Part 1 The Persuasion Imperative
There may have been a time when a boss gave orders and subordinates followed them. If you've watched the AMC series "Mad Men"—based on Madison Avenue marketing executives in the 1960s—you've seen an image of deference to authority, respectful obedience to those higher up in the hierarchy, and a paternalistic relationship between boss and employee.
With time comes change. Organizations are no longer male dominated as they were in the 1950s. Laws and policies are in place that better protect employees against the sometimes-capricious whims of supervisors.
Another sign of shifting cultural values is the way managers use their power. Commandments are out. Persuasion is in.
When IBM manager Kate Riley Tenant needed to reassign managers and engineers to form a database software team, she had to persuade IBM employees from all corners of the globe, none of whom directly reported to her. According to Tenant, it's a big change from when she started in the field 20 years ago. "You just decided things, and people went off and executed," she said. Now, "not everybody reports to you, and so there's much more negotiation and influence."
John Churchill, a manager with Florida-based Gerdau Ameristeel Corporation, agrees. The question now, he says, is "How do I influence this group and gain credibility?"
At IBM, the challenge of persuading employees across reporting relationships has become so significant that the firm developed a 2-hour online course to help managers persuade other employees to help with projects crucial to its business. IBM's tips for managers include the following:
•Build a shared vision
•Negotiate collaboratively
•Make trade-offs
•Build and maintain your network
Despite meeting initial resistance, after completing the training program, Tenant was able to persuade most IBM managers and engineers to join the team.
This doesn't mean authority has lost all its power. Robert Cialdini, a social psychologist who has studied persuasion for decades, lists authority as one of his keys to influence. Even more important may be the so-called "bandwagon effect" (or what Cialdini called "social proof")—Cialdini and others have found that people are often deeply persuaded by observing what others are doing. From his research, no message more effectively got hotel guests to reuse their towels than citing statistics that others were reusing their towels.
So, if you're a manager who needs to persuade, present the vision behind the request and be collaborative, but it also wouldn't hurt to tell those you're trying to persuade about others who have already agreed to your request.
Based on the above reading and the knowledge gained from your assigned readings, respond to the following questions:
•Are the precepts of the IBM training program consistent with your reading this week? Why or why not?
•Are there other keys to persuasion and influence that might be added to the IBM program?
•If you had a manager who wanted y.
The Persuasion ImperativeThere may have been a time when a boss ga.docxsuzannewarch
The Persuasion Imperative
There may have been a time when a boss gave orders and subordinates followed them. If you've watched the AMC series "Mad Men"—based on Madison Avenue marketing executives in the 1960s—you've seen an image of deference to authority, respectful obedience to those higher up in the hierarchy, and a paternalistic relationship between boss and employee.
With time comes change. Organizations are no longer male dominated as they were in the 1950s. Laws and policies are in place that better protect employees against the sometimes-capricious whims of supervisors.
Another sign of shifting cultural values is the way managers use their power. Commandments are out. Persuasion is in.
When IBM manager Kate Riley Tenant needed to reassign managers and engineers to form a database software team, she had to persuade IBM employees from all corners of the globe, none of whom directly reported to her. According to Tenant, it's a big change from when she started in the field 20 years ago. "You just decided things, and people went off and executed," she said. Now, "not everybody reports to you, and so there's much more negotiation and influence."
John Churchill, a manager with Florida-based Gerdau Ameristeel Corporation, agrees. The question now, he says, is "How do I influence this group and gain credibility?"
At IBM, the challenge of persuading employees across reporting relationships has become so significant that the firm developed a 2-hour online course to help managers persuade other employees to help with projects crucial to its business. IBM's tips for managers include the following:
Build a shared vision
Negotiate collaboratively
Make trade-offs
Build and maintain your network
Despite meeting initial resistance, after completing the training program, Tenant was able to persuade most IBM managers and engineers to join the team.
This doesn't mean authority has lost all its power. Robert Cialdini, a social psychologist who has studied persuasion for decades, lists authority as one of his keys to influence. Even more important may be the so-called "bandwagon effect" (or what Cialdini called "social proof")—Cialdini and others have found that people are often deeply persuaded by observing what others are doing. From his research, no message more effectively got hotel guests to reuse their towels than citing statistics that others were reusing their towels.
So, if you're a manager who needs to persuade, present the vision behind the request and be collaborative, but it also wouldn't hurt to tell those you're trying to persuade about others who have already agreed to your request.
Based on the above reading and the knowledge gained from your assigned readings, respond to the following questions:
Are the precepts of the IBM training program consistent with your reading this week? Why or why not?
Are there other keys to persuasion and influence that might be added to the IBM program?
If you had a manager who wanted you to do something again.
I’m absolutely thrilled to share the success story of how building a social leadership culture can absolutely transform a business from the inside out. Hand on heart, it’s been the privilege of my career to work with the incredible professionals at IBM across Asia Pacific. Some of the smartest and most passionate people I’ve ever met.
What we discovered is social leadership delivers business results, drives employee engagement and builds trust. Read this success story if you are serious about empowering your people to be powerful on social media. It starts with them first, brand second.
