Mark Twain essays Essay Example | Topics and Well Written Essays - 750 words

Imprint Twain articles - Essay Example He begins a paper, presents coins, fabricated bikes, set up phone arranges, and built up power age plants. He carried the 6th century human progress to the twentieth century level throughout a couple of years. At the point when the ruler and the Boss were sold as slaves and were going to be executed, it was a long and beautiful of 500 sent and belted knights on bikes that acted the hero. At long last when the congregation and the knights were out to wreck the new progress, the system utilized was to fabricate a wire fence around, accused of power. A knight would come and contact the wire with his blade and he would be dead on the double obviously for reasons unknown. Another person would come and contact his shoulder to inquire as to why he was quiet, and he would be slaughtered as well! Executed by a dead companion truth be told! 25000 brainless knights died like this, and the Boss and his bunch of savvy young men won inferable from their system. David Wilson likewise had a logical twisted of brain, however of an alternate kind. He was a scotch national in America to look for his fortunes. He came as a youthful post graduate in law, however he didn't deal with cases in courts. It was he who built up the study of fingerprints, that great science for the foundation of people’s character. He was an over the top researcher that normal individuals couldn't get him and this brought about his being nicknamed Pudd’nhead Wilson. It was he who settled the secret encompassing Tom. Body: Hank presents different upgrades, for example, the paper, phone net-works, bike processing plants, power age plants and so forth. He utilizes these events to make awesome impacts. He isn't for utilizing them discreetly without exposure or energy. To utilize his own words, â€Å"I consistently utilize that high style when I am peaking an effect† ( p. 23) This characteristic is found in the entirety of his activities. Over the span of the supper at Dowley’s place, he apathetically hurls $4, a tremendous sum at that point, on to the

Marijuana should be legalized or not Essay Example | Topics and Well Written Essays - 1750 words

Weed ought to be authorized or not - Essay Example It is extremely difficult for specialists to reprove an individual for conduct that harms or damages just oneself (Clifford 23-26). As indicated by theory, current guideline on drugs is unjustified and that a few medications, for example, weed that have been made illicit are dealt with like liquor or tobacco. Cannabis ought not be legitimized in spite of the moral ramifications related with its utilization. Body The utilization of maryjane will prompt expanded sorted out crime percentages, degenerate governments, expanded savagery, and financial markets contortions. The social, monetary, and political impacts that substance misuse has had on the whole society are plainly obvious. For example, a significant number of Americans who capitulate because of medication related complexities has taken off. Direct social insurance costs have likewise expanded to huge degrees. Furthermore, substance misuse cost Americans billions of dollars every year. Further, there is Low efficiency in the U. S because of horribleness, which has antagonistically influenced the American economy (Boschert 29). Medication related wrongdoings are the thing to take care of in U.S in that crime percentage has immensely uplifted. Thus, wrongdoing and law requirement costs have been on the ascent because of increments being used of illicit utilization of pot. This has conjured the American government to straighten out its belt in the battle against unlawful medication and substance misuse. Psychoactive medications have been fused in get-togethers, for example, festivities, strict services, and soul changing experiences. While examining the issue of recreational medications, it is reasonable to discuss the damage related with these medications (Sabet 2009). Pot can be taken on ordinary premise with no evil premise yet long haul introduction and admission of medications is hurtful. Dominant part of individuals kick the bucket from tranquilize initiated causes, for example, organ harm, coronary fai lure, and even overdose. Likewise, there are a few states of being dangers related with maryjane medications, for example, explicitly transmitted maladies that emerge from poor prudent judgment. Aside from oneself incurred hurt, there is hurt that is caused to others in the public eye, for example, expanded crime percentage from clients who can't control their framework since drugs devoured hinders their genuine choices (Kilmer 39-42). Robbery and muggings are usually connected with enslavement and ladies who are affected by medications would take part in prostitution without their own feelings to do as such. Youngsters conceived in families where guardians are tranquilize user’s end up destitute while family assets are exhausted. Selling and utilizing cannabis has both lawful and good issues. On one hand, if the administration legitimized the utilization of weed in the public arena, we can derive whether use of maryjane is corrupt or not. On the off chance that the law permi ts a person to connect with or do certain things, it doesn't imply that the individual ought to do it. Then again, regardless of whether the utilization of weed isn't ethically satisfactory we can address ourselves whether the utilization of such medications is illicit or not. The law has numerous defects in that it permits us to do numerous things that are corrupt, for example, saying misleads others (Boschert 32-34). The entire reason and rationale of weed is for the delight that they produce to the client. Quest for joy comes normal to us as individuals. It is human instinct that individuals are delight chasing and what makes life charming is in joy of bigger assortment. There are delights in food, medications, or sentiment. Along these lines cerebrum science

The Structure Of The Travel And Tourism Industry Tourism Essay

The Structure Of The Travel And Tourism Industry Tourism Essay Travel and the travel industry is one of the most dynamic and biggest businesses that broaden plentiful openings for work for people with the proper abilities, comprehension and demeanor (Driver 2001). This industry has now elucidated into one of the universes most noteworthy ventures. This industry is one of the critical creating divisions of the UK economy (Costa 1995, p. 12). It has grown rapidly since the Second World War and now has gotten one of the globes biggest enterprises. UK travel and the travel industry utilizes more than 2.1 million individuals that proof its significance for the nation. The business serves clients with a broad scope of items, administrations and offices as indicated by their particular needs. The business works in a particular way that is basic to comprehend before entering it (Knowles, Teixeira Egan 2003, p. 47). The industrys noteworthiness can be comprehended with its endeavors as far as Visitbritain that is Britains national the travel industry office, responsible for promoting Britain abroad (Coulter 2003, p. 20). This office works with a huge number of UK and abroad associations, to advertise Britain adequately to guests from all over world. It essentially works for advancing UK the travel industry. This module is structured such that will help with researching the UK travel and the travel industry. It will improve our insight towards the movement and the travel industry providers that incorporate visit administrators, trip specialist, convenience and transport association (Costa 1995, p. 12). All through this