1. The meaning for criteria is defined as a standard of judgement.docx
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1. The meaning for criteria is defined as a standard of judgement . It is a r ule or principle for evaluating or testing something. Criteria is used by gathering information to help us identify and to bring clarity when trying to make decisions. An example of criteria is used when choosing the best c andidate for a jo b a review of their qualifications and work history can help assist in choosing the best person for the po sition . Criteria ga thered by ask ing a pa tient questions of how they are feel ing , wha t symptoms they are having and running different test can help a physician to prove the caus e of ill ness . My potential to pic for the wor kplace problem is creating a wor k sch edule fo r our receiving de partment . The to pics that need to be ad dr essed are; hours of o peration , current s taffing po sition , and to make sur e operations run sm oothly . The two rea sons this is bein g addressed is to make sur e p roduction is serviced properly and business de mand. 2. From the e-Activity, identify the key aspects of the Fourth Amendment to the U.S. Constitution and analyze the manner in which it pertains to the average American citizen in regard to search a nd seizure. Provide a rational for your response. The Fourth Amendment was created to keep government form seizing homes and searching homes that were suspected of being disloyal to the British King. In todays society the Fourth Amendment is to ensure the government respects its citizens privacy and their rights to be left alone by arbitrary interferences from law enforcement. Identify 2 situations where a p olice officer may stop and question individuals based on their visual behavior, which is a lso known as a patdown . Next, give your opinion as to w hether or not the reasons why the police patdown the individuals are vailid in the situations you identified. Provide a rational for your response. One situation where it is legal of officers to patdawn an individual on visual b ehavior is to identify someone who looks like a suspect named in an arrest warrant or if they match a d iscription of an (APB) all-points bulletin. The s econd where a patdown would be acceptable is in an emergency situation such as if the officer believes a person is armed and causes imminent danger to public safety. In my opinion these reasons are sound for a patdown based on visual behavior because if there is an arrest warrant for an individual and someone matches the description then the officer is obligated to patdown and question the individual. Also the individual may be a danger to him/her self or others so this would give officer cause to conduct a patdown . If an individual is considered to be a rmed and dangerous then an officer has the right to conduct a patdown . 3. Motivation is defined as the process that initiates, guides, and maintains goal oriented behaviors. The term motivation refers to factors that activate, direct, and sustain g.
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IntroductionThis presentation guide will.docx
Introduction
This presentation guide will explain and outline the abilities, knowledge, and skills of a security employee to protect a centralized warehouse that distributes electronic equipment to a chain of electronics stores. The outline will cover following topics: Investigative principals, criminal investigations, evidence acquisition and management, employment-related investigations, administrative and personnel investigations, employee training, and the importance and methods of investigating and documenting work-related injuries as an element of the worker’s compensation claim process.
1
Investigative Principals
Investigators must be experienced, trained, and independent as possible. Relevant documentation must be reviewed and secured, relevant issues must be pursued and identified, and relevant witnesses must be thoroughly interviewed and identified. Sufficiently resourced is how the investigations must be. Relevant digital and physical evidence must be collected, preserved, identified and examined as necessary. “The analysis of all the material gathered during the investigation must be objective and based solely on the facts” (Esteves, 2014). Confidentiality, anonymity, women and children safety and welfare, professional care and competence, planning and review, and planning or reviewing are other investigative principles that a new hire must obtain.
2
Criminal Investigations
Locard’s exchange principal is the key principle to underlying crime scene investigation. It states that something physical is added to and removed from the scene, whenever someone enters enter and exits the room. “This principle is generally summed up by stating, Every contact leaves a trace. The logic behind this principle allows investigators to link suspects to victims, to physical objects, and to scenes. Any evidence that can link a person to the scene is referred to as associative evidence” (Crime Scene investigations, 2013). Associative evidence, reconstructive evidence, and control substances are all aspects of criminal investigations. Associate evidence answers the question, who did this?, by collecting items like fingerprints, weapons, hair, and blood. Reconstructive evidence answers the question, how did it happen?, by collecting evidence from like bullet paths, show prints, and broken windows. Control substances help establish the linkage of people and things to a scene by collecting trace evidence, which are items like glass fragments, fibers, or soil.
3
Administrative Investigations
Administrative investigations are non criminal investigations related to misconduct or actions of an employee. A criminal investigation deals with an allegation of criminal misconduct and/or violation of federal, state or local criminal codes. When a person or employee is held liable for an action they commit , they are under administrative investigation . A perfect example would be a police department.
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IntroductionThis presentation guide will.docx
Introduction
This presentation guide will explain and outline the abilities, knowledge, and skills of a security employee to protect a centralized warehouse that distributes electronic equipment to a chain of electronics stores. The outline will cover following topics: Investigative principals, criminal investigations, evidence acquisition and management, employment-related investigations, administrative and personnel investigations, employee training, and the importance and methods of investigating and documenting work-related injuries as an element of the worker’s compensation claim process.
1
Investigative Principals
Investigators must be experienced, trained, and independent as possible. Relevant documentation must be reviewed and secured, relevant issues must be pursued and identified, and relevant witnesses must be thoroughly interviewed and identified. Sufficiently resourced is how the investigations must be. Relevant digital and physical evidence must be collected, preserved, identified and examined as necessary. “The analysis of all the material gathered during the investigation must be objective and based solely on the facts” (Esteves, 2014). Confidentiality, anonymity, women and children safety and welfare, professional care and competence, planning and review, and planning or reviewing are other investigative principles that a new hire must obtain.
2
Criminal Investigations
Locard’s exchange principal is the key principle to underlying crime scene investigation. It states that something physical is added to and removed from the scene, whenever someone enters enter and exits the room. “This principle is generally summed up by stating, Every contact leaves a trace. The logic behind this principle allows investigators to link suspects to victims, to physical objects, and to scenes. Any evidence that can link a person to the scene is referred to as associative evidence” (Crime Scene investigations, 2013). Associative evidence, reconstructive evidence, and control substances are all aspects of criminal investigations. Associate evidence answers the question, who did this?, by collecting items like fingerprints, weapons, hair, and blood. Reconstructive evidence answers the question, how did it happen?, by collecting evidence from like bullet paths, show prints, and broken windows. Control substances help establish the linkage of people and things to a scene by collecting trace evidence, which are items like glass fragments, fibers, or soil.
3
Administrative Investigations
Administrative investigations are non criminal investigations related to misconduct or actions of an employee. A criminal investigation deals with an allegation of criminal misconduct and/or violation of federal, state or local criminal codes. When a person or employee is held liable for an action they commit , they are under administrative investigation . A perfect example would be a police department.
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What Makes a Good Police OfficerThe most honest and direct re.docx
What Makes a Good Police Officer?
The most honest and direct reply to this question is “a good person who happens to be a police officer.” The original question suggests that a police officer is something other than human. We all get caught up in labeling and assigning titles to identify people who we may not understand instead of identifying them by their individual accomplishments. By labeling an entire group, especially when we do not understand the group, it is very easy to associate bad behavior from one person in the group as a trait of every person in that group. The truth is that not everyone in any group shares the same traits. The hope is that police departments hire people with good traits that are common to good people.