Presentation given at the Digital Workplace Conference in Auckland, New Zealand on May 2nd, 2018 outlining the "secret sauce" in a successful marketing strategy, whether that of an organizational or an individual, and focusing on building a brand.
Presented at the Digital Workplace Conference Australia, held in Melbourne AU on August 15th and 16th, 2018. This presentation outlines the evolution that has happened in marketing, and the components that are necessary for successful brand building and digital marketing.
The Persuasion ImperativeThere may have been a time when a boss ga.docxsuzannewarch
The Persuasion Imperative
There may have been a time when a boss gave orders and subordinates followed them. If you've watched the AMC series "Mad Men"—based on Madison Avenue marketing executives in the 1960s—you've seen an image of deference to authority, respectful obedience to those higher up in the hierarchy, and a paternalistic relationship between boss and employee.
With time comes change. Organizations are no longer male dominated as they were in the 1950s. Laws and policies are in place that better protect employees against the sometimes-capricious whims of supervisors.
Another sign of shifting cultural values is the way managers use their power. Commandments are out. Persuasion is in.
When IBM manager Kate Riley Tenant needed to reassign managers and engineers to form a database software team, she had to persuade IBM employees from all corners of the globe, none of whom directly reported to her. According to Tenant, it's a big change from when she started in the field 20 years ago. "You just decided things, and people went off and executed," she said. Now, "not everybody reports to you, and so there's much more negotiation and influence."
John Churchill, a manager with Florida-based Gerdau Ameristeel Corporation, agrees. The question now, he says, is "How do I influence this group and gain credibility?"
At IBM, the challenge of persuading employees across reporting relationships has become so significant that the firm developed a 2-hour online course to help managers persuade other employees to help with projects crucial to its business. IBM's tips for managers include the following:
Build a shared vision
Negotiate collaboratively
Make trade-offs
Build and maintain your network
Despite meeting initial resistance, after completing the training program, Tenant was able to persuade most IBM managers and engineers to join the team.
This doesn't mean authority has lost all its power. Robert Cialdini, a social psychologist who has studied persuasion for decades, lists authority as one of his keys to influence. Even more important may be the so-called "bandwagon effect" (or what Cialdini called "social proof")—Cialdini and others have found that people are often deeply persuaded by observing what others are doing. From his research, no message more effectively got hotel guests to reuse their towels than citing statistics that others were reusing their towels.
So, if you're a manager who needs to persuade, present the vision behind the request and be collaborative, but it also wouldn't hurt to tell those you're trying to persuade about others who have already agreed to your request.
Based on the above reading and the knowledge gained from your assigned readings, respond to the following questions:
Are the precepts of the IBM training program consistent with your reading this week? Why or why not?
Are there other keys to persuasion and influence that might be added to the IBM program?
If you had a manager who wanted you to do something again.
I’m absolutely thrilled to share the success story of how building a social leadership culture can absolutely transform a business from the inside out. Hand on heart, it’s been the privilege of my career to work with the incredible professionals at IBM across Asia Pacific. Some of the smartest and most passionate people I’ve ever met.
What we discovered is social leadership delivers business results, drives employee engagement and builds trust. Read this success story if you are serious about empowering your people to be powerful on social media. It starts with them first, brand second.
Presentation given at the Digital Workplace Conference in Auckland, New Zealand on May 2nd, 2018 outlining the "secret sauce" in a successful marketing strategy, whether that of an organizational or an individual, and focusing on building a brand.
Presented at the Digital Workplace Conference Australia, held in Melbourne AU on August 15th and 16th, 2018. This presentation outlines the evolution that has happened in marketing, and the components that are necessary for successful brand building and digital marketing.
Empowering Camp Moxie teens to establish and manage their social reputationSusan Emerick
In partnership with Institute for Learning & Performance Improvement, College of Education at Wayne State University http://coe.wayne.edu/ I’m volunteering my time and expertise as part of IBM’s Corporate Citizen Initiative http://www.ibm.com/ibm/responsibility/initiatives/
This presentation was prepared for Camp Moxie http://www.campmoxiegirls.org/ a leadership adventure for girls who want to make a difference in their world! At camp, girls explore their interests and talents, build confidence, and strengthen leadership skills. They make lasting personal friendships while cultivating valuable professional relationships. Girls will develop leadership skills by participating in exciting, interactive, hands-on workshops and activities facilitated by local women leaders in business, philanthropy, and elected office.
This talk is intended to stimulate their understanding & interest social entrepreneurism, personal reputation management and social media analytics. Campers will learn about visual rendering of data, how it can increase knowledge and communication. They’ll be provided the opportunity to analyze basic social network structures and understand their implications. As well as explore the complexity and reach of digital communications, while recognizing how to apply social media to increase awareness of issues relevant to their lives.
Great tips, resources, best practices and strategies for entrepreneurs, start-ups, professionals and small business owners.to plan launch and grow successful businesses.