industry examination that will be taken here, it will turn out to be anything but difficult to perceive the structure of the movement and the travel industry, recognize the fundamental business providers and the procedure utilized by them to convey their items. Here, the various parts of the business will be concentrated alongside the conversation of their interrelation. Too, this paper will likewise help with investigating diverse travel and the travel industry associations of the business from government and private parts. The business assessment will likewise help with finding out about the most recent industry advancements and their effect on present industry position. Industry examination will be finished in two sections. In initial segment of the paper instruction data area of site will be built up that will delineate the structure of the movement and the travel industry. In the second piece of the paper, a movement or the travel industry association will be chosen to assess its working. This thusly will be finished with the assistance of building up a represented contextual analysis for a prospective extraordinary element of online travel and the travel industry exchange paper. This contextual investigation will help in distinguishing the particular elements of chose travel or the travel industry association. Along these lines, this thorough model will help with recognizing UK travel and the travel industry structure and working. The Structure of the Travel and Tourism Industry Structure of UK travel the travel industry can be seen adequately by understanding its various angles, segments and capacities. For understanding industry structure it is basic to assess its every single perspective from providers to clients that should be possible by evaluating its various angles separately (Costa 1995, p. 13). Which means of Travel and Tourism Locate a solitary meaning of movement and the travel industry isn't simple with which everybody concurs. Travel is development of people starting with one spot then onto the next with the assistance of various kinds of transport though the travel industry grasps the comprehensive procedure of individuals visiting differing goals for various reasons alongside industry support (Moutinho 2000). Albeit one thing on which everybody concurs is that movement and the travel industry is a major business and the business creates noteworthy benefit. Travel and the travel industry is likewise a constituent of relaxation as us all go for occasions or visits all through our recreation time (Thrift Walling 2000, p. 97). In understanding to the World Tourism Organization, the travel industry is the flitting, momentary development of people to places outside and inside their local areas, where they typically live and work (The Travel and Tourism Industry n.d.). The travel industry includes development of people for a wide range of reasons and their exercises all through their visits. These definitions proof that who is travelers: Individuals who are a long way from their home or home. Individuals who are on a transitory or momentary visit like occasions (Goodall 1997, p. 243). People who are aligned with movement and the travel industry exercises. Overnight or day visit in relaxation time. Excursion identified with business or visiting companions or family members (Moutinho 2000). The primary sorts of the travel industry in the UK business are local the travel industry, approaching or inbound the travel industry or outbound the travel industry. Household Tourism: It is when people take occasions, brief breaks and day trips in their own nation. In the year 2000, in general 174.5 million outings were made by British individuals, inside the UK (Jessica 2003). Approaching/Inbound Tourism: This sort of the travel industry is identified with worldwide the travel industry when other nation individuals are entering the UK. In 2000, by and large 25.2 million abroad guests came in UK with various plans (The Travel and Tourism Industry n.d.). Outbound Tourism: Outbound the travel industry relates to when people travel away from their nation of origin to visit some other global nations for occasion or business exercises (Ward 2002, p. 41). The unmistakable business providers are trip specialists, visit administrators and settlement suppliers. A wide range of the travel industry are made do with the assistance of industrys providers and merchants (Moutinho 2000). Contrasts between the Three Economic Sectors The UK travel and Tourism industry is characterized in three monetary parts: Open Sector: This monetary area of the business offers types of assistance for open and it is all in all paid through government. For the successful activity of this part, chose bodies like neighborhood gathering and Parliament are dependable. The vast majority of the open administrations gave are non-benefit making (Jessica 2003). Administrations offered through this segment includes exhibition halls and craftsmanship displays, youth and public venues, recreation clubs, open lobbies, playing fields, cooking administrations, data focuses, libraries and so forth. Visit Britain, DCMS, FCO, Regional Development Agencies and English Heritage are a portion of the instances of open part the travel industry associations (Rowe Smith 2002). Private Sector: The private area of the travel industry incorporates assorted business administrators oversaw by various people and organizations. The generous point of these people and organizations is to create benefits by offering diverse travel and the travel industry administrations and items to clients (Moutinho 2000). The huge private segment exercises with respect to travel and the travel industry are in the spaces of retail deals, amusement, providing food and convenience, travel administrations and the travel industry. In present day time, number of private travel and the travel industry associations work in UK like Rank, Granada, Ladbrokes, Thomas Cook and Virgin (The Travel and Tourism Industry n.d.). These private part associations serve clients with offices like travel organizations, amusement parks, fairway, wellbeing and relaxation clubs, cafés and lodgings (BDO Hospitality Consulting 1996, p. 8). Intentional Sector: Associations that have a place with intentional part are coordinated and worked by volunteers. It incorporates non-benefit making or altruistic associations, for example, travel or nearby game clubs. These sorts of associations give some money related favorable position to the business as rate and VAT alleviation and help from personal duty on ventures (The Travel and Tourism Industry n.d.). A portion of this division associations that record as good cause are required to satisfy some particular conditions like they ought to work with destinations like foundation, non-benefit making and headway of instruction and sports. They have to work with a target to fulfill network as far as advantages. In UK there are in excess of 200 national intentional travel and the travel industry bunches that grasp youth and local gatherings, visiting gatherings, preservation gatherings, social games clubs, legacy bunches and so on. Travel and Tourism Chain of Distribution The chain of conveyance is a method of offering items to the end shoppers. It is pertinent in every industry and ensuing is its customary structure: Maker Maker Distributer Retailer Buyer The Traditional Chain of Distribution Typically, a producer conveys its item or administration to its purchaser through distributer and retailer yet it isn't the situation with movement and the travel industry (Moutinho 2000). In movement and the travel industry likewise a chain of conveyance is followed that is as per the following: Principals for example lodgings, carriers and other transport organizations Visit Operators Travel Agencies Customers Travel and Tourism Traditional Chain of Distribution In movement the travel industry, conventional chain of appropriation fit exactly into a class, for example trip specialist who performs explicit business job. In spite of the fact that the business is significantly more mind boggling than this and in a few examples the customary chain (Rowe Smith 2002) has been contracted as follows: Guideline Internet Consumer Guideline Tour Operator Call focus Consumer Guideline Tour Operator Television Consumer Guideline Call focus Consumer These are a portion of the conveyance channels utilized by UK travel and visit organizations. Too, organizations likewise not carefully tail one line of business since they used to purchase or converge with different sorts of organizations. Visit administrators currently have purchased or made carriers, travel offices and inns (BDO Hospitality Consulting 1996, p. 8). This is accomplished for achieving noteworthy business development and market position. This purchasing or merger process by UK travel and the travel industry organizations is perceived as vertical a

Federal Protective Service (FPS) Research Paper

Government Protective Service (FPS) - Research Paper Example Today, the inquiry that remaining parts is whether the DHS has served its job by guaranteeing high security gauges, or on the off chance that it has neglected to play out its job as a security body (Haulley, 2005). The Federal Protective Services (FPS) is under the DHS, and effectively provides security and administrations of law authorization to the government structures, property, offices, and other state resources. So as to fill this need, FPS has a statement of purpose that stresses their motivation and goals, which are basically worried about security. FPS has subsequently, utilized near 1,300 workers. These contain cops, criminal examiners, bolster work force, and law authorization security officials. Likewise, FPS has contracted around 15,000 security watches, who are accountable for the security of in excess of 9,000 structures and their tenants (Haulley, 2005). So as to offer insurance and security to government offices and staff, FPS utilizes an assortment of safety efforts , found in its physical security program. These incorporate establishment of magnetometers, caution frameworks, just as passage control frameworks, which are operational in government structures each day. What's more, the FPS gives formally dressed police reaction to security concerns, and gives subsequent meet-ups on such worries through further examinations. Various workshops on wrongdoing avoidance are offered to an assortment of offices by the FPS, contingent upon their authoritative needs. FPS has trusted that all these will impel it to turning into a world-class security organization (Goldstein, 2009). In giving structures security and assurance of other basic foundation, the FPS utilizes systems that empower location, discouragement, disturbance, and examination of dangers utilizing specialists worried about law implementation. Moreover, FPS chiefly depends on its hazard the board program, which should be set to the guidelines of Interagency Security Committee and the Nationa l Infrastructure Protection Plan. Also, FPS guarantees powerful correspondence and coordination among its law authorization faculty, by utilizing the MegaCenter, its focal correspondence point (Goldstein, 2009). In spite of the fact that the FPS attempts to guarantee the security of government structures, it has not concocted thorough measures to address the security worries in these structures. For example, the product FPS has received for security investigations is ineffectual in accomplishing high security norms. The Modified Infrastructure Survey Tool (Mist) is a security programming that FPS used to review government structures and uncover any security dangers. This included oversimplified tests, which were then transferred in an incorporated database, after suggestions from the product. This product was untrustworthy, as it didn't take into consideration examination of security dangers, between various government structures. Also, this product can't address psychological oppre ssion dangers, since it does not have the capacity to factor their potential results (Goldstein, 2009). Aside from Mist, the FPS built up another framework called the Risk Assessment and Management Program (Ramp), which would be utilized to test government structures for security dangers, yet similarly fizzled. In its underlying use, this product caused the secretive loss of recorded examinations from its database. Likewise, slope couldn't associate with its servers in remote zones. In this manner, the controllers came up short on a method of guaranteeing that the

Writing a Descriptive Essay - Things to Consider

Writing a Descriptive Essay - Things to ConsiderIf you are unsure of what to write a descriptive essay about, here are some things to consider. Knowing what to write about in an essay will allow you to highlight the strengths and weaknesses of your thesis topic, and more importantly, the opportunities that your reader has to learn something about your topic.Your theme is probably centered around one or more salient characteristics of your subject. It is most often the case that your topic will center around the nature of a major event in someone's life. However, if you want to also focus on a change in their lifestyle that occurred during this time, it can be particularly useful to write about this as well. Sometimes, the topic of your essay will be so central that it can almost seem like an obsession with that person.However, just because you find this information fascinating, doesn't mean that you should use it for the purpose of your essay. You should know that people who do this tend to be consumed with details. This is generally not the best way to present information. Your audience expects you to present more abstract information and at least some summary and analytical information.When writing a descriptive essay, be sure to stay away from issues that come with wordiness. Most people, when reading essay topics, find that they prefer them to be as short and to the point as possible. So, when thinking about what to write about, try to avoid anything that is too lengthy. This can include things like research, theory, math, or even artwork.The next thing to think about when writing a description essay is to pay attention to the level of detail that you provide. It is helpful to think about how much detail you are comfortable with. The greater the amount of detail that you can provide in your essay, the better off you will be when you are submittingit to a university or college.Keep in mind that the sentence structure is an important part of your essay. Struc ture is very important when dealing with long subjects. A lot of long and technical subject is best left to a book or an encyclopedia for more detail. Having a very simple and clear explanation can help you think of more ideas that can help make your essay more interesting.One of the most important things to keep in mind when writing a descriptive essay is to focus on a very interesting topic that you want to explain. By doing this, you will be able to draw a more broad appeal to your essay. In addition, by writing from the viewpoint of your reader, you will also be able to ensure that they learn something new about your topic.There are plenty of tips and tricks that you can use when writing a descriptive essay. If you can focus on the proper details, you can guarantee that your topic will be more meaningful.

