Total Solutions Of A Project Management Company - 2185 Words

TOTAL SOLUTIONS A PROJECT MANAGEMENT COMPANY Prepared By: - BHATNAGAR Pallavi, 20152436 Word Count:- 2174 words Email: bhatnagar.pallavi@outlook.com Executive Summary Table of Contents Page Number Executive Summary 1.0 About Us 1.1 Our Background 1.2 Our Profile 1.3 Our Vision 1.4 Our Values 1.5 Our History 2.0 The Project 2.1 Project Description 2.2 Scope of Work 2.3 Project Objectives 3.0 Call Centre 3.1 Call Centre Market 3.2 Call Centre Technology 3.3 Call Centre Equipments 3.4 Health and Safety 4.0 Risk Matrix 5.0 Project cost 6.0 Project Implement Schedule 7.0 Financial analysis 8.0 References Our Background Total Solutions is an award winning provider of efficient professional project management solutions and project planning services in New Delhi, India. Since 1997, Total Solutions has been a specialist business management consultant that has been providing solutions to many clients all over India. Our Profile Clear Vision is a capable leader in designing, training, and consultation industry. With almost 20 years of experience in the same field and over 75 experts working in the company, it has gained popularity in all over India. We aim to exceed the expectations of our clients and deliver the best services. We analyse and the design carefully depending on the needs and requirements of the business and clients. It is our constant endeavour to provide the finestShow MoreRelatedName: Vishnu Sukumaran. 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How to Conjugate French Regular -IR Verbs

There are five main kinds of verbs in French: regular -er, -ir, -re, stem-changing, and irregular. Once youve learned the rules of conjugation for each of the first three kinds of verbs, you should have no problem conjugating regular verbs in each of those categories. Regular -ir verbs are the second-largest category of French verbs. Indeed, these verbs are often referred to as second conjugation verbs. The verb form that ends in -ir is called the infinitive, and -ir is the infinitive ending. (In English, by contrast, the infinitive is the verb preceded by the word to.) The French verb with the infinitive ending removed is called the stem or radical.   Conjugating Regular French -ir  Verbs To conjugate regular  -ir  French verbs, its best to run through an example, step by step. Conjugate the French word  choisir  (to choose), for example, by following these steps: Remove the infinitive ending (-ir)  to find the stem (also called the radical).Note that the stem—the verb without  the  -ir ending—is  chois.Add the appropriate simple conjugation ending/s shown in the table in the next section. Note that the conjugation table below does not include  the  compound tenses, which consist of  a form of the auxiliary verb  and  the past participle.  Choisir  normally requires the auxiliary verb  avoir  (to have) in  compound tenses and moods. For  example,  Jai  choisi  would  transelate  as I have chosen. But, if you were to extend the sentence, you would delete the  present perfect, as in:   Jai  choisi  deux  là ©gumes verts. I picked (chose) two green vegetables.   Example Conjugations To conjugate an -ir verb in the present tense, remove the infinitive ending and then add the appropriate endings. For example, here are the present tense conjugations for the regular -ir verbs  choisir,  finir  (to finish), and  rà ©ussir  (to succeed): Pronoun Ending choisir chois- finir fin- rà ©ussir rà ©uss- Je -is choisis finis rà ©ussis Tu -is choisis finis rà ©ussis Il -it choisit finit rà ©ussit Nous -issons choisissons finissons rà ©ussissons Vous -issez choisissez finissez rà ©ussissez Ils -issent choisissent finissent rà ©ussissent Some Common French Regular -ir Verbs French regular -ir verbs, the second largest group of French verbs, share a  conjugation pattern. Here are just a few of the most common regular - ir verbs: Abolir  Ã‚  to abolishAgir  Ã‚  to actAvertir  Ã‚  to warnBà ¢tir  Ã‚  to buildChoisir  Ã‚  to chooseà ©tablir  Ã‚  to establishà ©tourdir  Ã‚  to stun, deafen, make dizzyFinir  Ã‚  to finishGrossir  Ã‚  to gain weight, get fatGuà ©rir  Ã‚  to cure, heal, recoverMaigrir  Ã‚  to lose weight, get thinNourrir  Ã‚  to feed, nourishObà ©ir   to obeyPunir  Ã‚  to punishRà ©flà ©chir  Ã‚  to reflect, thinkRemplir  Ã‚  to fillRà ©ussir  Ã‚  to succeedRougir  Ã‚  to blush, turn redVieillir  Ã‚  Ã‚  to grow old Exceptions: Irregular -ir Verbs Most of the French -ir verbs are regular verbs, which conform to the previously discussed rules for conjugation. Its important to keep in mind that there are a number of  irregular -ir verbs  in French. These verbs can be tricky, but there is some good news: Only about 50 irregular -ir verbs exist in French, and they have only 16 conjugations. To simplify things further, most of those fall into just three groups. The first group of irregular  -ir  verbs is essentially conjugated like the verb  partir  (to leave).  This  group includes such verbs as: Consentir   to consentDà ©partir  Ã‚  to accordDormir   to sleep  Endormir  Ã‚  to put/send to sleep The second group consists of verbs that end in  -llir,  -frir,  or, -vrir, and  almost all are conjugated like  regular -er verbs. Examples of these verbs include: Couvrir  Ã‚  to cover  Cueillir  Ã‚  to pick  Ã‚  Dà ©couvrir   to discoverEntrouvrir  Ã‚  to half-open In the third group, verbs such as  tenir  (to hold) and  venir  (to come) and their derivatives follow a shared conjugation pattern in the present tense. Note, however, a major difference in the compound tenses:  Venir  and most of its derivatives use  Ãƒ ªtre  as their  auxiliary verb, while  tenir  and its derivatives use  avoir. Wild Cards The remaining irregular  -ir  verbs dont follow a pattern.  You just have to memorize the conjugations for each of the following verbs separately. Luckily, they are among the most frequently used French verbs, so memorizing their conjugations is completely worth the trouble. They include: Acquà ©rir   to  acquire  Ã‚  Asseoir   to sitAvoir  Ã‚  to haveConquà ©rir   to  conquerCourir  Ã‚  to run

