The 10 Worst Bosses of the Silver Screen #Oscars

The 10 Worst Bosses of the Silver Screen #Oscars Think your boss is bad? Well think yourself lucky  one of these arent your employer! Ive taken a look at some of the worst on screen bosses to date and trust me there are some rotten individuals  amongst them.  Luckily most of them are  just fictional characters (give or take a couple), so hopefully no one has to work for anyone  quite this bad, however I fear inspiration must have been sought somewhere! Bosses take note, this is a  guide for how not  to behave. After all, they usually get their comeuppance in the end! 10) John Ammer Click John Ammer, played by David Hasselhoff is possibly one of the most obnoxious on screen bosses around.  He gets his loyal employee, Michael Newman (Adam Sandler),  running circles around him like his own personal slave, strings him along for years in hope of a promotion and then gives the job to someone else. Its ok though, with the help of his magic time stopping remote control, Michael gets to let one rip right in his bosses face without him even knowing. 9) Bobby Pellit Horrible Bosses Ok,  it kind of goes without saying that all of the bosses in this film are pretty bad, hense the title. But Bobby Pellit, played by Colin Farrell as youve never seen him before, is in another league.This cocaine addicted sleaze bag takes over the running of his fathers chemical company after his sudden death and the future of the company is threatened as he reveals his incompetence and utter apathy towards the business. He is in fact, such a bad boss that he soon becomes to target of a murder plot amongst a group of friends. 8) Margaret Tate The Proposal Andrew Paxton (Ryan Reynolds) is a quiet and hardworking assistant to his boss Margaret Tate (played by Sandra Bullock) and how does she repay him? She threatens to fire him  if he doesnt marry her, thats how. Talk about taking work home with you!  After discovering that she faces deportation back to Canada after violating the terms of her working  visa, so she decides she will resolve the issue in any way possible, even if  it means pressuring  her employee to commit fraud. 7) Montgomery Burns The Simpsons Theres only one thing on the mind of the unscrupulous power plant owner, Montgomery Burns mind and thats money. This  usually comes at the expense of other people, particularly his assistant Smithers, who is remarkably  loyal and hardworking, considering the fact that Mr. Burns uses him merely as a pawn in his evil scheme. Burns  is well know for his iconic catchphrase of excellent in his trademark sinister tone, generally  used as one of his corrupt plans comes  together. 6)  Jordan Belfort The Wolf of Wall Street: Its hard to believe this character is based on a real person, as Leonaro Dicaprio portrays Jordan Belfort, the poster boy for Wall Street corruption at its worst.  On the surface Jordan appears to be the best boss imaginable. Hes friends with his employees, holds great parties and promises a lifetime of wealth, though beneath that facade he was leading a trail  of destruction.  Through drug addiction and corruption, he ruined the lives of all of those around him. When it looked like he had got away with all that he was going to, he  refused to face the consequences for his actions and had no qualms about turning his employees in to the police in return for his freedom. Related: What Can Recruiters Learn from the Wolf of Wall Street? 5) Katharine Parker Working Girl Katharine Parker,  played by Sigourney Weaver, plays the role of the two-faced career dragon on a power trip.  Her employee Melanie Griffith who wants nothing more than to be appreciated for her good ideas plays straight into Weavers  hand, by falling for her  friend act and has all of her ideas stolen and taken credit for. Melanie soon gets her comeuppance, when Weaver is unexpectedly tied up with a broken ankle. 4) Gordon Gekko Wall Street Gordon Gekkos famous line greed is good pretty much sums up his character. He plays a self-centred, narcissistic stock broker with the soul concern  of making money and no interest in doing anything that will help anyone other than himself. This means that he has no shame in corrupting his young protege Bud Fox and manipulating him to his own advantage. Rumours suggest that Gekko was actually modelled on several real life stockbrokers, I pity anyone who worked under them! Related: Job Hunting, Wall Street Style. 3) Michael Corleone The Godfather As head of the mafia, Michael Corelone, played by Al Pacino, wasnt exactly going to be the most straight-laced of bosses, however, being a family business youd expect a bit better from him. Failing to live up to his standards wont only get you a few insults thrown your way, in fact, youd be lucky to walk away alive. Michaels brother wasnt so lucky, as he ordered to have him killed after becoming fed up with his incompetence. 2) Buddy Ackerman Swimming with Sharks Kevin Spacey stars as Buddy Ackerman, an over the top caricature of the boss from hell. His personal assistant has to endure insults screamed at him about his incompetency and mediocrity, leaving him  in constant trepidation. Publicly humiliating employees is his favourite hobby and one of Ackermans most brutal comments was Youre nothing! If you were in my toilet, I wouldnt bother flushing it. 1) Miranda Priestly The Devil Wears Prada Based on the real-life editor of Vogue, Meryl Streep plays the demanding and impossible to please Miranda Priestly, who just so happens to be the Editor-in-Chief of  the worlds front-running fashion magazine, Runway Magazine. She depicts the epitome of a nightmare boss, as she barks orders for her assistants to run personal errands for her and spits insults at employees in a soft but spiteful tone.  When Andie, played by Anne Hathaway, starts work at Runway, you could be mistaken for thinking that Mirandas soul aim in life was  to make Andies life a living, as she has to endure endless criticism and abuse about her weight. There is light at the end of the tunnel though, as Miranda begins to show her human  side at the end of the film and Andie manages to leave Runway with her bosses respect. Who do you think is  the worst boss of the silver screen? Please let us know in the comments below! Image: Shutterstock

