Designing, implementing, and analyzing an alternative assessment Essay

Designing, implementing, and analyzing an alternative assessment - Essay Example Students' can contribute and share their learning experience in discussion board and homework submitting where individual attention is least possible. But, students differ from one to another in terms of their qualities and skills. Moreover, a single method of evaluation is no longer found successful and hence the need for alternative assessment was seriously felt. The need is further compounded in the present circumstances of varied subjects and multi-cultural class rooms. Many developments have been taken place in this regard to find an alternative assessment methodology that can overcome the discrepancies of traditional system. As a result, a new method was evolved, which became popular by virtue of its superiorities over other methods. This new method is known as Journal Based Method. This paper examines the methodology of journal based method in the context of secondary students. The paper tries to illustrate journal based assessment methodology for mathematics secondary 4 expre ss stream students on their understanding on speed-time graph after being taught by their teacher on the topic - Graphs and Graphs Applied to Kinematics. The scheme of journal based assessment methodology revolves around the preparation and submission of a journal in which students proves their understanding and mastery over a specific subject. ... Journal based methodology can be applied across all disciplines including mathematics. At this juncture, it is worthwhile to know what a journal is in the context of students' formative assessment. Journals are a written record of what students do in their classes and what they learn. Mr. Alvin White, a mathematics teacher of Harvey Mudd College opines out of his teaching experience that "A journal is a personal record of occurrences, experiences and reflections kept on a regular basis. In my mathematics classes students keep a journal of their mathematical experiences inside and outside of class. The purpose of journals is not to assign a grade for each entry but to help students find their own voices and to be reflective about the subject. Allowing more informal tentative writing into the classroom encourages students to think for themselves as opposed to only knowing second hand what others have thought before them" (White). In common, journal based assessment has become the most popular among teachers and students. In the words of Shavelson J.Richard, Stanford University, "student assessment according to this methodology involves two stages, namely at individual level and class room level. At the individual level, journals are considered a source of evidence bearing on student's performance over a course of instruction and at the class room level; journals are a source of evidence of opportunities students had to learn science" (Shavelson, 2001,9). In the context of mathematics, journal based assessment has much importance as seen in the various studies so far undertaken in various countries of the world. The science of mathematics is the most elegant among all other

Teacher’s Day In India Essay Example for Free

Teacher’s Day In India Essay Since times immemorial, Indians have respected and idolized their teachers. Earlier, we used to call our teachers Guru and now its the contemporary Sir or Madam. Nevertheless, the role of teachers has remained the same. They were, are and will continue to be our guiding light, creating conditions conducive to our overall development. We will always be thankful to them for their constructive support. It is as an expression of this gratitude only that we celebrate Teachers Day in India. Teachers Day is a tribute to the hard work and devotion of the teachers all year long, to educate a child. In India, teacher’s day is celebrated on 5th of September every year. Indian Teacher’s Day is dedicated to Dr. Sarvepalli Radhakrishnan, who was a zealous advocate of education and one of the greatest scholars and teachers of all times, apart from being the first Vice President and the second President of India. As a mark of respect to this phenomenal teacher, his birthday came to be observed as Teacher’s Day in the country. On Teachers day, students across India dress up as their teachers and take lectures in classes that are assigned to the teachers they represent. Sometimes, teachers sit in their classes as students, trying to relive the time when they, themselves, were students. Also, functions are organized in schools on the special day, where students present dance performances, dramas, and various other programs to entertain their teachers. This day provides for a healthy interaction between teachers and students as well. Dr. Sarvepalli Radhakrishnan Dr. Sarvepalli Radhakrishnan was one of the most distinguished diplomats, scholars and teachers of India, apart from being the first Vice President and the second President of the country. As a tribute to this great teacher, his birthday is observed as Teachers Day across India.

