Case Study 10.3: Regulating Love at the Office
The office has become a hotbed of romance. In one survey, 60% of employees surveyed reported that they had participated in an office romance during their careers and 64% said they would do so again. And the percentage of workplace romances is likely to climb as younger workers (ages 25 to 34) put in more hours at work. As one human resource writer notes:
Traditional places like church, family events, and leisure time don’t present the same pool of candidates as they did in earlier times. The workplace provides a preselected pool of people who share at least one important area of common ground. People who work together also tend to live within a reasonable dating distance, and they see each other on a daily basis.1
Office romances can pose a number of problems, including a loss of productivity, public displays of affection, gossip, damage to the professional image of the organization, charges of favoritism, and affairs in cases where romantic partners already have spouses or significant others. Serious issues arise when superiors and subordinates date and then break up. The subordinate (often a young female assistant) may claim that she was sexually harassed because she was pressured into having sex to keep her job or that her supervisor (often an older male executive) retaliated when the relationship ended.
The nation was reminded of the dangers of superior–subordinate relationships when former late-night talk show host David Letterman admitted that he’d had a series of sexual relationships with female writers and staffers at his production company. Letterman went public with his affairs after a CBS producer who dated his long-term girlfriend, Stephanie Birkett, tried to extort money from the entertainer in return for keeping silent about his sexual activities. While Letterman’s relationships were consensual, it appeared as if the women he dated received special benefits. For example, Birkitt was featured in broadcast segments even though she did not seem to be particularly talented.
Human resource departments are taking note of the dangers of office romances. The number of companies developing written policies to address office romances rose from 20% to 42% over an eight-year period, according to the Society of Human Resource Management. And the policies grew stricter. Almost all the firms surveyed by SHRM forbid romantic relationships between superiors and subordinates; one-third forbid relationships between those reporting to the same supervisor or with a client or customer; 10% don’t allow romances between their employees and employees of competitors. Punishments range from minimal (relationship counseling and department transfers) to severe (suspension and termination). Executives at the American Red Cross, the World Bank, Walmart, Boeing, and the Harvard Business Review lost their jobs for having relationships with subordinates.
Not everyone is convinced that restrictions on dating are just ...
2
Boundaries Issues
Boundaries Issues
Teresa Smalls, karanda Farmer, Troy Randall
University of Phoenix
BSHS/335
March 1, 2014
Many professionals enter into the field of social service work to help others grow and improve their life situations. Yet in still, when working with clients, human service workers must maintain clear boundaries to assure professional integrity and responsibility. The human service field has many set boundaries that we must abide by. We take an oath as human service workers to uphold the ethical code of conduct and make sure that we are using this code in our everyday practice of human service management. Some of these boundaries are in a professional nature, and some are in a personal, multiple relationship nature. Professional boundaries limit the services that we can render to a client, and personal boundaries limit our interaction with a client. Setting personal boundaries is key when dealing with clients in the human service field. If these boundaries are not set and a violation has occurred, the repercussions could hurt the reputation of your organization and the progress that you have made with a client. Boundaries help build a professional relationship with a client. It helps each party involved know the role that they play in making the success of the endeavor of them receiving help possible. These boundaries have to be set as soon as the client and the human service worker initially meet. The boundaries should include the way that the client and the worker communicate with each other and the discussions that they have at each meeting. When dealing with clients, a major skill that human service workers must employ in facilitating the client’s growth or change process is to earn their confidence, respect and trust. A boundary breach or any ethics code violation would compromise the relationship and make it difficult to help the client. In this paper, we will review why boundary issues should be set between clients and human service workers, and the impact that it will have if these boundaries are not set. We will be discussing different scenarios that could potentially become ethic code violations between a client and a human service worker, and conclude with helpful information and a summary of the information we have discussed.
Boundaries Issues
The boundaries between the caseworker and their client should be established immediately. Examples to which should never be conducted or entered into outside of the professional environment are giving gifts, socializing, or sexual encounters. Clients who are seeking help because of their situation possess a low self-esteem, and the need to be cared about. By giving a client a gift may create the impression that the social worker is more than just someone assigned to handle his or her case. The client may interpret this gesture as one of affection. Sexual interaction between the client and the caseworker is strongly discouraged. It is harmful, it vi.
Social Networking Using Linked In For Job Search V9 00 091117Thomas Lassandro
Today, maybe more so than at any other time, it is important for business professionals and executives to use social networking tools to find and nurture connections, potential business partners, and business relationships. Given the rise of social media or Web 2.0, however, there are multitudes of choices available. This presentation helps business executives understand the ways to optimize the largest business social networking platform for their job search: LinkedIn.
H C I Business Relationships Learning FinalMike Gotta
1) The document discusses the evolution of enterprise social networking and how it can be used to improve collaboration, knowledge sharing, and talent management.
2) It analyzes whether interest in social networking has reached an unsustainable level of hype or if it has achieved meaningful adoption in organizations.
3) The document outlines challenges to adoption like organizational culture and policies, and recommends pilot programs and executive support to encourage social networking.
This is part one of the presentation to learners about how to make one's resume a POWER resume based on how it's written and presented to future employers.
Why Email Is Still King: Strategy, Best Practices, and Techniques That Prove ItBlackbaud
Mobile giving, social giving, team giving, and everything else seem to be ever-changing. But the realm of fundraising email is still the best online fundraising empire builder! Zuri Group will lead you through world of email strategy, segmentation, integration, and tracking to ensure reliable results. This seminar will highlight best practices on: email-building to best convey your brand message and reach your supporters; how to overcome issues nonprofits face in getting their messages across; how to track integrated email/social media campaigns; innovative new tools that multiply your success; and which email add-ons will empower your supporters to succeed on your behalf. So join us for this engaging talk and learn why email is still king!
This document discusses the growing use of social networking sites for both personal and professional purposes. It provides statistics from surveys that found 45% of employers use social networking sites to research job candidates, up from 22% the previous year. The document outlines benefits of using social networking sites such as LinkedIn, Facebook, Twitter, and Plaxo to build professional connections, find employees and business partners, manage one's professional reputation and brand, and stay informed about industry news and trends. It also provides tips for using social networking sites safely and effectively in a professional context.
This document provides guidance on using social media and eNetworking for job searching. It discusses managing an effective online presence through sites like LinkedIn, Facebook, and Twitter. Strategic use of these tools allows networking, sharing information, and discovering opportunities. However, an online profile and posts must be professional and avoid inappropriate content to make a positive impression on potential employers.