The Right And Life Of Abortion - 1246 Words

The Right to Life â€Å"As long as there is life, there is hope† reads The Cage by Ruth Minsky Sender. Abortion is defined in the Merriam-Webster dictionary as â€Å"the deliberate termination of a pregnancy and is most often preformed during the first 28 weeks of pregnancy.† Beginning early on in history, abortions were viable solutions for immigrants, as their pregnancy rates were higher than the natives of an area or region. As timed passed, laws on abortion began to create a war on the separation of Church and State. These issues have yet to suppress. The Catholic Church defines abortions as â€Å"the direct and purposeful taking of the life of the unborn child† according to the Catholic News Agency. Catholicism suggests that life is sacred from the†¦show more content†¦How can one agree with killing off these cells in which life is founded upon? Truly, life that is based upon these group of cells are fully human from the moment of conception to the moment of death. †Only machines such as clocks and cars come into existence part by part. Living beings come into existence all at once and gradually unfold their world of innate potential. (10 Reasons). In relation to faith and religion, Catholicism teaches that humans are endowed with the image and likeness of God from the moment of conception. Abortion disregards the imprinted value of a human-life by undermining its development. Karen Pazol states, â€Å"Among the 49 areas that provided data for 2006, a total of 846,181 abortions were reported (Pazol). Almost one million innocent lives are taken annually because abortion is shrugged of as a solution to unwanted pregnancies. These actions result in distress for not only the pregnant woman, but also her family. Though she may not tell anyone, eventually the truth reveals itself through circumstance, guilt, or mistake (Reasons Abortions). Many people overlook the psychological effects of abortion and how devastating these ch oices can be. Christianet claims that abortion can truly tear a family apart when they say, The abortion mentality destroys the family by making it more difficult for new Americans who survive beyond the womb to find the family welded together by the indissoluble bond of