Marks and Spencers Recruitment Process

Marks and Spencers Recruitment Process Abstract- Marks Spencer (MS) is UK based one of the biggest retailers in the world, Over 895 store in more than 40 territories around the world are being operated by the Company. Plan A that consists of 100 commitments such as climate change, waste, sustainable raw materials, and fair partnership has been announced by MS to become a world first environmental friendly retailer of the world by 2015. Company believes that it will= Become carbon neutral Send no waste to landfill Extend sustainable sourcing Help improve the lives of people in their supply chain Help customers and employees live a healthier life-style In January 2008, Marks and Spencer share price has fallen down by 18% following publication of their trading statement. Though it was a serious set back for their target to become a first environmental friendly retailer but in February 2010 MS reconfirm that due to moral reason they will continue their project Plan A but it will be fully completed by 2015 instead of 2012. The now iconic brown, reusable, environmental friendly bag was first introduced in 2007 as an early part of this plan. It is hope that this will reduce the use of plastic carrier bags over the next few years. Importance of project planning: Project planning is first and very important phase in project management which determines what the project is based on and what requirement does a project need to complete the project efficiently and timely. But it is understood that MS has failed to get its target that were supposed to be completed by 2012. Though project planning is very important and it has to be made before starting a project but it is mostly to bring some changes during the course of project. So, it is essential to update constantly and regularly. If a project plan has been done on the basis of inadequate resources and information and if any inefficient person plans any project than that project will most likely to fail. A project needs a team to do its entire task and tasks have to be specified on the project plan. Project planner has to provide formula for both to plan and to communicate what needs project has to done. Project manager must be able to provide outline of the project both to plan and to communicate and necessary task of the project. Apart from structure, several unrelated tasks have to be done according to needs. So, it is essential to confirm that project must have work breakdown. Priority of works has been explained below- Work Breakdown Structure Area- MS is a large company. Their project such as Plan A is a large retailer too where the company is investing  £200 million. Therefore the project has to be dealt by an efficient and experienced project manager. Project Leadership- Selection of Project manager is very vital stage to get success for a project. Project manager must be self-discipline. He/she must be able handle any good or bad situation such as coaching, technical difficulties, political pressure. He must have project management experience. He has to set his communicate goals clearly, manage the project team as a group, build relationship through communication and consideration. Staffing Plan- Staffing plan is pre-requisite stage to get success for a project. Determine the level of skills, identify experience requirements are two critical factor for a successful project. Project organization- Project roles and responsibilities documentation such as map Organizational Breakdown Structure (OBS) is one of the key stage for planning a project. Publish and maintain organization chart; address conflicting goals and loyalities; promote team ownership of integrated solutions Project Team Building- Articulate a team building vision, objectives, and strategy; provide goals, supportive resources and tools, and meaningful measures of success; develop team ownership of this process Identify criteria for successful team performance; articulate strategy and plan for achieving team goals; develop metrics and monitor status; invest to improve team dynamics and cohesiveness. Conduct team sessions to improve communications and facilitate issue identification and resolution; build team identity; solicit and address team concerns Recruitment, selection and training of personnel Marks Spencer has been Developing a long-running strategy / Evolving a family-friendly strategy for a large and diverse workforce. MS recruitment, selection training of personnel has been made on the basis some key factors. MS human resource management issues can be analysed in terms of legal, moral and business consideration. With reference to the stated aims of recruitment, this consideration could be said to be: Legal- To complies with anti-discrimination legislation. Moral- To avoids unfair discrimination for moral reasons as well as obedience to the law. Business- To ensures that all efforts are directed towards achieving corporate and not personal goal. Marks and spacer believes in a systematic approach to conduct their recruitment and selection process on the basis of company human resource strategy and equal opportunities goal. Equality of Opportunity for Everyone MS always emphasis on ensuring equality of opportunity for every member of MS team. Promoting a working environment free from discrimination, harasement and victimisation. on the basis of: gender, sexual orientation, marital or civil partnership status, gender reassignment race, colour, nationality, ethnic or national origin, hours of work religious or political beliefs disability age Raise staff awareness by designing and delivering training programmes