Exploring Handshakes - Free Essay Example

Correspondence concerning this article should be addressed to: Greg L. Stewart, Department of Management and Organizations, Tippie College of Business, University of Iowa, Iowa City, IA 52242 Electronic Mail may be sent to: [emailprotected] edu. A firm handshake is often identified as an aspect of nonverbal communication that has a critical influence on impressions formed during employment interviews. Indeed, a recent search of the Internet revealed nearly a million listings that detailed the importance of the handshake and gave advice about the proper way to shake hands during an interview. In spite of seemingly widespread acceptance of the important role the handshake plays in interview success, empirical research examining the handshake in employment interviews is lacking. Nonverbal cues other than the handshake, such as eye contact during discussions and smiling, have been shown to have a critical influence on interview assessments (DeGroot Motowidlo, 1999). Although not stud ied in the interview context, the ubiquitous prevalence of the handshake at both the beginning and the end of interviews suggests that nonverbal cues communicated through the shaking of hands may convey important information about job applicants. The handshake may specifically convey information about an individuals personality, as early research suggested a traitlike relationship between the handshake and personality (Chaplin, Phillips, Brown, Clanton, Stein, 2000; Vanderbilt, 1957). In short, good handshakes are believed to communicate sociability, friendliness, and dominance, whereas poor handshakes may communicate introversion, shyness, and neuroticism (Chaplin et al. , 2000). Yet, research has not explored relationships between the nonverbal act of shaking hands and employment interview evaluations. In this article, we empirically examine the role of the handshake in employment interviews. We first seek to determine whether quality of the handshake does indeed correspond with interviewer assessments. We then explore the nature of what is being conveyed through the handshake by examining relationships between the handshake and personality. We also assess the effect of potential gender differences in handshaking. Is Handshake Quality Related to Ratings in Employment Interviews? In the interview context, nonverbal behaviors are assumed to convey useful information (Gifford, Ng, Wilkinson, 1985; Schlenker, 1980). The category of nonverbal cues can be broadly defined as cues, other than the content of responses, or demographic differences like sex and race (Parsons Liden, 1984). Nonverbal behaviors commonly thought to be important during an interview include eye contact, smiling, posture, interpersonal distance, and body orientation (Forbes Jackson, 1980; Imada Hakel, 1977; Motowidlo Burnett, 1995; Young Beier, 1977). These behaviors are assumed to influence interviewer reactions, which in turn result in attributions of applicant characteris tics such as communication ability, intelligence, and self-confidence (DeGroot Motowidlo, 1999; McGovern Tinsley, 1978). Given that a handshake typically occurs in the interview setting, it is surprising that researchers have not looked at the role this form of tactile nonverbal communication may play in the interview setting. The handshake is a nonverbal touch behavior that can convey an immediacy dimension in interviews (Imada Hakel, 1977). Immediacy is an interaction between two individuals that involves close physical proximity and/or perceptual availability (Mehrabian, 1972). It has been theorized that greater immediacy leads to attributions of greater liking (Imada Hakel, 1977; Mehrabian, 1967). Because the act of shaking hands requires physical contact, the handshake should influence immediacy evaluations. Physical touch is generally associated with warmth, closeness, caring, and intimacy (Edinger Patterson, 1983). Of course, awkward handshakes can also communicate negative information (Edinger Patterson, 1983; Schlenker, 1980). Desirable handshakes have been described as firm handshakes that include a strong and complete grip, vigorous shaking for a lasting duration, and eye contact while hands are clasped (Chaplin et al. , 2000). Given the high correspondence between other nonverbal cues and interview assessments, we predicted that handshakes demonstrating these desirable characteristics would communicate positive information about the ndividual being evaluated. * Hypothesis 1: Individuals with a firm handshake will receive more positive evaluations during employment interviews. What Does the Handshake Communicate? Because shaking hands is often the first behavioral act that occurs when people meet, information conveyed through the handshake is potentially critical. But what information does a handshake convey? What specific cues communicated through the handshake might enhance an interviewers evaluation? One possibility is that shaking hands during an interview creates an impression about candidate personality traits that in turn influences assessments of suitability for employment. To explore this effect, we examined existing research on the relationship between traits and the handshake. Greeting behavior, such as the handshake, has mainly been investigated in anthropological and ethnographic studies (Astrom Thorell, 1996; Schiffrin, 1974; Webster, 1984). Our search of the literature found only four empirical studies related to handshaking, and none of them was conducted in the interview context. Three studies were conducted in Sweden by Astrom and associates (Astrom, 1994; Astrom Thorell, 1996; Astrom, Thorell, Holmlund, dElia, 1993), who found moderate relationships between the handshake and personality characteristics such as social extraversion. However, the generalizability of these conclusions to an interview setting is limited, as participants included psychiatric patients, therapists, and clergymen . Another study by Chaplin et al. (2000) in a noninterview setting found a firm handshake to be positively related to extraversion (r = . 19) and emotional expressiveness (r = . 6) but to be negatively related to shyness (r = ?. 29) and neuroticism (r = ?. 24). The findings across studies suggest that the handshake is particularly informative for assessment of two personality traits: extraversion and neuroticism (Chaplin et al. , 2000). Of the two personality traits identified as likely to be communicated through the handshake, extraversion, but not neuroticism, appears to correspond with interview assessments. Tay, Ang, and Van Dyne (2006) specifically found evidence of a relationship with interview success for extraversion (r = . 4) but not for neuroticism (r = . 