This is the version of my talk, Be a Great Product Leader, given at Zynga on Feb 22, 2016. It includes six lessons on product leadership from my time at eBay & LinkedIn.
Edelman & LinkedIn: How Thought Leadership Impacts B2B Demand GenerationEdelman
Edelman and LinkedIn have collaborated on a new research study of more than 1,300 business decision makers and C-suite executives that explores how thought leadership influences their own behaviors throughout the B2B purchase process.
Learn more here: http://www.edelman.com/b2b-thought-leadership
Organizational Behavior - Chapter 11 - Case StudyTran Nguyen
Meg Whitman was born in 1957 and she grew up in Cold Spring Harbor, Long Island, New York. When Whitman entered Princeton University, she planned a career in medicine, but she became an economics major after a summer job selling advertising for a campus publication. She graduated with an economics degree in 1977 and earned an MBA from Harvard Business School two years later. Whitman joined Procter & Gamble, later worked for the consulting firms of: Bain & Co., Walt Disney, Stride Rite Shoes, Florists' Tran world Delivery (FTD), and Hasbro. At Hasbro, she was responsible for marketing Playskool and Mr. Potato Head brands. Whitman, now 49, joined eBay in1998 as president and CEO, has helped turn it into a major Internet presence, visited by some seven million people daily. As ruler of the world's biggest online auction site, Whitman, has successfully beaten back stiff competition from Amazon.com and Yahoo. To do that, she has swiftly fixed any problems, has faithfully tried to weed out the fakes on her site and has posted a consistent flow of profits, making eBay the world's most valuable Internet brand.
This eBook is a proverbial shot-in-the-arm, intended to help HR executives and recruiters understand what it takes to leverage the latest networking and online engagement tools, and get out in front of your peers. We’ll offer the “why” and “how” of employer branding in a new media environment by looking at the adaptions marketers have made in the last five years. We’ll also look at innovative recruiting strategies that use new media to attract and engage knowledge workers.
48 Harvard Business ReviewMay–June 201948 Harvard Business Rev.docxblondellchancy
48 Harvard Business ReviewMay–June 201948 Harvard Business ReviewMay–June 2019
Harvard Business Review
May–June 2019 49Harvard Business ReviewMay–June 2019 49Photographs by JOHN KUCZALA
Your Approach to
Hiring Is All Wrong
B U S I N E S S E S H AV E N E V E R done as much hiring as they do today.
They’ve never spent as much money doing it. And they’ve never
done a worse job of it.
For most of the post–World War II era, large corporations went
about hiring this way: Human resources experts prepared a detailed
job analysis to determine what tasks the job required and what
attributes a good candidate should have. Next they did a job evalu-
ation to determine how the job fit into the organizational chart and
how much it should pay, especially compared with other jobs. Ads
were posted, and applicants applied. Then came the task of sorting
through the applicants. That included skills tests, reference checks,
maybe personality and IQ tests, and extensive interviews to learn
more about them as people. William H. Whyte, in The Organization
Man, described this process as going on for as long as a week before
Peter Cappelli
Professor,
the Wharton School
Outsourcing and algorithms won’t
get you the people you need.
50 Harvard Business ReviewMay–June 2019
subcontractors can scan websites that
programmers might visit, trace their
“digital exhaust” from cookies and
other user-tracking measures to iden-
tify who they are, and then examine
their curricula vitae.
At companies that still do their own
recruitment and hiring, managers
trying to fill open positions are largely
left to figure out what the jobs require
and what the ads should say. When
applications come—always electron-
ically—applicant-tracking software
sifts through them for key words that
the hiring managers want to see. Then
the process moves into the Wild West,
where a new industry of vendors offer
an astonishing array of smart-sounding
tools that claim to predict who will be
a good hire. They use voice recogni-
tion, body language, clues on social
media, and especially machine learning
algorithms—everything but tea leaves.
Entire publications are devoted to what
these vendors are doing.
The big problem with all these new
practices is that we don’t know whether
they actually produce satisfactory hires.
Only about a third of U.S. companies
report that they monitor whether their
hiring practices lead to good employees;
few of them do so carefully, and only
a minority even track cost per hire and
time to hire. Imagine if the CEO asked
how an advertising campaign had gone,
and the response was “We have a good
idea how long it took to roll out and
what it cost, but we haven’t looked to
see whether we’re selling more.”
Hiring talent remains the number
one concern of CEOs in the most recent
Conference Board Annual Survey;
it’s also the top concern of the entire
executive suite. PwC’s 2017 CEO survey
reports that chief exe ...
Managers think they are a bureaucratic chore forced by human resources (HR). Employees approach them with fear and trepidation. No one likes them. Is it time to fire annual performance reviews?
From Social Media to Social Business - Marketing in the 'Social Age'Stefan Pfeiffer
Presentation on how Marketing needs to change in the 'Social Age' from Mass Marketing to 1:1 Marketing taking in particular Social Channels and behaviors into consideration. A bit of a focus on Healthcare due to the fact, that this was presented for one of our Healthcare customers.