A good police officer is a good person who happens to be a person who seriously accepts the awesome
responsibility. The few basic traits a good person possesses are compassion, honesty, integrity, truthfulness, grace, mercy, a belief in justice, --and most important of all, humility. Humility is at the top of the list because in order for one to truly be humble, they must possess all the previous mentioned traits. These are traits that cannot be taught; they are ones that come from the heart and are forged into the spirit of a person through their upbringing and life experience.
Considering the Role and Responsibility of Power
It is logical that one would believe the above-mentioned traits that define a good person would also define a good police officer. This may not be the case as there is one component to this equation that is unique to a police officer that the average person does not have. That component is power. All people, no matter who they are, experience a change in their perspective. A person who does not possess all the good traits may have a perspective that is not in line with what is considered good.
A simple comparison is, in business and industry, the most a person with power can do is take another
person’s job away. Depending on the moral fiber of that industry boss, the abuse of their power may become easy for them and they may use that as a shortcut to get out of retraining someone or dealing with a complicated situation. The quick solution phenomenon of removing a person from a company as a matter of convenience rather than cause may result in the industry boss losing their moral compass, thus losing their compassion for others.
This phenomenon can also be present in persons who have enormous power, such as police officers. Police officers have the ability to take away a person’s freedom. The officer must keep their morality, humility, and compassion for others, and practice grace and mercy every day. Keeping these virtues at the forefront of their thinking demands that the officer employ a different manner of thinking and a lifestyle that upholds these virtues. They must know their job and the people they serve so well that they have the ability to know when their actions will affect someone.
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I am Clinical psychologist & I have great experience in this feild.I having many other skills .As a writer, I would consider myself to be a very strong writer. When it comes to writing or having different writing assignments, I have to write everything down on a piece of paper to get my thoughts out and just let my pen flow. I tend to write essays only when I am assigned, but for the most part, I write everyday. I personally like to write about me in particular but mainly I enjoy writing about overcoming different obstacles people face in life .
✅ Place an order if you want great content that increases , engages readers, and helps you achieve.
✅ aqsashahid947@gmail.com
2New Security Employee OutlineIntroductionInvestigativ.docx
2
New Security Employee Outline
Introduction:
Investigative principles are very important to successful security personnel operational duties and effectiveness when investigating criminally related scenarios. Utilizing proven investigate tactics will enable the newly hired security employee to possess the means for resolving situations that require structured investigative tactics for success. This employee guide provides an overview of key investigative principles for the security professional.
Searching
1. Security employees are expected to conduct search patrols within an investigative manner, to identify possible breaches or suspicious activity in the electronics warehouse. Security searches may include an attempt at tracking trespassers, locating items that may have been lost or stolen as a result of insider theft, and trying to find evidence related to a criminal investigation within the premises.
Interviews
2. Security personnel who have been suspected of any violations up to and including theft, sexual misconduct, sexual harassment, violence, vandalism, or time theft, will be interviewed by the HR department to determine further action. For instances related to theft of any electronics from within the warehouse, a process of elimination will be conducted to determine which employees were actively working during the theft incident, and at which area of the building it occurred at. Employee background and history will be compared against one another to determine the most likely culprit of the offense. “For each interview, you should prepare opening and closing remarks and a set of questions. This does not preclude asking follow up questions during the interview.” (Slater, 2010).
Evidence Overview
3. New employees should be aware of the importance of analyzing and utilizing physical evidence to help determine who is responsible for any crimes possibly associated with them. Damage to warehouse equipment, broken glass, marks on the floor, and any type of stains found, can be associated with physical evidence. Security employees can follow a trail of evidence to aid in determining how, why, and who committed an offense/s within the electronics warehouse. Documentable evidence are other forms of physical evidence that provide a hard copy of verifiable facts, statistics, and associated employee information. During the investigative overview process, investigative security personnel possess the professional capacity to review documentable evidence and compare information acquired to newly relevant information within the investigation.
Evidence Preservation
4. Preserving important evidence is crucial during the investigative process. Items found that are considered relevant to the security investigation should be clearly marked and labeled, according to their identification standards. Evidence that has not been preserved with proper care and storage carefulness, may be considered inadmissible if used in a court of law because of the degree ...
2New Security Employee OutlineIntroductionInvestigat.docx
2
New Security Employee Outline
Introduction:
Investigative principles are very important to successful security personnel operational duties and effectiveness when investigating criminally related scenarios. Utilizing proven investigate tactics will enable the newly hired security employee to possess the means for resolving situations that require structured investigative tactics for success. This employee guide provides an overview of key investigative principles for the security professional.
Searching
1. Security employees are expected to conduct search patrols within an investigative manner, to identify possible breaches or suspicious activity in the electronics warehouse. Security searches may include an attempt at tracking trespassers, locating items that may have been lost or stolen as a result of insider theft, and trying to find evidence related to a criminal investigation within the premises.
Interviews
2. Security personnel who have been suspected of any violations up to and including theft, sexual misconduct, sexual harassment, violence, vandalism, or time theft, will be interviewed by the HR department to determine further action. For instances related to theft of any electronics from within the warehouse, a process of elimination will be conducted to determine which employees were actively working during the theft incident, and at which area of the building it occurred at. Employee background and history will be compared against one another to determine the most likely culprit of the offense. “For each interview, you should prepare opening and closing remarks and a set of questions. This does not preclude asking follow up questions during the interview.” (Slater, 2010).
Evidence Overview
3. New employees should be aware of the importance of analyzing and utilizing physical evidence to help determine who is responsible for any crimes possibly associated with them. Damage to warehouse equipment, broken glass, marks on the floor, and any type of stains found, can be associated with physical evidence. Security employees can follow a trail of evidence to aid in determining how, why, and who committed an offense/s within the electronics warehouse. Documentable evidence are other forms of physical evidence that provide a hard copy of verifiable facts, statistics, and associated employee information. During the investigative overview process, investigative security personnel possess the professional capacity to review documentable evidence and compare information acquired to newly relevant information within the investigation.
Evidence Preservation
4. Preserving important evidence is crucial during the investigative process. Items found that are considered relevant to the security investigation should be clearly marked and labeled, according to their identification standards. Evidence that has not been preserved with proper care and storage carefulness, may be considered inadmissible if used in a court of law because of the degree ...
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Polygraph testing involves the use of an instrument which detects and measures some of the physiological changes that take place in the human body when a person lies. These tests are particularly prevalent in the retail industry.Polygraph tests are used frequently in many fields, such as law enforcement, national security, and private investigations. The exam is typically broken down into four phases: the initial interrogation and pre-test phase, the in-test (polygraph exam), and the post-test phase.The primary purpose of the polygraph test in security screening is to identify individuals who present serious threats to national security. To put this in the language of diagnostic testing, the goal is to reduce to a minimum the number of false negative cases (serious security risks who pass the diagnostic screen).