06). Other studies (e. g. , Caldwell Burger, 1998; DeFruyt Mervielde, 1999) have similarly identified extraversion as the personality trait most strongly related to employment interview outcomes. Moreover, meta-analytic evidence suggests that interviewer assessments of extraversion are related to evaluations of work contribution (? = . 33; Huffcutt, Conway, Roth, Stone, 2001). Thus, cues related to extraversion appear to be particularly relevant for interpretation of personality information conveyed through shaking hands during employment interviews. In the interview setting, a firm handshake may convey that the applicant has a high level of extraversion and thus lead to a more positive evaluation. In short, a firm handshake signifies persuasive ability, sociability, and interpersonal skills (Astrom Thorell, 1996; Chaplin et al. , 2000), which are aspects of extraversion that are particularly related to success in social interactions (Costa McCrae, 1992; Tay et al. , 2006). We therefore hypothesized that the handshake represents a behavioral manifestation of an individuals extraversion. Hypothesis 2: Extraversion will correlate positively with handshake ratings. * Hypothesis 3: The handshake is a behavioral mediator of the relationship between extraversion and hirability evaluations in employment interviews. Although extraversion is the only five factor model (FFM) trait previously linked both to the handshake and to interview outcomes, we sought additional insight concerning traits. We thus included the remaining FFM traits—neuroticism, agreeableness, conscientiousness, and openness to experience—as exploratory measures. Meta-analytic evidence also suggests that interviewers may use candidate appearance for spontaneous personality assessments at the beginning of the interview (Hosoda, Stone-Romero, Coats, 2003). To control for possible effects of the what is beautiful is good stereotype (Eagly, Ashmore, Makhijani, Longo, 1991), we obtained measures of candidate physical attractiveness and professional appearance. Prior research suggests that physically attractive candidates obtain more positive interviewer evaluations than do candidates who are less attractive (Forsythe, Drake, Cox, 1985; Motowidlo Burnett, 1995). Professional appearance, which includes appropriateness of hygiene, personal grooming, and dress (Kinicki Lockwood, 1985; Mack Rainey, 1990), is expected to have even larger effects during the interview, because candidates are assumed to have more control over their own cleanliness and dress and interviewers are influenced by expectations about customary social behavior or conduct during the interview (Posthuma, Morgeson, Campion, 2002). To better isolate the effect of shaking hands, we included both measures of candidate appearance as covariates. Does a Weaker Handshake Place Women at a Disadvantage in Employment Interviews? Considerable research has investigated how demographic characteristics, including gender, impact interview outcomes. Given equal qualifications, research suggests that women tend to be evaluated less positively than do men in ratings of their credentials on paper (Arvey, 1979; Barr H itt, 1986; Hitt Barr, 1989; Parsons Liden, 1984). On the other hand, female applicants have been found to be judged more favorably than male applicants on some nonverbal interview behaviors, such as posture and eye contact (Parsons Liden, 1984). Nevertheless, many of these effects are modest and may largely reflect similarity between applicant and interviewer (Arvey Campion, 1982; Dipboye, 1982; Harris, 1989; Posthuma et al. , 2002; Schmitt, 1976). Goldberg and Cohen (2004) posited that, in relation to nonverbal cues, gender may impact recruiters assessments of applicants differently than do verbal cues. For example, research suggests that women are perceived as being more adept at conveying nonverbal communication than are men (Buck, Miller, Caul, 1974; Goldberg Cohen, 2004; Graham, Unruh, Jennings, 1991; LaFrance Mayo, 1979). In contrast, men are typically seen as being more rational in their presentation of ideas than are women (Burke, 1996). Goldberg and Cohen (200 4) found that nonverbal skills were a stronger predictor than were verbal skills of overall interview assessments. However, they found only marginal support for expected gender differences. This finding highlights the need for research that clarifies gender differences associated with nonverbal communication. Potential gender differences are of particular concern when it comes to the handshake. Chaplin et al. 2000) found handshaking scores to be lower for women than for men. They suggested that this may be so because women have less experience in handshaking, as the practice has historically been more common between men than it has been between women or between women and men. Thus, a positive relationship between the handshake and interview outcomes might have a negative impact on women. If handshakes for women are evaluated as less desirable, the result might be lower interviewer assessments of suitability for hiring. This expected difference in handshaking resulted in our final hy pothesis. Hypothesis 4: Handshakes from women will be rated less favorably than are handshakes from men, which will result in lower interviewer assessments for women. Method Participants and Procedures Participants in this study were 98 undergraduate students enrolled in an elective, one-credit career preparations class at a large midwestern university. Their mean age was 21 years (SD = 2. 7), and 69% were juniors and seniors. Of the participants, 50 were women and 90% were Caucasian. As part of the class, students participated in a mock interview. Participants were instructed to treat this experience just as they would a real interview (e. . , by dressing appropriately and researching the company prior to the interview). They were also informed that past participants had occasionally obtained real interviews, which led to actual jobs, as a result of favorable mock interviews. Informal conversations with participants and interviewers following the mock interviews indicated that the participants did take the opportunity seriously and put forth their best effort. Human resources professionals from local organizations volunteered their time to conduct the mock interviews, which typically lasted about 1 hr. A mock interview included a 30- to 45-min interview and 15–20 min of feedback provided to the participant. Interviewers were instructed to use the same interview format they presently followed with actual candidates and to focus on the job with the most frequent openings. Hence, the mock interview was based on actual selection practices and corresponded to an interview the candidates could expect to engage in during their own job search. Because some interviewers conducted more than one interview, we assessed potential bias from nonindependence of measures. Following the procedures of Kenny and Judd (1986), we conducted an analysis of variance, with interview ratings as the dependent variable and interviewer as the independent factor, and found no evidence of rater effects, F(26, 74) = 1. 