Teams G amp H Submit by midnight Friday Group Submiss.pdf

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Teams G & H: Submit by midnight Friday.... Group Submission (one post per group!). Research 2 challenges that companies or bosses have found when implementing change (be sure to include specific company examples). Your group response should be 400-500 words in length and posted by Creating a Thread with your group letter in the subject line such as "Group X Research and Report Back." Teams A, B, C, D, E, F: Submit by midnight Tuesday.... Individual Submission. Group H : Elon Musk's purchase of Twitter last year was one of the world's most famous and contentious company buyouts. In October 2022, Musk stepped in as CEO and immediately began implementing change. He fired over 50% of the existing employees, dissolved the board of directors, changed longstanding policies, and relaunched the Twitter Blue subscription, in addition to other shifts for the company's direction. Twitter faced several organizational and individual challenges concerning the changes. The company struggled on an individual level; when Musk asked the remaining workers to check yes on "long hours at high intensity," the request was declined by many employees and resulted in the departure of as many as 1200 employees. The company also suffered at an organizational level when several companies stopped advertising on the platform following the firing of various analysts, activists, and authorities, causing revenue through ads to decrease. Technical issues began to arise every few weeks. On one occasion, visibility issues were reported by many users. They claimed their tweets were not getting views, and their feed was empty. The constant organizational changes could be an attributing factor. The constant job-cutting and policy changes may decrease employee loyalty and motivation and increase technical errors and mistakes. Just last month, Musk laid off an additional 10% of his remaining employees.Musk's and Twitter's challenges are not yet over, and different issues related to this major change in the company continue to arise. Apple is reportedly struggling to meet the new expectations of its employees in the post-COVID-19 era. Retail store employees use Android devices to unionize and push for wage increases. The company's reluctance to fully embrace remote work and requests for spontaneous meetings reflects a dogmatic approach to management. The article suggests that managers need to evolve to support new workplace models. Additionally, Apple's system of giving bonuses to "valued" employees may have ignored some transient elements that create a pleasing workplace. The struggles Apple faces now showcase both individual and organizational resistance to change, as Apple employees and management demonstrated. Individual resistance to change is evident in the desires of Apple employees for more autonomy and flexibility in the new world of work. Employees have been vocal about wanting to work from home more frequently, but management prefers in-person meetings to identify and resolv.

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Running head: DIVERSITY MANAGEMENT PROJECT 1 Diversity Management Project 5 Topic Selection and Purpose Statement Student Name: Author Note This paper is being submitted on August 29, 2016 for Managing a Diverse Workforce Class, Section 06 Online Plus, 2016 Summer Mid-Quarter. Topic Selection and Purpose Statement Diversity Management Project- Workplace Discrimination Apple Inc. is an American multinational corporation having its headquarters in Cupertino, California in the United States. Apple is an organization that concentrates on the design and development of personal computers and other various associated electronic and software products such as the iPad and MP3 players. The main products that Apple is producing include the iPod, iPhone, iMac and even some of its latest technological evolution of iPad. The organization has been facing numerous lawsuits concerning discrimination in the workplace. Many cases of discrimination have been experienced within the workplace. Workplace discrimination and harassment is the treating, or purposing to treat an individual unfairly due to their colour, age, race, origin, gender, religious affiliation or even disability (Jackson, 2002). Apple Inc.’s workplace discrimination begun from the early stage of employment including the recruitment process based on the manner in which positions are advertised and how interviews are held, being given unfair employment terms and conditions, being left out of training opportunities, transfers, performance pay, performance pay or other benefits related to employment, and/or getting unfair dismissal, demotion or retrench. Apple has also been experiencing harassment in their workplace environment. For instance, sexual harassment is an unwelcoming behaviour of sexual context. Such behaviours can make an employee to feel intimidated, offended or humiliated. For example, an Apple employee filed a suit with the organization arguing that he was denied promotion due to racism. Andrew Dupree claimed that he was denied promotion at the Orlando Apple Store by the management who he calls racists. He confirmed that there was not a single black individual in management or leadership position at the store (Ryan, 2014). The management allegedly preferred white employees. Another recent case is where a lawyer with Apple was fired due to his Muslim faith. Apple’s workplace discrimination can have a devastating effect on the employees. With the widespread employee discrimination, trust within the organization breaks and employee morale reduces ultimately affecting the organization’s bottom line. If Apple Inc. does not handle the discrimination issues with immediate effect, it may decrease the productivity of employees. It is important to note that when an employee faces discrimination, he/she often feel helpless ...

