Feb 182018

By Anastasia

“I find myself opposed to the view of knowledge as a passive copy of reality. – Jean Piaget

How do we learn things? The answers to this age-old question have been examined and analyzed by many scientists. There are plenty of prominent theories explaining cognitive development and helping us to understand the foundation of knowledge.

One of the most prominent answers to the question has come from a Swiss psychologist, Jean Piget. What is Piaget's theory of cognitive development? Let's examine the theory and its core concepts, before analyzing its applications and the critique the theory has received.


Let's start by introducing Jean Piaget, the theory's founding father, together with the core idea of his theory.

Who was Jean Piaget?

Jean Piaget was a psychologist, who became famous for creating his scientific theory about the intellectual development of children. He was born in Switzerland in 1896, showing an interest towards nature and science from an early age. When he was just 10 years old, he published a scientific paper about albino sparrow in a naturalist magazine. Piaget gained his Ph.D. in natural history at the age of 22 at the University of Neuchatel, after which he gained formal training in psychology.

Piaget spent some time studying with Carl Jung and during this time, he met with Theodore Simon, who had been a collaborating with Alfred Binet. Simon offered Piaget a role, which led to Piaget developing an interest in the cognitive development of children. The role saw him supervise the standardization of an intelligence test developed by Binet and Simon. While working, Piaget observed children and concluded that children are not less intelligent than adults, but the difference is how they think and view things.

Piaget's interest in cognitive development of children was further increased by his ...read more

Source:: Piaget’s Theory of Cognitive Development

Feb 172018

By Martin

“So, tell me about yourself.”


“I'm from London, happily married with three kids and I love graphic design.”

Almost everybody gets nervous before interviews. This anxiety alone is enough to mess with even the most basic interactions. That's why this question is often the hardest part of the interview for many people.

Regardless of whether you are interviewing for the big CEO position or an entry level administrative assistant position, there are questions that are guaranteed to come up in the job interview. Top on the list is the dreaded “Tell me about yourself.”

Despite the fact that you are the most qualified person to answer this question, (let's face it – nobody knows you better than you know yourself) many people have trouble answering this question.

This question can also come in any of the following formats:

  • Walk me through your background.
  • Who exactly is [Your Name]?
  • Say something about yourself.
  • What would you like me to know about you?
  • Introduce yourself.
  • How would other people describe you?

These are questions that are commonly found at the beginning of the interview before things get all serious about the job expectations of the position, the salary and your abilities.

Many people dread this question because it's unclear what exactly the interviewer is looking for in an answer. Should you talk about your academic qualifications, work experience, family background and upbringing or should you add a little bit of everything in your answer? How long should the answer be?

These are just a few of the questions that come to mind when asked this question.

The good news is that with good preparation, you can use this question to your advantage. Since it is usually asked at the beginning of the interview, you can use it to set the tone of the interview and highlight your strengths right from the beginning.

To most ...read more

Source:: Tell Me About Yourself—Ways to Answer this Job Interview Question

Feb 112018

By Anastasia

An accomplishment section is a great addition to your resume. It can help demonstrate your skills in action and show the potential employer that you can add value to the organization beyond just performing your duties.

But we all know that bragging about our accomplishment isn't always easy. Not to mention being sure what even counts as an accomplishment! Sure, you've gone to work each day but that's not really an accomplishment, is it?

In this guide, we'll go through what constitutes as an accomplishment and how to write the section in style. You can find plenty of tips and concrete examples to help you create a winning resume.


Before we start looking at how to write the section, it's important to understand what accomplishments mean. You want to ensure the section is about your accomplishments and not just a list of other things. The most common confusion amongst job applicants is to treat accomplishments as duties or strengths.

Accomplishments are specific actions you've taken and which have resulted in a beneficial outcome. The outcome must be something better than what was expected of you – it must provide positive benefits to either you or the organization you were working for.

It's not about the things you were meant to do. It's not an accomplishment to manage a clientele of 100 people – this is a duty; something that was part of your job description in the first place. An accomplishment would be something like “I helped grow the client-base from 100 to 150 in six months”. This wouldn't just be doing your job but going above and beyond your usual duties.

Furthermore, your accomplishment shouldn't be a list of your strengths either. You don't need to list your characteristics here or mention you are good at ...read more

Source:: How to Write Accomplishments on Your Resume

Feb 102018

By Anastasia

The job interview includes plenty of tough questions. But for many, the moment for describing your personality might seem like the hardest. It's not always easy to look at your personality and explain your traits in a way that helps, not hinders, your chances of getting that job.