Employee Retention Free Essays

SUBMITTED TO: Dr. RAMZAN SUBMITTED BY: FAHAD KHALID (MSBA) MUHAMMA ASAD KHAN (MSBA) ADEEL JAVED (MBA) ZAIN SOHAIL (MBA) SUPERIOR UNIVERSITY LAHORE How the employee retention in educational institutions affects Organizational effectiveness Abstract: Purpose – The purpose of this paper is to put forward a framework of employee retention in the educational institutions which enables them to work for longer time periods and less chance of leaving the place. It also discusses the factors that how the retention of employee affects the organizational effectiveness. We will write a custom essay sample on Employee Retention or any similar topic only for you Order Now Three different levels of schools have been chosen to collect the information from the employees to analyze the organizational effectiveness. The close-ended questionnaire has been established for this purpose. The sample size of 214 will be taken. The SPSS is used to analyze the data and findings of that are given in the context. The limitation of the study is time constraint. The data collection procedure becomes very much difficult. This study is only for the education sector in developing countries like Pakistan. Key words: Leadership style, Recognition, Motivation, educational institutions. Introduction This study is about producing and retaining human resource. Hence the research is about the study for the retention of employees in the educational sector. The educational sector is the source of producing human capital for the country which leads to economic development. The employees in that sector should be retained so that the organizational effectiveness is increased. The problem of academic staff retention is a global one which affects both developing and industrialized countries (wisdom 2006 p-11). The most critical for all; is the human resource factor. Without strengthening human resources and retaining critical skills and competencies with in any organization, other components stand to suffer. In academic institutions, the critical human capital includes academic, administrative and technical staff resources. The institutional governance, management and financial reforms undertaken as seen above will be more sustainable if there is stability in the area of human resource. Paschal B. Mihyo 2008 p-10) The issue of academic staff attrition and retention in developing countries has been less well documented in the literature. This is because the issue tends to be subsumed under the general category of ‘brain drain’, without particular attention being devoted to it. This subsumption reflects the close relationship between the brain dr ain and staff retention in many countries. (wisdom 2006 p-12). The employees who are not satisfied with the organizational retention policy they tend to leave the organization. Many research shows that the employees with the higher age are less tends to leave but the lower rank employees are more tends to leave the organization. There is always a certain amount of employee turnover due retirements, promotions and career development; however specific industries and occupations experience attrition rates far greater than others. One business expert author identified ten primary reasons of the employee resigns (MacCann). * Basic financial needs not met. * Lack of competitive salary * Poor benefits * Poor communication * Negative work environment Lack of recognition * Unfair treatment * Lack of challenge in job * Lack of job security * Life conflicts (Gary S. Trulson p-12) There is a vast literature on the causes of voluntary employee turnover dating back to the 1950s. By developing multivariate models that combine a number of factors contributing to turnover and empirically testing the models researchers have sought to predict why individuals leave organizatio ns. Many studies are based on only a small number of variables which often only explain a small amount of variability in turnover. Another criticism of turnover studies is that they do not adequately capture the complex psychological processes involved in individual turnover decisions. Literature Review â€Å"An effective Employee Retention Program is a systematic effort to create and foster an environment that encourages employees to remain employed by having policies and practices in place that address their diverse needs. † (George C. Sinnott, Commissioner George H. Madison, Director September 2002 p-2) Employee retention is perhaps the most frequently studied phenomenon in the organizational effectiveness. Most organizations find it difficult to measure and improve employee attitudes related to work. Most of the organizations are working on their retention plans for improving employee`s performance and employee`s satisfaction which leads to organizational effectiveness. Increasing employee satisfaction and thereby reducing employee turnover is critical. Long-tenured employees develop personal associations with customers. These relationships are the Groundwork for a reinforcing cycle of positive links between employees and customers. Employees who recognize relationships with customers provide better service. Customers who receive better service express fewer complaints and thereby create fewer problems for employees. Employees in turn react more constructively to tackle with customers. These reactions result in better service which again leads to privileged organizational revenues. Ultimately it is of importance in the educational institutions where teachers have develop direct relation with the students, if turnover of the teachers increases it will also decrease the satisfaction level of the students as well. So the organizations with the long term teachers have ultimately gain the good success in the market. Teaching staff: In the academia the teaching staff is main factor for improving the organizations effectiveness. The institutions with the satisfied and retained staff work more effectively than