15+ Best Principal Interview Questions Answers - Algrim.co

15+ Best Principal Interview Questions Answers - Algrim.co If you are looking for principal interview questions and answers, we've compiled the absolute best guide to be able to help you with your upcoming interview. Being hired as a principal is not an easy task, it is vital that you spend the time to prepare in advance of your meeting with either the school board or other faculty members who are making the decision about hiring. Let's go ahead and get started. What is the role of a principal? The role of a principal is to essentially act as the general manager of an institution. Usually, the institution will be between kindergarten and 12th grade. Principals aren’t apart of any university or college level education programs. Principals work with teachers, parents, students, other faculty and board members to direct the course work for an entire year. Then manage the cadence of the school and success it’s driving for both the students and the community. Principals take a very active approach in the overall management, budgeting, proposals, operations and leadership within the school. If you were to compare a Principal to a role that would be outside of an institution, it would be similar to a CEO position. Why it’s important to study interview questions for a principal Getting hired as a principal is not an easy task. For the most part, many teachers spend nearly their entire careers trying to gain enough experience to one day be leading an entire school. Principals are also under a large amount of scrutiny, both from the faculty level, parent level and from the community. Because most of the city level funding comes from taxes, it can be a difficult position to not only get hired within but to keep for long periods of time. The average time it takes to hire a principal can be up to 90 days. This gives you some idea of the diligence that happens when a principal is hired. 15 Principal and assistant principle interview questions and answers Table of Contents 1. How would you help advantaged and disadvantaged students gain equal opportunities and relate to each other? 2. When dealing with problematic or difficult students, when do you choose to contact the parents? How do you commit to this communication? 3. Was there a time where you discovered a student was affecting the well-being of students or bullying, and how did you handle the situation? 4. If a student or group of students made a complaint about a teacher, how would you handle the situation? 5. How do you empower teachers to be leaders? 6. What do you consider the traits of effective teachers and how do you interview for them? 7. Many teachers complain about a lack of administrative support. How do you feel about this and how would you address the issues? 8. Why is it so important to get parents involved in children's schoolwork? 9. How can you help teachers improve their methods of instruction? 10. If a teacher is beginning their first semester at a school, how would you support them? 11. Was there ever a time where you had to give negative feedback to a long-standing teacher? How did the situation play out? 12. How would you improve the school’s level of involvement with the local community? 13. What do you believe are the strengths and weaknesses of our school? 14. Describe your vision of an effective and successful school. 15. How would you describe your leadership style? Would you consider yourself as a disciplinarian? 1. How would you help advantaged and disadvantaged students gain equal opportunities and relate to each other? The first step is always to treat each and every student with the utmost respect, regardless of their backgrounds. Traditional school leadership styles force a deep dividing line between students and faculty, which I don’t believe works in our current culture. I believe that being in a leadership position is an opportunity to help build a community between students and faculty. When it comes to helping disadvantaged students excel, I think that building a classroom based on principles of equality is key for helping students of all backgrounds build a community with each other. Disadvantaged students tend to struggle, depending on financial, family, and learning problems. More focus should be put on helping those students catch up with the rest, but I would make sure to keep an eye on students that are excelling as well. From the perspective of a principle, rather than a teacher, it should be the principle’s responsibility to facilitate a school-wide culture of support between teachers, faculty, parents, and students. 2. When dealing with problematic or difficult students, when do you choose to contact the parents? How do you commit to this communication? When it becomes apparent that the student is struggling with things that aren’t solely their schoolwork, I think it should be a priority to involve the parents to help. Still, when it comes to building trust, faculty should commit to providing mentorship and in-school therapy to students before dumping the problem on the parents. In communicating with parents, I think it is vital to come from a place of concern for the student’s well-being, rather than antagonism. 3. Was there a time where you discovered a student was affecting the well-being of students or bullying, and how did you handle the situation? The answer to this question will vary depending on experience. Look for answers that show a dedication to trying to level with the student, rather than strict punishment. 4. If a student or group of students made a complaint about a teacher, how would you handle the situation? The safety and well-being of students is wholly the focus of a principle. I would immediately discuss the matter with the teacher, hear the students out, and investigate the situation further with tact and understanding. 5. How do you empower teachers to be leaders? I would put more focus and worth into weekly and monthly meetings. Rather than seeing these meetings as mandatory events with little substance, I would take meetings as opportunities to provide teachers with team building resources and leadership training. Consistency is key. 6. What do you consider the traits of effective teachers and how do you interview for them? Empathy, strong relational skills, and history of equally good relationships between the teacher and students as well as the teacher and faculty. I focus a lot on the references provided when hiring a new staff member. 7. Many teachers complain about a lack of administrative support. How do you feel about this and how would you address the issues? Teachers are the foundation of a good school. It’s important to take the time to listen to any grievances or critiques from teachers. I would make sure to use meetings to give teachers a chance to voice their concerns and work with them to improve how the administration supports them. 8. Why is it so important to get parents involved in children's schoolwork? It's really important to get parents involved the classwork because it shows the children, of all ages, that the classwork is important. It creates a vital connection between what the young child is spending their day doing and how the parents value that. It creates motivation. And that can be a powerful way to push a child to greatness. 9. How can you help teachers improve their methods of instruction? I’m very interested in innovation and using technological tools to help teachers build their classrooms. I’m very aware that a lot of the time, too much tech can be difficult for teachers to keep up with. But I think surveying tools with the teachers can be a great way to find what will work more effectively from the educator’s perspective. 10. If a teacher is beginning their first semester at a school, how would you support them? Mentorship is vital for new educators. I would either pair the teacher with a teaching assistant to help with the often overwhelming load of the first year or pair them with a seasoned educator that can provide them with insight and guidance. I would always make sure every educator and staff member knows that I have an open door policy. If there is a struggle or issue happening with a new teacher, I want them to know that I’m available to try and help solve their concerns. 11. Was there ever a time where you had to give negative feedback to a long-standing teacher? How did the situation play out? Answers will vary. Look for answers that suggest a level of tact and respect for the educator, as well as a mutually beneficial solution. 12. How would you improve the school’s level of involvement with the local community? I think fun events can really bridge the gap and offer an initiative for students and community members alike to get together. Fundraising for festivals, luncheons, sports events, and other events can help students invest more in their community and see the school as a part of it. 13. What do you believe are the strengths and weaknesses of our school? This can be a touchy question, as the interviewee definitely does not want to make a comment that could affect their likelihood of employment. However, you should look for answers that are confident but also have significant merit. If the prospective principle seems to have done a lot of research on the school’s financial situation and graduation rate, that means they are invested. 14. Describe your vision of an effective and successful school. The answers to this question will be quite mixed. Look for answers that blend disciplinarian elements and overall student success elements. Heavily in one way or another can show how the interviewee is set in one particular principle style, which can often be a problem. A willingness to be fluid between leadership styles shows that the interviewee sees themselves as a leader and part of a team, not a boss. 15. How would you describe your leadership style? Would you consider yourself as a disciplinarian? This question is quite similar to the above question. The difference here is that the interviewee should show an understanding of the benefits of being fluid as a student and faculty leader. For example, the interviewee may cite their history of a “no third chances” leadership style as a factor behind high student graduation rates. This may not be an accurate assessment and the interviewee may have too intense of a disciplinarian, traditional leadership style. Related Principal Resouces Principal Cover Letter Sample Related Hiring Resources Assistant Principal Cover Letter Sample Principal Cover Letter Sample Principal Job Description