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Name: Date: Critical Reading Form for Meselson & Stahl – 10 points Type in answers – Save & Upload to Canvas Purpose:In 1-2 sentences, what was the research question the authors were trying to answer and why? Central Thesis:Using only 1-2 sentences, what was the authors’ thesis, or hypothesis? Key Claims:What are two statements that are used to support the thesis? Conclusions or discussion. 1. 2. Evidence:What evidence do the author’s use to support each of the key claims you identified? These are results of experiments. 1. 2. Figure Analysis (Figure 4 – Meselson & Stahl) What is shown in part a? What is shown in part b? What do the numbers under the generation heading mean? Why is the pattern different between generation 0 and generation 2.5? Why is the pattern different between generation 0 and generation 4.1? Top 10 Human Resources Trends of the Decade Thomas Barwick/ Stone/ Getty Images Human Resources By Susan M. Heathfield Updated August 10, 2016 The top ten trends of the decade for Human Resources staff and the employees served at work were not obvious nor were they easy to pick from my original list. Depending on your company size, your location, and the health and progress of your company and industry, the top ten Human Resources trends may have differed for you. Although the selection was a challenge, and I still go back and forth, these are my top ten Human Resources trends of the decade. These Human Resources trends are presented in no particular order aside from the first trend, which has swamped HR the past couple of years. It's the Economy With US unemployment at 10.2%, as I write this, and extended unemployment benefits and COBRA subsidies keeping many families afloat, this economic downturn has left no one unaffected. Even people still employed have watched as their 401(k)s and savings sunk to new lows. Almost no employees have received a raise without a promotion this past year. Normal bonuses and profit sharing have been replaced with mandatory furloughs and more work to replace that of laid-off coworkers. Mourning the loss of laid-off coworkers with feelings of guilt, anxiety, and fear has also chipped away at the employee’s comfort level at work. Looking over their shoulder and protecting their own job has become commonplace. No one can predict how bad the economy could become or how long the downturn will last. So, business leaders don’t know whether they are managing from an economic perspective that the economy has been reset forever or a down economy that will recover. Business leaders are struggling to manage in times they have never before experienced – and the employees, who may also be experiencing stressful economic trauma outside of work, are watching and concerned. Millennials Are on the March A generation of employees who were pampered and scheduled by their Baby Boomer parents have taken the workplace by storm. They bring pluses and minuses to your workplace, but come on, who e ...

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Apple Inc. was established by Steve Jobs, Wozniak and Ronald Wayne in 1976 (Gilbert 2-5). It is an American company started by Wozniak who advised Steve Jobs to put his computer on sale. The computer was known as Apple 1 computer. In 1977, they were able to sell their computer during trade shows because they were also able to publicize it. See more at: http://www.customwritingservice.org/blog/apple-inc/

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assigmnet-question-1.txt The vast majority of the population associates Blockchain with cryptocurrency Bitcoin; however, there are many other uses of blockchain; such as Litecoin, Ether, and other currencies. In this discussion, please describe at least two cryptocurrencies with applicable examples. Discuss some similarities and differences. Lastly, discuss if you have any experience using any cryptocurrencies. Share an applicable personal experience Provide an outside source (for example, an article from the UC Library) that applies to the topic, along with additional information about the topic or the source (please cite properly in APA) Make an argument concerning the topic. At least one scholarly source should be used in the initial discussion thread. Be sure to use information from your readings and other sources from the UC Library. Use proper citations and references in your post. Regards, 250 words assignment-question-2.txt Given the growth in telecommuting and other mobile work arrangements, how might offices physically change in the coming years? Will offices as we think of them today exist in the next ten years? Why or why not? Provide extensive additional information on the topic Explain, define, or analyze the topic in detail Share an applicable personal experience Provide an outside source (for example, an article from the UC Library) that applies to the topic, along with additional information about the topic or the source (please cite properly in APA) Make an argument concerning the topic. At least one scholarly source should be used in the initial discussion thread. Be sure to use information from your readings and other sources from the UC Library. Use proper citations and references in your post. 250 words assignment-question-3.txt If you have you been involved with a company doing a redesign of business processes, discuss what went right during the redesign and what went wrong from your perspective. Additionally, provide a discussion on what could have been done better to minimize the risk of failure. If you have not yet been involved with a business process redesign, research a company that has recently completed one and discuss what went wrong, what went right, and how the company could have done a better job minimizing the risk of failure. Your paper should meet the following requirements: • Be approximately 4 pages in length, not including the required cover page and reference page. • Follow APA6 guidelines. Your paper should include an introduction, a body with fully developed content, and a conclusion. • Support your answers with the readings from the course and at least two scholarly journal articles to support your positions, claims, and observations, in addition to your textbook. The UC Library is a great place to find resources. • Be clearly and well-written, concise, and logical, using excellent grammar and style techniques. You are being graded in part on the qual.