that support the Equal Opportunities aims. Comply with the law and communicate to our stakeholders the responsibility to protect both individuals and the company. Personal effectiveness: MS personal effectiveness programmes consists of several things such as communication skills, confidence building, conflict management, creativity and innovation, personal presentation, presentation skills, time and pressure management. Organizational change: Efficiency and professional approach of the MS staffs towards their work is making the company success. Dedicated human resources of the major source of competitive advantage. The case with MS is a scenario of rapid organisational transformation, which was based on a vision imposed on the company in a mainly directive fashion, down from the top, by its management and CEO, but which could potentially lead to a widespread change of attitudes and behaviours in the company. This change in the middle of the trading period was a risky action and would bring a big confusion for the staff, putting a high pressure on their performance. Source- www.ivoryresearch.com Power politics- Though marks and spencers believes in equal oppoturnaities and fair trade they are trying to keep political connection. M S recruited their new CEO who is an active and influential conservative leader. It is assumed that Convervative party is most likely to come to the power. Conflict resolution- Usually conflict is the result of poor communication which can be resolved with openness and mutual trust. MS staffs always been trained to increase interpersonal communication skills. Recruiting MS employed around 71,000 people in the UK, 75,000 worldwide. The company has the lowest employee turnover rates in UK retail, at 27% for customer assistants and 12% for management. Around 40% of our people have been with us for over 5 years and 22% for more than ten years. Staff recruitment can become a major proposal task for any project. The project manager may need to utitilize member of his own staff or HR department to handle the many aspects of recruitment. But it can be a good idea to have a processs in place and a perhaps a few checklists to help organizing recruitment efforts. MS has been using different types of techniques to recruit its staff. Some of the techniques are explained below- The scale and scope of the opportunities on offer at Marks Spencer is really higher than others competitors. Trainee management scheme: MS claimed that their trainee management program is one of the pretty unique recruitment systems. Under this program trainee managers enables to reach commercial manager level within two years. On top of that those managers are getting best salary on the high street. Graduate management trainee scheme: Graduate Management Trainee scheme is one of the best in retail industry. This scheme has been recognised by TARGETjobs National Graduate Recruitment Awards 2009 which has been published in The Times. Graduate Events- MS is regularly attending graduate events such as Cambridge career fair, leeds career fair, national graduate recruitment fair Olympia, National Graduate recruitment fair NEC. Apart from that regular scheme MS recruit their staff with a highly professional online recruitment process. Selection Procedure- Retailers like Marks and Spencer have complex recruitment needs and have to deal with high volumes of applications to fill a large number of similar positions. Marks and Spencer manages all applications for store jobs via WCNs Applicant Tracking System. The system is based on complex two way integration with the Marks and Spencer HR system. The system now allows candidates who are successful after applying and completing online tests, to book their own interview within an hour of completing their application. Stores input vacancies and give available assessment times on the Marks and Spencer HR system, this data is then transferred to the WCN system and displayed to candidates online. The functionality was launched in July 2006 and over 42,000 candidates were able to schedule their own interviews for Christmas vacancies that year. It should be mentioned here that MS e-recruitment software, which was innovated by WCN Plc, has been awarded 2007 winners of the Onrec.com Award for Best Technical Innovation in Online Recruitment. That award was their second achievement since introduce their recruitment software. Training of personnel- Marks and Spencers believe that en extra ordinary strategy must be made to get competitive advantages over the competitors. And this led to a need for change. The focus of change was on core areas These include quality, value and service. Customers also expect innovation (bringing in new ideas) and a shop they can trust. Any innovative changes can be brought by the trained and creative staffs. Marks and Spencers trained its staff are at three levels. Trainee managers who have just passed A-level University student who have just passed their degree. Experienced maangers from other areas. Each manager requires a number of skills. These include team working, financial skills or leadership. Marks and Spencer is able to spot skills gaps. It matches current skills against those required for the job. Where these do not match, training can take place. At the end of every six months, an appraisal takes place. This is a discussion between manager and staff. It highlights where staff have improved. It also shows where more training is needed. This helps staff to construct a career path. This process creates a cycle of improvement. Part-3 of the assignment Teamwork, discussion of relevant concepts and theories