Listen to Me First Week 2 Transcript Version 12Listen to Me.docx
Listen to Me First: Week 2 Transcript
Version 1
2Listen to Me First: Week 2 Transcript
Speakers: Host, Dr. Grace Telesco
Host: Welcome to this week’s podcast. This week we’ll be discussing law enforcement as first line service providers.
What is the law enforcement officer’s role as a first-line service provider of mental health and crisis intervention?
DR. TELESCO: Well you know, when we were talking about Week One, we were saying that officers are agents of government, and when a police officer is sworn in, they take an oath and that oath is to protect and uphold the constitution of the United States and their particular state.
One of the things we’re also upholding is something called a social contract. This is power that the people give to the police in exchange for protection and service. Thus the tagline, that the police are there to protect and to serve. So we want to say about 80 percent of policing is service oriented. What that means is that nine times out of ten, a police officer is going to responding to things like past crimes, a person that is sick, a child is lost, all of these different things which are sort of non-crime related are actually opportunities for the law enforcement and the police to be service providers of not only mental health but also crisis intervention.
Host: What are some examples of service calls that involve mental health services and crisis intervention?
DR. TELESCO: Well, I have served as a lieutenant in the NYPD, and I did that for twenty years. This is anecdotal of course, but it is backed up by empirical evidence, which suggests that officers are responding to typical calls for service that are not everything that you kind of see in the media. You know, not everything that you see in film with various shootings or arrests, arresting the bad guy kind of things.
Most of the time, the typical call that a police officer responds to is something like someone who is sick, someone who is maybe exhibiting a mental illness, who is apparently mentally ill and may be a danger to themselves or others, a disaster situation, a motor vehicle accident where several people may have been injured and any people are in crisis.
You know, we used to have a saying in the police academy in New York that policing is actually hours of boredom and moments of terror. And so it may not be seen as exciting as something that you see in Hollywood, but the typical call for service is that of crisis interventionists, if you will, mental health service providers. And most people don’t see that role for law enforcement. They see law enforcement as, you know, getting involved in shootings or locking up the bad guys – and we do that too. There’s no doubt that we do that too, but more often than not we’re responding to those kinds of calls where people are in need of our service either from a mental health perspective or from a crisis perspective.
Host: What strategies does law enforcement use for crisis intervention and menta ...
How I Failed as a Safety ManagerPublished on February 1, 2017B.docx
How I Failed as a Safety Manager
Published on February 1, 2017
By: Peter Jensen Sr (Safety Pete) CUSP
I have managed safety for some 30 years, to one extent or another. This includes union and nonunion as well as all trades, from transmission line men to laborers in different states. I feel that a good safety manager is also a good safety mentor. The primary function of a safety leader is to coach, correct and train, in other words, educate and influence.
Safety Managing isn’t easy; it’s an emotionally charged rollercoaster, if you take the job seriously, and try to build a safety culture from little or nothing. To do it right, you can’t give company management, the answers; rather you must gently guide them, as they learn and process the safety lessons you provide.
From the outside looking in, it seems to be an easy job, and I have been asked by many companies and people to tell them or teach them the magic formula for a successful safety program. A successful safety program, really! For my part, I can never quite see myself as successful. “Success eludes the malcontent”. By definition malcontent is one who is in active opposition to an established order or dissatisfied with the existing state of affairs. So hearing “that’s the way we always do it” just challenges me.
My first mistake was not recognizing the company for what it really was. It was another production machine needing window dressing. Where production rules the company goal or is top priority. When this happens, then safety fails every time. It’s an immense ego stroke to have company president during an interview say, “I want you to be our safety leader. Will you coach us, train and teach us, and build us a safety program”?
I set out to teach the company what it needed to know about safety. Developing a significant Safety & Health program was the first step. But it was soon obvious to me that they didn’t really want to learn how to achieve safety goals or develop a safety culture, necessary to successfully grow organization in the coming years. Rather, they wanted a magic potion that would turn them into that kind of company. That being said I have been very successful with 70% of the field personnel, 50% of the foreman overseeing the individual tasks on a project, and 30% of the superintendents. The closer to the top of the company I go the less success I can find.
Failure is guaranteed when accountability or consequences are missing.
So what did I learn from all this? Well for starters you can lead the company ” horse” to water but you can’t make it think. I could provide the best advice, guidance, and safety leadership, and training, but if the company doesn’t want to listen and learn, it is all for naught. Safety and production must be blended into forward motion. I feel no production should be valued in the absents of safety. As an example I once asked the president of a company to do just one thing to help safety. Start each and every meeting with a question to the group. ...
Critical Thinking 2
How you can analyze and interpret information you receive everyday to understand its validity.
Your supervisor, Sophia, Ballot Online director of information t.docx
Your supervisor, Sophia, Ballot Online director of information technology, has tasked you with creating a presentation that will convince the executives that using cloud-based computing to accommodate Ballot Online future growth rather than trying to expand the current infrastructure will help the company do business faster and at lower cost while conserving IT resources.
Question:
Create a high-level proposal for a compliance program for Ballot Online that enables the organization and its employees to conduct itself in a manner that is in compliance with legal and regulatory requirements.
The proposal will be one to two pages in length and should take the form of a high-level outline or flowchart showing the different components and relationships among the components.
Include the following elements that are generally found in an effective program:
● Identification of company employees who have oversight over the program, their roles, and responsibilities
● List of high-level policies and/or procedures that may be required
● List of high-level training and education programs that may be required
● Relationships between components of the program, including (but not limited to):
○ communication channels
○ dependencies
● Identification of enforcement mechanism
● Identification of monitoring and auditing mechanisms
● How will responses to compliance issues be handled, and how will corrective action plans be developed?
● How are risk assessments handled?
Please add references
.
Your selected IEP. (Rudy)Descriptions of appropriate instructi.docx
Your selected IEP. (Rudy)
Descriptions of appropriate instructional and assessment accommodations for the exceptional student based on their needs as described in the IEP.
You will need to list and describe the appropriate assessment tools and accommodations.
You will also need to describe how the lesson can be modified for other learners with varying reading deficiencies.
Rudy IEP
Current Grade: 2
Present Levels of Educational Performance
• Ruby is in good health with no known physical performance issues, and she socializes well with her peers.
• Ruby performs at grade level in all subjects except reading.
• Ruby can identify all letters of the alphabet and knows the sound of most consonants and short vowels.
• Her sight vocabulary is approximately 65 to 70 words, and she reads on the primer level.
• Ruby can spell most words in a first-grade textbook, but has difficulty with words in the second-grade textbook.
Annual Goals
1. By the end of the school year, Ruby will read at a beginning second-grade level with 90% accuracy in word recognition and 80% accu- racy in word comprehension.
