ECET 35900, Summer 2014, Laboratory Assignment #6Exploring Ard.docx

ECET 35900, Summer 2014, Laboratory Assignment #6
Exploring Arduino – Part 3
Phase 1:
1. Wire the circuit at right for the example “LCD text with
incrementing number” given in today’s lesson.
2. Verify and upload the sample program, adjust the
potentiometer if needed to adjust the contrast of the LCD.
3. Demonstrate to a lab instructor: _______________________
Phase 2:
1. The Lab #5 Phase 2 circuit is shown at right. Refer to this
circuit, modify the above circuit it to display the temperature on
LCD:
a. Keep the circuit above (Lab #6 Phase 1), add Lab #5 Phase 2
circuit on it.
b. Combine the two sketches (of Lab #5 Phase 2 and Lab #6
Phase 1) together
c. Convert the value of analogRead from temperature sensor to
temperature in degree (either in Fahrenheit or Celsius), with
map function.
d. Display the temperature on LCD.
2. Verify and upload the program.
4. Save the final version of the program as “LCD”

5. Turn this form in to the lab instructor before leaving.
Lab Report
The report for this assignment will be a section of your final
all-in-one report.
1
Page 1 of 1
MGMT 398 – Organizational Development
Journal Reflections Assignment # 1
Due by Monday, 3/24/14 (11:59pm CST)
85 Points
Instructions:
A. Read Chapters 1 – 9, then provide your reflections based on
the text and your own experiences (does not need to be work
experiences, can be volunteer, non-for-profit, etc.).
B. Journal reflections assignment must be 6 pages in length
(double spaced). Must address content from the text readings.
– 3)
– 6)
–
9)

C. Journal reflections must be thoughtful and reflective from
text readings, additional research pertinent to the text and in the
student’s own words.
D. Late submissions are not encouraged and grading will
reflect the lateness of the submission (see syllabus for
information on grading).
Assignment Due Date: 3/24/14 11:59pm CST
Page 1
Organizational Development’s aim to increasing effectiveness
and efficiency stands
in the center of the textbook’s material. It was a great deal of
detail-oriented notions and
classifications to read the several chapters pertaining to the

course. This is a statement and
not relevant to the paragraph. Sometimes after a certain
definitions it became natural to
ask certain questions and find answers in the next chapter. This
discipline that is
Organizational Development can seem a bit “necessary” and
make sense; however it is one
of the most complex as it relates to maximizing two main
components in company’s goals:
effectiveness and efficiency.
The three parts are cohesive in a way that they present
interlinked information
relating to what is Organizational Development, how is it
necessary and what types and
classifications adhere under its umbrella in any organization.
The statement needs to be reworded as it is confusing. I lack
any sort of work experience as I am an international student,
which handicaps me from relating a real-world representation of
the theories represented in the book. However my paper is an
attempt to reflect on the notions I read
and understood well from the point of an organization.
Nowadays the biggest fuel and danger at the same time to a
company, is competition; it
either makes an organization or breaks it. For that,
organizations have to –constantly- juxtapose their actions and
decisions to the trends of the market, customer needs and

economy. To respond to changes, a company must follow a
model that starts by
anticipating their need for change, developing practitioners and
client relations, conducting a diagnostic process, Evaluating and
self-renewal and finally coming up with strategies and
techniques to develop the organization. The book goes smoothly
and navigates between theories from one step to the other.
The book introduces us to the concept of future-shock, which is
too much change in
too short a time and that is the first problem an organization
may encounter. The typical
domains where these changes occur and that a company has to
watch closely are
technological changes, environmental and social.
The renewal process of predicting the future economy, market
or need of clients, is
forecasted and planned upon in the best way and most
distinguished from competitors. Not sure what points you are
trying to make – the concepts are not clear and concise – ideas
are not organized. And that I believe is the best way to sustain
any competitive/comparative advantage an organization has.
The one aspect of change that is standard is, to institutionalize
change into the company value system, which is known as
corporate
culture, this facilitates the process of implementing it instead of
forcing it upon the
organization’s members.
The main tools for change within an adaptive organization are

information, support
and resources and the interconnectedness of these three
elements is crucial to the
effectiveness and efficiency of the organism. Usually when
there is a problem within a company or a certain department, it
stems from lack of communication between the three elements
or a dysfunction in one element that is infectious to the others.
It not enough information is gathered, the support systems are
not efficient or the resources are lacking, it will certainly form
a problem within the organization
The other important aspect of institutionalizing change into the
company is
establishing a code of ethics and overcoming resistance to
change. When I was reading this
section I automatically thought of an accounting firm. If the
GAAP this should be spelled out then you can use initials
guidelines and integrity is not emphasized in any accounting
department, many little mistakes can turn into huge
inconsistencies and possible misrepresentation of financial
statement.
Also, if in any assembly line, a certain new policy is forced
upon workers, these workers
can decrease their efficiency and resist the change, by
developing a US (workers) vs. THEM (management) culture;
where interests of top and bottom managements are not aligned
and the resistance grows even more.
The solution is to make workers or employees ride along any
change implemented in the
organization, is to make them feel they are participating to the