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
I can already see business owners discussing how wrong of a statement this headline is. The owner is the visionary and their role is paramount to the business. Right?
I am no stranger to being the person behind driving a business. But there was once a question my mother asked me when I was studying business at College – it seemed somewhat of a simple one…
Write a 5-7 page paper describing the historical development of info.docxherbertwilson5999
Write a 5-7 page paper describing the historical development of information systems in healthcare. Be sure to include, at minimum, the following elements:
Different types of healthcare informatics
Importance of ethical expertise when managing health information
Dynamics of informatics in today's integrated delivery systems
Be sure to use Unicheck!
.
Write a 5 paragraph essay related to the healthcare fieldthree.docxherbertwilson5999
Write a 5 paragraph essay related to the healthcare field/three major points are required
Use a variety of sentences
Use transitional words
Use in-text citations to avoid plagiarism
Remember to hand it in with a cover and a reference page
.
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In partnership with Institute for Learning & Performance Improvement, College of Education at Wayne State University http://coe.wayne.edu/ I’m volunteering my time and expertise as part of IBM’s Corporate Citizen Initiative http://www.ibm.com/ibm/responsibility/initiatives/
This presentation was prepared for Camp Moxie http://www.campmoxiegirls.org/ a leadership adventure for girls who want to make a difference in their world! At camp, girls explore their interests and talents, build confidence, and strengthen leadership skills. They make lasting personal friendships while cultivating valuable professional relationships. Girls will develop leadership skills by participating in exciting, interactive, hands-on workshops and activities facilitated by local women leaders in business, philanthropy, and elected office.
This talk is intended to stimulate their understanding & interest social entrepreneurism, personal reputation management and social media analytics. Campers will learn about visual rendering of data, how it can increase knowledge and communication. They’ll be provided the opportunity to analyze basic social network structures and understand their implications. As well as explore the complexity and reach of digital communications, while recognizing how to apply social media to increase awareness of issues relevant to their lives.
Great tips, resources, best practices and strategies for entrepreneurs, start-ups, professionals and small business owners.to plan launch and grow successful businesses.
This is the version of my talk, Be a Great Product Leader, given at Zynga on Feb 22, 2016. It includes six lessons on product leadership from my time at eBay & LinkedIn.
Edelman & LinkedIn: How Thought Leadership Impacts B2B Demand GenerationEdelman
Edelman and LinkedIn have collaborated on a new research study of more than 1,300 business decision makers and C-suite executives that explores how thought leadership influences their own behaviors throughout the B2B purchase process.
Learn more here: http://www.edelman.com/b2b-thought-leadership
Organizational Behavior - Chapter 11 - Case StudyTran Nguyen
Meg Whitman was born in 1957 and she grew up in Cold Spring Harbor, Long Island, New York. When Whitman entered Princeton University, she planned a career in medicine, but she became an economics major after a summer job selling advertising for a campus publication. She graduated with an economics degree in 1977 and earned an MBA from Harvard Business School two years later. Whitman joined Procter & Gamble, later worked for the consulting firms of: Bain & Co., Walt Disney, Stride Rite Shoes, Florists' Tran world Delivery (FTD), and Hasbro. At Hasbro, she was responsible for marketing Playskool and Mr. Potato Head brands. Whitman, now 49, joined eBay in1998 as president and CEO, has helped turn it into a major Internet presence, visited by some seven million people daily. As ruler of the world's biggest online auction site, Whitman, has successfully beaten back stiff competition from Amazon.com and Yahoo. To do that, she has swiftly fixed any problems, has faithfully tried to weed out the fakes on her site and has posted a consistent flow of profits, making eBay the world's most valuable Internet brand.
This eBook is a proverbial shot-in-the-arm, intended to help HR executives and recruiters understand what it takes to leverage the latest networking and online engagement tools, and get out in front of your peers. We’ll offer the “why” and “how” of employer branding in a new media environment by looking at the adaptions marketers have made in the last five years. We’ll also look at innovative recruiting strategies that use new media to attract and engage knowledge workers.
48 Harvard Business ReviewMay–June 201948 Harvard Business Rev.docxblondellchancy
48 Harvard Business ReviewMay–June 201948 Harvard Business ReviewMay–June 2019
Harvard Business Review
May–June 2019 49Harvard Business ReviewMay–June 2019 49Photographs by JOHN KUCZALA
Your Approach to
Hiring Is All Wrong
B U S I N E S S E S H AV E N E V E R done as much hiring as they do today.
They’ve never spent as much money doing it. And they’ve never
done a worse job of it.
For most of the post–World War II era, large corporations went
about hiring this way: Human resources experts prepared a detailed
job analysis to determine what tasks the job required and what
attributes a good candidate should have. Next they did a job evalu-
ation to determine how the job fit into the organizational chart and
how much it should pay, especially compared with other jobs. Ads
were posted, and applicants applied. Then came the task of sorting
through the applicants. That included skills tests, reference checks,
maybe personality and IQ tests, and extensive interviews to learn
more about them as people. William H. Whyte, in The Organization
Man, described this process as going on for as long as a week before
Peter Cappelli
Professor,
the Wharton School
Outsourcing and algorithms won’t
get you the people you need.