Person Responsible: Resource Teacher
2. By the end of the school year, Ruby will increase her sight word vocabulary to 150 words.
Person Responsible: Resource Teacher
3. By the end of the school year, Ruby will read and spell at least 75% of the second-grade spelling words.
Person Responsible: Second-Grade Teacher
Amount of Participation in General Education
• Ruby will participate in all second-grade classes and activities except for reading.
Special Education and Related Services
• Ruby will receive individualized and/or small-group instruction in reading from the Resource Teacher for 30 minutes each day.
.
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Similar to 1. The meaning for criteria is defined as a standard of judgement.docx
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What Makes a Good Police OfficerThe most honest and direct re.docx
What Makes a Good Police Officer?
The most honest and direct reply to this question is “a good person who happens to be a police officer.” The original question suggests that a police officer is something other than human. We all get caught up in labeling and assigning titles to identify people who we may not understand instead of identifying them by their individual accomplishments. By labeling an entire group, especially when we do not understand the group, it is very easy to associate bad behavior from one person in the group as a trait of every person in that group. The truth is that not everyone in any group shares the same traits. The hope is that police departments hire people with good traits that are common to good people.
A good police officer is a good person who happens to be a person who seriously accepts the awesome
responsibility. The few basic traits a good person possesses are compassion, honesty, integrity, truthfulness, grace, mercy, a belief in justice, --and most important of all, humility. Humility is at the top of the list because in order for one to truly be humble, they must possess all the previous mentioned traits. These are traits that cannot be taught; they are ones that come from the heart and are forged into the spirit of a person through their upbringing and life experience.
Considering the Role and Responsibility of Power
It is logical that one would believe the above-mentioned traits that define a good person would also define a good police officer. This may not be the case as there is one component to this equation that is unique to a police officer that the average person does not have. That component is power. All people, no matter who they are, experience a change in their perspective. A person who does not possess all the good traits may have a perspective that is not in line with what is considered good.
A simple comparison is, in business and industry, the most a person with power can do is take another
person’s job away. Depending on the moral fiber of that industry boss, the abuse of their power may become easy for them and they may use that as a shortcut to get out of retraining someone or dealing with a complicated situation. The quick solution phenomenon of removing a person from a company as a matter of convenience rather than cause may result in the industry boss losing their moral compass, thus losing their compassion for others.
This phenomenon can also be present in persons who have enormous power, such as police officers. Police officers have the ability to take away a person’s freedom. The officer must keep their morality, humility, and compassion for others, and practice grace and mercy every day. Keeping these virtues at the forefront of their thinking demands that the officer employ a different manner of thinking and a lifestyle that upholds these virtues. They must know their job and the people they serve so well that they have the ability to know when their actions will affect someone.
Poly graph testing
I am Clinical psychologist & I have great experience in this feild.I having many other skills .As a writer, I would consider myself to be a very strong writer. When it comes to writing or having different writing assignments, I have to write everything down on a piece of paper to get my thoughts out and just let my pen flow. I tend to write essays only when I am assigned, but for the most part, I write everyday. I personally like to write about me in particular but mainly I enjoy writing about overcoming different obstacles people face in life .
✅ Place an order if you want great content that increases , engages readers, and helps you achieve.
✅ aqsashahid947@gmail.com
2New Security Employee OutlineIntroductionInvestigativ.docx
2
New Security Employee Outline
Introduction:
Investigative principles are very important to successful security personnel operational duties and effectiveness when investigating criminally related scenarios. Utilizing proven investigate tactics will enable the newly hired security employee to possess the means for resolving situations that require structured investigative tactics for success. This employee guide provides an overview of key investigative principles for the security professional.
Searching
1. Security employees are expected to conduct search patrols within an investigative manner, to identify possible breaches or suspicious activity in the electronics warehouse. Security searches may include an attempt at tracking trespassers, locating items that may have been lost or stolen as a result of insider theft, and trying to find evidence related to a criminal investigation within the premises.
Interviews
2. Security personnel who have been suspected of any violations up to and including theft, sexual misconduct, sexual harassment, violence, vandalism, or time theft, will be interviewed by the HR department to determine further action. For instances related to theft of any electronics from within the warehouse, a process of elimination will be conducted to determine which employees were actively working during the theft incident, and at which area of the building it occurred at. Employee background and history will be compared against one another to determine the most likely culprit of the offense. “For each interview, you should prepare opening and closing remarks and a set of questions. This does not preclude asking follow up questions during the interview.” (Slater, 2010).
Evidence Overview
3. New employees should be aware of the importance of analyzing and utilizing physical evidence to help determine who is responsible for any crimes possibly associated with them. Damage to warehouse equipment, broken glass, marks on the floor, and any type of stains found, can be associated with physical evidence. Security employees can follow a trail of evidence to aid in determining how, why, and who committed an offense/s within the electronics warehouse. Documentable evidence are other forms of physical evidence that provide a hard copy of verifiable facts, statistics, and associated employee information. During the investigative overview process, investigative security personnel possess the professional capacity to review documentable evidence and compare information acquired to newly relevant information within the investigation.
Evidence Preservation
4. Preserving important evidence is crucial during the investigative process. Items found that are considered relevant to the security investigation should be clearly marked and labeled, according to their identification standards. Evidence that has not been preserved with proper care and storage carefulness, may be considered inadmissible if used in a court of law because of the degree ...
2New Security Employee OutlineIntroductionInvestigat.docx
2
New Security Employee Outline
Introduction:
Investigative principles are very important to successful security personnel operational duties and effectiveness when investigating criminally related scenarios. Utilizing proven investigate tactics will enable the newly hired security employee to possess the means for resolving situations that require structured investigative tactics for success. This employee guide provides an overview of key investigative principles for the security professional.
Searching
1. Security employees are expected to conduct search patrols within an investigative manner, to identify possible breaches or suspicious activity in the electronics warehouse. Security searches may include an attempt at tracking trespassers, locating items that may have been lost or stolen as a result of insider theft, and trying to find evidence related to a criminal investigation within the premises.
Interviews
2. Security personnel who have been suspected of any violations up to and including theft, sexual misconduct, sexual harassment, violence, vandalism, or time theft, will be interviewed by the HR department to determine further action. For instances related to theft of any electronics from within the warehouse, a process of elimination will be conducted to determine which employees were actively working during the theft incident, and at which area of the building it occurred at. Employee background and history will be compared against one another to determine the most likely culprit of the offense. “For each interview, you should prepare opening and closing remarks and a set of questions. This does not preclude asking follow up questions during the interview.” (Slater, 2010).
Evidence Overview
3. New employees should be aware of the importance of analyzing and utilizing physical evidence to help determine who is responsible for any crimes possibly associated with them. Damage to warehouse equipment, broken glass, marks on the floor, and any type of stains found, can be associated with physical evidence. Security employees can follow a trail of evidence to aid in determining how, why, and who committed an offense/s within the electronics warehouse. Documentable evidence are other forms of physical evidence that provide a hard copy of verifiable facts, statistics, and associated employee information. During the investigative overview process, investigative security personnel possess the professional capacity to review documentable evidence and compare information acquired to newly relevant information within the investigation.