26, ns. The obtaining of multiple ratings from interviewers thus appears not to have created problems associated with nonindependence of measures. Handshake firmness was assessed by five independent raters, who scored each participants handshake at different times during the mock interview process. The raters shook hands while greeting each participant, either before or after the mock interview, so both interviewees and interviewers were unaware that handshakes were being evaluated. None of the handshake evaluators served as an interviewer. Two raters greeted and shook hands when a participant arrived for the mock interview. Participants were then introduced to a third rater, who shook hands. After the mock interview, a fourth rater greeted participants, shook hands, and introduced them to the fifth rater, who shook hands. Within 5–10 s of shaking hands, raters excused themselves from participants and completed an evaluation form. To avoid priming interviewers to pay undue attention to the handshake, we did not ask them to provide explicit assessments of the handshake. Rater Training Following the procedures of Chaplin et al. (2000), we trained raters in handshake evaluation. On contact with an individuals hand, raters were instructed to close their hand around the participants hand but to wait for the participant to initiate the strength of the grip and the upward-and-downward shaking. Furthermore, the raters were instructed to release their grip only when the participant began to relax his or her grip or otherwise show signs of terminating the handshake. Raters practiced their handshaking technique on each other and on other individuals until they had mastered the evaluation concepts and technique. The training included information about the handshake dimensions. Definitions of the completeness of grip, strength, duration, vigor, and eye contact were provided. Extreme examples of each dimension were i llustrated. Individuals were recruited to shake hands with the raters and were instructed to shake hands the same way with all five raters. The raters coded the practice handshakes on all dimensions. We discussed discrepancies in the ratings to create a common frame of reference among raters. Measures Handshake ratings The raters assessed the five handshake characteristics on 5-point rating scales (Chaplin et al. , 2000). Given that each students handshake was scored by five independent raters, we calculated estimates of interrater reliability for completeness of grip (1 = very incomplete to 5 = full; intraclass correlation [ICC(2)] = . 77), strength (1 = weak to 5 = strong; ICC = . 83), duration (1 = brief to 5 = long; ICC = . 73), vigor (1 = low to 5 = high; ICC = . 71), and eye contact while grasping hands (1 = none to 5 = direct; ICC = . 68). Given high intercorrelation among the handshake characteristics, we also created an overall handshake score represented by the mean of the five items (ICC = . 85). Personality Participants completed the Personal Characteristics Inventory (Mount, Barrick, Wonderlic Consulting, 2002) in a classroom context not directly related to the mock interview. The inventory comprises 150 Likert-type items that measure conscientiousness, extraversion, agreeableness, emotional stability, and openness to experience. Coefficient alpha estimates are . 89, . 90, . 91, . 90, and . 85, respectively. Hiring recommendation Interviewers completed a final hiring recommendation at the end of the interview. The evaluation consisted of five questions that are used to assess perceived applicant suitability (Cable Judge, 1997; Higgins Judge, 2004; Stevens Kristof, 1995). Questions were rated on a 5-point scale. Examples include This student appears to be very qualified (response options ranged from strongly disagree to strongly agree) and How satisfied do you think you would be if you were to hire this student for a full-time position ? (response options ranged from strongly dissatisfied to very satisfied). Coefficient alpha for the hiring recommendation was . 90 in this sample. Candidate appearance Each candidate was videotaped while sitting for 5 s (with no audio). Four raters, independent from the interviewers and other raters in the study, evaluated applicant physical attractiveness and professional appearance. Physical attractiveness was assessed according to the single-item measure used by Cable and Judge (1997): Please rate the overall level of physical attractiveness of this candidate on a 5-point scale ranging from 1 (very unattractive) to 5 (very attractive). Ratings of professional dress relied on a five-item scale adapted from Parsons and Liden (1984) and Kinicki and Lockwood (1985). Items include The applicant was appropriately dressed, with answers ranging from 1 (strongly disagree) to 5 (strongly agree). Coefficient alpha for the five-item professional dress scale was . 80. Interrater agreement was shown by ICC values of . 79 for physical attractiveness and . 89 for professional dress. Results Table 1 shows means, standard deviations, and intercorrelations among the variables. Hypothesis 1 predicted a relationship between a firm handshake and interview ratings and was supported (r = . 9, p . 05). All five handshake dimensions also related significantly to the interviewer evaluation (rs . 24–. 31), although none were significantly different from the effect found for the overall handshake. We thus include only the overall average rating for our tests of mediation. As expected, extraversion correlated positively with interviewer ratings (r = . 28, p . 05). Supporting Hypothesis 2, extraversion correlated positively with handshake quality (r = . 23, p . 05). The two covariates, physical appearance and professional dress, were not significantly correlated with the interviewers hiring recommendation (rs = ?. 1 and . 15, respectively) but were correlated with the ratin gs of the handshake (r = . 19 and . 42, respectively). None of the other FFM traits were related to either the handshake or the interviewer evaluations. apl-93-5-1139-tbl1a. gifMeans, Standard Deviations, and Correlations In a result similar to those of previous studies, women received lower ratings for the overall handshake rating (M = 3. 47 for women vs. M = 3. 70 for men). As shown in Table 2, item-level analysis revealed that this effect was attributable to gender differences on handshake strength (M = 3. 11 vs. M = 3. 64) and grip (M = 3. 51 vs. M = 3. 