50 Harvard Business ReviewMay–June 2019
subcontractors can scan websites that
programmers might visit, trace their
“digital exhaust” from cookies and
other user-tracking measures to iden-
tify who they are, and then examine
their curricula vitae.
At companies that still do their own
recruitment and hiring, managers
trying to fill open positions are largely
left to figure out what the jobs require
and what the ads should say. When
applications come—always electron-
ically—applicant-tracking software
sifts through them for key words that
the hiring managers want to see. Then
the process moves into the Wild West,
where a new industry of vendors offer
an astonishing array of smart-sounding
tools that claim to predict who will be
a good hire. They use voice recogni-
tion, body language, clues on social
media, and especially machine learning
algorithms—everything but tea leaves.
Entire publications are devoted to what
these vendors are doing.
The big problem with all these new
practices is that we don’t know whether
they actually produce satisfactory hires.
Only about a third of U.S. companies
report that they monitor whether their
hiring practices lead to good employees;
few of them do so carefully, and only
a minority even track cost per hire and
time to hire. Imagine if the CEO asked
how an advertising campaign had gone,
and the response was “We have a good
idea how long it took to roll out and
what it cost, but we haven’t looked to
see whether we’re selling more.”
Hiring talent remains the number
one concern of CEOs in the most recent
Conference Board Annual Survey;
it’s also the top concern of the entire
executive suite. PwC’s 2017 CEO survey
reports that chief exe ...
Managers think they are a bureaucratic chore forced by human resources (HR). Employees approach them with fear and trepidation. No one likes them. Is it time to fire annual performance reviews?
From Social Media to Social Business - Marketing in the 'Social Age'Stefan Pfeiffer
Presentation on how Marketing needs to change in the 'Social Age' from Mass Marketing to 1:1 Marketing taking in particular Social Channels and behaviors into consideration. A bit of a focus on Healthcare due to the fact, that this was presented for one of our Healthcare customers.
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
I can already see business owners discussing how wrong of a statement this headline is. The owner is the visionary and their role is paramount to the business. Right?
I am no stranger to being the person behind driving a business. But there was once a question my mother asked me when I was studying business at College – it seemed somewhat of a simple one…
Write a 5-7 page paper describing the historical development of info.docxherbertwilson5999
Write a 5-7 page paper describing the historical development of information systems in healthcare. Be sure to include, at minimum, the following elements:
Different types of healthcare informatics
Importance of ethical expertise when managing health information
Dynamics of informatics in today's integrated delivery systems
Be sure to use Unicheck!
.
Write a 5 paragraph essay related to the healthcare fieldthree.docxherbertwilson5999
Write a 5 paragraph essay related to the healthcare field/three major points are required
Use a variety of sentences
Use transitional words
Use in-text citations to avoid plagiarism
Remember to hand it in with a cover and a reference page
.
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Write at least a six-page paper, in which you:
Identify the two LDCs (from the provided list), which you will compare and assess. Explain why you chose these two countries. (Congo and Philippines)
Analyze the features that the LDCs have in common using at least five of the following nine factors (clearly label the five factors using headings):
Geography.
Extractive institutions.
Governmental corruption.
Internal or external conflicts.
Shaky financial systems.
Unfair judicial systems.
Ethnic, racial, or tribal disparities.
Lack or misuse of natural resources.
Closed (statist) economies.
Use at least seven credible sources. Wikipedia, encyclopedias, dictionaries, and blogs do not qualify as reputable academic source work at the college level. Do not use sources that are older than seven years.
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Make sure all citations are in APA or Blue book format.
Please see the attached grading rubric below. This grading rubric will be used to grade this assignment.
Leila is a police officer. She is out of uniform and knocked on Dan's front door of his house and asked if she could enter to enforce a warrant she had. The warrant was a search warrant issued by a magistrate at the Lawrence District Court. His name is Mark McCale, a retired police officer for the state police department in Lawrence. The warrant indicated that "the first floor of Dan's house will be searched for a gun used in connection with a robbery and some jewelry, which was stolen." While looking in Dan's house, Officer Leila smelled what she thought to be gun powder emanating from the second floor. Officer Leila immediately walked upstairs and found a gun at the tops of the stairs. She went to confiscate the gun and while doing so noticed a note attached to the gun with an address on it. Later that afternoon police officers went to the address of the house listed on the note of the gun. Jewelry was found at this address and collected by the police officers. The address was a known address for stolen jewelry to be pawned. While at Dan's house, Dan told Officer Leila that, "I do not know what you are here for, because I did not rob Terri Grubb's jewelry store." Officer Leila asked Dan to go to the police station and Dan agreed. As they walked into the police station, Magistrate McCale yelled, "is that the person who robbed Terri Grubb's jewelry store?!" Dan replied, "I told Officer Leila already, I did not rob Terri Grubb's jewelry store."
Supporting Materials
Week 8 Assignment Grading Rubric.docx
(14 KB)
.