2
Boundaries Issues
Boundaries Issues
Teresa Smalls, karanda Farmer, Troy Randall
University of Phoenix
BSHS/335
March 1, 2014
Many professionals enter into the field of social service work to help others grow and improve their life situations. Yet in still, when working with clients, human service workers must maintain clear boundaries to assure professional integrity and responsibility. The human service field has many set boundaries that we must abide by. We take an oath as human service workers to uphold the ethical code of conduct and make sure that we are using this code in our everyday practice of human service management. Some of these boundaries are in a professional nature, and some are in a personal, multiple relationship nature. Professional boundaries limit the services that we can render to a client, and personal boundaries limit our interaction with a client. Setting personal boundaries is key when dealing with clients in the human service field. If these boundaries are not set and a violation has occurred, the repercussions could hurt the reputation of your organization and the progress that you have made with a client. Boundaries help build a professional relationship with a client. It helps each party involved know the role that they play in making the success of the endeavor of them receiving help possible. These boundaries have to be set as soon as the client and the human service worker initially meet. The boundaries should include the way that the client and the worker communicate with each other and the discussions that they have at each meeting. When dealing with clients, a major skill that human service workers must employ in facilitating the client’s growth or change process is to earn their confidence, respect and trust. A boundary breach or any ethics code violation would compromise the relationship and make it difficult to help the client. In this paper, we will review why boundary issues should be set between clients and human service workers, and the impact that it will have if these boundaries are not set. We will be discussing different scenarios that could potentially become ethic code violations between a client and a human service worker, and conclude with helpful information and a summary of the information we have discussed.
Boundaries Issues
The boundaries between the caseworker and their client should be established immediately. Examples to which should never be conducted or entered into outside of the professional environment are giving gifts, socializing, or sexual encounters. Clients who are seeking help because of their situation possess a low self-esteem, and the need to be cared about. By giving a client a gift may create the impression that the social worker is more than just someone assigned to handle his or her case. The client may interpret this gesture as one of affection. Sexual interaction between the client and the caseworker is strongly discouraged. It is harmful, it vi.
Social Networking Using Linked In For Job Search V9 00 091117Thomas Lassandro
Today, maybe more so than at any other time, it is important for business professionals and executives to use social networking tools to find and nurture connections, potential business partners, and business relationships. Given the rise of social media or Web 2.0, however, there are multitudes of choices available. This presentation helps business executives understand the ways to optimize the largest business social networking platform for their job search: LinkedIn.
H C I Business Relationships Learning FinalMike Gotta
1) The document discusses the evolution of enterprise social networking and how it can be used to improve collaboration, knowledge sharing, and talent management.
2) It analyzes whether interest in social networking has reached an unsustainable level of hype or if it has achieved meaningful adoption in organizations.
3) The document outlines challenges to adoption like organizational culture and policies, and recommends pilot programs and executive support to encourage social networking.
This is part one of the presentation to learners about how to make one's resume a POWER resume based on how it's written and presented to future employers.
Why Email Is Still King: Strategy, Best Practices, and Techniques That Prove ItBlackbaud
Mobile giving, social giving, team giving, and everything else seem to be ever-changing. But the realm of fundraising email is still the best online fundraising empire builder! Zuri Group will lead you through world of email strategy, segmentation, integration, and tracking to ensure reliable results. This seminar will highlight best practices on: email-building to best convey your brand message and reach your supporters; how to overcome issues nonprofits face in getting their messages across; how to track integrated email/social media campaigns; innovative new tools that multiply your success; and which email add-ons will empower your supporters to succeed on your behalf. So join us for this engaging talk and learn why email is still king!
This document discusses the growing use of social networking sites for both personal and professional purposes. It provides statistics from surveys that found 45% of employers use social networking sites to research job candidates, up from 22% the previous year. The document outlines benefits of using social networking sites such as LinkedIn, Facebook, Twitter, and Plaxo to build professional connections, find employees and business partners, manage one's professional reputation and brand, and stay informed about industry news and trends. It also provides tips for using social networking sites safely and effectively in a professional context.
This document provides guidance on using social media and eNetworking for job searching. It discusses managing an effective online presence through sites like LinkedIn, Facebook, and Twitter. Strategic use of these tools allows networking, sharing information, and discovering opportunities. However, an online profile and posts must be professional and avoid inappropriate content to make a positive impression on potential employers.
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Seminar in Public Human Resources Administration Questions & Key Te.docxedgar6wallace88877
Seminar in Public Human Resources Administration: Questions & Key Terms [Day Three]
Critical Thinking Questions
1. How does one’s value perspective influence the objectives of the recruitment and selection process? What does it mean to say that fairness is a social judgment rather than a scientific calculation?
2. What is meant by contextual factors that influence how well a person performs as an organizational member? How easy do you think it is to recruit and select for these factors? Does an emphasis on contextual factors conflict with an emphasis on recruiting for diversity?
3. Identify eleven steps in the recruitment and selection process. In an organization you are familiar with, which steps are the most difficult to perform? Why?
4. Compare and contrast centralized, decentralized, and web-based recruitment techniques.
5. Describe the concept of the psychological contract and identify a situation you are familiar with where it might be employed to help clarify and resolve differences.
6. Describe the basic components of equity and expectancy theory. How do they help to explain employee performance? Identify an example from your own life where equity theory or expectancy theory helps you understand why you did what you did.
7. Describe four approaches to productivity: total quality management, job enrichment, work/life balance, and teamwork. Select an organization you are familiar with. If you were responsible for charting a strategy for productivity improvement, which would you focus on and why?
Key Terms: Please define and give one example
1. acquisition function
2. centralized recruitment and selection
3. construct validation vs content validation vs criterion validation
4. test validation
5. true and false positives and negatives
6. administrative logic
7. development function
8. employee commitment vs psychological contract
9. extrinsic motivation vs intrinsic motivation
10. job enrichment vs job sharing
Case Study 3 Instructions: Recruiting and Selecting High-Level Managers through the Internet
You will complete the “Recruiting and Selecting High-Level Managers through the Internet” case in the Nkomo et al. text (#35 on pp. 112–113, 2011). You will write a 3–5-page essay (total does not include title page or reference page) that answers the 4 questions (1–4) on p. 113. Do not simply answer the questions. This is an essay and must be written to include an introduction, body, and conclusion. It may prove helpful to use the topic of the questions (advantages and disadvantages of internet recruitment and selection, the three approaches to online recruiting and selection, etc.) as section headers in your essay. Your response must be supported by at least 2 peer-reviewed resources. These resources must have been published within the last 5 years. Do not use other textbooks. The essay must be written in current APA format and include a title page, reference page, and in-text citations.
Note: This case study will not use.
This is part two of the presentation to learners about how to make one's resume a POWER resume based on how it's written and presented to future employers.
This document provides guidance on conducting an effective online job search. It discusses researching companies and jobs, networking, creating an online presence, evaluating job posting sites, protecting privacy, and avoiding scams. The key aspects of an online job search include developing a search strategy, treating it like a job, researching beyond just postings, networking to find opportunities not advertised, building an online brand, and taking steps to maintain privacy.
The BounceBack St. Louis team conducts two day workshops for those in career transition. Day 2 covers LinkedIn and your web presence, Networking and Interviewing Skills.