other. If teaching staff works for the longer period of time then it will be able to produce the desired results for the students, if students are satisfied who are the customers and it will increase the reputation of organization in the market. â€Å"Teaching bright students and seeing their students develop are the positive aspects of teaching. The negative aspects relate to assessment, both of the amounts required of the students and that of the staff themselves. Administrative tasks and organizational change tend to be viewed as negative aspects of the job by most academics. Hours of work spent on administration have a negative effect on satisfaction with almost all dimensions of academics’ job satisfaction. † (Hilary Metcalf et al. Research Report RR658 p-xvi). Retention: Employee retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time. The organization is completely at loss when the employees leave their job once they are fully trained. Employee retention takes into account the various measures taken so that an individual stays in an organization for the maximum period of time. The completely trained employees should be given more time to stay by contracting them for longer period. As the research shows, â€Å"About two-thirds of academics expected to remain in UK academia until retirement. This was higher in new universities. We would estimate that between three and six per cent would leave the sector in the year following interview. This comprised two to three per cent of those on permanent contracts and five to 11 per cent of those on fixed-term contracts. Forty-three per cent of those who thought they might leave the sector in the following year expected to move to another job; this was most commonly to a UK job outside research and teaching, to an academic job abroad or for fixed-term contracts staff, to a UK research job. Contract staff could be seen as being driven out of the sector due to insecurity: they tended to leave due to their contract ending, the desire for a permanent job or pessimism about job opportunities in UK academia. (Hilary Metcalf et al. Research Report RR658 p- vii). Employee benefits: In the educational institutions employees are looking forward for monetary as well as non-monetary rewards. The organizations which develop the reward system for the employees are better able to reduce the employee turnover. These monetary and non-monetary rewards may include followings: according to (pasc hal B. Mihyo 2008 p-xiii) * Free or subsidized education facility provided to staff children. * Private pension fund and health insurance schemes should be developed. Reward and recognition system should be decentralized. * Loan guarantee schemes that can enable staff acquire respectable shelter and means of transport need to be developed. â€Å"Institutions should work towards a reasonable improvement in the working conditions (salary and non-salary) of staff, because this is likely to result in more than proportionate levels of job satisfaction. It is necessary to implement some system of differential rewards. This is inevitable, if certain academic fields are to attract and retain staff. Universities should maintain, or institute, non-salary benefits such as tuition waivers/remissions, preferential admission for staff and their families, and access to childcare and primary school facilities provided by their institutions. †(Wisdom J. Tettey 2006 p-4) Motivation of the staff: Employees who stay with a firm because of motivational reasons derive their satisfaction primarily from the work itself. An average of 75 percent of the respondents identified internal/motivational factors such as achievement, recognition, challenging work, and advancement prospects as the main reasons for staying. Matthew H. Sauber , Andrew G. Snyir Mohsen Sharifi p-36). Motivation can increase the employee satisfaction and also its efficiency at work place. There is an old saying you can take a horse to the water but you cannot force it to drink; it will drink only if it’s thirsty – so with people. They will do what they want to do or otherwise motivated to do. The motivati on can also have an impact on the job performance of employees. The job performance depends upon the ability and ability in turn depends on experience, education and ; training. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for motivation. The Present Study The aim of this study to investigate some factors that have an influence on employee retention. Based on the previous research and literature, both employee retention and organizational factors are taken into account. On the organization side it has to focus on the leadership style, motivation and reward system. On the employee side the age, experience and level of job had not given a clear conclusion. So there is no source of expectation from these variables. But other variables are leadership style, motivation and recognition are considered. It has been shown that the employees with higher age are less satisfied with the leadership role of their boss in the educational institutions. It has also shown that the employees with more experience got more recognition in the organization. But due to ineffective reward system they are less satisfied. Following research questions are established. RQ1. To what extent can retention be predicted by the variable â€Å"organization effectiveness†? RQ2 What is the relationship between selected employee variables (age, experience and level of job) with retention? RQ3 Is there a difference between different groups of employees (groups differing n seniority, level of education and whether or not being seen as High Potential) regarding their retention? MODEL RETENTION OF EMPLOYEE LEADERSHIP STYLE MOTIVATION AT WORK PLACE RECOGNITION ORGANIZATION EFFECTIVENESS Methodology Data collection Data were collected by means of a questionnaire that was distributed on a voluntary basis in educational institutions and among employees, in hard-copy, in the year 2011. The study sample consists of 214 employees which will be in the categories of high level, middle level and low level employees. The high level employees consist of directors, principal and vice-principal of the institutions. The middle level employees include teachers and instructors. The low level employees will be as clerks, cashier, and front desk representatives. The data collected from the secondary schools and higher secondary schools. The participant’s 87. 