Evidence Preservation
4. Preserving important evidence is crucial during the investigative process. Items found that are considered relevant to the security investigation should be clearly marked and labeled, according to their identification standards. Evidence that has not been preserved with proper care and storage carefulness, may be considered inadmissible if used in a court of law because of the degree ...
Polygraph Testing Management Plan through Psychotherapy CBT, Behavior Therapy...
Polygraph Testing Management Plan through Psychotherapy CBT, Behavior Therapy, REBT
Polygraph testing involves the use of an instrument which detects and measures some of the physiological changes that take place in the human body when a person lies. These tests are particularly prevalent in the retail industry.Polygraph tests are used frequently in many fields, such as law enforcement, national security, and private investigations. The exam is typically broken down into four phases: the initial interrogation and pre-test phase, the in-test (polygraph exam), and the post-test phase.The primary purpose of the polygraph test in security screening is to identify individuals who present serious threats to national security. To put this in the language of diagnostic testing, the goal is to reduce to a minimum the number of false negative cases (serious security risks who pass the diagnostic screen).
Listen to Me First Week 2 Transcript Version 12Listen to Me.docx
Listen to Me First: Week 2 Transcript
Version 1
2Listen to Me First: Week 2 Transcript
Speakers: Host, Dr. Grace Telesco
Host: Welcome to this week’s podcast. This week we’ll be discussing law enforcement as first line service providers.
What is the law enforcement officer’s role as a first-line service provider of mental health and crisis intervention?
DR. TELESCO: Well you know, when we were talking about Week One, we were saying that officers are agents of government, and when a police officer is sworn in, they take an oath and that oath is to protect and uphold the constitution of the United States and their particular state.
One of the things we’re also upholding is something called a social contract. This is power that the people give to the police in exchange for protection and service. Thus the tagline, that the police are there to protect and to serve. So we want to say about 80 percent of policing is service oriented. What that means is that nine times out of ten, a police officer is going to responding to things like past crimes, a person that is sick, a child is lost, all of these different things which are sort of non-crime related are actually opportunities for the law enforcement and the police to be service providers of not only mental health but also crisis intervention.
Host: What are some examples of service calls that involve mental health services and crisis intervention?
DR. TELESCO: Well, I have served as a lieutenant in the NYPD, and I did that for twenty years. This is anecdotal of course, but it is backed up by empirical evidence, which suggests that officers are responding to typical calls for service that are not everything that you kind of see in the media. You know, not everything that you see in film with various shootings or arrests, arresting the bad guy kind of things.
Most of the time, the typical call that a police officer responds to is something like someone who is sick, someone who is maybe exhibiting a mental illness, who is apparently mentally ill and may be a danger to themselves or others, a disaster situation, a motor vehicle accident where several people may have been injured and any people are in crisis.
You know, we used to have a saying in the police academy in New York that policing is actually hours of boredom and moments of terror. And so it may not be seen as exciting as something that you see in Hollywood, but the typical call for service is that of crisis interventionists, if you will, mental health service providers. And most people don’t see that role for law enforcement. They see law enforcement as, you know, getting involved in shootings or locking up the bad guys – and we do that too. There’s no doubt that we do that too, but more often than not we’re responding to those kinds of calls where people are in need of our service either from a mental health perspective or from a crisis perspective.
Host: What strategies does law enforcement use for crisis intervention and menta ...
How I Failed as a Safety ManagerPublished on February 1, 2017B.docx
How I Failed as a Safety Manager
Published on February 1, 2017
By: Peter Jensen Sr (Safety Pete) CUSP
I have managed safety for some 30 years, to one extent or another. This includes union and nonunion as well as all trades, from transmission line men to laborers in different states. I feel that a good safety manager is also a good safety mentor. The primary function of a safety leader is to coach, correct and train, in other words, educate and influence.
Safety Managing isn’t easy; it’s an emotionally charged rollercoaster, if you take the job seriously, and try to build a safety culture from little or nothing. To do it right, you can’t give company management, the answers; rather you must gently guide them, as they learn and process the safety lessons you provide.
From the outside looking in, it seems to be an easy job, and I have been asked by many companies and people to tell them or teach them the magic formula for a successful safety program. A successful safety program, really! For my part, I can never quite see myself as successful. “Success eludes the malcontent”. By definition malcontent is one who is in active opposition to an established order or dissatisfied with the existing state of affairs. So hearing “that’s the way we always do it” just challenges me.
My first mistake was not recognizing the company for what it really was. It was another production machine needing window dressing. Where production rules the company goal or is top priority. When this happens, then safety fails every time. It’s an immense ego stroke to have company president during an interview say, “I want you to be our safety leader. Will you coach us, train and teach us, and build us a safety program”?
I set out to teach the company what it needed to know about safety. Developing a significant Safety & Health program was the first step. But it was soon obvious to me that they didn’t really want to learn how to achieve safety goals or develop a safety culture, necessary to successfully grow organization in the coming years. Rather, they wanted a magic potion that would turn them into that kind of company. That being said I have been very successful with 70% of the field personnel, 50% of the foreman overseeing the individual tasks on a project, and 30% of the superintendents. The closer to the top of the company I go the less success I can find.
Failure is guaranteed when accountability or consequences are missing.
So what did I learn from all this? Well for starters you can lead the company ” horse” to water but you can’t make it think. I could provide the best advice, guidance, and safety leadership, and training, but if the company doesn’t want to listen and learn, it is all for naught. Safety and production must be blended into forward motion. I feel no production should be valued in the absents of safety. As an example I once asked the president of a company to do just one thing to help safety. Start each and every meeting with a question to the group. ...
Critical Thinking 2
How you can analyze and interpret information you receive everyday to understand its validity.
Similar to 1. The meaning for criteria is defined as a standard of judgement.docx (20)
Teaching tech checklist Psych-heuristics implemented on mobile APPs [Alcohol ...
Teaching tech checklist Psych-heuristics implemented on mobile APPs [Alcohol ...
Teaching technique: Future of Rx label checklist mobile APP (Stotler, 2019)
Teaching technique: Future of Rx label checklist mobile APP (Stotler, 2019)
Evidence-Based-Practice-The-Basic-Principles-vs-Dec-2015.pdf
Evidence-Based-Practice-The-Basic-Principles-vs-Dec-2015.pdf
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What Makes a Good Police OfficerThe most honest and direct re.docx
2New Security Employee OutlineIntroductionInvestigativ.docx
2New Security Employee OutlineIntroductionInvestigativ.docx
2New Security Employee OutlineIntroductionInvestigat.docx
2New Security Employee OutlineIntroductionInvestigat.docx
Polygraph Testing Management Plan through Psychotherapy CBT, Behavior Therapy...
Polygraph Testing Management Plan through Psychotherapy CBT, Behavior Therapy...