Teamwork is the joint effort by a group of people to achieve a common goal. MS has been maintaining some kind of performance indicator to measure its achievement. Interpersonal behaviour is more important than interpersonal relationship to do a good teamwork. MS measures their teamwork with applying the principles of performance management to the groups behaviour. The emphasized on group performance rather than individual. They have set their reward system for group basis. Some basic steps involves with group behaviour, these are explained below- Team work- Identifying what teamwork behaviours will lead to better performance. One way to identify target teamwork behaviours is to complete the ITPQ(TM) (Ideal Team Profile Questionnaire(TM)) instrument. This can be completed by the team, peer groups, staff, customers, senior management and others to provide a wide range of views of what would make the team successful. Identifying and manage conflicting expectation of them between, say, management and customers. Ask a wide perspective when setting behavioura goals for themselves, which should prove the quality of those goals. Facilitate a dialogue within the team and with others outside the team on how to mprove performance. Take a wide perspective when setting behavioural goals for themselves, which whould improve the quality of those goals. Current behavior Assessing which teamwork behaviors are currently being used. It is understood current behaviors may be influenced by some key factors, such as: The Organizational structure The performance of team members Current circumstances Feedback from people outside the team. Many other factors One way to identify current behaviours is to complete the MTRi (Management Team Roles-indicator (TM) instrument. This is completed by the individuals within the team, and it indentifies the roles they are currently performing which can be aggregated to show the collective team behaviours. However, MS have built trust and engagement and a shared sense of common purpose over time are reaping the reward in terms of motivated employees willing to go the extra mile, despite the tough environment. Some of the M S staff s have been interviewed to get some information about M S in regards to managing staff. Most of the employees feel a strong sense of family within their teams, but some of them said managers attitude towards their staff is not appropriate. About 9 of 10 male and female colleagues believe their colleagues care about each other. Working together gives them a buzz and almost every staff believes teammates are very fun. Staffs are working at Marks and Spencer as their own business but they believe that company does care very little about that. Though some kind of reward has been given by the company but colleagues believe that reward is not adequate. Everyone believes that dedicated staffs can make difference in the organization with reaching their goals and direction. Marks and spencer always try to bring theory but in real life they are not practicing it properly. Some of the managers are very keen to empower their manager to achieve their target but some of them like to run their store with a dictatorship attitude. Half of the interviewed staff says their managers are not open and honest in regards to work. Very few of them said they are getting appreciation for their good job. Everyone said that senior managers are visiting their premises very often even work on the sales floor. Senior managers attitude showing that they want to connect with the teams, Leadership The term ‘Leadership is easy to explain, In a practical field leadership is a very tough task. Behavioral attitude is first quality for a leader than skills. A good leaders are trusted and respected by his/her followers. Leadership is little bit different from the management. Planning, organization and communication skills are main responsibilities for management. Though leadership relies on management skills too, but more so on qualities such as integrity, honesty, humility, courage, commitment, sincerity, passion, confidence, positivity, wisdom, determination, compassion, sensitivity and a degree of personal charisma. Leadership can be performed with different styles. Some leaders have one style, which is right for certain, situations and wrong for others. Some leaders can adapt and use different leadership styles for given situations. The Greening of Marks and Spencer: An example of creative leadership Stuart Rose, CEO of the MS announced a policy document that will make MS a first green retailer of world by 2015. It commits the retailer to a range of specific actions at an estimated cost of some  £200 million over the next five years. The plan has been welcomed by a range of commentators. Yet, closer inspection suggests it is a shrewd concession to corporate responsibility rather than a radical move that might frighten traditional commercial investors. It can also be seen as an example of creative leadership. In a flurry of personal interviews, Stuart Rose announced a hundred-point, five year plan for MS that aims at re-engineering the companys activities to meet a range of socially responsible goals from carbon neutrality, ethical-trading, sustainable-sourcing, and health-promoting products and projects. He told the BBC that the company has estimated five year-costs of the plan to be in the region of  £200 million pounds. In one interview, Green in his show and tell mode had brought along plastic bottles and a coat (purporting to ) incorporate the plastic from similar bottles after recycling. MS Leadership: Dictatorial leaderships history in MS MS leadership has been dominating by men. Micheal Marks founder of MS had the traits of an entrepreneur. As the leadership was passed on through the family, increased competition within the heirs led to emergence of stronger characters. Micheals son Simon Marks and later Simons brother in law Israel Sieff changed the leadership style towards a stronger dictatorial influence. 