Write a 2 page paper analyzing the fact pattern scenario below. .docxherbertwilson5999
Write a 2 page paper analyzing the fact pattern scenario below. Please use your own state law. Your analysis should include application of the topics covered during the past 7 weeks. For example, search and seizure, search warrant, execution of warrant, exclusionary rule, Miranda rights, and the right against self incrimination.
Make sure all citations are in APA or Blue book format.
Please see the attached grading rubric below. This grading rubric will be used to grade this assignment.
Leila is a police officer. She is out of uniform and knocked on Dan's front door of his house and asked is should could enter to enforce a warrant she had. The warrant was a search warrant issued by a magistrate at the Lawrence District Court. His name is Mark McCale, a retired police officer for the state police department in Lawrence. The warrant indicated that "the first floor of Dan's house will be searched for a gun used in connection with a robbery and some jewelry, which was stolen." While looking in Dan's house, Officer Leila smelled what she thought to be gun powder emanating from the second floor. Officer Leila immediately walked upstairs and found a gun at the tops of the stairs. She went to confiscate the gun and while doing so noticed a note attached to the gun with an address on it. Later that afternoon police officers went to the address of the house listed on the note of the gun. A bunch of jewelry was found at this address and collected by the police officers. The address was a known address for stolen jewelry to be pawned. While at Dan's house, Dan told Officer Leila that, "I do not know what you are here for, because I did not rob the Terri Grubb's jewelry store." Officer Leila asked Dan to go to the police station and Dan agreed. As they walked into the police station, Magistrate McCale yelled, "is that the person who robbed Terri Grubb's jewelry store?!" Dan replied, "I told Officer Leila already, I did not rob the Terri Grubb's jewelry store."
.
Write a 100-word response in Spanish that addresses both of .docxherbertwilson5999
Write a
100
-word response in
Spanish
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1.
What are some of the distinctive characteristics that make Costa Rica a haven for naturalists and environmentalists?
2.
What are some of the steps that the government, private sector and individuals are doing to maintain the balance between man and nature?
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1) Clear Statement of work with clear deliverables of specific elements of the project being procured.
2) Timeline for submittal of proposal
3) Manner in which to handle questions
4) Clear information to vendor so that they can produce a good cost/price case
- What Deliverables will the Vendor Provide?
- What Deliverables (or work) will the Buyer Provide?
5) Timeline with milestones requested to complete the work
6) Type of Contract (that should be proposed e.g. FFP, T&M, CP%C, etc)
7) Evaluation Criteria
8) Outline and Format for the Proposal
9) Scheduled award date
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Use in-text citations to avoid plagiarism
Include a cover and a reference page
Minimal of three sources
.
Write a 5 page paper with at-least three images that represent.docxherbertwilson5999
Write a 5 page paper with at-least three images that represent the African American Visual Arts Movement (discuss artists, art, historical information . Give background information, characteristics and style. Analyze each work of art. Do not forget to list at-least three sources used to assist in writing paper, APA format guidelines. Place appropriate captions under each image.
Fragments of African American Art
Contemporary Art
Surrealism
Realism
OR
After reviewing the videos below and researching , write a two page paper on the
challenges of
African American VISUAL Artists
and other professional minority visual artists through out history and up to the present day
. Use a minimum of 5 references that will assist you in writing your paper.
https://www.youtube.com/watch?v=u8kg8xzJNt8
.
Write a 5 paragraph essay related to the healthcare fieldthree maj.docxherbertwilson5999
Write a 5 paragraph essay related to the healthcare field/three major points are required
Use a variety of sentences
Use transitional words
Use in-text citations to avoid plagiarism
Remember to hand it in with a cover and a reference page
.
Write at least Ten sentences on your discussion. Compare and con.docxherbertwilson5999
Write at least Ten sentences on your discussion.
Compare and contrast the California economy of the Great Depression and the California economy of World War II. Which industries were prevalent during the war and why was California's location/geography so important?
.
Write at least a three-page analysis using the case study on pages.docxherbertwilson5999
Write at least a three-page analysis using the case study on pages 343-344 of your textbook: “Expatriate Management at AstraZeneca PLC.”
Your analysis should address the prompts listed below.
· Critically analyze AstraZeneca’s expatriate management practices.
· Surveys show that most expatriates report feeling the strain of managing the demands of work and home while adjusting to the foreign environment, leading to more anxieties at home and at the workplace. What steps can an organization take to mitigate this?
· What decisions related to expatriates can organizations take to maximize the benefits to the company despite the economic downturn? Do you think a company that paid more careful attention to selection could further boost its chances of success?
This week, I would like you to discuss similarities with past pandemics, and the current COVID-19 pandemic using this link https://www.cdc.gov/flu/pandemic-resources/1968-pandemic.html
What do you see as similar, and what do you see as different?
It is CRITICAL that you document your sources with the week's discussion. If your post has no references or the references are really not reliable nor valid, then you will receive zero points for the post. This includes both your own post, and your comments on other's posts.
