D. Lynn Meyers has been Producing Artistic Director of the nationally renowned Ensemble Theatre of Cincinnati (ETC) since 1995. The nonprofit ETC, recently celebrating its 25th anniversary, is dedicated to the production and development of new plays and of works new to the region. Lynn values the opinions of each member of her small staff when hiring. She usually interviews four or five people for a staff position and conducts two interviews. After the preliminary interview determines that an applicant is suitable, she says, “We invite the person back to meet the staff they would have contact with on a daily basis.” She has passed on qualified candidates who did not interact well with their prospective coworkers or who did not convince her that they had a strong desire for the job. Lynn researches job applicants online and on social media sites. “Frankly, if we find unprofessional behavior, we take that into consideration,” she says. “We always check references—after we meet the candidate so we know what to ask the person offering the reference.” When faced with two equally qualified candidates, Lynn chooses the person who demonstrates a long-term commitment to be with ETC and a desire to be part of the team. “If we’re impressed by someone we can’t hire, we keep their application on fi le. More than once we’ve called someone back when we added a job opening or needed to re-place someone who didn’t meet our expectations,” says Lynn. She suggests that applicants “should want the job, know why they want it, and be prepared to answer serious questions about their long-term goals.” What does Lynn tell applicants to bring to the job interview?
Critical Path Method
The critical path is the longest succession of tasks that has to be successfully completed to conclude a project entirely. The tasks involved in the sequence are called critical activities, as any task getting delayed will result in the whole project getting delayed. To determine the time duration of a project, the critical path has to be identified. The critical path method or CPM is used by project managers to evaluate the least amount of time required to finish each task with the least amount of delay.
Cost Analysis
The entire idea of cost of production or definition of production cost is applied corresponding or we can say that it is related to investment or money cost. Money cost or investment refers to any money expenditure which the firm or supplier or producer undertakes in purchasing or hiring factor of production or factor services.
Inventory Management
Inventory management is the process or system of handling all the goods that an organization owns. In simpler terms, inventory management deals with how a company orders, stores, and uses its goods.
Project Management
Project Management is all about management and optimum utilization of the resources in the best possible manner to develop the software as per the requirement of the client. Here the Project refers to the development of software to meet the end objective of the client by providing the required product or service within a specified Period of time and ensuring high quality. This can be done by managing all the available resources. In short, it can be defined as an application of knowledge, skills, tools, and techniques to meet the objective of the Project. It is the duty of a Project Manager to achieve the objective of the Project as per the specifications given by the client.
Ensemble Theatre of Cincinnati
D. Lynn Meyers has been Producing Artistic Director of the nationally renowned Ensemble Theatre of Cincinnati (ETC) since 1995. The nonprofit ETC, recently celebrating its 25th anniversary, is dedicated to the production and development of new plays and of works new to the region.
Lynn values the opinions of each member of her small staff when hiring. She usually interviews four or five people for a staff position and conducts two interviews. After the preliminary interview determines that an applicant is suitable, she says, “We invite the person back to meet the staff they would have contact with on a daily basis.” She has passed on qualified candidates who did not interact well with their prospective coworkers or who did not convince her that they had a strong desire for the job.
Lynn researches job applicants online and on social media sites. “Frankly, if we find unprofessional behavior, we take that into consideration,” she says. “We always check references—after we meet the candidate so we know what to ask the person offering the reference.”
When faced with two equally qualified candidates, Lynn chooses the person who demonstrates a long-term commitment to be with ETC and a desire to be part of the team. “If we’re impressed by someone we can’t hire, we keep their application on fi le. More than once we’ve called someone back when we added a job opening or needed to re-place someone who didn’t meet our expectations,” says Lynn. She suggests that applicants “should want the job, know why they want it, and be prepared to answer serious questions about their long-term goals.”
What does Lynn tell applicants to bring to the job interview?
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