exact same tip-top shape and scuff-free shine their dressier counterparts. Don’t use the 4-inch heels along with a pair of pants and blouse. These shoes look far better in evening dress or dress pants.

Men’s casual footwear business in no case should include the tires of the car. There is practically nothing tackier than a pair of dress pants man tennis shoes. Styles amount from lace-up loafers penny, leaving a lot of comfort preferences and budget. Make certain how the interest rates as well as the fabric is clean, shiny leather, suede or brushed. Wearing these sorts of shoes, then, the company will make you a casual consider GQ.

The old adage, “People assume the nature of the costume,” is not a myth. Because of this fact should be additional business than in a business casual “attire.” If the definitions men and women seem to be too rigid, then complain for the individual wherever the ball stops. Business owners have a tendency to complain about corporate behavior that accompany occasional casual day, since they’ve seen evolve over time. Therefore, it’s crucial to keep the level of business consciousness dictated by the business concerned.

On another hand, firms that require high levels of stress, the rapid pace of productivity of their employees usually discover the advantages of invoking a much more relaxed as soon as a week. Maybe in this case, it would give its employees to start their weekend think far more relaxed and back on Monday felt far more mentally prepared for the new jobs week.

Whether you are a business reason, or no must usually remember you are not yet business no matter what clothes you have. There’s no must be ashamed, in case you run in your client’s CEO or visit the office. Be polite, but you nevertheless preserve your back to work. casual shoes for loafers or tie shoes, heels or flats, provided that they are clean and nice and tidy. Being comfortable and professional. That is business casual.

Clients rely on the translator to provide a translation that does full justice to the source text. This means that the translation should cover every aspect and connotation in the source, and should not add any material or connotations extraneous to that source, nor hints of the translators personal opinion with respect to the subject-matter. Clients that are particularly keen on ensuring that this practice is adhered to will ask for a sworn translation, but most professionals would agree that the general principles underlying sworn translations also apply to translation in general, and should be used accordingly. This is easier said than done, however. While it is true that translations should be reliable and undistorted reflections of the source in a different language, clients will also expect an attractive text that is pleasant to read and effective in achieving its purpose. It is impossible to simply convert the content of the source text into the target language: the requirements of register, stylistic authenticity and readability inevitably entail some degree of modification of the original.

Having said that, there is general consensus that clients can rightfully expect a translator to possess professional skills, which entails that the translator should not accept a translation job if he feels incapable of providing a high-quality text, for instance because the subject-matter is not within his field of expertise.

Another interesting issue is that of errors in the source text. The requirement of faithfulness dictates that any errors found should simply be copied into the translation, but this obviously clashes with every serious translators common sense and desire to produce a text that is free from error and, if at all possible, even better than the original. Sometimes a translator might even feel the urge to protect the authors reputation if he suspects that the content or tone of voice of the source text would open its author to ridicule. One example is that of a CEO whose deputy speechwriter had come up with a New Years speech in a raving populist style. The translator in this case had decided to somewhat neutralise the invective, while of course pointing out to the client that he had taken liberties with the text in order to adapt it to the tastes of the target audience.
The obvious strategy in these cases is to highlight errors or problems and ask the client to reconsider his text, and while many clients will indeed appreciate such perspicacity, others will condemn the translator for being pedantic. Clearly there is no ideal remedy.

These, however, are all technical issues. The real dilemmas are found at a different level, for example when a professional is asked to do a translation of a text whose contents clash with his or her personal moral beliefs. One example from professional practice is that of a website for a womens rights organisation, which several Arab translators refused to translate because one section concerned womens sexual freedom and the rights of lesbians. While the obvious an only acceptable response to such refusal is to respect it, this issue does raise interesting questions about the translators relation to the text he translates and the extent of his responsibility for its contents, or his complicity with its objective. The latter would apply, for example, to a person agreeing to translate the election manifesto of a political party whose views he does not subscribe to. In some jurisdictions, a translator working on the translation of a hate speech might even be committing a criminal offence. Generally speaking, however, decisions in this category very much depend on the translators personal orthodoxy. People who depend on translation for their livelihood can be expected to be slightly more liberal-minded than those who can afford to refuse unsavoury orders thanks to alternative sources of income.

There is also a category of texts which, at first sight, appear to be positively illegal. If a translator agreed to translate bomb-making instructions, would he be responsible for attacks committed with the bombs produced with the help of such instructions? He certainly would, in our view, if he did not take the trouble of finding out who needed the translation, and for what purpose it was required. If the nature of the client were sufficiently obscure to raise even the slightest concern, no translator in his right mind would accept such an order. However, if the translation was commissioned by a government authority as part of efforts to study terrorists practices, the translator might actually contribute to a good cause by translating even the most reprehensible texts.