9). apl-93-5-1139-tbl2a. gifVariable Means by Participant Gender We used path analysis (Bentler Wu, 1995) to test Hypotheses 3 and 4. We tested and compared three models. Model 1 includes both direct and indirect effects for extraversion and gender. Models 2 and 3 are nested within Model 1. To test whether part of the effect of extraversion and gender on interviewer ratings is mediated by the handshake, Model 2 eliminates paths from these variables to the handshake by fixing these parameters to zero. Comparison of the fit of Model 2 to that obtained for Model 1 enabled us to test whether there were mediation effects. Model 3 removes the direct paths from extraversion and gender to interviewer ratings. Lack of difference in the fit of Models 1 and 3 would provide support for the more parsimonious complete mediation model (Model 3). Each model controlled for the effect of agreeableness, conscientiousness, emotional stability, openness to experience, physical attractiveness, and professional dress on interviewer ratings. Given an expected relationship between physical appearance and professional dress, we allowed the error terms for these variables to covary. Table 3 shows results for each model. To estimate model fit, we evaluated the chi-square statistic, root-mean-square error of approximation (RMSEA; Browne Cudeck, 1993), goodness of fit index (GFI; Joreskog Sorbom, 1993), and comparative fit inde x (CFI; Bentler, 1990). Model 1, with both direct and indirect effects, exhibited good fit, ? 2(16, N = 98) = 24. 15, p = . 09, RMSEA = . 07, GFI = . 95, CFI = . 95. Fit for Model 2 was not as good, ? 2(18, N = 98) = 31. 68, p = . 02, RMSEA = . 09, GFI = . 94, CFI = . 91, and a chi-square difference test suggested that it was significantly worse, ? 2(2, N = 98) = 7. 15, p . 5, than was the fit for a model that included mediating effects (Model 1). This result shows that at least some of the effect of extraversion and gender on interviewer assessments was mediated by the handshake. Fit for Model 3 was marginal, ? 2(18, N = 98) = 31. 28, p = . 03, RMSEA = . 09, GFI = . 94, CFI = . 91, and the chi-square difference test suggested that fit for Model 3 was significantly worse than was fit for Model 1, 2(2) = 7. 13, p . 05. This result supports partial mediation, as the direct paths from gender and extraversion (included in Model 1) retain some explanatory power. pl-93-5-1139-tbl3a. gi fFit Indices for Path Models Results for the best fitting model—Model 1—are shown in Figure 1. Extraversion had an indirect effect on interviewer ratings through its relationship with the handshake (? = . 19), as well as a direct effect (? = . 31). Hypothesis 3 was supported, as the handshake operated as a mediator of the relationship between extraversion and interviewer assessments. Hypothesis 4 was not supported. Women received lower ratings for the handshake (? = . 18) but somewhat higher interviewer ratings (? = ?. 14). Weaker handshakes for women did not translate into lower interviewer assessments. In fact, the negative indirect relationship for women through the handshake was compensated for by a positive but nonsignificant direct relationship with the interviewer assessment. This effect is labeled suppression by Cohen and Cohen (1983). Negative relationships with some personality traits for women created additional indirect paths that were negative. Taken to gether, these effects show that about one half of the positive effect for women on interviewer ratings was nullified by indirect and spurious effects through the handshake. pl-93-5-1139-fig1a. gifFigure 1. Path model with direct and indirect effects. Values are standardized coefficients. Personality and gender variables are allowed to intercorrelate. Error terms between ratings of professional dress and physical appearance are allowed to covary. *p . 05. None of the covariates exhibited a significant relationship with the interviewer assessment. However, the handshake influenced interviewer ratings even after we had controlled for ratings of physical attractiveness and professional dress, as well as for the remaining FFM personality traits. Discussion To our knowledge, this is the first study that empirically supports the commonly held assumption that the handshake matters in employment interviews. The high degree of interrater reliability associated with the handshake evaluatio n provides strong support for the notion that people present a consistent handshake when greeting others. Furthermore, as hypothesized, individuals who follow common prescriptions for shaking hands, such as having a firm grip and looking the other person in the eye, receive higher ratings of employment suitability from interviewers. As this is the first empirical study to have examined the handshake in employment interviews, a number of issues that still need clarification. One issue is the extent to which our findings generalize to other settings. Our data were collected in a mock interview setting, in which interviewers evaluated the suitability of candidates for a wide variety of jobs. Future studies should assess whether the same relationships exist in actual interviews, with real job offers on the line, and whether the effect is stronger for some jobs than for others. Most of the interviewers in our study chose to interview for jobs with at least moderate social demands, and it may be that the handshake is not as strongly related to evaluations for jobs in which social interaction is not integral. We also chose to isolate the effect of the handshake by not sharing preinterview information, such as test scores and resumes. Such information has been linked to interview assessments (Macan Dipboye, 1990), and provision of additional details about interviewee characteristics and qualifications may result in interviewers being less influenced by nonverbal cues like the handshake. Future studies should thus explore whether or not the inclusion of preinterview information alters the relationship between the handshake and interview evaluations. Perhaps the most important question for future investigation is whether the handshake represents superficial bias or truly communicates important information about job candidates. A long-standing concern about employment interviews is the possibility that interviewers make quick first impressions and then seek inf ormation that verifies their early perceptions (Dougherty, Turban, Callender, 1994; Macan Dipboye, 1988). Is the relationship between the handshake and hiring recommendation evidence of quick judgmental bias for interviewers, or are interviewers actually obtaining valid information when they shake hands? In the present study, we sought to minimize judgmental bias by obtaining handshake ratings from a source other than the interviewers. The link between interviewer evaluation of the candidate and handshake ratings provided by other individuals increases our confidence that a quality handshake conveys something meaningful about the interviewee that is also