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Class, when I grade discussion or any written assignments I use the 80/20 rule. This means that 80% of any discussion post or written assignment must be your original work, not quoted material from another source. Another way to say this is that no more than 20% of any discussion post or written assignment can be quoted material. I want to hear what you know, not what someone else knows. So, skip the cut and paste and write your own responses and papers. Class, when I grade discussion or any written assignments I use the 80/20 rule. This means that 80% of any discussion post or written assignment must be your original work, not quoted material from another source. Another way to say this is that no more than 20% of any discussion post or written assignment can be quoted material. I want to hear what you know, not what someone else knows. So, skip the cut and paste and write your own responses and papers. 1 Organizational Change Management: An Introduction Didem Hizar/Hemera/Thinkstock Learning Objectives After reading this chapter, you should be able to do the following: 1. Explain planned organizational change and analyze Kotter’s eight-step change process. 2. Compare and contrast the fields of organizational development and change management. 3. Examine Lewin’s force-field analysis and how it can be used to overcome resistance to change. 4. Describe the forces for change and organizational responses to these forces. 5. Summarize the various types and models of organizational change. 6. Differentiate between the balanced scorecard, contingency alignment framework, and stakeholder approach. wei82650_01_c01_001-056.indd 1 12/15/15 9:34 AM © 2015 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution. Introduction Everybody has accepted by now that change is unavoidable. But that still implies that change is like death and taxes—it should be postponed as long as possible and no change would be vastly preferable. But in a period of upheaval, such as the one we are living in, change is the norm. —Peter Drucker Pretest Questions 1. True/False: Planned organizational change is a process that shields an organization from external legal and technological changes. 2. True/False: The fields of organizational development (OD) and change management are similar in that both are based in the discipline of operations management. 3. True/False: Change is the result of opposing forces that move with and against an organization’s status quo. 4. True/False: As a force for change, competitive advantage means advancing within an industry while maintaining some degree of organizational stability. 5. True/False: Tactical models of organizational change seek to address short-term issues and opportunities. 6. True/False: The stakeholder approach to change suggests that an organization cannot be socially responsible and seek profitability at the same time. The Chinese intern.