In this guide, we'll start by examining the reasons hiring managers quiz you about your personality. We'll then explore the building blocks of a good answer, how to prepare for the question and what are the mistakes you should avoid. There are even example answers for you to examine at the end. These should help you prepare to talk about your stunning personality in the job interview.


The best way to answer the questions about your personality comes from the knowledge of knowing why the question is asked. If you can understand what the hiring manager is looking for, you can build the answer correctly.

So, why does the hiring manager pop this question? Three things are at the core of the question, as the hiring manager wants to:

  • Know if you are the right fit for the company in terms of the role and the culture. Different personalities work better in certain environments and under certain leadership cultures, for instance. You might tell the hiring manager you love working on your own and this is a good fit for a work culture where taking initiative is supported and cherished but something that's not applauded in a rigid environment.
  • Understand your personality and whether these character traits support or hinder your ability to perform in the role. If you are going to tell the hiring manager you are shy, they might be wary of hiring you for a role that requires a lot ...read more

    Source:: How Would You Describe Your Personality

Feb 042018

By Anastasia

Think about the most successful leaders in the world, past and present. If you were to compare them with inefficient leaders, the difference wouldn't necessarily come from their skills. The more important factor would be how the successful leaders would be able to provide you with a clear and defined approach to how they lead other people: their leadership philosophy.

In this guide, we'll define what leadership philosophy is and the benefits of having one. We'll explore the idea of publishing your statement and provide you the four steps required for creating a leadership philosophy to guide your leadership.


The combination of leadership and philosophy might sound rather odd. On the face of it, the terms don't seem to have much in common. So, what does leadership philosophy mean? To understand it, it's a good idea to first examine the two words separately, as it'll allow you to understand how they can fit together to provide you with guidance in leadership.

The definition of philosophy

When you think about philosophy, you'll probably first think about some of the greatest thinkers of our time, such as Voltaire, Plato and Descartes. Furthermore, you probably haven't thought about using philosophy in your everyday life and the concepts and ideas might sound a little bit difficult to comprehend. But as one the oldest disciplines in the world, philosophy has plenty to offer and it's part of our everyday experience whether we consciously think about it.

The word philosophy literally translates to “the love of wisdom”. The Oxford Dictionary defines philosophy as, “a theory or attitude that acts as a guiding principle for behavior”. Indeed, the guiding idea of philosophy is to live a good life. It's about striving for expertise and personal as well as collective fulfillment. ...read more

Source:: How to Develop a Leadership Philosophy that Inspires

Feb 032018

By Anastasia

One of the main words thrown around in the context of startups is growth. We all know about the success stories of Facebook and Whatsapp, but is scaling a startup really all that easy?

Unfortunately not, but the good news is that you can learn about growth and scaling, ensuring you don't repeat the mistakes of others.


Perhaps the first lesson to learn about startup growth is the ugliest. According to Small Business Administration data from 2014, only half of all new US businesses survive the first five years. It's a scary thought to let sink in – half of the businesses don't get to worry about scaling, as they need to fight for survival.

In addition, a study in startups launched between 1999 and 2004 found similar results. The Rise and Fall of Startups: Creation and Destruction of Revenue and Jobs by Young Companies followed these startups for five years after launch and found that majority of them struggle to bring in consistent income or grow their employee base.

Perhaps more worryingly, the study found startups to struggle with growth even when they are able to keep going beyond the starting years. Only 7.5% of the startups were able to add jobs for three consecutive years. In the cases they did, some had to cut back these jobs on the fourth and fifth year. This suggests that some startups that are able to scale up and grow, won't be able to maintain the scaling and indeed might witness reverse growth.

What about revenue? Growth and scaling isn't necessarily just about employee numbers – you might wonder if these companies were able to generate increasing income. Unfortunately, the figures don't seem much better.

For startups, one success story often means the end of ...read more

Source:: Growing Up Is Hard: Lessons from Scaling Startups

Jan 282018

By Anastasia

When it comes to managing organizations, there are plenty of theories available for companies to use. Among the most popular is the model of Management by Objectives. In this guide, we'll explore the concept and the basic principles guiding the objective-focused approach to management.

We'll explore the key features and outline the strengths and weaknesses of the approach. The guide will also explain the steps an organization needs to take in order to implement the approach as well as examine a few examples of companies using the approach.


Management by Objectives (MBO) as a concept first appeared in a 1954 book The Practice of Management. The author, Peter Drucker, has since become known as one of the world's most influential business experts. Aside from developing the ideas around MBO, Drucker has revolutionized the corporate world with his views and theories on essential things such as leadership. His other famous books include The Effective Executive and Management Challenges for 21st Century.