The document provides an overview of LinkedIn Recruiter and how to use it effectively. It discusses building a professional profile, the differences between LinkedIn.com and LinkedIn Recruiter, daily recruiter workflow and features, advanced search techniques, and tips for effective InMail outreach. The presentation aims to help recruiters understand and make the most of LinkedIn Recruiter's capabilities.
The document discusses how the changing workplace and workforce are impacting organizational collaboration potential. It notes that technology and demographic shifts are changing how work gets done, requiring greater collaboration. However, many organizations do not fully practice collaboration despite recognizing its importance. The document outlines factors that can increase collaboration, such as collaborative technology, workspace design that facilitates interaction, and building trust between employees. It concludes that understanding and managing workforce changes along with prioritizing collaboration tools, spaces, and trust-building will help organizations maximize their collaborative potential.
This white paper from The Corporate Learning Institute discusses how workforce changes and new technologies are impacting collaboration in organizations. It notes that an aging workforce and younger workers have different needs that must be accommodated to improve collaboration between generations. Additionally, the increased use of collaborative technologies and redesigning workspaces to encourage interaction can help build the trust required for effective collaboration. CLI provides training to help organizations strengthen collaborative skills.
The document provides guidance on using LinkedIn and other online tools to find a job. It discusses building an effective LinkedIn profile, growing one's professional network, using blogs and newsletters to showcase skills, and preparing for interviews. Key recommendations include listing all past positions, getting recommendations, customizing the profile name and photo, regularly engaging with connections, and following up after interviews.
The document provides advice and guidance for finding a new job, including resume tips, interview preparation, and example questions. It highlights important factors such as personal presentation, body language, education, goals, job history, and suggested questions to ask or avoid during an interview. Key points emphasized include hiring managers liking people they interview, the importance of overcoming past failures, and conveying one's qualifications without condemnation.
The document provides instructions for creating an account and submitting a request for an assignment writing service on the HelpWriting.net site. It outlines a 5-step process: 1) Create an account with a password and email. 2) Complete a 10-minute order form providing instructions, sources, and deadline. 3) Review bids from writers and choose one based on qualifications. 4) Review the completed paper and authorize payment if pleased. 5) Request revisions to ensure satisfaction, with a refund option for plagiarized work.
Resumes, Cover Letters and Applying Online Bruce Bennett
One size does not fit all when it comes to resumes. The presentation addresses the what and how to build your resume as well as fine-tuning it for a specific job description. It also explores the benefit of adding a cover letter and identifies the pitfalls of applying online.
The document discusses the divergence between enterprise-centric and user-centric approaches to federated identity and the pressures for reunification. It notes that identity has become fragmented between systems focused on the enterprise versus the user. While divergence may not be desirable, full reunification is unlikely due to technical, economic and trust challenges. However, cooperation on protocols, discovery, attributes and trust could help unify identity systems to some degree.
It's campus recruitment time! Its a crucial time for students ready to embark on their career journey.
You are eager to take you first job, but are you in control of where you are headed? Do you know which is the right company to start your journey with?
To get an alternate perspective about this question, join Mithi Academy in our upcoming webinar, to learn:
Why it is important to start your career with the right company and how to go about choosing the "Right company, Right industry" to begin with.
During this webinar we discussed:
1. How to determine whats the best industry for you.
2. How to research the industry you want to build a career in.
3. How to shortlist companies to apply for the job.
4. How to go about preparing for your Dream Interview.
5. Personal Tips: For a balanced Work life.
This document provides guidelines and links for various assignments for the BSHS 352 course. It includes discussion questions, individual papers, and learning team presentations on topics such as analyzing websites, using social media for professional networks, and developing websites. The assignments involve critically examining how technology can be used to address barriers and enhance the work of human services organizations. Students are instructed to research online tools and software and consider their potential benefits and limitations. The document emphasizes writing skills and formatting papers according to APA style.
1-2paragraphsapa formatWelcome to Module 6. Divers.docxjasoninnes20
1-2
paragraphs
apa format
Welcome to Module 6. Diversity can help ensure that a team has the skills and knowledge necessary for the successful completion of tasks. Diverse teams, as long as they are well managed, tend to be more creative and achieve goals more efficiently. Leaders must understand and appreciate the diversity that exists in their team. Answer the following question as you think about the diversity that exists within your own organization.
How does this diversity help your team achieve its goals?
Have you noticed any barriers to team unity that may be attributed to the diversity of team members' backgrounds?
How has your background and experience prepared you to be an effective leader in an organization that holds diversity and inclusion as core to its mission and values?
.
1-Post a two-paragraph summary of the lecture; 2- Review the li.docxjasoninnes20
1-Post a two-paragraph summary of the lecture;
2- Review the links and select one. Briefly explain how they support our curse.
http://www.fldoe.org/
http://www.eric.ed.gov/ERICWebPortal/Home.portal
http://firn.edu/doe/sas/ftce/ftcecomp.htm
Use APA 7.
each work separately.
.
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This document summarizes strategies for law firms to establish an online presence. It discusses how traditional media is declining while more people use the internet and social media for information. Search engines and social networks now drive most referrals. The document recommends law firms build their online networks through content writing, search engine optimization (SEO), and link building from relevant organizations. Firms should strategically participate online to both connect with clients and improve their search engine rankings.
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2. What is meant by contextual factors that influence how well a person performs as an organizational member? How easy do you think it is to recruit and select for these factors? Does an emphasis on contextual factors conflict with an emphasis on recruiting for diversity?
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3. construct validation vs content validation vs criterion validation
4. test validation
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7. development function
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Case Study 3 Instructions: Recruiting and Selecting High-Level Managers through the Internet
You will complete the “Recruiting and Selecting High-Level Managers through the Internet” case in the Nkomo et al. text (#35 on pp. 112–113, 2011). You will write a 3–5-page essay (total does not include title page or reference page) that answers the 4 questions (1–4) on p. 113. Do not simply answer the questions. This is an essay and must be written to include an introduction, body, and conclusion. It may prove helpful to use the topic of the questions (advantages and disadvantages of internet recruitment and selection, the three approaches to online recruiting and selection, etc.) as section headers in your essay. Your response must be supported by at least 2 peer-reviewed resources. These resources must have been published within the last 5 years. Do not use other textbooks. The essay must be written in current APA format and include a title page, reference page, and in-text citations.
Note: This case study will not use.
This is part two of the presentation to learners about how to make one's resume a POWER resume based on how it's written and presented to future employers.
This document provides guidance on conducting an effective online job search. It discusses researching companies and jobs, networking, creating an online presence, evaluating job posting sites, protecting privacy, and avoiding scams. The key aspects of an online job search include developing a search strategy, treating it like a job, researching beyond just postings, networking to find opportunities not advertised, building an online brand, and taking steps to maintain privacy.
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It's campus recruitment time! Its a crucial time for students ready to embark on their career journey.
You are eager to take you first job, but are you in control of where you are headed? Do you know which is the right company to start your journey with?