4% is male and 12. 6 % is female. The majority of the employees (81%) worked full time and other worked part time (19%). gender | Frequency| Percent| Valid Percent| Cumulative Percent| Valid| male| 187| 87. 4| 87. 4| 87. 4| | female| 27| 12. | 12. 6| 100. 0| | Total| 214| 100. 0| 100. 0| | Instruments The questionnaire used for the study to collect data is designed with the help of expert researcher. The questionnaire consists of 13 items which would be categorized into three different variables used for analysis. Results and Analysis The first issue for data analysis was the presence of missing figures in the form of NR answers. The most freq uent case of missing data was the use of N/A for items related to ‘‘leaders in this organization are role models†7 respondents choose N/R for one or the other. The responses are categorized as it is â€Å"strongly agree† =1 , â€Å"Agree†=†2† , â€Å"Neutral†=3, â€Å"Disagree†=4, â€Å"Strongly Disagree†=5. The value of Cronbach’s alpha is . 724 (72. 4%) which shows reliability of data. The correlation which shows that participation will have negative weak relation with the experience of employees with r=0. 01;0. 05 (5%) and value of correlation is (-. 255). The results also shows that as the age of employee increases the less satisfied with the leadership style and the value of correlation is -. 285 with significance level 0. 01;0. 05(5%). The reward system of the organization has also n impact on employees and result shows that as the age of employee’s increases they are more satisfied with the reward system. Is reward system of the organization is adequate? age| Strongly agree=1| Agree=2| Neutral=3| Disagree=4| Strongly Disagree=5| 20-2526-3031-3536-40| 863017| 442111076| 0000 0| 55204887| 2070027| Does your employer make effort for employee’s awareness about their work? Cross tabulation | | Does your employer make effort for employee’s awareness about their work? | Total| | Strongly agree=1| Agree=2| Neutral=3| Disagree=4| Strongly disagree=5| Strongly agree| age| 20-25| 32| 63| | 30| 6| 131| 26-30| 13| 30| | 11| 0| 54| | 31-35| 7| 11| | 0| 0| 18| | 36-40| 4| 4| | 0| 0| 8| Total| 56| 108| | 41| 6| 211| This result also shows that if employer make awareness for the employees about their tasks and assignments at work place. The organizations with who gives the employees clear vision about their job description, the employees in that organizations work with greater efficiency. The educational institutions are more concerned about retaining their employee’s b providing them with clear idea about their vision. Conclusion and Findings The study shows that retention of employee in the educational sector has an impact on the organizational effectiveness. The retention depends on the reward system of the organization, motivation and recognition of employee at work place. Another useful focus for further work is a comparison of conditions of services between academic staff and their counterparts, with similar qualifications and experience, who are employed outside of universities. This will help determine, with substantive evidence, whether the views expressed by respondents in this study are indeed supported by the facts. It has been shown that higher potential employees are less satisfied with the leadership style and they get less recognition in organization. The educational institutions are the source of developing human resource for the economic development of a country. So importance has been given to that sector for improving and retaining employees in that sector. The age has also has an impact on the retention the employees with higher age are not willing to leave organization because they are now being able to get retirement benefits. The employees with lower age try to get the more and more and they are always trying to get good jobs, and are less dependent. The retention of employee has an impact on the organizational effectiveness. If the employees retained in the organization than the organization effectiveness increases by increase in revenues, increase in competency. It can also get a competitive edge in the market. So the organizations with better motivated employee are able to work better in this competitive world. References * http://www. managementstudyguide. com/employee-retention. tm * http://www. accel-team. com/motivation/index. html * (George C. Sinnott, Commissioner ; George H. Madison, Director September 2002 p-2) * Employee retention in the Joplin,Missouri public safety communication center (Gary S . Trulson) * NYS Department of Civil ServiceGeorge C. Sinnott, Commissioner * NYS Governor’s Office of Employee RelationsGeorge H. Madison, Director * George E. Pataki, GovernorSeptember(2002) * Leadership style, organizational culture and performance: empirical evidencefrom UK companies Emmanuel Ogbonna and Lloyd C. Harris Int. J. f Human Resource Management 11:4 August 2000 766–788 * The International Journal of Human Resource Management * ISSN 0958-5192 print/ISSN 1466-4399 online  © 2000 Taylor ; Francis Ltd * http://www. tandf. co. uk/journals * Roland T. Rust and Greg L. Stewart Owen Graduate School of Management, Vanderbilt University, Nashville, Tennessee, USA, Heather Miller M/A/R/C Group, USA, and Debbie Pielack MBA Enterprise Corps, Lithuan * Natalie Govaerts and Eva Kyndt(Influence of learning and working Climate on the retention of alented employees) (-39_p-42) * www. emeraldinsight. com/1366-5626. htm How to cite Employee Retention, Essay examples