change and by
communication their importance as well as the importance of
the change in the
o r g ani z ati on. It i s vit al to r em in d th e o r g ani z atio
n’s m em ber s o f th e tr u e g o al s o f th e
Organizational Development, and emphasize that it is only
intended to improving the firm ’s
dimensions that affect their performance. This way there will be
no feeling of interest
collision. The ideas in this paragraph are not organized, are
inconsistent with the text.
After getting the tools for change and overcoming the most
apparent obstacle to change, a well-planned change has to be
developed; here is where practitioners must examine and
deliberate attempts to modify the organization and promote
improvement, after they detected the anticipated need for
change. Using the five Practitioners styles, each organization or
each situation may need a different type that relates to the
nature of the change. Then an intervention process is followed
and the consultants point out the
Page 1
“when”,” how”, and with whom to intervene. This step is more
transitional in the sense where the ideas and tools of change are
transported from paper and theory to the actual department or
unit or member that needs intervention.
Then, the most challenging part Organizational Development,

being Diagnosis comes in place. It is the step that leads to
problem solving actions by data collection and meticulous work
of eliminating alternatives to choose the best one. In analyzing
a problem the practitioners with the assistance of clients, state
the problem and elaborate or speculate on the underlying causes
and identify the alternatives they have. This process is all done
by sorting out factual and non-factual information. The process
of collaborating with clients and from their opinions, sorting
their needs is called the Diagnostic process and there are
several diagnostic models that are used by consultants to
analyze the clients’ system problems easily.
The basic strategies relating to Organizational Development are
of three natures,
structural, technological and behavioral. The structural strategy
is one that enables the organization with the framework that
relates elements of the organization, in a smooth effective and
efficient way.
The Technological strategy is basically, implementing a new
technology or innovative
change to the company, that makes it more responsive to market
changes and competition.. And finally the Behavioral strategy is
the use of people as a human resource to improve the
organization, which may be characterized by hiring new skilled
workers or training
existing ones.
The Process of intervention skills is one of the most used as in
Organizational
Development skills, it is a tool to develop and foster
effectiveness in teas as well as assisting
Page 1

work groups. As it is the case for many people, sometimes a
solution is developed by people themselves or clients. Also,
group process is used to observe how groups and members
within an organization behave. There are several types of
process intervention, clarifying,
questioning synthesizing, listening, etc... Do not end a
sentence with etc.
Also, let us not forget an extremely important concept,
Employee Empowerment, a
prevailing technique for fostering the potential in the workers
and potential of the organization. This later is either done by
rewarding members for their work and innovation or by showing
appreciation and letting the employees know how they are
important to the company.
Other techniques may be used such as Career life planning or
even Stress management.
Stress Management and burnout take the form of biofeedback,
meditation, career life planning or wellness programs; these are
destined to making employees feel empowered and remunerated.
For organizational development professionals, sometimes
opportunities and
challenges come in one form. Basic assumptions still seem
relevant in the context of recruitment and resource conservation
which companies face. When people can choose their work
environment, they prefer a setting where they feel valued,
respected and where they can develop. The challenge will be to
integrate social and behavioral changes in the models and
intervention approaches in order to facilitate the emergence of
dynamic new work that reflect diversity, distinctiveness and the

dispersion which now characterize increasingly exchanges.
Due by Monday, 3/24/14 (11:59pm CST)
The tools and techniques developed by practitioners of
organizational development actors
Page 1
are able to intervene effectively in social and human systems.
At a time when the contribution of individuals in the
organization becomes a critical success factor, the principles
and practices specific to organizational development are
particularly useful in a context where the voluntary commitment
of human resources is necessary to meet an extremely tough
competition.
Organizational development and change have always been
closely linked. The more we learn about change in organizations
and we understand that there is no recipe for success. After
years of illusion where very marked and planned change
approaches led us to believe that the method for transforming
organizations exist, one realizes that the change will take shape
if people are able to make sense of it , to through which they
can continue to grow and achieve what is expected of them
every day. The help of professional organizational development
is, in this context, more essential than ever.

It then seems to me personally that although it might not be an
exact science, Organization
developments is an ever-changing discipline that unveils more
and more about what was
not known 15 fifteen years ago. Problems that were not able to
be solved prior to 2014 are
now easier to solve. But again the power of this discipline also
lies to the ability of defining
and examining the social and psychological phenomena of
people and structures and how everything is interconnected.
Please ensure that you read and review your work for
grammatical errors, consistency of ideas, concepts, and
experience before submitting. You have very good points and
ideas but they could have been presented in a more organized
manner, some of the paragraphs contained statements that were
not relevant to
what you were trying to convey.
ECET 35900, Summer 2014, Laboratory Assignment #5
Exploring Arduino – Part 2
Phase 1:
1. Wire the circuit for Reading the output voltage from
Potentiometer Voltage Divider
2. Verify and upload the sample program, adjust the
potentiometer to display reading on the serial monitor.
Phase 2:
1. Wire the circuit “Temperature Alert System Using TMP36
Temperature Sensor”.

2. Spend 30 minutes trying to write a sketch for the system.
4. Hand sketch to the instructor and obtain a solution sheet at
the same time.
Phase 3:
6. Modify the Phase 2 circuit above to the make it an Automatic
Night Light.
9. Save the final version of the program as “Night_Light”
10. Turn this form in to the lab instructor before leaving.
Lab Report
The report for this assignment will be a section of your final
all-in-one report.
1
Page 1 of 1

ECET 35900, Summer 2014, Laboratory Assignment #6Exploring Ard.docx

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