1998-99 period was a underperforming duration for MS. About 40% of MS share price has fallen down. As the Zara and Next took market share from the top end of the market while the same time value offering were attached by the supermarkets who were increasingly entering the same market. Rose leadership- In 2004 performance was poor, with customer defecting to competitors. Investors were uneasy and showing sighns of losing confidence. Its leadership team does not encompass the right mix of skills, knowledge and experience to enable the company to regain its long-held position as a market leader. This was the scenario which Stuart Rose stepped into, when he became CEO of UK retail giant, MS, in May 2004. Rose was determined to: Make fundamental changes Change from bureaucratic old fashioned organization into a modern dynamic force. Implement the missing ‘Shared values to complete the transformational leadership model. Roses leadership strategy- Engaging employees at all levels: Before 2004, A major side effect of the loss of confidence in MS was low employee morals. Rose focused on re-building employee pride and commitment. But he was also ruthless in removing some long-term employee perks which had grown to become rights. He introduced more professional, performance based contracts for staff which were desighend to reinforce and reward behaviours whicch support organizational performance. Though Mr. Rose has been running the company with some dictatorial attitude but the results were striking. But above all, the success of these changes are founded on confidence and belief in Rtuart Rose as a leader. MS leadership- In-house practice MS has developed its leadership strategy with some extra ordinary key features to implement it through leadership training, coaching and development. Tanith Dodghe, group HR director of Marks and Spencer mentioned this strategy as ‘this is not just leadership, its MS leadership Motivation Employee Motivation: Giving power to the people Frederick Herzberg Two Factor theory In 1957, Herzberg devised his motivation hygiene theory which stated that two groups of factors affect employee motivation. Herzberg said that certain elements in a job motivate people to do better. He called these elements Satisfiers. They include: Achievement Recognition Responsibility Advancement Personal growth Actual work itself Other elements do not motivate people to work harder. These are referred to as hygiene factors. They are: Pay and conditions Status within the company Job security Benefits Relationships with fellow workers Quality of the companys managers Frederic Taylor- Scientific Management Taylor worked as a factorysuperintendent in a locomotive factory in the USA. From carrying outstudies of how people worked making axles, he concluded that: Employees were successful in getting jobs there because they knew the managers, not because they were good at the job. Employees did not work hard enough for fear of their friends losing their job Employers paid their employees aslittleas they could possibly get away with Employees were given little instruction of how to do their job and it was often done badly. The amount and quality of products produced was very poor. Taylor said that his ideas would improve matters: Money was the only thing that motivated employees to work hard. If the workers were paid per item made, they would want to make more and would work harder. Trained managers should run the company and supervise employees with firm but fair discipline procedures. Employees must be properly trained to do their job Employee should be properly and fairly selected for jobs through tests and interviews. This is to make sure that the right person gets the job. How Marks and Spencers performance management/training and development systems have been influenced by the motivational theories MS use Maslows theory by helping staff set and reach their goals at work, they encourage their staff and praise them when they are doing well and staff also receive rewards for good work. MS use Herzbergs two factor theory by treated their employees well by giving them a good salary, good working conditions and by giving them sick pays and pensions schemes, they also give their staff responsibilities to make them feel like there are important to the company and motivate them. MS use Mcgregors theory by having managers who have trust in the workers and help them improve and do their best and also by giving managers bonuses to motivate them. Marks and Spencers also use Taylors Scientific Management theory by paying its employees in order to work and by having able managers control the staff. Cross cultural Issues in MS- MS diversity MS has a diverse range of employee and they are maintaining a active equal opportunities policy. This not just to cover the recruitment and selection procedures but runs through training and development, apraisal, promostion opportunities and eventually to retirement. We promote an environment free from discrimination, harassment and victimisation and work hard to ensure everyone is offered equality of opportunity to achieve their full potential. All the decisions we make relating to employment practices are objective, free from bias and based solely upon work criteria and individual merit.

