Best Prices at Sushi Diner

Looking for great sushi but without the high sushi price? Sushi Diner is a local hot spot near Mesa College that offers some of the best prices in the area with a lot of sushi rolls. It isn’t a large establishment that has a lot of tables so don’t come expecting to find seating for a large group. More like a shack that has been converted to a sushi restaurant they still provide a warm but compact décor.

For around $10 you can order yourself a large plate of sushi that will be plenty to fulfill your palate. They have a large selection of different types of sushi for all those with fickle tastes. Cooked, raw, no rice, etc…are there for your choosing. Just peruse their menu and find what you are looking for and pick over the options. 

As a casual dining outlet you won’t be able to make a reservation. Simply just show up at the door and wait. Typical times will be under 10 minutes but you could wait a little longer. Service is fast and friendly so don’t expect to stand outside the door for very long. 

Sushi Diner carries a Bob Marley theme throughout the establishment. If you don’t believe me go into the bathroom. Bob Marley was a Jamaican Reggie singer that advocated for social change in the 70’s. He became popular for his Exodus album that led to the solidification of his musical mastery.

Sushi Diner
7530 Mesa College Dr, #B
San Diego, CA 92111

http://www.sushidiner1.com

B-School Communications and Development Symposium

From branding, budgeting, strategic communications and donor development, to social networking, this is your chance to gain access to information you can take back and implement at your school.

AACSB had you in mind when developing the B-School Communications and Development Symposium—the only event of its kind specifically for b-schools, which encompasses everything you need to know, including branding, strategic communications, donor development and alumni relations.

With each passing year, advancing technologies, industry trends, and demands of the business community bring about challenges that impact your everyday responsibilities – which, in turn, define the future success of your institution. You now have to do more with less – execute on tactics while still planning the strategy. And, while these challenges are formidable, now is the opportune time to energize, modernize, and transform your institutional strategy for the new digital era.

Whether you are looking for a results-driven, dynamic way to engage your audience or want to explore the latest trends and case studies shaping universities today, this symposium is the perfect opportunity for discovery.

Join us to network and exchange ideas with peers, participate in discussions, and receive best practices that you can take back and implement immediately at your institution.

http://www.aacsb.edu/events/conference/2015/building-bschools/

The Benefits and Detractors of Working for a Temp Agency

Temporary agencies are an important part of gaining experience and provide opportunities for employment that may have not been available otherwise. Temporary agencies offer short-term and recruitment level staffing for organizations that are growing but do not want to hire permanent full-time employees. It offers organizations flexibility in ensuring the company has the necessary skills and abilities without making a long-term commitment. There are a few benefits and detractors job seekers should consider before joining a temp agency.

No Benefits 

Temporary work doesn’t come with the benefits you would find in full-time employment positions. With the advent of Obamacare such workers can opt to secure their own insurance but there is no obligation for the employer to offer such insurance as most assignments are under the required amount of hours that make them full-time. 

Gaining Needed Experience

Despite not having insurance employees that have minimal experience in a particular field may still want to find employment through a temp agency as the shorter assignments can offer a better opportunity to gain needed experience. Within a few short years you can be exposed to a wide variety of work environments and methodologies making it more likely to find full-time employment. 

Lack of Employer Investment

One of the reasons why agencies temporary agencies work for entry-level employees is because they offer a wide level of experience but not deeper levels of experience needed by seasoned professionals.  Companies are not going to spend much on training temporary workers on new software, systems, and skills making such positions limited beyond a few short years. If you want to progress in your career you will eventually need to find a permanent placement. 

Finding a Right Fit

At times employers may hire a temporary worker if they feel the employee matches the company’s needs. A temp position can act as a trial period for both the employee and the employer who want to determine whether or not a future match can be made. Such positions can be on trial for 6-12 months. 

Few Worker Rights

Even though every employer should follow certain moral and legal standards the use of temp agencies help to skirt some of those obligations.  Because employees are contract workers it is not necessary to inform the temp agency why you want someone removed from the workplace. A phone can is all that is needed to get a new worker and this opens employees up to a whole range of abuse from discrimination to retaliation. 