In The Practice of Management, Drucker examined the different schools of management, from the classical to the human relations theories. He felt the problem of these theories was how effectiveness was assumed a natural and expected outcome of management. He saw effectiveness to be more important than efficiency, creating the foundation for organizations to operate and therefore an integral part of focus for organizations. Due to the findings, Drucker set forth certain principles and processes that would create effectiveness in the relations between the management and the employees.

Therefore, Management by Objectives is

a management model that aims to improve performance of an organisation by clearly defining objectives that are agreed to by both management and employees”.

The aim is to create a more harmonious relationship between the ...read more

Source:: Management by Objectives – The Definitive Guide

Jan 272018

By Anastasia

Have you ever asked someone for some advice before making an important decision? We are sure you have. We have all asked someone for their advice at one point or another in our lives. We depend on it sometimes, especially before making a key purchase.

Case in point, you are buying a new car from an automobile dealer and you want some guidance from somebody you trust. Hence, you bring your friend along who happens to be into cars and knows them very well. If you had gone alone, you would have had to ask the car dealer many questions, such as “Which type of car is the most reliable?”, “What type of fuel does this car run on?”, and “Is this a safe car?” In almost all cases, a car dealer will spoon feed you answers that will make you happy rather than bluntly tell you the truth. Their job is to sell and will do whatever it takes to sell a car. However, your friend knows cars very well and they will keep your best interests in mind.

You could have done some cursory research on your own but that may not be enough to make the right choice based on your requirements. A car is a major investment and you do not want to be careless when buying on. Your friend knows your budget and they will find the best car for you. You trust this person's opinions and it makes it easier for you to make an important decision. For you, this person is an opinion leader.

Another example to consider is going to the clothes store to buy a new dress for an upcoming cocktail party. While you may have bought dresses in the past, you want to pick the best one for this occasion and you rely ...read more

Source:: Who are Opinion Leaders and Why do They Matter

Jan 242018

By Anastasia

Applying for an internship is often the first time you have to deal with cover letters, resumes and the like. Writing a good cover letter for an internship can seem daunting – you often don't have a lot of work experience to rely on and you might not be sure what is expected of you in the role and the letter.

In this guide, we'll examine the elements of a good cover letter and its structure. There is even a sample letter for you to use as guidance for your internship cover letter.


So, what are the elements of a good internship cover letter? How can you tell you are writing a winning letter that'll help boost your chances of landing the spot? There are four key elements to a good internship cover letter:

Tailored to the specific internship

Like any good cover letter, the one for an internship must be tailored for the role you are applying for. While it's a good idea to have a basic cover letter ready for applications, you always need to tailor and tweak the letter further based on the specific role. Each time you apply for a new internship, you need to re-write your cover letter to ensure maximum impact.

Internships are different and companies have different ways of approaching internships. It's, therefore, crucial to read the ad regarding the internship position and pay attention to it. The company will surely highlight the skills it wants the person to have, as well as list the kind of jobs you will need to perform as part of the internship. Furthermore, you want to do a bit of research on the company culture – what kind of place is the company to work?

Based on the information, you will need to ...read more

Source:: Cover Letter for Internship

Jan 072018

By Anastasia

When was the last time you made a list of New Year resolutions? How did that work out for you? Most people, break a significant number of these resolutions by the time the first quarter of year ends.

This is because goals are easy to set but very hard to keep. Motivation is usually high at the outset, but it has a way of dwindling down with progress of a project. Picture this: You have set yourself the goal of doing 50 pushups every day before you hit the shower. Let's split those pushups into bunches of 10 pushups. Which bunch is the most difficult one? The first one between 1 and 10, the middle one between 20 and 30, or the last one between 40 and 50?

If you are like most people, you will agree with me that the last 10 pushups are the most difficult. Let's make this more interesting. Supposing you set a goal of 30 pushups daily instead of 50. Would the third bunch of pushups be as easy as the third bunch in the first case when you had a target of doing 50 pushups? Absolutely not. If your goal is doing 30 pushups, the last 10 will be just as difficult as they would have been if you had set a target of 50 pushups.

The point is, every goal will appear easy at first, but it will get more and more difficult as time goes. To achieve the goal, you need to find a way of staying productive no matter the circumstances. You will not have a problem staying productive in the early days when you are highly motivated. The real problem comes during those low-motivation spans.

In this discussion, we are going to look at some of the most effective productivity tasks that you can ...read more

Source:: 15 Productivity Hacks Successful CEOs and Founders Use to Get More Done