Affirmative Action Will Build a Strong Nation Essay -- affirmative act

Affirmative Action Will Build a Strong Nation Affirmative Action: often upon hearing this word, one will start thinking about quotas and reverse discrimination. However, contrary to this misconception, affirmative action is actually a policy that dictates that employers attempt to find diverse employees by exploring untraditional sources of labor. The goal of affirmative action is to create a work force that mirrors the population of the nation both in gender and in ethnicity (Hanmer 8,10). Affirmative action is necessary to give all Americans an opportunity to be successful and to counteract the discrimination that still exists in modern society. Affirmative action is not only morally justifiable, but it is also socially and economically preferable in order to improve our society. The United States’ government first implemented affirmative action to overcome some of the clear differences in living conditions between people of different genders and races. Unfortunately, these differences still exist and eliminating affirm ative action now would be premature for our nation. Affirmative action is essential to compensate for the fact that women and minorities receive fewer opportunities to succeed. Even after laws were passed to end institutionalized racism, the white males who owned the businesses and held the best jobs before continued to own the businesses and hold the best jobs. While legal equality may have been achieved, the nation was nowhere near having true social equality. As President Lyndon B. Johnson stated when he first started affirmative action, â€Å"This is the next and the more profound stage of the battle for civil rights. We seek not just freedom but opportunity. We seek not just legal equity but human abi... ...., William. â€Å"Give Affirmative Action Time to Act.† AAD Project. 1 Dec. 2000. University of California Santa Barbara, Department of English. 19 Feb. 2002 http://aad.english.ucsb.edu/docs/darity.html>. Hanmer, Trudy J. Affirmative Action: Opportunity for All?. Hillside, NJ: Enslow Publishers, Inc., 1993. Mask, Susan. â€Å"Countering the Myths: A Proponent’s Point of View.† University of Iowa, Office of Affirmative Action. 25 Feb. 2002 http://www.uiowa.edu/~oaa/counteri.htm>. Plous, Scott. â€Å"Ten Myths About Affirmative Action.† Journal of Social Issues. 52.4 (1996): 25-31. Pressley, Sue Anne. â€Å"Texas Campus Attracts Fewer Minorities.† Washington Post. 28 Aug. 1997, http://www.washingtonpost.com/wp-srv/politics/special/affirm/stories/ aa082897.htm>. Supplier Diversity. Nike. 17 Mar. 2002. http://www.nikebiz.com/diversity/supplier.shtml>.