The rationale for this involves the amount of commentary that is available about the pandemic from people that are not scientists, nor do they have the knowledge of infectious diseases. What they DO have is a strong desire to sound good and influence people. We HAVE TO know what is good information and hat is not good information.
Several posts due this week... You must write three original posts, and comment on five other posts for a total of eight posts for credit this week.
EXAMPLE:
Post 1: An initial similarity between COVID-19 and the 2009 (H1N1) pdm09 virus was the unknown of the virus’. Both viruses’ have not been seen in human before yet strands of the virus had. COVID-19 is new coronavirus that has not been detected in humans before. There have been many strands of coronavirus that have detected in humans before such as the common cold (CDC, 2020).
Similarly, the 2009 (H1N1) pdm09 virus was very different from H1N1 virus’ that were detected before the pandemic. There were few young people who were found to have the antibodies likely from a previous exposure to H1N1 virus strand (CDC, 2019).
Both the recent pandemics were mutated strands of virus’ that we have seen before.
Centers for Disease Control and Prevention. (2020, May 9). Coronavirus (COVID-19) frequently asked questions. Centers for Disease Control and Prevention. https://www.cdc.gov/coronavirus/2019-ncov/faq.html
Centers for Disease Control and Prevention. (2019, June 11). 2009 H1N1 Pandemic (H1N1pdm09 virus). Centers for Disease Control and Prevention. https://www.cdc.gov/flu/pandemic-resources/2009-h1n1-pandemic.html.
Post 2:
The effects of the H1N1 virus and the COVID-19 pandemics seem to different .
Write at least a six-page paper, in which you Identify th.docxherbertwilson5999
Write at least a six-page paper, in which you:
Identify the two LDCs (from the list above), which you will compare and assess. Explain why you chose these two countries.
Analyze the features that the LDCs have in common using
at least five of the following nine factors
(clearly label the five factors using headings):
geography
extractive institutions
governmental corruption
internal or external conflicts
shaky financial systems
unfair judicial systems
ethnic, racial or tribal disparities
lack or misuse of natural resources
closed (statist) economies
Use
at least seven credible sources
. Wikipedia, encyclopedias, dictionaries, blogs and other material that does not qualify as reputable academic source work at the college level. Do not use sources that are older than seven years.
.
Write at least a paragraph for each.1) What is your understand.docxherbertwilson5999
Write at least a paragraph for each.
1) What is your understanding of how a 401(k) plan works? What are the advantages/disadvantages for an employer/employee?
2) What three major types of benefits do contributions to Social Security pay for?
3) What are the employee benefits required by law?
*Use APA format please! and cite accordingly!
.
Write at least 500 words analyzing a subject you find in this .docxherbertwilson5999
Write at least 500 words analyzing a subject you find in this
article
related to a threat to confidentiality, integrity, or availability of data. Use an example from the news.
Include at least one quote from 3 articles, place them in quotation marks and cite in-line (as all work copied from another should be handled).
Cite your sources in a reference list at the end. Do not copy without providing proper attribution (quotation marks and in-line citations). Write in essay format not in bulleted, numbered or other list format
.
Write at least 750 words paper on Why is vulnerability assessme.docxherbertwilson5999
Write at least 750 words paper on “Why is vulnerability assessment critical for data security?” And also prepare twelve minutes or more presentations on this topic by adding notes under each slide. with a separate reference list of at least 3 academically appropriate sources. Provide appropriate attribution. It is important that you use your own words, that you cite your sources, that you comply with the instructions regarding the length of your post. Do not use spinbot or other word replacement software. It usually results in nonsense and is not a good way to learn anything.
.
Write As if You Are Writing in Your Journal (1st Person)Your T.docxherbertwilson5999
**Write As if You Are Writing in Your Journal (1st Person)
Your Thoughts And Intentions.
What challenges do you face (i.e., bad habits, weaknesses, etc.) that you need to address to move forward as a leader? How can you begin to address them? (Be sure to make personal application and make it practical).
.
Write an original, Scholarly Paper, addressing a topic relevant to t.docxherbertwilson5999
Write an original, Scholarly Paper, addressing a topic relevant to the course. A scholarly paper should demonstrate a standard of critical thinking at levels of analysis, evaluation, and synthesis. Be sure to use and cite references that meet the standard for scholarship.
.
Write an observation essay that explains the unique significance.docxherbertwilson5999
Write an
observation essay
that explains the unique significance of a particular person or place within a larger community. Describe the person or place through vivid description, narration, dialogue and sensory details. Help others outside of your community understand why the person or place is important to the community.
Assignment
Observation
, as the CEL describes it, requires writers to "study their subjects and learn something by seeing them in a particular way" (93). Observation essays do more than just report facts: they also "find the hidden meaning, the significant issues, and the important aspects of a particular subject" (93).
Your purpose in this Observation Essay is to
convey the significance of a particular person or place in your community through details that show how the subject "fits" within the community's priorities and values
. Your descriptions and details should make it easy for someone unfamiliar with your community to understand why the person or place you chose is relevant and significant to the community.