To get an alternate perspective about this question, join Mithi Academy in our upcoming webinar, to learn:
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apa format
Welcome to Module 6. Diversity can help ensure that a team has the skills and knowledge necessary for the successful completion of tasks. Diverse teams, as long as they are well managed, tend to be more creative and achieve goals more efficiently. Leaders must understand and appreciate the diversity that exists in their team. Answer the following question as you think about the diversity that exists within your own organization.
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http://www.fldoe.org/
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Use APA 7.
each work separately.
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1- What is the difference between a multi-valued attribute and a composite attribute? Give examples.
2- Create an ERD for the following requirements (You can use Dia diagramming tool to create your ERD):
Some Tiny College staff employees are information technology (IT) personnel. Some IT personnel provide technology support for academic programs, some provide technology infrastructure support, and some provide support for both. IT personnel are not professors; they are required to take periodic training to retain their technical expertise. Tiny College tracks all IT personnel training by date, type, and results (completed vs. not completed).
.
1- What is a Relational Algebra What are the operators. Explain.docxjasoninnes20
1- What is a Relational Algebra? What are the operators. Explain each.
2- What is the
INNER JOIN
operation between the following two relations (data sets or tables of data).
Hint: Use OWNER_ID column as common column between the two tables and list all columns of the two tables that have common OWNER_ID.
.
1- Watch the movie Don Quixote, which is an adaptation of Cerv.docxjasoninnes20
1-
Watch the movie
Don Quixote
, which is an adaptation of Cervantes' novel
Don Quixote
. Then, write at least two paragraphs (minimum five well-developed sentences per paragraph) to explain a lesson one could learn from the characters. You need to incorporate at least three of the ideas provided below:
The value of friendship
Humility and nobility
Importance of time
Importance of reading
Importance of optimism
The role of imagination and vision
Justifying commitment
Sense of self and disciple
Building leadership
.
1- reply to both below, no more than 75 words per each. PSY 771.docxjasoninnes20
1- reply to both below, no more than 75 words per each.
PSY 7710
4 days ago
Karissa Milano
unit 9 discussion scenario 3
COLLAPSE
ABA Procedure: A DRO (differential reinforcement of other behavior) to address SIB exhibited by a toddler in a home setting.
Special Methods: Any appropriate behaviors other than SIB will be reinforced through a specific amount of time (every five minutes). Reinforcement is only given when the individual does not engage in SIB behaviors.
Risks
Notes
1 Implementing the plan at home can be difficult.
1 The family might be concerned with their safety and the safety of the child. There should be a protocol before implementing this intervention.
2 Family members and client could be at risk for danger.
2 The parents might be concerned for the safety of themselves and their child.
3 Possible increase in SIB
3 SIB behaviors might increase before it decreases due to an extinction burst. The behavior analyst should have a protocol before implementing this intervention.
4 SIB behaviors could remain the same.
4 If there is no change in the clients SIB behaviors then a preference test should be conducted to determine motivating reinfoncers.
Benefits
Notes
1 Generalization
1 The client will learn to use this skill at home as well as be able generalize this skill into other settings.
2 Improved learning environment
2 SIB behaviors will decrease and appropriate behavior will be taught. SIB will no longer impact the client and family in the future.
3 Increase in appropriate behaviors
3 Appropriate behaviors will be taught and replace the SIB behavior.
4 Least intrusive intervention
4 Using reinforcement to decrease the problem behavior and increase appropriate behaviors. This is a least restrictive method of treatment.
5 Parent training and involvement
5 Parents will feel confident about implementing this evidence based treatment at home. This will can lead to an increase a buy in from the family and they will feel comfortable implementing other interventions in the future.
Summary: DRO is an intervention that is used when the client does not engage in the problem behavior (SIB) (Bailey & Burch, 2016). Reinforcement should only be given to the individual after a certain amount of time that the client is not engaging in the problem behavior; in this case it should be after five minutes of the client not engaging in SIB. The person who is implementing this treatment should not reinforce the problem behavior. The benefits of implementing DRO outweigh the risks of implementing DRO. DRO is a good intervention to use when decreasing SIB behavior. Although there are some risks, the individual who is implementing DRO should have the knowledge, training and experience and be confident when implementing DRO ( Bailey & Burch, 2016).
Reference
Bailey, J. S., & Burch, M. R. (2016).
Ethics for behavior analysts
(3rd ed.). New York, NY: Routledge.
PSY 7711
3 days ago
Emily Gentile
Unit 9 Discussion
C.
1- Pathogenesis 2- Organs affected in the body 3- Chain of i.docxjasoninnes20
1- Pathogenesis
2- Organs affected in the body
3- Chain of infection and its Links associated: Infectious agent, Reservoirs, Portal of Exit, Route of Transmission, portal of Entry, and Susceptible Host. All must to be defined in the chosen agent.
4- Incidence, Prevalence, and Prevention of this infectious disease
5- Treatment if possible
6- Please answer, being a Nurse. “How are you going to break down the chain of infection of the selected microorganisms, to avoid Cross Contamination ?
.
1- I can totally see where there would be tension between.docxjasoninnes20
1- I can totally see where there would be tension between these two, especially in today’s world. I am no expert on religion or science for that matter, but I do feel like some of the tension is unnecessary. I feel that the two can work to benefit our patients by balancing them with the needs of the patient. Let’s take my kids for instance, if they were sick with some known treatable disease there would be no other option in my mind to treat them with science and medicine that has been proven to work. I wouldn’t only pray for them to get better and not do anything about it, but I would pray for them and do whatever was necessary to help my family deal with the stress and worry of a child being sick. Here we have used them both to our benefit and they each serve a different purpose and effectiveness. Thanks again for your post!
2-My perception of the tension between science and religion is founded at first glance and then not when looked at more closely. Science and religion can coincide in health care if respected for their own strengths and limitations. I feel that a healthy balance of both can benefit our patients providing different needs when they’re needed. I have seen with my own eyes CRP markers drop in an infant receiving antibiotic treatment and I have also seen an infant that wasn’t supposed to live by scientific probability actually make it and thrive with prayer being the only obvious intervention. So, trying to single out one over the other as more effective than the other seems less beneficial than trying to work them both in when the patient requires such help.
I feel that science is good for some of the more usual cases and things we feel we can help with its information, and I also feel that we can use religion to help a patient with their mental aspects of healing. We can quantify an improvement in a patient through lab levels and such, but it's hard to do the same with religion and how a patient uses that tool as comfort or however they use it in their lives. “Some observational studies suggest that people who have regular spiritual practices tend to live longer. Another study points to a possible mechanism: interleukin (IL)-6. Increased levels of IL-6 are associated with an increased incidence of disease. A research study involving 1700 older adults showed that those who attended church were half as likely to have elevated levels of IL-6. The authors hypothesized that religious commitment may improve stress control by offering better coping mechanisms, richer social support, and the strength of personal values and worldview” (NCBI, 2001). In this example we see the benefits were surveyed to be founded, but the exact workings aren’t exactly known. The great thing about science is that usually we have some tangible results that are repeatable and there’s safety to be found in that. The great thing about religion is that we can have faith in whatever we believe in and that’s all that’s needed. It's our.