Working for a temp agency is a mixed bag but does offer some possibilities for entry-level employees to gain new experiences and basic industry skills to obtain more permanent employment.  Companies use such agencies to grow their business without having a long-term commitment and temp workers should understand that the majority of assignments will not lead to employment offers.  Such workers should be aware that temp work should be just that, temporary work, and offers short-term employment solutions.

Rules or Values in Ethical Development

Developing ethics within organizations is not an easy task. Many companies offer some rudimentary ethics classes in orientation with little to no follow up. As can be expected, these ethical values only last for so long before they are tested and compared against actual working conditions. To develop higher levels of ethical standards among employees it is necessary to ensure that they find a match between their own personal values and the ethical standards.

It is not easy to have employees internalize certain values and maintain ethical standards when other options are available. Connecting employees to their personal value systems and infusing ethical standards into the organization's culture can go a longer way in creating lasting beliefs. Internalized ethical standards rely on employee values, organizational values, and standards coming together with compatibility.

Identity based ethical decision-making combined with rule-making ethical decision-making has a longer positive ethical influence then rule oriented decision-making (Gu & Neesham, 2014). When employees can find a match between their personal value system and that of the employers they are more likely to adhere to those values. When ethics is based in the need to avoid rules then its shelf-life is limited.

Think of how rule and regulations may contain outward adherence based upon fear or self-interest but doesn't move beyond that. An over focus on rules and regulations as a deterrent may bring compliance but not necessarily belief thereby nearly ensuring that problems are repeated. Helping people find shared values that comply with organizational (i.e. societal) beliefs creates a more lasting impact.

After orientation employees look to their peers and other members of their social network to determine how to act in moral dilemmas. Once a company develops a strong ethical culture they create internal social criticism of unethical behavior which improves upon ethical maintenance (Sonenshein, 2005). Having ethical values embedded into the culture can make a huge impact.

People do this naturally in daily life. The values people hold are based upon their upbringing and social networks. Matching internalized values to ethical standards is only one part of the problem. The other part of the problem is ensuring that the social network also accepts those values. When issues arise the social network is likely to be a significant anchor to bounce options.

Strong ethical decisions require both an internalized value system and a social network that believes in and promotes those ethical values. Without these two aspects rules and regulations may create compliance but not a deeper sense of value incorporation. Those who internalize these values are likely to maintain them even when some force is not being used as deterrent.

Long lasting ethical values are based in promoting beliefs within the workplace both on a personal level and a social level to encourage higher levels of ethical performance. Fear of punishment only works for so long and this is one of the reasons why despite renewed focus on ethics there are plenty of scandals to go around. People will judge ethical dilemmas by their own value systems as well as the value systems of their social networks. Longevity in ethical values requires an an alignment of ethical models between self and society.

Gu, J. & Neesham, C. (2014) Moral identity as leverage point in teaching business ethics. Journal of Business Ethics, 124 (3).

Sonenshein, S. (2005). Business ethics and internal social criticism. Business Ethics Quarterly, 15 (3).

Online Dissertation Chair

Immediate need for part-time, online instructors for Dissertation Chair Essential job duties, responsibilities & expectations: Manage dissertation committee members and methodologists Provide oversight to the doctoral learner and the required dissertation processes and procedures Support processes and procedures for providing quality dissertations Facilitate the IRB process supporting doctoral learner research Maintain records and updates as required by the college for each learner, including the dissertation management system Qualifications: Doctorate degree from a regionally accredited institution At least three years of post-doctorate experience in higher education Demonstrated experience supervising and mentoring doctoral students Demonstrated research design and methodology experience Publication record of at least three non-dissertation articles in peer-reviewed journals Academic conference presentation experience desired Experience working in a virtual team environment desired Grand Canyon University provides a quality education from the context of our Christian heritage for both traditional students as well as working professionals. As a Christian university, it is our desire to help our students, both online and those living on campus, in their academic and spiritual journeys. To help our students find their purpose and achieve their full potential, we integrate our Christian worldview into everything we do. Our theological Doctrinal Statement embraces the pillars of belief that serve as a foundation for all of Christianity.

http://tbe.taleo.net/CH06/ats/careers/requisition.jsp?org=GCU&cws=1&rid=6688