*Note: although this essay is intended to be based in recent, firsthand observations, you may write from recent memories instead if you are restricted in travel and mobility during the COVID pandemic. If you are writing from memories, try to recreate scenes and descriptions as though you are seeing them again for the first time.
In order to achieve this purpose, you need to:
Observe and Take field notes. Begin with observing the person or place and writing down notes about what you see, hear, and sense. Plan to observe this person or place 2-3 times. In your notes, record specific actions that you notice, dialogue you overhear, interactions you have with other people, and any important details about the scene that might help you SHOW its significance through vivid detail and narration.
Describe the person or place through actions, details, and dialogue that offer
insight
into why this person or place has unique
significance
as an important part of the community.
Explain context and background that shows how the person or place matters within the larger community. Context might include history, factual information, anecdotes, geographical information, or other details that help an audience understand the person or place as part of something bigger than themselves/itself.
Follow a carefully planned organizational structure that gives priority to specific details, themes, and values. Your final draft should be organized to show the significance of the person or place and should not simply list details in the order you observed them.
Offer a strong introduction that hooks readers with vivid details or action and focuses attention on the significance of the subject. Provide a strong conclusion that
As you look back over your observations and notes, remember that your essay should do more than simply relate details without any larger significance. Your observation of the person or place should .
Write an introduction in APA format in about 2 pages to describe.docxherbertwilson5999
Write an introduction in APA format in about 2 pages to describe any bank organization – its background etc. Then explain how data science and big data is useful for the back.
Also explain the IT team dynamics in the organization I.e. all the positions that are in the IT team of the bank developers, project managers etc.
Also explain how the company uses the agile model in the workflow for the data science projects.
Explain what is structured and unstructured data. What the sources of structured and unstructured data in a bank and what are the sources of these data.
Please provide at least 3-4 in text citation and references.
.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Part 1 The Persuasion ImperativeThere may have been a time whe.docx
1. Part 1 The Persuasion Imperative
There may have been a time when a boss gave orders and
subordinates followed them. If you've watched the AMC series
"Mad Men"—based on Madison Avenue marketing executives in
the 1960s—you've seen an image of deference to authority,
respectful obedience to those higher up in the hierarchy, and a
paternalistic relationship between boss and employee.
With time comes change. Organizations are no longer male
dominated as they were in the 1950s. Laws and policies are in
place that better protect employees against the sometimes-
capricious whims of supervisors.
Another sign of shifting cultural values is the way managers use
their power. Commandments are out. Persuasion is in.
When IBM manager Kate Riley Tenant needed to reassign
managers and engineers to form a database software team, she
had to persuade IBM employees from all corners of the globe,
none of whom directly reported to her. According to Tenant, it's
a big change from when she started in the field 20 years ago.
"You just decided things, and people went off and executed,"
she said. Now, "not everybody reports to you, and so there's
much more negotiation and influence."
John Churchill, a manager with Florida-based Gerdau
Ameristeel Corporation, agrees. The question now, he says, is
"How do I influence this group and gain credibility?"
At IBM, the challenge of persuading employees across reporting
relationships has become so significant that the firm developed
a 2-hour online course to help managers persuade other
employees to help with projects crucial to its business. IBM's
2. tips for managers include the following:
•Build a shared vision
•Negotiate collaboratively
•Make trade-offs
•Build and maintain your network
Despite meeting initial resistance, after completing the training
program, Tenant was able to persuade most IBM managers and
engineers to join the team.
This doesn't mean authority has lost all its power. Robert
Cialdini, a social psychologist who has studied persuasion for
decades, lists authority as one of his keys to influence. Even
more important may be the so-called "bandwagon effect" (or
what Cialdini called "social proof")—Cialdini and others have
found that people are often deeply persuaded by observing what
others are doing. From his research, no message more
effectively got hotel guests to reuse their towels than citing
statistics that others were reusing their towels.
So, if you're a manager who needs to persuade, present the
vision behind the request and be collaborative, but it also
wouldn't hurt to tell those you're trying to persuade about others
who have already agreed to your request.
Based on the above reading and the knowledge gained from
your assigned readings, respond to the following questions:
•Are the precepts of the IBM training program consistent with
your reading this week? Why or why not?
•Are there other keys to persuasion and influence that might be
added to the IBM program?
•If you had a manager who wanted you to do something against
your initial inclination, which of IBM's elements would work
best on you? Why?
•Do you think generational values explain the changing nature
of the employer–employee relationship? You should base your
3. response upon what you learned in Week 1 about values.
Part 2
This week you learned about a number of different leadership
theories. Choose two of today's leaders listed below and
research on their leadership styles:
•Richard Branson
•Michael Dell
•Debbi Fields
•Bill Gates
•Suze Orman
•Donald Trump
•Meg Whitman
•Oprah Winfrey
For each leader you choose, describe why these individuals are
so successful and identify which theory or theories best
exemplify their leadership style.
Find at least three to five articles that will support your
research.
Support your responses with examples.
Cite any sources in APA format.
Submission Details