No respondents to your student research survey Student Research Pool can help

No respondents to your student research survey Student Research Pool can help The Student Research Pool is a web-based survey tool developed specifically for students to conduct their primary research for academic projects. The website (launching soon) invites students to become members and as members they can create surveys, using a simple survey wizard, and then the surveys will be released to other members to answer. Students will act as a support network to fellow students by answering one anothers surveys. Tweet This Story Charlotte Rodriguez, MD, Student Research Pool I had a chance to have a feel of the website before it launches and also speak to the founder and Managing Director,  Charlotte Rodriguez. Charlotte did her BA in Business Administration and Information Systems before completing her  Masters in Marketing. After graduating she  launched Student Research Pool. She wrote: Student Research Pool is all about people helping each other. With so many students required to generate survey data for their degrees, it makes sense for individuals to pull together and provide those answers, while benefiting from answers to their own surveys in return. I had the chance to ask Charlotte whether once someone creates a survey, the person filling it in has to be logged in to take part.   Charlotte Yes, the idea is that you join and become part of the participant pool. All the members will act as respondents to one another. I.e. If you want 50 responses, then you must answer 50 surveys the results of a users survey will be blocked until the user answers enough surveys for other people.   The site is only suitable for those students whose research can be based on a convenience sample, but it will overcome the huge issue of getting respondents at all, which students face every year. And how do you plan to market this? Social media, print ads, universities, word or mouth, etc? Charlotte We already have a relatively vast following on Facebook prior to launch with almost 900 likes. We have also started building relationships with universities, as this is a tool that many have been crying out for and they are happy to support it. We are also recruiting brand ambassadors to represent our brand in each university. These brand ambassadors should be entrepreneurial as their earning will be a direct reflection of the number of students signed up at their university. Here is a link to the job description:  http://studentresearchpool.com/jobad.pdf Thats cool, a chance to work with a start-up is a good choice. But tongue in cheek,  why Student Research Pool and not other survey sites? Charlotte Because its not just a simple survey site, its a participant pool, specifically for students. Awesome. Thanks for the answers, hopefully students can benefit from your student research-focused start-up. Well, you should sign up to the site and have a look at it here. You can follow Student Research Pool on twitter. Tweet This Story 34