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I Knowledge workers are now untethered, able to perform tasks anywhere at any time. What do the best of them want from your organization? by Tammy Johns and Lynda Gratton Spotlight If you wanted to find three decades of the evolution of knowledge work encapsulated in a single career, Heidi McCulloch’s would be a good one to consider. As a liberal arts graduate, McCulloch started out working in corporate marketing departments and then moved to an advertising agency, becoming an outside service provider to companies like the ones where she’d previously worked. After starting her family, she stepped away from that world and took on an entrepreneurial challenge: restoring and selling a historic inn. She came back to agency work a few years later and rose to vice president by playing specialized roles on global project teams. And now? She’s on to new ventures. She is an independent The Third Wave Of Virtual Work artwork Jules de Balincourt Big Globe Painting, 2012 Oil and acrylic on panel, 90" x 96" 66 Harvard Business Review January–february 2013 SpotlIght On THe FuTuRe OF KnOwledge wORK hbr.org consultant, and in July 2012 she created a “boutique collaborative workspace” in downtown Toronto for people like her. It’s an oasis for mobile knowledge workers, who can do their jobs from anywhere but who gravitate to where they can do them best—in the company of other creative people engaged in work that matters to them. To a career planner, McCulloch’s might seem like an erratic path. For us, as longtime observers of workers and their relationship to workplaces, it reflects a progression. In studying the dramatic changes that have taken place since the 1980s, we have discerned three major waves in the “virtualization” of knowledge work. They developed for different reasons, and they are all still moving forward. McCulloch seems to have caught each one. In this article we describe how each wave came about through a confluence of shifting employee pri- orities, evolving employer imperatives, and emerg- ing communications and collaboration technolo- gies. With experts projecting that within a few years, more than 1.3 billion people will work virtually—that is, through rich electronic connections from sites of their choosing—it is important to understand the transformation under way. dor serving a company, to set up a one-person shop instead. It also enabled marginalized talent—stay- at-home parents, caregivers, retirees, students—to enter the labor market. Services typically provided in this way included graphic design, report writing, translation, and transcription. As companies con- tracted with virtual freelancers for discrete tasks that weren’t reliant on real-time collaboration, both sides gained flexibility. For many workers, the option to be hired as an independent contractor was a godsend—it meant they no longer had to compromise every other demand of their daytime exist ...

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2 Diagnosing and Planning for Change Jupiterimages/Goodshoot/Thinkstock Learning Objectives After reading this chapter, you should be able to do the following: 1. Explain what it means to diagnose organizations for change. 2. Determine an organization’s reason for change using the open-systems theory and model, environment- industry-organization contingency model, and organizational life-cycle model. 3. Examine the assessment model and trigger questions used to identify what type of organizational change is needed. 4. Analyze the appreciative inquiry model. 5. Utilize the action research model to implement change. 6. Describe how organizations can address resistance to change. wei82650_02_c02_057-102.indd 57 12/15/15 9:38 AM © 2015 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution. Introduction By failing to prepare, you are preparing to fail. Benjamin Franklin Pretest Questions 1. True/False: The most critical factor in diagnosing an organization’s need for change is the opinions of its nonexecutive employees. 2. True/False: The organizational life-cycle model helps leaders understand how employees and managers cyclically join, mature, change, and leave or rejoin a rejuve- nated organization. 3. True/False: Trigger questions are questions that change teams or a change specialist might ask to identify who and what part of an organization needs to change. 4. True/False: Unlike traditional problem-solving approaches, the appreciative inquiry (AI) approach creates positive change by appreciating the best of what exists in an organization. 5. True/False: When implementing the action research model, a change specialist must be in charge of everyone else in order to teach the organization’s change team how to move forward. 6. True/False: Asking for feedback from those who strongly resist change often starts them on the path to accepting change. On March 24, 2015, Zappos’s CEO Tony Hsieh (pronounced “shay”) sent a company-wide memo stating Zappos’s change strategy of becoming a manager-free organization on April 30. His message was clear: Embrace self-management or leave the company (Feloni, 2015a). The online shoe and clothing retail firm is a wholly owned subsidiary purchased by Amazon for $1.2 billion in 2009. Zappos employs 1,500 people, has annual revenues of $2 billion, and is no stranger to new and unique organizational practices. Hsieh came to Zappos as an angel investor in 1999 after selling LinkExchange—which he cofounded—to Microsoft in 1998 for $265 million, and he became full time in 2000 (Hsieh, 2010). He and his team increased online sales from $0 in 1999 to $70 million by 2003, and in 2008 they reached $1 billion in gross merchandise sales before selling the company to Amazon. In 2010 Hsieh attributed the company’s success to “customer service, company culture, and employee training and development” (Hsieh, 2010, “What We’re Learning from Amazon,.

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31. Soru metni Aadaki ifadelerden hangisi dorudur? A. Derin oyunculuk, isel duygularnz saklamak ve gsteri kurallarna bir yant olarak duygusal ifadelerden vazgemektir. B. Yzeysel oyunculuk, sergileme kurallarna dayal olarak gerek i duygularnz deitirmeye almaktr. C. Derin oyunculuk ve yzeysel oyunculuk, duygusal uyumsuzlukla ba etme yollarn yanstan iki terimdir. D. Derin oyunculuk ve yzeysel oyunculuk, bir kiinin etii bir ekilde sorgulanabilir olduunda davran biimlerini yanstan iki terimdir. e. Derin oyunculuk, kiisel davran standartlarnza dayal olarak gerek i duygularnz deitirmeye almaktr..