To sum up, it is clear that translators in addition to grappling with the technical content of source texts may be up to some morally challenging tasks as well. While guidelines and codes of conduct exist to help translators formulate their stance in general ethical issues, in many cases the approach to practical moral dilemmas in translation will be a matter of personal consideration and assessment, aided by the translators knowledge of the client.

About translation agency beedigdevertaling.eu
Beedigdevertaling.eu, established in the Netherlands, is a professional translation agency with a primary focus on the Dutch and international business community, and on public and semi-public institutions. Our principal strengths lie in the financial, legal and medical sectors, as well as in commerce, advertising and media. Our client base includes some of the largest corporate enterprises in Europe.

The recruitment industry has always been reactive by nature. This is not intended to be a criticism in any way, it is just considered to be convention within the industry. An employer advertises a vacancy, a candidate advertises their CV. Prospective candidates are forwarded onto the employer and prospective vacancies are similarly forwarded onto the candidate. This will invariably result in thousands of candidates applying for each individual vacancy and success is ultimately determined by the efficiency of each individual employer’s recruitment procedure. Candidates are always powerless throughout this process. The introduction of online job boards through the internet has only served to exasperate this problem. They tend to identify success in terms of quantity rather than quality. They will proudly advertise that they have thousands or even millions of candidates registered with them. They will also have hundreds or thousands of vacancies listed too. The implication being of course that if they serve this many customers then they must be good. Having said this, online job boards do provide an important service now within the recruitment industry. They provide portals where both candidates and employers can be introduced to each-other and the service which they provide is far more cost-effective than traditional offline advertising and in most cases they provide a more efficient service too. Unfortunately it does not really do very much to help candidates gain better employment and it is still rather like looking for a needle in a haystack. This is because the service which they provide merely ensures that more and more applicants apply to each individual vacancy. It is also widely accepted within the recruitment industry that any vacancy which we may see advertised is always a peripheral vacancy. What is meant by this is that they tend to be general vacancies which arise from prescriptive change such as expansion, or a merger or acquisition. The very fact that the organization does not have anyone in mind for this vacancy who could be promoted from within tells you that the vacancy is probably a peripheral one. Core vacancies are never advertised. The organization will already have internal candidates in mind for these positions and they are too important to risk employing a candidate who is considered to be an unknown quantity. Consequently core vacancies are always the ones we should be targeting. They are the vacancies which constitute power, influence and life-changing personal benefits. A senior manager or partner at a major financial institution, retail organization or manufacturing company will earn an annual salary amounting to several hundred thousand dollars for their services. A senior Director or Executive Officer at the same company will earn an annual salary amounting to several million dollars for their services. How many jobs do you actually see advertised with annual salaries that exceed 250,000.00 USD? There are traditional recruitment companies who practise what is commonly known as head-hunting, but these still tend to be for peripheral positions. The reality is that anyone who achieves a core vacancy within a major global organization will have developed and implemented a successful career management strategy over a sustainable period of time. It is quite literally the difference between success and failure. Recruitment companies and online job boards alike are already thinking of innovative ways in which they can provide better services. Improving online technology is to some extent gradually enabling them to do this. There are growing improvements in terms of the search engines that are used to pre-qualify candidates for employers and conversely to pre-qualify employers for candidates. However the more recruitment companies or online job boards which choose to move in this direction the more they will have to charge candidates and employers for the services they provide, whereas registration, particularly for candidates has been largely free of charge and candidates have grown accustomed to this of course. It is already clear that those recruitment companies who are starting to charge candidates for the service that they provide, tend to provide much better services. The old adage that “you always get for what you pay” tends to apply here. Ultimately these changes while providing some improvement in the professionalism of recruitment companies and online job boards over time will not change anything at all concerning the type of vacancies advertised. Advertised vacancies will always be peripheral. Candidates who have the most successful careers are always those who are proficient at managing their own career management strategy. It is true that we cannot all aspire to be the CEO of Microsoft, General Motors, HSBC Bank, or Mittal. But we can still ensure that we at least have the opportunity to achieve as much as we can with our careers and we will not achieve this if we are reactive by nature and if we do not take personal responsibility at some point for our own career development. After all an individual’s career development surely constitutes a core activity, not a peripheral one!