Listen to Me First Week 2 Transcript Version 12Listen to Me.docx
Listen to Me First Week 2 Transcript Version 12Listen to Me.docx
How I Failed as a Safety ManagerPublished on February 1, 2017B.docx
How I Failed as a Safety ManagerPublished on February 1, 2017B.docx
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Young consumers’ insights on brand equity Effects of bra.docx
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1
CONTENTS
INTRODUCTION
LITERATURE REVIEW
METHODOLOGY
2
- Data set development
- Customer expectation
--Brand recognition
--The quality of the brand is guaranteed
- Advantage of Brand effect
-- Increase market share
--Increase of competitive advantage
Research Background
- Data set development
- Customer expectation
--Brand recognition
--The quality of the brand is guaranteed
- Advantage of Brand effect
-- Increase market share
--Increase of competitive advantage
Research Background
3
Research problem
-Limited research
-Different research perspectives
-The impact factor of brand equity
Research objectives
The purpose of this study is to measure the relationship between brand loyalty, brand awareness and brand image and brand equity of young consumers.
Aaker (1991) Model theory was incorporated into the relevant research system
Identify the relationship between brand equity and brand loyalty, brand awareness and brand image
The research scope of brand effect has been expanded
Provide guidance for enterprises to design effective strategies
Significant of study
Contribution
Scope of study
Master students are the main research objects, and the research scope is to investigate Chinese master students.
THEORETICAL FRAMEWORK
The conclusion of this paper is based on the principle of Aaker (1991) model.
It can be said that customers' attitude towards brands has an important impact on brand assets (Choi, Parsa, Sigala, & Putrevu, 2009).
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LITERATURE REVIEW
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You will examine a scenario that includes an inter-group conflict. In this scenario, you are recognized as an authority in cross-cultural psychology and asked to serve as a consultant to help resolve the conflict. You will be asked to write up your recommendations in a 5–6page paper not including your title and reference page.
Reference
Darley, J.M. & Latané, B. (1968). Bystander interview in emergencies: Diffusion of responsibility. Journal of Personality and Social Psychology, 8(4), 377-383.
To Prepare:
Review the following:
Scenario: Culture, Psychology, and Community
Imagine an international organization has approached you to help resolve an inter-group conflict. You are an authority in cross-cultural psychology and have been asked to serve as a consultant based on a recent violent conflict involving a refugee community in your town and a local community organization. In the days, weeks, and months leading up to the violent conflict, there were incidents of discrimination and debates regarding the different views and practices people held about work, family, schools, and religious practice. Among the controversies has been the role of women’s participation in political, educational, and community groups.
(6 pages excluding title page and reference page)
:
Part 1: Developing an Understanding
(2 pages)
Based on the scenario, explain how you can help integrate the two diverse communities so that there is increased understanding and appreciation of each group by the other group. (
Note
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Based on your knowledge of culture and psychology, provide three possible suggestions/solutions that will help the community as a whole. In your suggestions make sure to include an explanation regarding group think and individualism vs. collectivism.
Part 2: Socio-Emotional, Cognitive, and Behavioral Aspects
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Based on your explanations in Part 1, how do your suggestions/solutions impact the socio-emotional, cognitive, and behavior aspects of the scenario and why?
Part 3: Gender, Cultural Values and Dimensions, and Group Dynamics
(2 pages)
Explain the impact of gender, cultural values and dimensions, and group dynamics in the scenario.
Further explain any implications that may arise from when working between and within groups.
Support your Assignment by citing all resources in APA
Learning Resources
Required Readings
Ahmed, R., & Gielen, U. (2017). Women in Egypt. In C. M. Brown, U. P. Gielen, J. L. Gibbons, & J. Kuriansky (Eds.), Women's evolving lives: Global and psychosocial perspectives (pp. 91–116). New York, NY: Springer.
Credit Line: Women's Evolving Lives: Global and Psychosocial Perspectives, by Brown, C.; Gielen, U.; Gibbons, J.; Kuriansky, J. (eds). Copyright 2017 by Springer International Publishing. Reprinted by permission of Springer International Publishing via the Copyright Clearance .
You will perform a history of a head, ear, or eye problem that y.docx
You will perform a history of a head, ear, or eye problem that your instructor has provided you or one that you have experienced and perform an assessment including head, ears, and eyes. You will document your findings, identify actual or potential risks, and submit this in a Word document to the drop box provided.
HEENT Assignment
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Save your assignment as a Microsoft Word document. (Mac users, please remember to append the ".docx" extension to the filename.)
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Management
Richard L. Daft
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Cover Pagecover
Title Pagei
HEOA-1HEOA-1
Copyright Pageii
Dedication Pageiii
About the Authorv
Brief Contentsvii
Contentsvix
Prefacexv
Chapter 1: Leading Edge Management2
Chapter 2: The Evolution of Management Thinking38
Chapter 3: The Environment and Corporate Culture74
Chapter 4: Managing in a Global Environment110
Chapter 5: Managing Ethics and Social Responsibility144
Chapter 6: Managing Start-Ups and New Ventures180
Chapter 7: Planning and Goal Setting216
Chapter 8: Strategy Formulation and Execution248
Chapter 9: Managerial Decision Making284
Chapter 10: Designing Organization Structure324
Chapter 11: Managing Innovation and Change370
Chapter 12: Managing Human Talent406
Chapter 13: Managing Diversity and Inclusion446
Chapter 14: Understanding Individual Behavior484
Chapter 15: Leadership528
Chapter 16: Motivating Employees570
Chapter 17: Managing Communication608
Chapter 18: Leading Teams648
Chapter 19: Managing Quality and Performance688
Appendix: Operations Management and E-Commerce721
Name Index741
Company Index756
Subject Index761
Open/Close Margin
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Chapter 8: Strategy Formulation and Execution | Page 248
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Quality tools, methods paper
In the assigned textbook (chapter 15 p. 269), the authors present a table describing how the used the model for improvement, PDSA, and lean six sigma as a tool to develop their organization’s plan for improvement.
Studying the situation in your organization, present a suggested improvement plan (present a table similar to the one in p.269 + two pages explanation) utilizing one or more of the models discussed in the class (see chapter 2).
Grading rubric:
1. Quality of the table: at last, one of the quality models/tools should be applied correctly
2. Adequate explanation is given to support and explain the table
3. General organization of the assignment. Correct grammar and spelling are used
Note:
Suggested improvement plan is:
Decreased number of urinary catheter infections.
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You will act as a critic for some of the main subjects covered in the humanities. You will conduct a series of short, evaluative critiques of film, philosophy, literature, music, and myth. You will respond to five different prompts, and each response should include an analysis of the topics using terminology unique to that subject area and should include an evaluation as to why the topic stands the test of time. The five prompts are as follows:
1:
Choose a film and offer an analysis of why it is an important film, and discuss it in terms of film as art. Your response should be more than a summary of the film.
2:
Imagine you had known Plato and Aristotle and you had a conversation about how we
fall in love
. Provide an overview of how Plato would explain falling in love, and then provide an overview of how Aristotle might explain falling in love.
3:
Compare and contrast the two poems below:
LOVE’S INCONSISTENCY
I find no peace, and all my war is done;
I fear and hope, I burn and freeze likewise
I fly above the wind, yet cannot rise;
And nought I have, yet all the world I seize on;
That looseth, nor locketh, holdeth me in prison, And holds me not, yet can I ’scape no wise;
Nor lets me live, nor die, at my devise,
And yet of death it giveth none occasion.
Without eyes I see, and without tongue I plain;
I wish to perish, yet I ask for health;
I love another, and yet I hate myself;
I feed in sorrow, and laugh in all my pain;
Lo, thus displeaseth me both death and life,
And my delight is causer of my grief.
Petrarch
After great pain a formal feeling comes—
The nerves sit ceremonious like tombs;
The stiff Heart questions—was it He that bore?
And yesterday—or centuries before?
The feet mechanical go round
A wooden way
Of ground or air or ought
Regardless grown,
A quartz contentment like a stone.
This is the hour of lead
Remembered if outlived
As freezing persons recollect
The snow—
First chill, then stupor, then
The letting go
Emily Dickinson
4:
Compare and contrast these two pieces of music: see files attached below
Beethoven’s Violin Romance No. 2
Scott Joplin’s Maple Leaf Rag
5:
Explain in classical terms why a modern character is a hero. Choose from either Luke Skywalker, Indiana Jones, Bilbo Baggins, Harry Potter, Katniss Everdeen, or Ender Wiggins.
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You will research and prepare a presentation about image. Your rese.docx
You will research and prepare a presentation about image. Your research / presentation should provide the following information / answers:
What is raster image? List two (2) common types of raster image.
What is a vector image? List two (2) common types of vector image.
Create a table listing pros and cons comparing raster vs. vector images. You should present at list three (3) pros and three (3) cons for each type of image.
Show one (1) good and (1) bad example of raster image. Explain why it is a good and bad example.
Show two (2) examples of vector images.
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Which are the common resolution used for: website, plotter, banner and social media. Why do we use different resolution for each type of media?
How you identify the real size of an image using resolution and pixels?
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You will be asked to respond to five different scenarios. Answer each scenario (about 1 page per scenario). You will need to:
Decide what action the responding officer should take and provide an explanation/justification for your response.
In your explanation, explain the role that discretion played in your decision. Choose at least five factors from the list below to include in your explanation.
When considering your response for each scenario, remember that because of the nature of law enforcement work, police officers have always maintained a certain amount of discretion. Due to the amount of interaction that officers have with members of the public, this discretion must be fair, equal, impartial, and legal. As such, the use of discretion by officers is both a foundation of police work and a component of community policing.
Note
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FACTORS (CHOOSE AT LEAST 5 FOR EACH SCENARIO):
Environmental factors
Nature of the community.
Socio-demographic characteristics.
Level and type of crime in the community.
Police/Community relations.
Organizational factors
Department Rules and Regulations.
Policies and Procedures.
Department bureaucracy.
Officer experience.
Dimensions of policing: philosophical; strategic; tactical; organizational.
Situational factors
Seriousness of crime.
Weapon involvement.
Victim – Desire to prosecute.
Group/gang crime.
Suspect’s demeanor.
Age/gender/race of involved parties.
Suspect’s criminal record.
Ethics
Moral values.
Cultural/Societal norms.
Accountability.
Friends/Family/Coworkers.
Experience/Upbringing.
Legal
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Past practice.
Evidence.
Victim signatures.
Landmark Supreme Court cases.
Scenario 1:
Officer Merced responds to a call of a Theft in Progress. Upon arrival, he finds that an 18-year-old female has stolen baby formula and diapers by exiting the store without paying. He speaks with her and finds that she has a newborn baby, does not have any source of income, and needed the formula and diapers for the baby. As such, theft is still a crime. What should Officer Merced do?
Do you arrest the woman or not? What factors influenced your decision?
Provide an explanation/justification for your chosen response including the role that discretion played in your decision.
Be sure to consider at least five of the provided factors in your explanation.
Use evidence and details from the scenario as well as supporting information and examples from the text in your response.
Scenario 2:
Dane is in an electronics store where he and a couple of friends are searching for a potential gift to give to a friend. They are happy to find a video game that is on sale but decide to continue looking around the store. They decide to go grab a bite to eat before making a final decision on what to get for their friend. As they are walking .
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You might find that using analysis tools to analyze internal
and external environments is an effective way of analyzing the
chosen capstone organization. If you need to learn more
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below.
Internal Analysis Tools
• tutor2u. (2016). PESTLE (PEST) analysis
explained [Video]. YouTube. https://www.youtube.com/
watch?v=sP2sDw5waEU
• SmartDraw. (n.d.). SWOT analysis. https://
www.smartdraw.com/swot-analysis/
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External Analysis Tools
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• PESTLE Analysis. (n.d.). What is PESTLE analysis? A
tool for business analysis. http://pestleanalysis.com/what-
is-pestle-analysis/
• Study.com. (n.d.). What is PESTLE analysis? Definition
and examples. https://study.com/academy/lesson/what-
is-pestle-analysis-definition-examples.html
• Management & Finance1 TU Delft. (2016). The five
competitive forces that shape strategy [Video]. YouTube.
https://www.youtube.com/watch?v=mYF2_FBCvXw
Use these resources as you see appropriate:
• Research Guide – MBA
https://www.youtube.com/watch?v=sP2sDw5waEU
https://www.youtube.com/watch?v=sP2sDw5waEU
https://www.youtube.com/watch?v=sP2sDw5waEU
https://www.smartdraw.com/swot-analysis/
http://media.capella.edu/CourseMedia/MBA5006/GuidedPath/SWOTFramework/wrapper.asp
http://media.capella.edu/CourseMedia/MBA5006/GuidedPath/ApplyVRIOandPESTLE/wrapper.asp
http://pestleanalysis.com/what-is-pestle-analysis/
http://pestleanalysis.com/what-is-pestle-analysis/
https://study.com/academy/lesson/what-is-pestle-analysis-definition-examples.html
https://study.com/academy/lesson/what-is-pestle-analysis-definition-examples.html
https://www.youtube.com/watch?v=mYF2_FBCvXw
https://www.youtube.com/watch?v=mYF2_FBCvXw
https://www.youtube.com/watch?v=mYF2_FBCvXw
https://capellauniversity.libguides.com/MBA
• This research guide was custom created to help
MBA learners. If you are feeling a bit lost on where
to start, this would be a good starting point.
• James, N. (2007). Writing at work: How to write clearly,
effectively and professionally. Crows Nest, Australia:
Allen & Unwin.
• Use this as a general writing handbook. For
example, there are chapters on tone, grammar,
punctuation, style, et cetera.
https://capella.skillport.com/skillportfe/custom/login/saml/login.action?courseaction=launch&assetid=_ss_book:25059
https://capella.skillport.com/skillportfe/custom/login/saml/login.action?courseaction=launch&assetid=_ss_book:25059
1
MBA Capstone Project Description
MBA Capstone Project Description
Throughout your MBA program, you have worked to develop as a business professional and
prepare to meet future challenges as a business leader. Your program culminates in the
capstone project, which forms the primary focus of MBA-FPX5910, the final course you will take
in the program. The capstone project is intended to provide you the opportunity to demonstrate
your MBA program outcomes by:
• Planning and executing .
You will conduct a professional interview with a staff nurse and a s.docx
You will conduct a professional interview with a staff nurse and a staff nurse leader to discover their intra/inter-professional communications styles. It will be important to incorporate learning objectives regarding therapeutic communication styles including their method of caring, assertive, and responsible communication in your discussion/analysis of the interview.
.
You have chosen the topic of Computer Forensics for your researc.docx
You have chosen the topic of Computer Forensics for your research project. Submit your research project what you have worked on Computer Forensics.
Include the following on your research:
· Abstract
· Introduction
· Computer Forensics
· Conclusion
Note: 500 words with intext citations and 4 references must needed.
.
1.Describe some of the landmark Supreme Court decisions that h.docx
1.
Describe some of the landmark Supreme Court decisions that have influenced present-day juvenile justice procedures.
2.
How are children processed by the juvenile justice system from arrest to reentry into society?
3.
Discuss the key issues of the preadjudicatory stage of juvenile justice including detention, intake, diversion, pretrial release, plea bargaining and waiver.
Textbook for the class
Siegel, Welsh, and Senna.
(2014).
Juvenile Delinquency: Theory, Practice, and Law
(12). Cengage Learning. [ISBN-978-1-285-45840-3]
Format:
should be thoroughly researched and reported. References and sources should be listed in MLA or APA format. The average length paper is two to three pages. You may interview individuals currently employed or retired from the criminal justice system and use them as a reference. All writing assignments must be original work for this course. Do not submit a paper used in another course. Do not cut and paste paragraphs of information into your paper. All source material should be paraphrased in your own words. Short quotations are allowed.
this paper wil be scanned through turntin
.
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Event Link:-
https://meetups.mulesoft.com/events/details/mulesoft-mysore-presents-exploring-gemini-ai-and-integration-with-mulesoft/
Agenda
● Java 17 Upgrade Overview
● Why and by when do customers need to upgrade to Java 17?
● Is there any immediate impact to upgrading to Mule Runtime 4.6 and beyond?
● Which MuleSoft products are in scope?
For Upcoming Meetups Join Mysore Meetup Group - https://meetups.mulesoft.com/mysore/
YouTube:- youtube.com/@mulesoftmysore
Mysore WhatsApp group:- https://chat.whatsapp.com/EhqtHtCC75vCAX7gaO842N
Speaker:-
Shubham Chaurasia - https://www.linkedin.com/in/shubhamchaurasia1/
Priya Shaw - https://www.linkedin.com/in/priya-shaw
Organizers:-
Shubham Chaurasia - https://www.linkedin.com/in/shubhamchaurasia1/
Giridhar Meka - https://www.linkedin.com/in/giridharmeka
Priya Shaw - https://www.linkedin.com/in/priya-shaw
Shyam Raj Prasad-
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- 1. 1. The meaning for criteria is defined as a standard of judgement . It is a r ule or principle for evaluating or testing something. Criteria is used by gathering information to help us identify and to bring clarity when trying to make decisions. An example of criteria is used when choosing the best c andidate for a jo b a review of their qualifications and work history can help assist in choosing the best person for the po sition . Criteria ga thered by ask ing a pa tient questions of how they are feel ing , wha t symptoms they are having and running different test can help a physician to prove the caus e of ill ness . My potential to
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- 3. e p roduction is serviced properly and business de mand. 2. From the e-Activity, identify the key aspects of the Fourth Amendment to the U.S. Constitution and analyze the manner in which it pertains to the average American citizen in regard to search a nd seizure. Provide a rational for your response. The Fourth Amendment was created to keep government form seizing homes and searching homes that were suspected of being disloyal to the British King. In todays society the Fourth Amendment is to ensure the government respects its citizens privacy and their rights to be left alone by arbitrary interferences from law enforcement. Identify 2 situations where a p olice officer may stop and question individuals based on their visual behavior, which is a lso known as a patdown . Next, give your opinion as to w hether or not the reasons why the police patdown the individuals are vailid in the situations you identified. Provide a rational for your response. One situation where it is legal of officers to
- 4. patdawn an individual on visual b ehavior is to identify someone who looks like a suspect named in an arrest warrant or if they match a d iscription of an (APB) all-points bulletin. The s econd where a patdown would be acceptable is in an emergency situation such as if the officer believes a person is armed and causes imminent danger to public safety. In my opinion these reasons are sound for a patdown based on visual behavior because if there is an arrest warrant for an individual and someone matches the description then the officer is obligated to patdown and question the individual. Also the individual may be a danger to him/her self or others so this would give officer cause to conduct a patdown . If an individual is considered to be a rmed and dangerous then an officer has the right to conduct a patdown . 3. Motivation is defined as the process that initiates, guides, and maintains goal oriented behaviors. The term motivation refers to factors that activate, direct, and sustain goal directed behavior. Anyone who has ever had a goal like wanting to lose ten pounds or wanting to run a marathon probably immediately realizes that simply having the desire to accomplish something is not enough. Achieving such a goal requires the ability to persist
- 5. through obstacles and endurance to keep going in spite of difficulties. The act or process of giving someone a reason for doing something the act or process of motivating someone the condition of being eager to act or work the condition of being motivated a force or influence that causes someone to do something. Factors that leads to maximizing productivity, Take a break. You can’t always be working at optimum productivity. Instead, you should shoot for working in short bursts at your most productive times. Set a timer for each of your tasks. Eliminate all distractions. This includes the phone, email notifications, and having multiple web browsers open on the desktop. The various theories of motivation are Hertzberg’s Two Factor Theory Motivator factors and Hygiene factors other factors are, Maslow’s Hierarchy of Needs theory, Hawthorne Effect theory, Expectancy Theory. After graduation I am motivated to serve with any of these agencies Homeland Security, Police, Detectives, Police officers, Secret Service, they all protect lives and property. Detectives and criminal investigators, who are sometimes called agents or special agents, gather facts and collect evidence of possible crimes. Police and detective work can be physically demanding, stressful, and dangerous. Police officers have one of the highest rates of injuries and illnesses of all occupations. Working around the clock in shifts is common. Education requirements range from a high school diploma to a college degree. Most police and detectives must graduate from their agency’s training academy before completing a period of on-the-job training. Candidates must be U.S. citizens, usually at least 21 years old, and able to meet rigorous physical and personal qualifications. The median annual wage for police and detectives was $58,630
- 6. per year $28.19 per hour in May 2014. http :// www . bls .gov/ooh/protective-service/police-and-detectives. htm