“Finishing School” by Maya Angelou Essay

During the Victorian reign, Finishing school was a famous and prestige private school for wealthy young girls. It emphasized cultural studies for social activities, introduced good manners and etiquette, and taught skills such as dancing, singing and much more. In other words, Finishing school prepared young ladies for â€Å"future life†. The title Finishing School by Maya Angelou, has a different meaning, I would say the title is ironic. Angelou’s main character Margaret went through her own â€Å"Finishing School† that happened to be inside a white woman’s kitchen. It taught her about race differences and how to defend her dignity, both that reflect the author’s purpose in choosing this title. Margaret is a ten-year-old black girl who lives in the south in 1930’s at the time when slavery has long passed gone, but racial segregation and discrimination are still very strong. She comes to work as a servant in a home of a white wealthy woman, Mrs. Cullinan, where she begins to help out around the house, run errands, clean dishes and polish silverware. Margaret is overwhelmed with the inhumanness and the discipline of the house. All meals have to be at a certain time, all drinks have to be from a certain glass. Nevertheless, Margaret is willing to accept the new rules and work as hard as possible for the white rich and ugly lady, because Margaret feels sorry for her. She starts to come to work early, leaves home late, puts in extra work, somehow by doing so, Margaret thinks that she can compensate for the fact that Mrs. Cullinan can never have children. Margaret develops human feelings toward her mistress and her situation, not acknowledging the race issue. Sadly, she soon realizes that no one is interested in her feelings and her pity. To her employer she is just a stupid, wordless, black servant. Not a human, but simply an object that serves for comfort of the white masters. Margaret realizes that, when one day Mrs. Cullinan calls her by a different name, which is in her opinion more â€Å"appropriate†. Margaret cannot believe her years. The fact that her name, her own name that was given to her by her parents, is just now so easily being changed by this white woman, makes her very mad. She frightfully feels that her opinion might never be valued. That is when she decides to change all that once and for all. Margaret feels that she was just robbed of something important, her name. Even though she is just a young girl, she does not want to tolerate such mistreatment. Her inner dignity and pride arise and push her to forget about her need of money and job. Margaret feels that it is crucial to make a statement. She breaks her employer’s favorite piece of china that was left to Mrs. Cullinan by her wealthy parents. Margaret knows the importance of that reliquary and wants to take something important from Mrs. Cullinan to get even. The author says â€Å"While white girls learned to waltz and sit gracefully with a tea cup balanced on their knees, we were lagging behind, learning the mid-Victorian values with very little money to indulge them†¦Ã¢â‚¬  Mrs. Cullinan indulged her china piece meanwhile little Margaret had nothing to indulge but her dignity. Through out Margaret’s experience in â€Å"Finishing School† she learns about race differences and dignity, both values witch will serve her in the future.

Jeffrey Skilling Essay

In 1975 Jeffrey Skilling received his B. S. from Southern Methodist University in applied science, and in 1979 received his M. B. A. from Harvard. He was hired by McKinsey & Company as a consultant and in 1987 began working with Enron to help create a forward market in natural gas (wikipedia. org). Ken Lay hired Skilling in 1990 as chairman and chief executive officer of Enron Finance Corp. and in 1991 he became the Chairman of Enron Gas Services Co. Also, he was appointed CEO/managing director of Enron Capital & Trade Resources. Skilling was promoted to second highest position in the company, president and chief operating officer in 1979. By pushing an aggressive investment strategy, Skilling helped Enron to become the biggest wholesaler of gas and electricity (biography. com). On February 12, 2001 he was named the new CEO of Enron, replacing Ken Lay. Later in 2001, during the energy crisis in California; Skilling resigned on August 14 and shortly after he sold off large blocks of his shares of Enron. Enron declared bankruptcy in December 2001. The Federal Bureau of Investigations indicted Skilling on 35 charges, which he pleaded not guilty on February 19, 2004(wikipedia. org). His trial began on January 30, 2006 and lasted four months. On May 25, 2006 he was found guilty on one count of conspiracy, one count of insider trading, five counts of making false statements to auditors, and twelve counts of securities fraud; and not guilty on nine counts of insider trading(wikipedia. org). October 23, 2006 Skilling was sentenced to 24 years and 4 months in a federal prison and was fined 45 million dollars. Skilling began serving his prison term on December 13, 2006 at a low security federal prison in Littleton, Colorado. His release date is scheduled for February 21, 2028 according to the Federal Bureau of Prisons.