1- One of the most difficult challenges leaders face is to integrate.docxjasoninnes20
1- One of the most difficult challenges leaders face is to integrate their task and relationship behaviors. Do you see this as a challenge in your own leadership? How do you integrate task and relationship behaviors?
2- If you were to change in an effort to improve your leadership, what aspect of your style would you change? Would you try to be more task oriented or more relationship oriented?
.
1- Design one assignment of the Word Find (education word) and the o.docxjasoninnes20
1- Design one assignment of the Word Find (education word) and the one of Using Digital Technology in two separate attachments, each named. Note that a sample of each is located in attachment.
2- Read the lecture and post a one-paragraph summary of the lecture. (Graphic organizers).
.
1- This chapter suggests that emotional intelligence is an interpers.docxjasoninnes20
1- This chapter suggests that emotional intelligence is an interpersonal leadership whether you agree or disagree with this assumption. As you think about your own leadership, do emotions help or hinder your role as a leader? Discuss.
2- One unique aspect of leadership skills is that they can be practiced. List and briefly describe three things you could do to improve administrative skills.
.
1-2 pages APA format1. overall purpose of site 2. resources .docxjasoninnes20
This document outlines requirements for a 1-2 page paper in APA format. It must include 3 headings addressing the overall purpose of the site, resources available to social workers, and how these resources can be used in assessments or interventions with children. A reference page for the site is also required.
1-Define Energy.2- What is Potential energy3- What is K.docxjasoninnes20
This document defines energy and different types of energy like potential and kinetic energy. It also defines metabolism, listing the two main types and defines enzymes, naming the most important classes. It asks to name the three metabolic pathways and defines aerobic cellular respiration and anaerobic respiration. It defines fermentation and asks to name the final products of anaerobic respiration. It asks about the main function of enzymes, names the six types of enzymes and defines energy of activation. It asks about factors that affect enzyme activity and defines what a cofactor is.
1- Find one quote from chapter 7-9. Explain why this quote stood.docxjasoninnes20
1- Find one quote from chapter 7-9. Explain why this quote stood out to you. What is its importance?
2- Discussion 7-9
1-Share your quote and ideas.
2- “violence is the only lever big enough to move the world”
3-Compare and contrast Elwood and Turner.
4-Why is Turner right? Why is he wrong?
5- Theme. reading vs reals world, inside vs outside, optimism vs pessimism, violence, division of lower class among racial lines.
7- “violence is the only lever big enough to move the world”
.
1-Confucianism2-ShintoChoose one of the religious system.docxjasoninnes20
1-Confucianism
2-Shinto
Choose one of the religious systems above; find some point of interest to discuss (350 wds). You may use your textbook OR any other reputable encyclopedia or source. ALWAYS CITE your source.
To support your response you are required to provide at least one supporting reference with proper citation
.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
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it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
Case Study 10.3 Regulating Love at the OfficeThe office has bec.docx
1. Case Study 10.3: Regulating Love at the Office
The office has become a hotbed of romance. In one survey, 60%
of employees surveyed reported that they had participated in an
office romance during their careers and 64% said they would do
so again. And the percentage of workplace romances is likely to
climb as younger workers (ages 25 to 34) put in more hours at
work. As one human resource writer notes:
Traditional places like church, family events, and leisure time
don’t present the same pool of candidates as they did in earlier
times. The workplace provides a preselected pool of people who
share at least one important area of common ground. People
who work together also tend to live within a reasonable dating
distance, and they see each other on a daily basis.1
Office romances can pose a number of problems, including a
loss of productivity, public displays of affection, gossip,
damage to the professional image of the organization, charges
of favoritism, and affairs in cases where romantic partners
already have spouses or significant others. Serious issues arise
when superiors and subordinates date and then break up. The
subordinate (often a young female assistant) may claim that she
was sexually harassed because she was pressured into having
sex to keep her job or that her supervisor (often an older male
executive) retaliated when the relationship ended.
The nation was reminded of the dangers of superior–subordinate
relationships when former late-night talk show host David
Letterman admitted that he’d had a series of sexual
relationships with female writers and staffers at his production
company. Letterman went public with his affairs after a CBS
producer who dated his long-term girlfriend, Stephanie Birkett,
tried to extort money from the entertainer in return for keeping
silent about his sexual activities. While Letterman’s
relationships were consensual, it appeared as if the women he
dated received special benefits. For example, Birkitt was
featured in broadcast segments even though she did not seem to
2. be particularly talented.
Human resource departments are taking note of the dangers of
office romances. The number of companies developing written
policies to address office romances rose from 20% to 42% over
an eight-year period, according to the Society of Human
Resource Management. And the policies grew stricter. Almost
all the firms surveyed by SHRM forbid romantic relationships
between superiors and subordinates; one-third forbid
relationships between those reporting to the same supervisor or
with a client or customer; 10% don’t allow romances between
their employees and employees of competitors. Punishments
range from minimal (relationship counseling and department
transfers) to severe (suspension and termination). Executives at
the American Red Cross, the World Bank, Walmart, Boeing, and
the Harvard Business Review lost their jobs for having
relationships with subordinates.
Not everyone is convinced that restrictions on dating are
justified or ethical. Canadian business professor Colin Boyd
believes these policies invade employee privacy and restrict
their right to associate with others. The costs to employees
outweigh any benefits to the company. He points out that the
number of romance-related sexual harassment claims (14,200 in
one recent year) is small compared with the total number of
work relationships. Conflict-of-interest policies can deal with
those issues that do arise when a few couples misbehave.
Further, workplace romances benefit participants, with 44%
leading to marriage and 23% to long-term relationships.
(Michelle and Barack Obama met at work, for instance, and she
was his supervisor.) This high relational success rate may be
due in part to the fact that parties get to know each other
gradually over a period of years. In addition, Boyd notes that
spouses who work together are much less likely to divorce.
Because office romances are low risk/high reward, Boyd urges
organizations to promote rather than restrict romance. He points
to Southwest Airlines, AT&T, and Ben & Jerry’s as examples of
successful companies that actively encourage employee
3. marriage and long term relationships.
Discussion Probes
1. What has been your experience as an observer of workplace
romances? What impact have they had on other employees and
the organization?
2. Should all romantic relationships between supervisors and
subordinates be banned? Should romantic partners be able to
report to the same supervisor?
3. If you were asked to develop an office romance policy, what
would you include in it?
4. Do strict romance policies violate employee privacy,
autonomy and the right to associate with others? Are they
unfair?
5. Do the benefits of restricting office romances outweigh the
costs?