Proton Malaysia free essay sample

When comparing the Proton’s structure and the other Toyota’s structure, we can conclude that Proton’s didn’t need to change their structure. The only problem lies on the workers on how they manage their works based on their department. Usually, some cars component that the company got from the other vendors are in poor quality that might affected the performance of the car and the sales of the company. In an engineering ethics, one will question on how the Proton can be successful while the management can be so poor. The customer wants quality cars and they have high expectation on Proton as it able to stand in the world. This would be checked by the manufacturing and maintenances job so that they can keep quality check on the cars. According to the Annual report of Proton’s on 2011, the two hub of Proton’s, one in SIjangkang, Selangor in 2009 and the other in Proton  Tanjung Malim by Proton Edar have managed to reduce Proton’s Edar’s warranty cost by 78%. We will write a custom essay sample on Proton Malaysia or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They also quite a good feedback from the customer and there is improvement in their quality. This also means that how well the Proton’s have manage their structure well by divided into different department with the different task but the same goal: to improvement the quality and gained trust on the customer. It needs to be mentioned here that the Proton’s are able to reduce their vehicle activity from 3 years to 17 months. This wouldn’t happen if there no strategic planning as dividing each department with a different task. Proton’s get a well done job on this since it also considered a market growth and there many competitors out there.

Colonialism and Atlantic World free essay sample

The social and Economic transformations that occurred in the Atlantic world as a result of new contacts among Western Europe, Africa, and the Americas from 1492 to 1 750 increased and decreased populations of the Atlantic world due to the slave trade and flourishing economy. Also in the Americas, European colonists stopped mining for silver, and moved on to agriculture. Due to the new contacts within the Atlantic world, economies flourished as new crops and food spread around. The sole reason for the spread of such goods was due to the triangular trade system and the slave trade systems, in which Europeans carried voyages over the three continents of Europe, Africa, and the Americas. As the Atlantic world came into contact with Europe, Africa, and the Americas, it was affected socially in many ways such as class separation in the Americas. As the European colonists wanted to maintain power in their colonies they were able to create new social groups. We will write a custom essay sample on Colonialism and Atlantic World or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page

Sample Beginning of the College Application Essay

Sample Beginning of the College Application EssayThe one thing every college student should have in his or her college application essay is a sample beginning of the college application essay. As the first essay, it is an important tool for students that helps them create an outline of the college application essay before writing their own. There are some things that every college student should know about this part of the essay.One of the most important things to remember when it comes to the college application essay is that you must ensure that you are using the correct academic writing format. While there are many different academic writing styles and systems that exist, many of them use different terms. A sample beginning of the college application essay is a tool that can help you be sure that you are using the right term to describe your writing style.A sample beginning of the college application essay can also make sure that you are choosing the correct words. While there are so many different types of writing styles and systems, there are just as many different ways of writing letters. Just because something is 'perfect' doesn't mean that it will be the perfect way to express yourself. It's important to remember that you don't want to sound like you're trying too hard to sound like you care about what it is you are writing.Another thing to remember when writing a college application essay is that you must remember that it is just as important to make sure that you can write well. Yes, this part of the essay will help you start your college application, but you should still be able to craft a good essay that shows off your ability to write well. Your entire resume needs to show how well you can use the English language. If you aren't writing well, then you don't have much chance of getting in to the college of your choice.The last thing that you should keep in mind when writing a college application essay is that it is very important to think about who you are applying to. This is just as true with the college application essay, as it is with any other parts of your college application. You need to be thinking about how you will be writing about yourself and your accomplishments when you are writing your essay.Even though your college application essay is important, remember that it is just as important to remember that it is not the only thing that matters. So many people end up getting in to college thinking that they are going to make it there just by submitting their essays. You need to realize that this is not going to get you into school.In order to help you find the best college essay for you, there are many resources available. You can search online or browse through books and online magazines to find the best college essay for you. You can even do it the old fashioned way and just ask around for advice.