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" ... 2. Selecting the toughest applications to test the technology rather than a standard application. These complex applications doom the new implementations to fail and cause you to build a conception of its dysfunctionality because they are normally corner cases with little contribution to the ROI case. Therefore, starting with the most common applications (i.e., low-hanging fruit) is critical to building small wins. You can then expand the solution's capabilities from there. ... "
" ... He will not get the first of desires, and I wonder how long a Japanese leader will be getting the second. I believe the contradictions and elemental dysfunctionality of today’s U.S. policy toward China will become undeniable and that change may very well begin during Obama’s term. U.S. national interests require a new paradigm for strategic relations with China. Inevitably, this means also a new paradigm for strategic relations with Japan. ... "
" ... Henry, perennially feared irrepressible inflation and sky-high interest rates. Al normally found our economy on the verge of dysfunctionality, but wisely never opined on the course of the stock market. Neither did Henry, my old, old friend. Kaufman, annually, published Solly’s report on the supply and demand for funds, bedrock research for projecting interest rates coming 12 months. Maybe Solly’s traders didn’t listen to him, but Henry was more right than wrong. So I’m not allergic to economists. ... "
" ... In both scenarios, the hiring managers leaned away from considering the candidates, fearing that they wouldn’t be interested because of the starting wages. I don’t even think these managers were intimidated or insecure about candidates with more experience than themselves, which is another common reason for overlooking candidates. In Michelle’s situation, despite some dysfunctionality in the company, she managed to thrive. In Bill’s situation, it was a clear failure to launch. ... "
" ... Team members should all be auditioning for the top job, especially during their limited terms, either at their home companies or with other companies in mind: ambition is an extremely important talent. Incentives are also essential to team performance. Without adequate – generous – incentives, teams will not be as productive as they should. Specialization is another one. Linebackers should not play quarterback. The idea that “talent” is horizontal is wrong. Professionals can solve specific problems, but not all problems. Teams should be assembled according to the demands of the problem at hand. The notion that “we can move Harry” here or there creates team dysfunctionality and threatens productivity. Teams come and go. There aren’t any great teams sitting on the bench just waiting to be deployed. They’re assembled, unassembled and re-assembled in real-time and over time. ... "