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More than any other variant, the conscientious compulsive exhibits a conforming dependency, compliance to rules and authority, and a willing submission to the wishes, values, expectations, and demands of others. Conscientious compulsives see themselves as considerate, thoughtful, and cooperative. They often voice a strong sense of duty, which masks underlying feelings of personal inadequacy. As such, they tend to minimize their accomplishments, underplay their abilities, and grade their success in terms of how well the expectations of others are fulfilled. Though they are usually described as earnest, hardworking, and thorough, these characteristics compensate for deep feelings of self-doubt and hesitation and serve to keep them in the good graces of those they rely on for esteem. You may note from the preceding description that conscientious compulsives exhibit insecurity in a manner similar to the dependent, although they still compensate for feelings of inadequacy much like the typical compulsive. They hold fast to the belief that they will be cared for, valued, and loved in direct proportion to their hard work and monumental accomplishments. This belief structure comes with a significant liability: They fear that failure to perform perfectly will provoke both abandonment and condemnation, which creates considerable inner sensations of tension and guilt. So dreadful is the

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2 LL T 1 T [ yi - q] = , 2 v 2 2v 3 v2 i =1 2 LL T [ yi - q] = . q v i =1 v 2

For companies that are serious about their customer strategies, it is time to make the leap to Customer-Focused Organizations. These are organizations with a clear alignment around the customer s needs and service objectives. These are organizations that are focused on delivery of great experiences, not on selling them. The changes required to achieve such an organization include:

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that convex utility cannot occur, but in the stock market certain situations of limited liability can cause investors to act risk loving and take extreme gambles since they are not responsible for the downside. U [E ( X )] < E[U ( X )] for risk loving, U [E ( X )] = E[U ( X )] for risk neutral, U [E ( X )] > E[U ( X )] for risk averse.

In order to be able to effectively use the previously described policy rule-based approach to network management, a policy-based management system for MANETs must support a number of essential features, which are listed below. It should be noted that the list below is by no means an exhaustive list of requirements for a network management system for MANETs; rather, this list attempts to enumerate the salient features of a network management system for MANETs that differ from the management requirements for wireline networks. In other words, requirements that apply to wireline network management have not been repeated here, because the emphasis is on the additional functionality required for managing MANETs.

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Begin calling only former employersThese are, by far, the most relevant references When you reach a supervisor who is not allowed to answer your questions, confirm the dates of employmentThen ask if the employee is eligible for rehireThis is a little different from the more personal question Would you rehire This is not the opinion of a supervisor but information stored in a field of the same computer record that includes the dates of employment Since sharing such official information carries with it less legal liability than expressing personal opinions, supervisors may be willing to respond They might also refer you to someone in the HR department authorized to do so Despite the cautions of attorneys, there are still many people willing to give an informative reference.

A major premise of neuropsychological assessment and the resulting case conceptualization is that not only is information gained related to the individual s functioning at a given point in time but that, based on the knowledge base (i.e., the neuroscience), programs can be developed and implemented to address the anticipated problems associated with a given disorder (Nilsson & Bradford, 1999; Riccio & Reynolds, 1998). With variability in test selection, administration, approach to interpretation, and approaches to intervention or treatment planning, ethical issues are likely to arise and need to be considered (T. M. Wong, 2006). At the same time that there are concerns with the measurement aspect of neuropsychological assessment (Reynolds & Mason, 2009), there are concerns that there is a lack of agreement on what constitutes the standards of practice (T. M. Wong, 2006). These concerns go beyond the issues of release of raw data (Rapp, Ferber, & Bush, 2008) and con dentiality (Bush & Martin, 2008) to determination of what should or should not be included in a neuropsychological setting. Questions have been raised, for example, with regard to how to consider culture or ethnicity/race (Brickman, Cabo, & Manly, 2006), but no standard means for accomplishing this has been determined. Speci c methods for training may be helpful in establishing standards of practice as well as for determining level of competence in neuropsychology (Boake, 2008; Hannay et al., 1998; Moberg & Kniele, 2006).

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In general, you will probably find some who will speak freely, some who are allowed to say nothing, and a third group who will share positive information but retreat behind company policy when an employee s work has been unsatisfactory This situation makes it extremely difficult for search committee members to evaluate what they are hearing Once again, the only way to interpret such confusing responses is to make more phone calls Do committee members know of others who might be acquainted with an applicant s work record If you live in a small town, the answer will probably be yes Reputations are widely known Half the town may be able to speak to the strengths of a young person who has grown up in the community In a more metropolitan environment, the job of gathering information is much more difficult.

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