31 Soru metni Aadaki ifadelerden hangisi dorudur A Derin.pdf

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"3.5.3 Use multifactor authentication for local and network access to privileged accounts and for network access to non-privileged accounts." As the lead IT associate, answer the following questions: Are privileged accounts identified? Is multifactor authentication used for local access to privileged accounts? Is multifactor authentication used for network access to privileged accounts? Is multifactor authentication used for network access to non-privileged accounts?.

353 Use multifactor authentication for local and network .pdf

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Developing and developed economies use a range of industrial.pdf

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A Laura y Len se les concedi el divorcio en 2019. De acuerdo con el decreto, Len realiz los siguientes pagos a Laura en 2019: Cunto debe incluir Laura en su ingreso imponible de 2019 como pensin alimenticia? a.$0 b.$4,000 c.$6,000 $10,000 e.Ninguna de estas opciones es correcta. Pagos de manutencin de nios dependiendo de $4,000 la edad del nio Pagos anuales en efectivo, distintos de la manutencin de los hijos, especificados como $6,000 pensin alimenticia en el acuerdo de divorcio.

A Laura y Len se les concedi el divorcio en 2019 De acuer.pdf

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C++. Please, test your program before you submit the answer. Background: Circular Linked List: A circular linked list is a linked list where a non-empty list has no null pointers. Unless empty, each node has a pointer to the next node, and the last node points back to the first node. Assigment: Write a cpp program that will serve the purpose of a test driver for previously written CLinkedList.h file. Your program will: 1) Create a choice menu and prompt the user for input. Must be case insensitive! 2) Read the input and call for functions outside of main, in order to perform operations chosen by the user. These functions involve: Inserting Interger, Removing Interger, Forward Print and Backward Print. Requirements and Notes: 1. Forwards Print does not require a subfunction in order to produce output. All the other operations must call corresponding subfunctions. 2. Nodes of the circular list must be arranged in ascending order. 3. User Input must be processed case insensitive, and implemented using the loop. 4. Document your code completely. 5. CLinkedList.h file contains 3 classes. - Circular linked lists class with following member functions: constructor, copy constructor, destructor, assignment operator, insert and remove. - Node class included in the file header. - A list iterator class provides a public interface to the list. The pointer points at nodes in the linked list. Its member functions are as follows: Constructor: Assigns the linked list data member to the parameter, a reference to a circular linked list. begin() sets the iterator to the first node of the linked list (or NULL if the list is empty) isEmpty() returns whether or not the wrapped linked list is empty isFirstNode() returns whether the present node is the first node of the linked list isLastNode() returns whether the present node is the last node of the linked list operator*() returns the data of the node currently pointed at. (You need 2) operator++() pre-increment operator advances the pointer to the next node in the list, if there is one operator++(int) post-increment operator advances the pointer to the next node in the list, if there is one 6. Insert function must give feedback where it says the position of where the int was inserted for example: "Inserting 25 in the middle." 7. Remove function must give either one of these types of feedback: - "Removing 25" if the int given by the user was found in the list -"Cannot find 25" if it was not. The program will then move the user back to the choice menu. Files: // File: Node.h // Singly-linked list node definition/implementation (also good for circular) #ifndef NODE_H #define NODE_H // Need to prototype template classes if they are to be friends template <typename eltType> class CLinkedList; template <typename eltType> class CListItr; template <typename eltType> class Node { private: Node(eltType info, Node* link = NULL ) : data(info), next(link) {}; eltType data; Node *next; friend class CLinkedList<eltType>; friend c.

C++ Please test your program before you submit the answer.pdf

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A veces, una empresa antigua en una industria puede construir una planta grande que tiene un costo por unidad ms bajo que el que puede duplicar un participante potencial (recin llegado). Este es un ejemplo de un mercado. Seleccione uno: A. debilidad basada en deficiencia de reputacin. B. potencia basada en economas de escala. C. debilidad basada en el costo. D. poder basado en activos especficos..

A veces una empresa antigua en una industria puede construi.pdf

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