reflected in the rating of employment suitability. Moreover, the link between handshake quality and personality is consistent with the notion of information relevant to job performance (i. e. , extraversion; Huffcutt et al. , 2001) being communicated through this nonverbal interaction. Nevertheless, additional research shoul d clarify the extent to which the handshake operates as either a biasing influence or an indicator of valid information. Of course, interviewee actions during the course of the interview will result in additional information that should be taken into account when the interviewer makes a hiring recommendation. This fact illustrates how noteworthy it is to find a consistent effect for the handshake even after 30 min of social interaction during the interview. One explanation for the relationship is the possibility that the handshake itself is recalled and factored into the final evaluation. Another explanation is that individuals with a firm handshake engage in other positive behaviors during the interview. Once again, the link between extraversion and interview ratings supports such an effect. More extraverted interviewees present a firmer handshake, and they likely engage in other positive behaviors that reflect their ability to perform work successfully. Indeed, Huffcutt et a l. (2001) found interviewer assessments of extraversion to be an important predictor of job performance. It thus seems likely that interviewers subconsciously combine information obtained during the handshake with other information obtained during the interview to arrive at an evaluation of employment suitability that is a valuable predictor of future performance. Our findings also provide important insights concerning gender and the handshake. The suppression effect identified in our data illustrates that, even though women may be less adept at handshaking, they engage in other actions that overcome the effects of a weak handshake. Our dimensional results show that the negative effect for women is carried through strength and grip rather than through eye contact. This finding, coupled with other research demonstrating that women excel at coding and decoding other nonverbal cues (e. g. facial expression and posture; Graham et al. , 1991), suggests that women have other strengths that can overcome the liability of a handshake that lacks a firm and complete grip. In terms of gender, our a priori prediction was simply that women would receive lower ratings for quality of handshake. We did not hypothesize that the influence of the handshake on evaluations provided at the end of the interview would differ for men and for women. Yet, post hoc exploratory analyses also suggest that women may benefit more from a firm handshake than do men. Specifically, we probed how gender interacts with the handshake by regressing interviewer ratings on handshake ratings, gender, and the interaction between gender and handshake. A possible trend we identified suggests that handshake firmness (a combined measure of strength and grip) interacts with gender. Although this relationship was below conventional standards for statistical significance (? R2 for interaction term = . 02, p = . 20), a plot of the results suggests a stronger relationship with a firm handshake for women tha n for men. Men and women with a weak handshake (one standard deviation below the mean) received almost identical ratings for employment suitability, but women with a firm handshake (one standard deviation above the mean) received substantially higher ratings than did men with a handshake of the same firmness. Thus, even though women on average present a weaker handshake, those women who do present a very firm handshake receive higher ratings than do men with an equally firm handshake. This effect was not found for the eye contact dimension or for the overall handshake rating. The combined findings that there is a potential interaction between firmness and gender and that the same dimensions of strength and grip are, on average, lower for women suggest that the value of a firm handshake may be greater for women than for men. The fact that an interviewer is less likely to receive a firm handshake from a woman than a man makes handshake firmness more salient to the interviewer wh en he or she evaluates women and thereby increases the potential benefit of a strong and complete grip for women. The results of this study therefore provide three specific contributions toward an understanding of the handshake in employment interviews. First, we provide the first empirical link between the handshake and interviewer assessments. Second, we show that a firm handshake partially mediates the effect of extraversion, which implies that the handshake is more than a biasing factor and can indeed communicate meaningful information about job applicants. Third, we demonstrate that women overcome the effects of weaker handshakes, such that on average they do not receive lower interview performance ratings from interviewers, and that women may actually benefit more than do men if they present a strong and complete grip when they shake hands. From a practical perspective, our findings suggest that the effect of the handshake in employment interviews should not be ignored. Interviewers can obtain important information about interviewee traits through the nonverbal cue of the handshake. Indeed, given that Huffcutt et al. 2001) found a stronger correlation with job performance for a rating of extraversion from interviewers (? = . 33) than is typical for a correlation with self-report measures (? = . 15; Barrick, Mount, Judge, 2001), obtaining trait evaluations through behavioral indicators such as the handshake may be a valuable approach that can increase the validity of selection decisions. Of course, the likelihood of accurate assessment of traits through behavioral acts such as the handshake is likely to attenuate if job applicants receive training to provide firmer handshakes. When it comes to handshake training, a practical implication of the results is that women, as compared with men, have a greater chance of improving their interview evaluations by learning to shake hands with a firm and complete grip. In the end, our findings add to a long- running historical analysis of the handshake. The handshake is thought to have originated in medieval Europe as a way for kings and knights to show that they did not intend to harm each other and possessed no concealed weapons (Hall Hall, 1983). The results presented in this study show that this age-old social custom has an important place in modern business interactions. Although the handshake may appear to be a business formality, it can indeed communicate critical information and influence interviewer assessments. 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