6. Should office romances be promoted instead of restricted?
Naresh Kumar Kudithi
[email protected]
+1(469)-
588-1038
Plano, Texas
JAVA/J2EE/SQL/PL/SQL Developer
_____________________________________________________
_____________________________________
Summary:
· 8+ years of IT industry experience encompassing a wide range
of skill sets and roles.
· Extensive experience with analysis, design, development,
4. customization and implementation of software applications.
· Proficient in analyzing and translating business requirements
to technical requirements and architecture and preparing
technical documents.
· Having strong IT experience and worked on many sampling
technologies during my Masters.
· Proficiency in developing Web applications, Modern UI
Development and Server-Side Development using Core Java,
JDBC, JNDI, Struts, Spring (Core, MVC, JDBC, ORM),
Hibernate, AJAX, JSP, XML, Bootstrap, AngularJS,JavaScript,
CSS3, HTML5, jQuery, Node.JS, JSON, Oracle, MySQL and
various design patterns.
· Performed various tasks using Docker Environment like
Building an image for the application and run in container,
scaling up the application, distributing the app across the
cluster.
· Extensive knowledge in developing applications in a single
page (SPAs) using various JavaScript frameworks like Angular
JS and Bootstrap.
· Experience in utilizing Java/J2EE technologies such as JSP,
Servlets, JDBC, etc. and building the applications using MVC
Architecture design pattern.
· Experience in deploying applications using application servers
and web servers like ApacheTomcat8, Web Logic and Web
Sphere.
· Worked on various modules of Spring Core, MVC, DAO and
JDBC to make my application flexible and Loosely coupled.
· Worked on the spring boot module as well that reduces the
development time rapidly.
5. · Good at data processing or reading and parsing the XML and
JSON data.
· Competence in using Java IDE tools of Eclipse, Net Beans,
My Eclipse and RAD
· Extensive experience with AngularJS, creating components,
custom directives, decorators, and services to interface with
both restful and legacy network services also DOM
applications.
· Extensive experience on modern front-end template
frameworks for JavaScript including Bootstrap, jQuery,
AngularJS , Angular 7 etc.
· Worked on the SOAP Web services using AXIS 1 to
communicate between the applications.
· Good in writing the SQL Queries includes joins, group by
etc..,. Also worked on PL/SQL procedures, functions, cursors,
sequences, indexes, triggers and exceptions.
· Experiences in different debugging tools like Firebug, Chrome
inspect and IE developer for Load test, browser compatibility
and page optimizations.
· Strong database skills, object-oriented programming and
development knowledge in SDLC and Agile (SCRUM)
methodologies.
· Received IBM Delivery Excellence award and Deep Skill
Adder Award for the Qualitative deliverables.
· Effective communication skills, interpersonal skills: self-
motivated, quick learner and a team player.
· Developed, enhancement and maintained the build,
deployment and configurations for continuous integration,
automate regression and acceptance testing.
6. · Good problem solving and analytical skills. Highly motivated
professional, Team Player with ability to effectively work with
and communicate with team.
· Ability to rapidly learn new concepts and methodologies.
· Proven ability to work in team environment as well as
independently.
Education:
Master's in Computer Science
Bachelor's in Information Technology
Technical Skills:
Languages
Core Java expertise, SQL, PL/SQL, C, C++, .Net
Java Technologies
JSP, JDBC, Java Beans, Restful, SOAP, JSTL, servlets, custom
tag libraries
J2EE Frameworks
Struts 2.x, Spring IOC/JDBC/MVC/ORM/Boot, Spring Cloud,
Hibernate3.0, IBATIS, Apache wicket and Spring Boot
Web Technologies
HTML5, CSS3, XML, JavaScript, AJAX, jQuery, Angular JS,
Angular 7, Bootstrap 3.0, XML/XSL/XSLT, SAX, DOM, SAML
Application Server
WebSphere, WebLogic
Web Server
Apache Tomcat 8.0
7. IDE's
Eclipse, RAD
Databases
Oracle 10g/9i/8i/7.x, SQL Server, DB2, Derby, DB2, Mango
DB, PostgreSQL
Version Control Tools
CVS, SVN, GIT
Build Tools
Ant, Maven
J2EE Design Patterns
Front Controller, Factory Pattern, DAO, Singleton pattern
Case Tools
UML, OOAD
Operating Systems
Windows 8/7/XP, MS-DOS, UNIX
Other Tools
AWS, AZURE Remedy 5.1/7.5, JIRA, CI/CD pipeline, Clear
Quest, Build Forge, Rational Application Developer, TOAD,
SQL*Plus, PL/SQL Developer, Rational Portfolio Manager,
IBM MQ Series, Web Logic workshop 10, Visual Studio
2008/2010/2012, JDeveloper 12, SQL Management Studio 2012,
Eclipse, VPN, Putty, WinSCP, UC4, Edit plus, OAuth SSO
Work Experience:
Employer: Leading Torch LLC
Client: Toyota Motors North America
Role: JAVA Developer
Project Name: Sales Margin application and ICAT (DSA
Module)
Project Location: Dallas, Texas, USA
8. Duration: Feb 11th, 2019 to present
The Sales Margin application initiative is part of a more
significant effort called "Mainframe De-risk." TMNA
mainframe has many legacy applications that need to be
modernized, one of such is DAP/CAP Payments. DAP/CAP is a
generic name used to refer to many different "retail-based
margin payments," such as DAP, CAP, MCB, LDS, LDMC,
SEF, LTS, etc. The primary objective of this project is to re-
platform the DAP/CAP Payments system, and in the process
modernize it with cloud technologies, improve business process,
retire technical debt and improve dealer satisfaction by paying
them timely.
In Margin Release, this project is attempting to retire the
following margins:
· DAP – Dealer Allowance Program
· CAP – Covenant Allowance Program
· LDS – Lexus Delivery Specialist
· MCB – Marketing Covenant Bonus
· LDMC – Lexus Dealer Margin Covenant
· LTS – Lexus Technology Specialist
· SEF – Service Efficiency
· WFR – Wholesale Financial Reserve
· HB – Dealer Holdback
Responsibilities:
· Involved with the business team to identify, analyze functional
9. and non-functional requirements for design and develop of
technical solutions.
· Designed and Developed the user interface components for the
overall application using the web technologies like HTML, CSS,
Bootstrap, Angular 7.
· Created the Azure Functions using JAVA that receives the
inputs from the service calls and performs the database
interactions.
· Fixed the incidents raised on the screens reported by the
testing team.
· Involved in code maintainability, reusability and testability.
· Monitored the application efficiencies to identify the means of
enhancing the performance.
· Involved in the deployment of the Sales Margin application on
the Azure platform for both UI and Azure functions.
· Worked with application management team to provide support
and resolve the production issues.
Environment: HTML 5, Bootstrap 4, Angular 7, CSS 3, Java 8,
Spring Boot and Microsoft AZURE.
In the ICAT, Dealer Stock Accrual (DSA)- Dealer stock
represents the number of wholesaled units not yet retailed to
customers as of the end of the calendar month. The application
supports the business users to set up the incentives for both
national and regional level.
It includes various tasks like creation of programs, searching
for a specific program and Review & Approve the program. This
application reduces lot of manual process, eliminates the
inconsistencies and mainly the automatic calculation and
payment of incentives to Dealers or Regions.
Dealer Stock Final Pay - The programs in which incentives in
the form of cash are offered to dealers based on the number of
vehicles belonging to specific vehicle configuration in their
inventory
Responsibilities:
· Designed and Implemented iCAT UI components using the
10. web technologies like HTML, CSS, bootstrap, AngularJS.
· Completely designed and developed new features like Dealer
Stock Accrual Module in iCAT.
· Participated in the unit testing throughout the application and
developed enhancements to the system.
· Worked on the code quality, reusability and testability.
· Closely work with business during the User Acceptance
Testing to identify and fix the issues raised.
· Involved in the deployment of the iCAT on Azure App
Service.
· After deployment during the hyper care time, worked with
support team to identify and resolve the issues.
Environment: HTML 5, Bootstrap 4, CSS 3, AngularJS, Java 8,
Spring Boot and Microsoft AZURE.
Work Experience:
Employer: Miracle Software Systems
Client: CapitalOne
Role: JAVA Developer
Project Name: Rules Engine Application
Project Location: Chicago, Illinois, USA
Duration: Aug 2018 to Jan 10th, 2019
Project Description:
CapitalOne is currently working with SONY apart from Cabela
and Basspro. Sony comes up with different credit policy intent
documents. Each policy intent has certain rules which are
11. needing to be developed using drools Framework. These policy
intents are classified into several types like insufficient bureau,
pre-bureau and post bureau for Sony all channels or global all
channels.
Rules engine is the main application which reads all these rules
using the jar file and decides to Approve/Decline based on the
request. The request and response types are using JSON.
Responsibilities:
· Understanding the codebase, existing scripts and preparing
documents.
· Understanding the scenarios of rerouting to different flows
like AMP or Capstone systems.
· Gone through the database E-R diagram, Schemas and the
data.
· Analyzing and writing the rules based on the credit policy
intent.
· Developed feature file to validate these rules using cucumber
Gherkin frameworks.
· Worked on few issues related to path while it is taking the
related drl file to validate.
· Designed the model bean classes by identifying the attributes
needed to develop the rules.
· Developed the utility functions and validation functions which
are reused throughout the rules.
· Wrote few Docker script files to build the API’s that runs in
12. the container.
· Used GIT commands on the regular basis to merge the Code in
the branch.
Environment: Java, Spring, Spring Boot, IntelliJ, Drools,
Docker, Cucumber Gherkin Framework, GitHub, GIT
Employer: Miracle Software Systems
Client: Internal
Role: JAVA Developer
Project Name: Hilmor
Project Location: Novi, Michigan USA
Duration: Jun 2018 to Aug 2018
Project Description:
Hilmor application is used by the various vendors to create the
tools that are step ahead which saves the customer time and
frustration. It has various features like Product registration,
locate a distributor, product catalog, request a catalog, write a
product review and buy a product.
Responsibilities:
· Worked with the team to understand the application and fixed
the defects.
· Implemented on the Google maps API to locate the store
13. distributor functionality
· Created the project document that contains the entire details
about the functionality and description of the application.
· Worked on the enhancements related to the content and
modifications on the view page.
Environment: JavaScript, PHP and IIS server,
Concentrix, Farmington Hills, Michigan, USA
Client: MAZDA
Role: JAVA Developer
Project Name: MAZDA Customer Engage Portal (MCE Portal)
Project Location: Farmington Hills, Michigan, USA
Duration: Feb 2017 to May-2018
Project Description:
Mazda Customer Engage(MCE) Portal is used to provide a
common solution to support Sales, Service, Wholesale, Digital
and Recall efforts. The objective of MCE is to direct the dealers
to one location for better user experience and will be able to
access all Service, Sales, Wholesale, Digital and Recall efforts
via MXConnect or SSO Login (Single Sign On). So, Mazda
dealers are the end users of this application. Also worked on the
payment engine, where a dealer can select a package inside a
program to own it. The vision for this new payment engine
solution is to implement a single Payments application that
14. aligns to the Service Landscape, can process any Payment on a
single platform, irrespective of instrument type, value of
payment, channel or transaction type and which is implemented
on a modern technology infrastructure
Responsibilities:
· Involved in the business of Mazda Customer Engage portal
and understand the requirement of the customer.
· Worked on the critical areas of the applications like
Impersonation functionality, Internal Login page.
· Maintenance of the internal Asset Management tool which is
especially designed to manage the images that are used in the
application.
· Fixed the defects that are not only raised on the areas that
worked but also on the entire application.
· Designed the internal Login page using the bootstrap 4 and
performed validations using the JavaScript.
· Created a java bean class by using all the XML’s that are
related to service and sales which is typically called as Java
marshalling and unmarshalling.
· Prepared a high-level document on the entire Mazda Customer
Engage Portal that includes both functional and technical
details.
· Worked on the Restful API web services while displaying the
data on the pages.
· Used JIRA tool to track the issues and bugs. Maintained each
defect in different stages like Open Issue, InProgress Issue,
15. Resolved Issue, Reopened Issue and Closed Issue.
Environment: Java, JSP, Servlets, HTML, CSS, JavaScript,
Windows, Log4J, Restful API, JavaScript, SQL, PL/SQL,
Apache Tomcat 8.0, JIRA
IBM (Global Business
Solution
s) PVT Ltd, Bangalore, India
Feb 2015 to June-2016
Client: Ericsson
Role: Application Developer
Project Name: Ericsson Local Applications
16. Project Location: Bangalore, India
Project Description: Ericsson Local Applications are used by
the employees within the Ericsson. It includes a variety of 8
different applications. To maintain customer purchase orders
(which is the first automated tool introduced and is used in
USA, SPAIN and France). To manage the Initial tuning tracker
performance data (by using this customer can get the reports
and identify the network performance).
Have also designed applications to manage the benefits and
Events to the employees and their family, which includes the
payroll, bonus, etc.
Responsibilities:
· Quickly learnt the Apache Wicket skills and IBATIS frame
work and replaced the senior critical resource in the project.
· Received an opportunity to work from designing phase,
developing the functionality, deployment and testing.
· Developed new pages implementation and integrated without
any effect of existing system
17. · Solved critical issues within the timeline and got huge
appreciations from my onsite team in Spain
· Took ownership among almost all the applications and
understood the business involved in it.
· Used the Angular JS after getting the response from the server
in the JSON format and painted on the screen.
· Used the Angular JS tags inside the HTML page to make the
page more effectively and to have great user interface.
· Worked on the JQuery to do validations on the client side.
Implemented validations which reduces the load on the server.
· Worked on deployment on the Tomcat server on various
Environments like development, Test and Production Server.
· For every Web application we have a Mass Uploader
application which is a standalone JAVA application by using
which client can upload an Excel sheet of data into the
database.
· Created a SWING Window to handle the Uploaders which
takes Excel sheet of data as input and uploads the data into the
18. Database which is same for web application also.
· Worked on Knowledge Transfer on these applications while
migration it to the other vendors.
· Worked on SQL/PL/SQL related skills to efficiently store the
data into the database.
· Created a class named BasicDataSource which improves the
performance while handling many connections to the database.
· Handled the requests for production issues and the high
priority tickets .
· Extensively worked Various PL/SQL procedures and functions
that are used in the application.
· Used SVN to maintain the versions of the code.
Environment: Java, J2EE, HTML, CSS, JavaScript, Windows,
DB2, Log4J, Angular, Apache wicket, IBATIS, jQuery, SQL,
PL/SQL
, Apache Tomcat 8.0
TATA CONSULTANCY SERVICES Bangalore, India
19. Mar-2014 to Jan-2015
Client: TCS Internal
Role: Application Developer
Project Name: Wealth Management Product
Project Location: Bangalore, India
Project Description: Wealth management product is TCS
Internal Product which is used by many banks out of which
bank of YAHAV is one. It is an Enterprise banking application
used by the agents of the bank. This Application includes
business like registering an asset and capturing the worth of it,
20. collecting all the assets of a customer into a portfolio. It also
includes a variety of modules like sales admin, New Investment
on business etc.
Responsibilities:
· Took ownership on the portfolio module and delivered with no
defects.
· Worked on the development phase from scratch and
understood end-to-end process of the project.
· Used JSP technology to design the web pages
· Worked on Implementation of the pages by using JSP and then
Struts 2.0 to handle the requests.
· Also, involved in various other modules while fixing the
defects in the final phase of the project.
· Learnt how to integrate TCS Extranet web services into the
pages. TCS used its own web services while working with
Banking. Have designed those by using internal tool of TCS
Master Craft Tool.
· Performed validation support for the project in 2 levels
21. namely at the client side by using JQuery and at the controller
level by using Struts 2.0.
· Worked collaboratively with back office team whose job is
used to work exclusively on the Extranet services and
understand each service before working on it.
· Developed a single page, mobile-first, cross device/ cross-
browser web application utilizing AngularJS, JavaScript API.
· Worked extensively on AngularJS in creating Controllers,
Making AJAX calls using $http, $resource and JSON parse.
· Involved in VIEW and CONTROLLER section of MVC pattern
for project which includes HTML5, CSS3, JavaScript, JQuery
and AJAX which were used for UI development.
· Collaborate with clients, product management as well as UI
team.
· Head development inclusive to agile team to execute key User
Interface aspects and Collect requirements for user interface
research.
· Plan and execute usability evaluation along with testing across
22. UI development stages.
· Implemented Hibernate ORM tool integration with Spring
MVC to interact with back end persistence system (SQL).
· Followed Spring MVC pattern for the project with
Servlets/JSP and Hibernate.
· Configured Hibernate mapping files and configuration files to
connect with the database.
· Designed Persistent Hibernate ORM classes.
Environment: JSP, AngularJS, Bootstrap, Angular UI, Spring
boot, HTML5, CSS3, jQuery, AJAX, Hibernate, Spring MVC,
WebLogic, SQL, PL/SQL
Client: Skandia
April-2012 to Dec-2013
23. Role: Programmer Analyst
Project Name: Royal bank of Skandia
Project Location: Bangalore, India
Project Description: Royal bank of Skandia belongs to old
mutual group of Scotland. The internal agents of Bank are using
this product. Skandia has a fresh view of investments to help
our customers around the world achieve their goals. Our
innovative long-term saving and investment solutions enable
our customers to respond quickly to life and market changes,
and plan.
Responsibilities:
Worked from the scratch from user interface designing to the
integrating web services on to the pages and testing of it.
· Introduced AJAX on to my project which improved the time to
24. interact with the application.
· Worked with Alfresco server for the first time and gave a
demo to the Onsite team. Alfresco server is used for
Internationalization in the application. It manages all the
content appeared on the application with all the customers’ data
like the name, country he/she belongs to. This server will take
the input from the application and identifies the language based
on the customer’s data.
· Also, helped fresher’s in understanding the application by
giving knowledge transfer.
· As it was, my first real project experience, I handled the
others work assigned and took responsibility to deal without
pressure.
· Developed an application for security control module using
Bootstrap, HTML, CSS, JavaScript. Used and worked on
JQuery for UI and implemented AJAX calls using JSON.
· Worked on Struts and spring ORM framework to handle the
request from clients and to connect to database to save it.
· Used JSP top design the web pages and then JQuery and
25. Angular JS to efficiently handle the Validations and to have
very dynamic user response page.
· Involved in bug fixing and enhancements on change request.
· Used Log4J for logging and analyzing system performance and
flow, involved in code refactoring and bug fixing and used SVN
as the Version Control Tool.
Environment: JSP, Java, J2EE, Struts2, Spring MVC, jQuery,
Bootstrap, Web logic, JSP/Servlets, XML, SQL, PL/SQL
TCS ILP (Initial Learning Program) Training
Dec 2011 to Mar-2012
Location: Trivandrum, India
Description: TCS ILP is the initial learning program which is of
3 months given to all the freshers on various technologies
includes mainframes, JAVA, dot net, SQL etc.. . I have
undergone JAVA & SQL training. It also includes English
communication skills program. During training we have
undergone various assignments and tests after every topic.
26. Finally, we must show a mini project from the scratch that
includes requirements gathering, analysis diagrams like UML,
Development and Testing.
We also must face the Viva by the Technical Leads to complete
the successful training.
ACADEMIC PROJECTS:
Design of Peer-to-peer Car Rental Database, Frostburg State
University
Designed Entity-Relationship (ER) Model for peer-to-peer Car
Rental database.
Create Tables, insert data and execute complex queries by using
join conditions.
Used PL/SQL to create views, sequences, indexes, Triggers,
cursors, procedures, functions
Did Normalizations for the all the tables which makes data
correct and manage it easily.
Design and Develop Sample Library Management Application
27. using Ruby on Rails, Frostburg State University
Developed a system which automates all the manual process
operations done by a Library like managing the current
students, issuing books, renewal of books, adding books ad
deletions of books which are no longer available in the Library.
ACADEMIC ASSIGNMENTS:
· Created pages using PHP and Connected to MySQL Database
using XAMP Software
· Created a page which can identify the currently running
browsers information and displays the Geo Location
Information including the map.
· Demonstrated the android application and connected to the
internal SQLite Database
· Worked on the chatting application using MEAN stack
software and explained about how to use these technologies
together.
· Demonstrated the AWS cloud environment and deployed a
page and tested using the URL generated by the AWS.
YouTube Links: