Chapter 11 – From the chapter, we learned that the pattern of beha.docx
•Download as DOCX, PDF•
0 likes•2 views
Chapter 11 – From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment. Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – this is where the prevalence of coercive formalization scales with what the author refers to as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society… Q1 : The author argue that most people may agree with the notion that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers key reason(s) why procedures should not be changed too often. what are those reasons? Provide a brief narrative "why procedures should not be changed too often" Q2: Moore (2000) identifies that Public Value Management as an emerging new management paradigm that is not so much a response to an existing paradigm but a formulation of the role of nonprofits in modern society (Stoker 2006). In view of both the authors, Moore (2000) and Stoker (2006), public value management is a succinctly formulated public value scorecard in which an organization should target to balance three components: What are these components? identify and name those three components? .
Report
Share
Report
Share
Recommended
Chapter 11 – From the chapter, we learned that the pattern of .docx
Chapter 11
– From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment.
On the same line of thought, Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – and this is where the prevalence of coercive formalization scales with what the author terms as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society…
Q1:
In conclusion, the author presents a view that most people may agree with – that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers a key reason(s) why procedures should not be changed too often. What are those reasons? Provide a brief explanation.
identify and name the three (4) reasons why procedures should not be changed too often
provide a short and clear narrative to support your responses
.
Chapter 11 – From the chapter, we learned that the pattern of beha.docx
Chapter 11
– From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment. Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – this is where the prevalence of coercive formalization scales with what the author refers to as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society…
Q1
: The author argues that most people may agree with the notion that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers key reason(s) why procedures should not be changed too often.
Q2:
Moore (2000) identifies that Public Value Management as an emerging new management paradigm that is not so much a response to an existing paradigm but a formulation of the role of nonprofits in modern society (Stoker 2006). In view of both the authors, Moore (2000) and Stoker (2006), public value management is a succinctly formulated public value scorecard in which an organization should target to balance three components: What are these components?
.
Chapter 10 – Policymakers are tasked with making decisions on
Chapter 10
– Policymakers are tasked with making decisions on issues characterized as wicked problems because of controversies, unknown relationships between causes and consequences, and uncertain futures. From this perspective, Moody and Gerrits (2015) think that its desirable to get decisions mapped ahead of the possible outcomes prior to the actual decision-making because that would generate certainty in ambiguous situations. Looking closely at the Technological perceptions, technology is thought to revolve around humans. It reflects on questions of who drives technology.
Q1: Please identify and name a few of those questions discussed in this debate and provide a brief explanation around your thoughts?
Chapter 11
– From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment. On the same line of thought, Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – and this is where the prevalence of coercive formalization scales with what the author terms as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society…
Q2: In conclusion, the author presents a view that most people may agree with – that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers a key reason(s) why procedures should not be changed too often. What are those reasons? Provide a brief explanation.
...
ED 526 Weekly Discussion #5 Learning for Justice”Part 1
ED 526: Weekly Discussion #5:
“Learning for Justice”
Part 1
This week's discussion will focus on the website Learning for Justice. Review the website below in detail, select one self-guided learning workshop, complete the workshop, reflect on the experience by answering the questions identified in the workshop under "Reflect On,".
Part 2
Post under discussion in 200 words your experience on the website and reflect on your completed workshop you chose and pose one question for your peers to reflect and respond to.
Part 3
Students are to answer the discussion question by , and respond to two peers.
Website:
https://www.learningforjustice.org/magazine/our-new-name-learning-for-justice
The creation of the English-language version of these publications is Þ nanced in
the framework of contract No. 607/P-DUN/2018 by the Ministry of Science and
Higher Education committed to activities aimed at the promotion of education.
* Marcin Nowak – dr in ., Faculty of Engineering Management, Poznan University of Technology.
https://orcid.org/0000-0001-5005-7820.
** Joanna Ziomek – mgr in ., Faculty of Engineering Management, Poznan University of Technology.
https://orcid.org/0000-0002-7750-0527.
Correspondence address: Faculty of Engineering Management, Poznan University of Technology, 11 Strze-
lecka Str., 60-965 Pozna , Poland; e-mail: [email protected]; [email protected]
Problemy Zarz dzania – Management Issues, vol. 17, no. 2(82): 142 –154
ISSN 1644-9584, © Wydzia Zarz dzania UW
DOI 10.7172/1644-9584.82.7
Intuitive and Rational Cognition
in the Theory and Practice of Management Sciences
Submitted: 11.01.19 | Accepted: 26.03.19
Marcin Nowak*, Joanna Ziomek**
The aim of this study is to explain the role of rational and intuitive cognition in the theory and practice
of management. The ar ticle presents a synthetic review of definitions and ways of interpreting the
concept of intuition. Subsequently, a conceptual apparatus for rational judgments, intuitive judgments,
and intuition as a special type of skills is proposed. On the basis of the four-stage model of the creative
process and the model of System 1 and System 2, the role of intuition in the work of management
theoretician is explained. Using the four-stage model of competence, the role of intuition in the process
of making managerial decisions is explained. The study shows that intuition is a key skill in the theory
and practice of management.
Keywords: intuition, intuitive judgment, intuitive cognition, managerial decisions, epistemology of
management sciences.
Poznanie intuicyjne i rozumowe w teorii i praktyce nauk
o zarz dzaniu
Nades any: 11.01.19 | Zaakceptowany do druku: 26.03.19
Celem niniejszego opracowania jest wyja nienie roli poznania rozumowego i intuicyjnego w teorii i praktyce
zarz dzania. W artykule przedstawiono syntetyczny przegl d definicji i sposobu interpretowania poj cia
intuicji. Nast pnie zaproponowano aparat poj ciowy dotycz cy ...
Agent-Based Modeling for Sociologists
Agent-Based Modeling for Sociologists is a crash course on how to build ABM in the social sciences. This presentation has an introduction to OOP and then discusses three models in details, along with their NetLogo implementation
Pedagogical Approaches
The five main approaches of psychology are behavioral, cognitive, biological, humanistic, and psychodynamic. The behavioral approach focuses on how environmental stimuli shape learning and behavior. The cognitive approach examines internal mental processes like thinking and memory. The biological approach studies how biology and neuroscience influence behavior. The humanistic approach emphasizes self-actualization, free will, and human potential. The psychodynamic approach developed by Freud focuses on unconscious thoughts and drives and their influence on behavior. Each approach provides a different perspective on understanding human behavior and the mind.
The Working Memory Model
The document discusses the working poor, who work hard but still struggle financially. It states that while nature plays a role, it is wrong to view the working poor as lazy. While their efforts may not generate enough income to escape poverty, there are ways for the working poor to improve their situation through undertaking efforts that are more remunerative. Hard work alone is not always enough, and the choices available to the working poor can determine whether or not they remain in poverty.
Presentation
The document provides an overview of theories from different fields that can provide a refreshed view of the professional context, including:
- Polysystem Theory, which describes social systems as having interdependent subsystems rather than an independent deep structure
- Pierre Bourdieu's concept of habitus, which describes how individual behaviors emerge from social interactions
- Juri Lotman's concept of the semiosphere, which views communication as occurring within overlapping social niches
- Ilya Prigogine's work on dissipative structures and self-organizing systems, which sees entropy as enabling systems to evolve into higher complexity
- Howard Gardner's theory of multiple intelligences, with a focus on emotional intelligence and its importance for feedback loops
Recommended
Chapter 11 – From the chapter, we learned that the pattern of .docx
Chapter 11
– From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment.
On the same line of thought, Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – and this is where the prevalence of coercive formalization scales with what the author terms as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society…
Q1:
In conclusion, the author presents a view that most people may agree with – that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers a key reason(s) why procedures should not be changed too often. What are those reasons? Provide a brief explanation.
identify and name the three (4) reasons why procedures should not be changed too often
provide a short and clear narrative to support your responses
.
Chapter 11 – From the chapter, we learned that the pattern of beha.docx
Chapter 11
– From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment. Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – this is where the prevalence of coercive formalization scales with what the author refers to as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society…
Q1
: The author argues that most people may agree with the notion that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers key reason(s) why procedures should not be changed too often.
Q2:
Moore (2000) identifies that Public Value Management as an emerging new management paradigm that is not so much a response to an existing paradigm but a formulation of the role of nonprofits in modern society (Stoker 2006). In view of both the authors, Moore (2000) and Stoker (2006), public value management is a succinctly formulated public value scorecard in which an organization should target to balance three components: What are these components?
.
Chapter 10 – Policymakers are tasked with making decisions on
Chapter 10
– Policymakers are tasked with making decisions on issues characterized as wicked problems because of controversies, unknown relationships between causes and consequences, and uncertain futures. From this perspective, Moody and Gerrits (2015) think that its desirable to get decisions mapped ahead of the possible outcomes prior to the actual decision-making because that would generate certainty in ambiguous situations. Looking closely at the Technological perceptions, technology is thought to revolve around humans. It reflects on questions of who drives technology.
Q1: Please identify and name a few of those questions discussed in this debate and provide a brief explanation around your thoughts?
Chapter 11
– From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment. On the same line of thought, Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – and this is where the prevalence of coercive formalization scales with what the author terms as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society…
Q2: In conclusion, the author presents a view that most people may agree with – that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers a key reason(s) why procedures should not be changed too often. What are those reasons? Provide a brief explanation.
...
ED 526 Weekly Discussion #5 Learning for Justice”Part 1
ED 526: Weekly Discussion #5:
“Learning for Justice”
Part 1
This week's discussion will focus on the website Learning for Justice. Review the website below in detail, select one self-guided learning workshop, complete the workshop, reflect on the experience by answering the questions identified in the workshop under "Reflect On,".
Part 2
Post under discussion in 200 words your experience on the website and reflect on your completed workshop you chose and pose one question for your peers to reflect and respond to.
Part 3
Students are to answer the discussion question by , and respond to two peers.
Website:
https://www.learningforjustice.org/magazine/our-new-name-learning-for-justice
The creation of the English-language version of these publications is Þ nanced in
the framework of contract No. 607/P-DUN/2018 by the Ministry of Science and
Higher Education committed to activities aimed at the promotion of education.
* Marcin Nowak – dr in ., Faculty of Engineering Management, Poznan University of Technology.
https://orcid.org/0000-0001-5005-7820.
** Joanna Ziomek – mgr in ., Faculty of Engineering Management, Poznan University of Technology.
https://orcid.org/0000-0002-7750-0527.
Correspondence address: Faculty of Engineering Management, Poznan University of Technology, 11 Strze-
lecka Str., 60-965 Pozna , Poland; e-mail: [email protected]; [email protected]
Problemy Zarz dzania – Management Issues, vol. 17, no. 2(82): 142 –154
ISSN 1644-9584, © Wydzia Zarz dzania UW
DOI 10.7172/1644-9584.82.7
Intuitive and Rational Cognition
in the Theory and Practice of Management Sciences
Submitted: 11.01.19 | Accepted: 26.03.19
Marcin Nowak*, Joanna Ziomek**
The aim of this study is to explain the role of rational and intuitive cognition in the theory and practice
of management. The ar ticle presents a synthetic review of definitions and ways of interpreting the
concept of intuition. Subsequently, a conceptual apparatus for rational judgments, intuitive judgments,
and intuition as a special type of skills is proposed. On the basis of the four-stage model of the creative
process and the model of System 1 and System 2, the role of intuition in the work of management
theoretician is explained. Using the four-stage model of competence, the role of intuition in the process
of making managerial decisions is explained. The study shows that intuition is a key skill in the theory
and practice of management.
Keywords: intuition, intuitive judgment, intuitive cognition, managerial decisions, epistemology of
management sciences.
Poznanie intuicyjne i rozumowe w teorii i praktyce nauk
o zarz dzaniu
Nades any: 11.01.19 | Zaakceptowany do druku: 26.03.19
Celem niniejszego opracowania jest wyja nienie roli poznania rozumowego i intuicyjnego w teorii i praktyce
zarz dzania. W artykule przedstawiono syntetyczny przegl d definicji i sposobu interpretowania poj cia
intuicji. Nast pnie zaproponowano aparat poj ciowy dotycz cy ...
Agent-Based Modeling for Sociologists
Agent-Based Modeling for Sociologists is a crash course on how to build ABM in the social sciences. This presentation has an introduction to OOP and then discusses three models in details, along with their NetLogo implementation
Pedagogical Approaches
The five main approaches of psychology are behavioral, cognitive, biological, humanistic, and psychodynamic. The behavioral approach focuses on how environmental stimuli shape learning and behavior. The cognitive approach examines internal mental processes like thinking and memory. The biological approach studies how biology and neuroscience influence behavior. The humanistic approach emphasizes self-actualization, free will, and human potential. The psychodynamic approach developed by Freud focuses on unconscious thoughts and drives and their influence on behavior. Each approach provides a different perspective on understanding human behavior and the mind.
The Working Memory Model
The document discusses the working poor, who work hard but still struggle financially. It states that while nature plays a role, it is wrong to view the working poor as lazy. While their efforts may not generate enough income to escape poverty, there are ways for the working poor to improve their situation through undertaking efforts that are more remunerative. Hard work alone is not always enough, and the choices available to the working poor can determine whether or not they remain in poverty.
Presentation
The document provides an overview of theories from different fields that can provide a refreshed view of the professional context, including:
- Polysystem Theory, which describes social systems as having interdependent subsystems rather than an independent deep structure
- Pierre Bourdieu's concept of habitus, which describes how individual behaviors emerge from social interactions
- Juri Lotman's concept of the semiosphere, which views communication as occurring within overlapping social niches
- Ilya Prigogine's work on dissipative structures and self-organizing systems, which sees entropy as enabling systems to evolve into higher complexity
- Howard Gardner's theory of multiple intelligences, with a focus on emotional intelligence and its importance for feedback loops
Chapter 3 Frameworks for Diagnosing Organizations What” to Change
Chapter 3 Frameworks for Diagnosing Organizations “What” to Change in an Organization
There is nothing as practical as a good theory.
—Kurt Lewin
Chapter Overview
· Change leaders need to understand both the process of making organizational modifications (the how to change as outlined in Chapter 2) and the ability to diagnose organizational problems and take actions to change an organization.
· Determining what needs changing requires clear organizational frameworks. Change leaders need to comprehend the complexity and interrelatedness of organizational components: how analysis needs to occur at different organizational levels, and how organizations and their environments will shift over time, requiring further analysis and action.
· This chapter outlines several frameworks that one can use to analyze organizational dynamics:
1. Nadler and Tushman’s Congruence Model balances the complexity needed for organizational analysis, and the simplicity needed for action planning and communication, and provides the over-arching structure for this book;
2. Sterman’s Systems Dynamics Model views the nonlinear and interactive nature of organizations;
3. Quinn’s Competing Values Model provides a framework that bridges individual and organizational levels of analysis;
4. Greiner’s Phases of Organizational Growth Model highlights organizational changes that will—inevitably—occur over time in organizations, from their infancy to maturity; this model is particularly useful for entrepreneurs who sometimes need to be reminded that change needs to occur, even in their small start-up organizations; and
5. Stacey’s Complexity Theory is introduced to highlight the interactive, time-dependent nature of organizations and their evolutionary processes.
• Each framework aids a change agent in diagnosing a particular kind of organizational issue and suggests remedies for what ails an institution.
In Chapter 2, we considered the process of change (the Change Path). In this chapter, we deal with what aspects of an organization to change. Differentiating the process from the content is sometimes confusing, but the rather unusual example below will highlight the difference.
Bloodletting is a procedure that was performed to help alleviate the ills of mankind. . . . In the early 19th century, adults with good health from the country districts of England were bled as regularly as they went to market; this was considered to be preventive medicine.1
The practice of bloodletting was based on a set of assumptions about how the body worked—bloodletting would diminish the quantity of blood in the system and thus lessen the redness, heat, and swelling that was occurring. As a result, people seemed to get better after this treatment—but only in the short term. The reality was that they were weakened by the loss of blood. As we know today, the so-called science of bloodletting was based on an inaccurate understanding of the body. It is likely that bloodletting professionals worked to imp ...
Knowledge management
This document discusses several models of knowledge management:
1. Von Krogh and Roos's organizational epistemology model distinguishes between individual and social knowledge. It identifies barriers to knowledge management.
2. Nonaka and Takeuchi's SECI model describes how tacit and explicit knowledge is created and shared through socialization, externalization, combination, and internalization.
3. Frid's KM model defines five levels of KM maturity from chaotic to knowledge-centric.
Examples Of Descriptive Essay Topics. Best Descript
The document provides instructions for requesting writing assistance from HelpWriting.net. It outlines a 5-step process: 1) Create an account, 2) Complete an order form providing instructions and deadline, 3) Review bids from writers and select one, 4) Review the completed paper and authorize payment, 5) Request revisions until satisfied. It emphasizes that original, high-quality content is guaranteed or a full refund will be provided.
Chapter 3 Frameworks for Diagnosing Organizations What” to Change.docx
Chapter 3 Frameworks for Diagnosing Organizations “What” to Change in an Organization
There is nothing as practical as a good theory.
—Kurt Lewin
Chapter Overview
· Change leaders need to understand both the process of making organizational modifications (the how to change as outlined in Chapter 2) and the ability to diagnose organizational problems and take actions to change an organization.
· Determining what needs changing requires clear organizational frameworks. Change leaders need to comprehend the complexity and interrelatedness of organizational components: how analysis needs to occur at different organizational levels, and how organizations and their environments will shift over time, requiring further analysis and action.
· This chapter outlines several frameworks that one can use to analyze organizational dynamics:
1 Nadler and Tushman’s Congruence Model balances the complexity needed for organizational analysis, and the simplicity needed for action planning and communication, and provides the over-arching structure for this book;
2 Sterman’s Systems Dynamics Model views the nonlinear and interactive nature of organizations;
3 Quinn’s Competing Values Model provides a framework that bridges individual and organizational levels of analysis;
4 Greiner’s Phases of Organizational Growth Model highlights organizational changes that will—inevitably—occur over time in organizations, from their infancy to maturity; this model is particularly useful for entrepreneurs who sometimes need to be reminded that change needs to occur, even in their small start-up organizations; and
5 Stacey’s Complexity Theory is introduced to highlight the interactive, time-dependent nature of organizations and their evolutionary processes. • Each framework aids a change agent in diagnosing a particular kind of organizational issue and suggests remedies for what ails an institution.
In Chapter 2, we considered the process of change (the Change Path). In this chapter, we deal with what aspects of an organization to change. Differentiating the process from the content is sometimes confusing, but the rather unusual example below will highlight the difference.
Bloodletting is a procedure that was performed to help alleviate the ills of mankind. . . . In the early 19th century, adults with good health from the country districts of England were bled as regularly as they went to market; this was considered to be preventive medicine.1
The practice of bloodletting was based on a set of assumptions about how the body worked—bloodletting would diminish the quantity of blood in the system and thus lessen the redness, heat, and swelling that was occurring. As a result, people seemed to get better after this treatment—but only in the short term. The reality was that they were weakened by the loss of blood. As we know today, the so-called science of bloodletting was based on an inaccurate understanding of the body. It is likely that bloodletting professionals worked to improve ...
User Driven Social Enterprise 1 Sept 2010[1][1]
The person-system-role framework is considered an appropriate model to understand user-driven social enterprises. The starting point is the personal lived experiences of users and those who work with them. In transforming users into drivers of social enterprise, key roles like citizen and co-producer are important. Such personal experiences and roles are set within a context or system defined by its purpose or aim. Applying this framework to disability case studies, the authors identify that understanding lived experiences, valuing experiences of disability, promoting sharing and networking, clarifying organizational purpose, exploring co-production, and measuring user-driven enterprises are important for establishing and developing user-driven social enterprises.
Human Intelligence Source Analysis
Human Intelligence Source Analysis
- Human Intelligence relies on personal connections with sources of information. Close relationships allow access to insights not available through other forms of intelligence, such as decision-making processes and moral obligations.
- Developed contacts can bypass security through means like access badges or ID cards.
- While powerful, Human Intelligence is also susceptible to counterintelligence operations and deception due to the close personal involvement between agents and sources.
Chapter 3 - HCI Human Factors Cognition Perception.pptx
Human factors and cognition must be considered in HCI design. Cognition involves how we process and understand information. Key cognitive theories for HCI include information processing models, which view interaction as involving sensory memory, working memory, and long-term memory. Mental models and conceptual models help explain how users understand a system. Gulf of execution and evaluation describe differences between user goals/mental models and the actual system. Distributed and external cognition frameworks emphasize how knowledge is situated across internal and external representations. Embodied interaction also notes how the body influences cognition. Perception involves visual, auditory, and haptic senses. Constructivist and ecological theories describe how perception involves constructing meaning or directly detecting information. Gestalt laws and affordances respectively influence how
bhusal2Prepared byDeepak BhusalCWID50259419To P
bhusal2
Prepared by
Deepak Bhusal
CWID:50259419
To Professor: Dr. R. Daniel Creider
Table of Contents
Abstract 3
Introduction 4
Literature Review 5
AI for Justice 6
AI in Medical Teaching 8
Artificial Intelligence in human resource management 9
AI in Marketing 10
Artificial Intelligence in Real Estate 13
Real Estate Agent Selection 14
Artificial Intelligence in CRM 16
Artificial Intelligence in Banking 18
AI based Chatbots in Financial Institutions 19
Customization of Products 19
References 24
Artificial Intelligence: Formalizing Human CapabilitiesAbstract
Artificial Intelligence cannot replace three human abilities, in which human beings present an insurmountable advantage today, and they are empathy, leadership, and creativity. AI can quickly take over essential verbal and visual communication services, such as digital assistant-based customer service. However, our ability to empathize with the client and to carry out non-verbal communication based on emotions gives us an advantage that Artificial Intelligence can never replace. These qualities can make the difference between a misunderstood and dissatisfied customer versus an understood and loyal customer.
Gajane & Pechenizkiy (2017) stated that it is undeniable that AI will replace workers in essential economic-financial management, logistics, materials, human resources, and projects. Still, people have more advanced management capabilities that AI cannot return. The following two skills play a crucial role:
First is the ability to manage the growth of human groups. This is the ability to help members of the organization develop their skills and grow professionally through our innate leadership ability to set goals, motivate, lead by example, evaluate, delegate, and transmit experience.
Secondly, there is the ability to carry out the organization members' recovery management when they suffer problems derived from interpersonal relationships or other emotional reasons. It is based on the skills of understanding, counseling, care, and protection.
Yampolskiy (2019) found that AI can never replace the vision, invention, and original proposal of innovative and disruptive designs, not only applied to the individual as a genius but also the ability to carry out collective intelligence management focused on innovation, facilitating the appearance of new knowledge and wisdom. Besides, even more, difficult it will be able to replace the ability to implement new ideas in the organization, communicating attractively, persuading, and making the organization move smoothly to implement innovative ideas.
Keywords
Artificial Intelligence, Marketing, Human Resource Management, Medical Sciences, Nursing, Introduction
The possibility of thought in machines is a concern that has been raised for a long time; science fiction, as well as engineering and philosophy, have sought to provide an answer to the question "Can machines think?" Famous exponents of both affirmative answers, given by Turing or K ...
Bhusal2 prepared bydeepak bhusalcwid50259419to p
The document discusses artificial intelligence and its capabilities compared to human abilities. It argues that AI cannot replace three key human abilities: empathy, leadership, and creativity. While AI can perform communication tasks, humans have advantages in emotional communication and understanding. The document also discusses how AI may replace some economic and management roles but cannot match advanced human skills like leading groups, counseling others, and innovating with new ideas. It reviews literature on defining thinking and the limits of machine capabilities.
2010 cognitive science informing the design of attention aware social systems
Presented at the Workshop:
“Management and Governance of Online Communities”
27 May 2010, Paris
Organized by the Orange’s Chair "Innovation and regulation in digital services“
of Ecole Polytechnique, and Télécom ParisTech
A Good Descriptive Essay.pdf
FREE 9+ Descriptive Essay Examples in PDF | Examples. College essay: Descriptive composition pdf. Example Of A Good Descriptive Essay – Telegraph. Amazing Descriptive Essays Examples ~ Thatsnotus. 001 Sample Descriptive Essay ~ Thatsnotus. 006 Essay Example Diagnostic Examples Of Good Descriptive Essays Sample .... Descriptive Essay On Love — Descriptive Essay About Love. How to Write a Descriptive Essay: 14 Steps (with Pictures).
Organisation theories
The document discusses several theories of organization:
1. Classical theory viewed organizations as machines and workers as cogs, with the goal of efficiency. Neoclassical theory emphasized good human relations and social factors.
2. Bureaucratic theory examines organizations as systems of rules and authority. Weber's theory of bureaucracy defined its key features.
3. Systems theory views organizations as complex systems of interrelated elements and environments. Changes in one element impact others.
4. Contingency theory posits that the best organization structure depends on external factors like environment, strategy, and technology. Different structures suit different situations.
An Essay On Computer. Click here to view my essay on computer networks
Importance of Computer Essay | Essay on Importance of Computer for .... Essay on Computer | Computer Essay for Students and Children in English .... Essay on Computer for all Class in 100 to 500 Words in English. Essay on Importance of Computer in Life for Students. Essay on Computer - YouTube. Essay On Computer In English ll Short Essay Writing ll - YouTube. Click here to view my essay on computer networks. Computers Are Everywhere Essay Example | StudyHippo.com. 006 Essay Example On Computer 62 Thumb ~ Thatsnotus. Essay On History Of Computer Free Essay Example. What Is Computer Essay In English | Sitedoct.org. Computer System - PHDessay.com. What is Computer - PHDessay.com. Essay On Computer and It's Uses for School Students - The Study Cafe. How Computer Has Made Learning Easier For Students Essay Example .... The Computer Essay Introduction | Science And Technology | Office Equipment. Importance of
About Possible Benefits From Irrational Thinking In Everyday Life
This document discusses potential benefits of irrational thinking in everyday life. It begins by noting the difficulties in clearly distinguishing rational from irrational thinking given the complex, interconnected nature of human cognition. The document then reviews some general reasons for irrational thinking based on evolutionary psychology and brain structure/functioning, such as the need for quick decision-making in dangerous situations and mental shortcuts that conserve effort. Specific examples of irrational thinking that could provide benefits are then considered, drawing on research in behavioural economics showing systematic cognitive biases and errors in decision-making that, while departing from strict rationality, may still help achieve goals in everyday contexts.
CompetencyAnalyze how human resource standards and practices.docx
Competency
Analyze how human resource standards and practices within the healthcare field support organizational mission, visions, and values.
Scenario
Wynn Regional Medical Center (WRMC) is the premier hospital in your area. The hospital has been in your city for over 100 years. Over the past decade, the hospital has been losing money for various reasons, though primarily due to uncompensated care. You were recently hired as the Vice President for Human Resources at WRMC, and part of your responsibilities include presenting historical information to participants of the new employee orientation.
Instructions
Create a PowerPoint presentation detailing the changing nature of the healthcare workforce. The presentation should contain speaker notes for each slide or voiceover narration. The presentation should address the following topics and questions:
Historical information on the changing healthcare workforce
How have legislation and policies changed in the past decade?
How have patient demographics changed in the past decade (baby boomers, generation X, millennials, ethnicities)?
How have patient centric approaches changed in the past decade (use of the Internet and social media to gather health information)?
Challenges associated with the changing healthcare workforce
What are some of the challenges associated with the policy and legislative changes?
What are some challenges associated with demographic changes?
What are some of the challenges associated with patients “researching” their own health instead of going to the doctor?
Current state of healthcare
What have been some of the improvements to the healthcare system over the last decade?
Resources
This
link
has information for creating a PowerPoint presentation.
Here is a
link
to information about adding speaker notes.
Here is a
link
to information about creating a voiceover narration using Screencast-O-Matic.
GRADING RUBRICS:
1.Clear and thorough explanation of the history of the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
2. Clear and thorough discussion of the challenges associated with the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
3. Comprehensive analysis of the current state of healthcare.
Includes a clear and thorough assessment of improvements to the healthcare system over the last decade and supports assertions with multiple supporting examples.
.
CompetencyAnalyze financial statements to assess performance.docx
Competency
Analyze financial statements to assess performance and to ensure organizational improvement and long-term viability
.
Scenario
In an ongoing effort to explore the feasibility of expanding services into rural areas of the state, leadership at Memorial Hospital has determined that conducting a review of its financial condition will be essential to ensuring the organization’s ability to successfully achieve its expansion goals.
Instructions
The CFO has provided you with a copy of the organization’s
financial statements
. This information will be critical in evaluating the organization’s financial capacity to support the proposed expansion of services into the rural areas of the state.
You are asked to review these financial statements (which include the Income Statement, Statement of Cash Flows, and the Balance Sheet) and prepare an executive summary outlining the financial strength of the organization and evidence to support the expansion. Your executive summary should include the following:
An overview of the issue.
A review of critical financial ratios (Liquidity, Solvency, Profitability, and Efficiency) based on financial statements.
Inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios.
Provide a recommendation based on ration analysis.
Resources
This
link
has information for creating an executive summary.
Grading Rubric:
1.
Comprehensive identification of summary of the issue. Includes multiple examples or supporting details.
2. Clear and thorough review of critical financial ratios--Liquidity, Solvency, Profitability, and Efficiency--based on financial statements. Includes multiple examples or supporting details per topic.
3. Clear and thorough inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios. Includes multiple examples or supporting details per topic.
4. Comprehensive recommendation, based on ration analysis. Includes multiple examples or supporting details.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare.docx
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required. APA help is available
here.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare wor.docx
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required.
.
CompetencyAnalyze collaboration tools to support organizatio.docx
Competency
Analyze collaboration tools to support organizational goals.
Scenario
You are a new manager at Elliot Building Supplies International who has seen huge success in managing your global team remotely. This success has been shown in the team outcomes/production and employee satisfaction and engagement. Senior leadership has taken notice of your success and has asked you to create a presentation to share with your peers, who also manage remotely, that explains the best collaboration tools for remote teams. Also, you will explain the best way to manage effectively and create a motivating and satisfying work environment that supports collaboration.
Instructions
You will need to include the following in your PowerPoint presentation.
Presentation welcome/introduction slide.
Collaboration tools that you have used to be successful.
This should include at least 4 different types of tools.
Each type should be explained in detail, along with the benefits it provides.
Critical skills to successfully manage remote employees.
Closing slide to share final thoughts and ideas.
.
Competency Checklist and Professional Development Resources .docx
Competency Checklist and Professional Development Resources
An important and yet often overlooked function of leadership in an early childhood program is the ability to positively influence the people in the program. For this group assignment, consider the characteristics of a leader who can support and lead teachers in reflective teaching. This type of self-reflection is the first step to understanding how a supervisor supports teachers to accomplish their goals through mentoring. For this assignment, your group will need to address the following two components:
Part 1
: Consider the following question as your group completes the competency checklist below: What might be evidence that a teacher leader possesses the competence to also be a mentor? You are encouraged to evenly divide the competencies among your group, so that each member contributes to providing brief examples of interactions while highlighting the characteristic(s) that demonstrates each competency. While this portion can be completed independently, you should then collaborate to ensure that each group member provides feedback before submitting the full collaborative document.
Competency Checklist
Competency
Describe an example of a teacher-leader with children (when acting as a teacher)
Describe an example of a teacher-leader with adults (when acting as a supervisor)
Listens well, does not interrupt, and respects the pace of the other person
Is able to wait for others to discover solutions, form own ideas, and reflect
Asks questions that encourage details
Is aware of and comfortable with his or her feelings and the emotions of others
Is responsive to others
Guides, nurtures, supports, and empathizes
Integrates emotion and intellect
Fosters reflection or wondering by others
Is aware of how others’ reactions affect a process of dialogue and reflection, including sensitivity to bias and cultural context
Is willing to have consistent and predictable meeting times and places
Is flexible and available
Is able to form trusting relationships
Part 2:
Professional Development Resources Document
–Early childhood programs have numerous curriculum options which may contribute to a need to support teachers and staff in a curriculum context they are not familiar with. Therefore, as we prepare to support protégés, we can refer to the National Association of the Education of Young Children core standards for professional development, to promote the use of best practices. These six core standards, briefly describe what early childhood professionals should know and be able to do. After reading each of the
NAEYC Standards for Early Childhood Professional Preparation Programs (Links to an external site.)
, focus on the first four standards:
STANDARD 1.
PROMOTING CHILD DEVELOPMENT AND LEARNING
STANDARD 2.
BUILDING FAMILY AND COMMUNITY RELATIONSHIPS
STANDARD 3.
OBSERVING, DOCUMENTING, AND ASSESSING TO SUPPORT YOUNG CHILDREN AND FAMILIES
STANDARD 4.
US.
Competency 6 Enagage with Communities and Organizations (3 hrs) (1 .docx
This document discusses competency 6 which focuses on engaging with communities and organizations during the COVID-19 situation. Students are asked to explore how their community is addressing citizen needs during the pandemic by consulting with community leaders and organizations. They then need to provide a detailed account of the community needs they identified and how they participated at the community level to help address those needs.
Competency 2 Examine the organizational behavior within busines.docx
Competency 2: Examine the organizational behavior within business systems
Provide the name of the corporation you will be using as the basis for this project.
Provide the organization’s purpose or mission statement.
Describe the organization's industry.
Provide the name and position of the person interviewed during this portion of the assignment (indicate as much pertinent information (e.g., length of service with company, previous roles in the company, educational background, etc.).
Provide the list of interview questions you asked the manager/executive.
Indicate which two - three of the following concepts from this competency that you intend to evaluate the organization/team on and describe the company’s/team’s current situation with each topic you’ve selected:
Motivational theories
Psychological contract
Job design
Use of evaluation, feedback and rewards
Misbehavior
Individual or organizational stress
Provide citations in APA format for any references
.
More Related Content
Similar to Chapter 11 – From the chapter, we learned that the pattern of beha.docx
Chapter 3 Frameworks for Diagnosing Organizations What” to Change
Chapter 3 Frameworks for Diagnosing Organizations “What” to Change in an Organization
There is nothing as practical as a good theory.
—Kurt Lewin
Chapter Overview
· Change leaders need to understand both the process of making organizational modifications (the how to change as outlined in Chapter 2) and the ability to diagnose organizational problems and take actions to change an organization.
· Determining what needs changing requires clear organizational frameworks. Change leaders need to comprehend the complexity and interrelatedness of organizational components: how analysis needs to occur at different organizational levels, and how organizations and their environments will shift over time, requiring further analysis and action.
· This chapter outlines several frameworks that one can use to analyze organizational dynamics:
1. Nadler and Tushman’s Congruence Model balances the complexity needed for organizational analysis, and the simplicity needed for action planning and communication, and provides the over-arching structure for this book;
2. Sterman’s Systems Dynamics Model views the nonlinear and interactive nature of organizations;
3. Quinn’s Competing Values Model provides a framework that bridges individual and organizational levels of analysis;
4. Greiner’s Phases of Organizational Growth Model highlights organizational changes that will—inevitably—occur over time in organizations, from their infancy to maturity; this model is particularly useful for entrepreneurs who sometimes need to be reminded that change needs to occur, even in their small start-up organizations; and
5. Stacey’s Complexity Theory is introduced to highlight the interactive, time-dependent nature of organizations and their evolutionary processes.
• Each framework aids a change agent in diagnosing a particular kind of organizational issue and suggests remedies for what ails an institution.
In Chapter 2, we considered the process of change (the Change Path). In this chapter, we deal with what aspects of an organization to change. Differentiating the process from the content is sometimes confusing, but the rather unusual example below will highlight the difference.
Bloodletting is a procedure that was performed to help alleviate the ills of mankind. . . . In the early 19th century, adults with good health from the country districts of England were bled as regularly as they went to market; this was considered to be preventive medicine.1
The practice of bloodletting was based on a set of assumptions about how the body worked—bloodletting would diminish the quantity of blood in the system and thus lessen the redness, heat, and swelling that was occurring. As a result, people seemed to get better after this treatment—but only in the short term. The reality was that they were weakened by the loss of blood. As we know today, the so-called science of bloodletting was based on an inaccurate understanding of the body. It is likely that bloodletting professionals worked to imp ...
Knowledge management
This document discusses several models of knowledge management:
1. Von Krogh and Roos's organizational epistemology model distinguishes between individual and social knowledge. It identifies barriers to knowledge management.
2. Nonaka and Takeuchi's SECI model describes how tacit and explicit knowledge is created and shared through socialization, externalization, combination, and internalization.
3. Frid's KM model defines five levels of KM maturity from chaotic to knowledge-centric.
Examples Of Descriptive Essay Topics. Best Descript
The document provides instructions for requesting writing assistance from HelpWriting.net. It outlines a 5-step process: 1) Create an account, 2) Complete an order form providing instructions and deadline, 3) Review bids from writers and select one, 4) Review the completed paper and authorize payment, 5) Request revisions until satisfied. It emphasizes that original, high-quality content is guaranteed or a full refund will be provided.
Chapter 3 Frameworks for Diagnosing Organizations What” to Change.docx
Chapter 3 Frameworks for Diagnosing Organizations “What” to Change in an Organization
There is nothing as practical as a good theory.
—Kurt Lewin
Chapter Overview
· Change leaders need to understand both the process of making organizational modifications (the how to change as outlined in Chapter 2) and the ability to diagnose organizational problems and take actions to change an organization.
· Determining what needs changing requires clear organizational frameworks. Change leaders need to comprehend the complexity and interrelatedness of organizational components: how analysis needs to occur at different organizational levels, and how organizations and their environments will shift over time, requiring further analysis and action.
· This chapter outlines several frameworks that one can use to analyze organizational dynamics:
1 Nadler and Tushman’s Congruence Model balances the complexity needed for organizational analysis, and the simplicity needed for action planning and communication, and provides the over-arching structure for this book;
2 Sterman’s Systems Dynamics Model views the nonlinear and interactive nature of organizations;
3 Quinn’s Competing Values Model provides a framework that bridges individual and organizational levels of analysis;
4 Greiner’s Phases of Organizational Growth Model highlights organizational changes that will—inevitably—occur over time in organizations, from their infancy to maturity; this model is particularly useful for entrepreneurs who sometimes need to be reminded that change needs to occur, even in their small start-up organizations; and
5 Stacey’s Complexity Theory is introduced to highlight the interactive, time-dependent nature of organizations and their evolutionary processes. • Each framework aids a change agent in diagnosing a particular kind of organizational issue and suggests remedies for what ails an institution.
In Chapter 2, we considered the process of change (the Change Path). In this chapter, we deal with what aspects of an organization to change. Differentiating the process from the content is sometimes confusing, but the rather unusual example below will highlight the difference.
Bloodletting is a procedure that was performed to help alleviate the ills of mankind. . . . In the early 19th century, adults with good health from the country districts of England were bled as regularly as they went to market; this was considered to be preventive medicine.1
The practice of bloodletting was based on a set of assumptions about how the body worked—bloodletting would diminish the quantity of blood in the system and thus lessen the redness, heat, and swelling that was occurring. As a result, people seemed to get better after this treatment—but only in the short term. The reality was that they were weakened by the loss of blood. As we know today, the so-called science of bloodletting was based on an inaccurate understanding of the body. It is likely that bloodletting professionals worked to improve ...
User Driven Social Enterprise 1 Sept 2010[1][1]
The person-system-role framework is considered an appropriate model to understand user-driven social enterprises. The starting point is the personal lived experiences of users and those who work with them. In transforming users into drivers of social enterprise, key roles like citizen and co-producer are important. Such personal experiences and roles are set within a context or system defined by its purpose or aim. Applying this framework to disability case studies, the authors identify that understanding lived experiences, valuing experiences of disability, promoting sharing and networking, clarifying organizational purpose, exploring co-production, and measuring user-driven enterprises are important for establishing and developing user-driven social enterprises.
Human Intelligence Source Analysis
Human Intelligence Source Analysis
- Human Intelligence relies on personal connections with sources of information. Close relationships allow access to insights not available through other forms of intelligence, such as decision-making processes and moral obligations.
- Developed contacts can bypass security through means like access badges or ID cards.
- While powerful, Human Intelligence is also susceptible to counterintelligence operations and deception due to the close personal involvement between agents and sources.
Chapter 3 - HCI Human Factors Cognition Perception.pptx
Human factors and cognition must be considered in HCI design. Cognition involves how we process and understand information. Key cognitive theories for HCI include information processing models, which view interaction as involving sensory memory, working memory, and long-term memory. Mental models and conceptual models help explain how users understand a system. Gulf of execution and evaluation describe differences between user goals/mental models and the actual system. Distributed and external cognition frameworks emphasize how knowledge is situated across internal and external representations. Embodied interaction also notes how the body influences cognition. Perception involves visual, auditory, and haptic senses. Constructivist and ecological theories describe how perception involves constructing meaning or directly detecting information. Gestalt laws and affordances respectively influence how
bhusal2Prepared byDeepak BhusalCWID50259419To P
bhusal2
Prepared by
Deepak Bhusal
CWID:50259419
To Professor: Dr. R. Daniel Creider
Table of Contents
Abstract 3
Introduction 4
Literature Review 5
AI for Justice 6
AI in Medical Teaching 8
Artificial Intelligence in human resource management 9
AI in Marketing 10
Artificial Intelligence in Real Estate 13
Real Estate Agent Selection 14
Artificial Intelligence in CRM 16
Artificial Intelligence in Banking 18
AI based Chatbots in Financial Institutions 19
Customization of Products 19
References 24
Artificial Intelligence: Formalizing Human CapabilitiesAbstract
Artificial Intelligence cannot replace three human abilities, in which human beings present an insurmountable advantage today, and they are empathy, leadership, and creativity. AI can quickly take over essential verbal and visual communication services, such as digital assistant-based customer service. However, our ability to empathize with the client and to carry out non-verbal communication based on emotions gives us an advantage that Artificial Intelligence can never replace. These qualities can make the difference between a misunderstood and dissatisfied customer versus an understood and loyal customer.
Gajane & Pechenizkiy (2017) stated that it is undeniable that AI will replace workers in essential economic-financial management, logistics, materials, human resources, and projects. Still, people have more advanced management capabilities that AI cannot return. The following two skills play a crucial role:
First is the ability to manage the growth of human groups. This is the ability to help members of the organization develop their skills and grow professionally through our innate leadership ability to set goals, motivate, lead by example, evaluate, delegate, and transmit experience.
Secondly, there is the ability to carry out the organization members' recovery management when they suffer problems derived from interpersonal relationships or other emotional reasons. It is based on the skills of understanding, counseling, care, and protection.
Yampolskiy (2019) found that AI can never replace the vision, invention, and original proposal of innovative and disruptive designs, not only applied to the individual as a genius but also the ability to carry out collective intelligence management focused on innovation, facilitating the appearance of new knowledge and wisdom. Besides, even more, difficult it will be able to replace the ability to implement new ideas in the organization, communicating attractively, persuading, and making the organization move smoothly to implement innovative ideas.
Keywords
Artificial Intelligence, Marketing, Human Resource Management, Medical Sciences, Nursing, Introduction
The possibility of thought in machines is a concern that has been raised for a long time; science fiction, as well as engineering and philosophy, have sought to provide an answer to the question "Can machines think?" Famous exponents of both affirmative answers, given by Turing or K ...
Bhusal2 prepared bydeepak bhusalcwid50259419to p
The document discusses artificial intelligence and its capabilities compared to human abilities. It argues that AI cannot replace three key human abilities: empathy, leadership, and creativity. While AI can perform communication tasks, humans have advantages in emotional communication and understanding. The document also discusses how AI may replace some economic and management roles but cannot match advanced human skills like leading groups, counseling others, and innovating with new ideas. It reviews literature on defining thinking and the limits of machine capabilities.
2010 cognitive science informing the design of attention aware social systems
Presented at the Workshop:
“Management and Governance of Online Communities”
27 May 2010, Paris
Organized by the Orange’s Chair "Innovation and regulation in digital services“
of Ecole Polytechnique, and Télécom ParisTech
A Good Descriptive Essay.pdf
FREE 9+ Descriptive Essay Examples in PDF | Examples. College essay: Descriptive composition pdf. Example Of A Good Descriptive Essay – Telegraph. Amazing Descriptive Essays Examples ~ Thatsnotus. 001 Sample Descriptive Essay ~ Thatsnotus. 006 Essay Example Diagnostic Examples Of Good Descriptive Essays Sample .... Descriptive Essay On Love — Descriptive Essay About Love. How to Write a Descriptive Essay: 14 Steps (with Pictures).
Organisation theories
The document discusses several theories of organization:
1. Classical theory viewed organizations as machines and workers as cogs, with the goal of efficiency. Neoclassical theory emphasized good human relations and social factors.
2. Bureaucratic theory examines organizations as systems of rules and authority. Weber's theory of bureaucracy defined its key features.
3. Systems theory views organizations as complex systems of interrelated elements and environments. Changes in one element impact others.
4. Contingency theory posits that the best organization structure depends on external factors like environment, strategy, and technology. Different structures suit different situations.
An Essay On Computer. Click here to view my essay on computer networks
Importance of Computer Essay | Essay on Importance of Computer for .... Essay on Computer | Computer Essay for Students and Children in English .... Essay on Computer for all Class in 100 to 500 Words in English. Essay on Importance of Computer in Life for Students. Essay on Computer - YouTube. Essay On Computer In English ll Short Essay Writing ll - YouTube. Click here to view my essay on computer networks. Computers Are Everywhere Essay Example | StudyHippo.com. 006 Essay Example On Computer 62 Thumb ~ Thatsnotus. Essay On History Of Computer Free Essay Example. What Is Computer Essay In English | Sitedoct.org. Computer System - PHDessay.com. What is Computer - PHDessay.com. Essay On Computer and It's Uses for School Students - The Study Cafe. How Computer Has Made Learning Easier For Students Essay Example .... The Computer Essay Introduction | Science And Technology | Office Equipment. Importance of
About Possible Benefits From Irrational Thinking In Everyday Life
This document discusses potential benefits of irrational thinking in everyday life. It begins by noting the difficulties in clearly distinguishing rational from irrational thinking given the complex, interconnected nature of human cognition. The document then reviews some general reasons for irrational thinking based on evolutionary psychology and brain structure/functioning, such as the need for quick decision-making in dangerous situations and mental shortcuts that conserve effort. Specific examples of irrational thinking that could provide benefits are then considered, drawing on research in behavioural economics showing systematic cognitive biases and errors in decision-making that, while departing from strict rationality, may still help achieve goals in everyday contexts.
Similar to Chapter 11 – From the chapter, we learned that the pattern of beha.docx (14)
Chapter 3 Frameworks for Diagnosing Organizations What” to Change
Chapter 3 Frameworks for Diagnosing Organizations What” to Change
Examples Of Descriptive Essay Topics. Best Descript
Examples Of Descriptive Essay Topics. Best Descript
Chapter 3 Frameworks for Diagnosing Organizations What” to Change.docx
Chapter 3 Frameworks for Diagnosing Organizations What” to Change.docx
Chapter 3 - HCI Human Factors Cognition Perception.pptx
Chapter 3 - HCI Human Factors Cognition Perception.pptx
2010 cognitive science informing the design of attention aware social systems
2010 cognitive science informing the design of attention aware social systems
An Essay On Computer. Click here to view my essay on computer networks
An Essay On Computer. Click here to view my essay on computer networks
About Possible Benefits From Irrational Thinking In Everyday Life
About Possible Benefits From Irrational Thinking In Everyday Life
More from bartholomeocoombs
CompetencyAnalyze how human resource standards and practices.docx
Competency
Analyze how human resource standards and practices within the healthcare field support organizational mission, visions, and values.
Scenario
Wynn Regional Medical Center (WRMC) is the premier hospital in your area. The hospital has been in your city for over 100 years. Over the past decade, the hospital has been losing money for various reasons, though primarily due to uncompensated care. You were recently hired as the Vice President for Human Resources at WRMC, and part of your responsibilities include presenting historical information to participants of the new employee orientation.
Instructions
Create a PowerPoint presentation detailing the changing nature of the healthcare workforce. The presentation should contain speaker notes for each slide or voiceover narration. The presentation should address the following topics and questions:
Historical information on the changing healthcare workforce
How have legislation and policies changed in the past decade?
How have patient demographics changed in the past decade (baby boomers, generation X, millennials, ethnicities)?
How have patient centric approaches changed in the past decade (use of the Internet and social media to gather health information)?
Challenges associated with the changing healthcare workforce
What are some of the challenges associated with the policy and legislative changes?
What are some challenges associated with demographic changes?
What are some of the challenges associated with patients “researching” their own health instead of going to the doctor?
Current state of healthcare
What have been some of the improvements to the healthcare system over the last decade?
Resources
This
link
has information for creating a PowerPoint presentation.
Here is a
link
to information about adding speaker notes.
Here is a
link
to information about creating a voiceover narration using Screencast-O-Matic.
GRADING RUBRICS:
1.Clear and thorough explanation of the history of the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
2. Clear and thorough discussion of the challenges associated with the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
3. Comprehensive analysis of the current state of healthcare.
Includes a clear and thorough assessment of improvements to the healthcare system over the last decade and supports assertions with multiple supporting examples.
.
CompetencyAnalyze financial statements to assess performance.docx
Competency
Analyze financial statements to assess performance and to ensure organizational improvement and long-term viability
.
Scenario
In an ongoing effort to explore the feasibility of expanding services into rural areas of the state, leadership at Memorial Hospital has determined that conducting a review of its financial condition will be essential to ensuring the organization’s ability to successfully achieve its expansion goals.
Instructions
The CFO has provided you with a copy of the organization’s
financial statements
. This information will be critical in evaluating the organization’s financial capacity to support the proposed expansion of services into the rural areas of the state.
You are asked to review these financial statements (which include the Income Statement, Statement of Cash Flows, and the Balance Sheet) and prepare an executive summary outlining the financial strength of the organization and evidence to support the expansion. Your executive summary should include the following:
An overview of the issue.
A review of critical financial ratios (Liquidity, Solvency, Profitability, and Efficiency) based on financial statements.
Inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios.
Provide a recommendation based on ration analysis.
Resources
This
link
has information for creating an executive summary.
Grading Rubric:
1.
Comprehensive identification of summary of the issue. Includes multiple examples or supporting details.
2. Clear and thorough review of critical financial ratios--Liquidity, Solvency, Profitability, and Efficiency--based on financial statements. Includes multiple examples or supporting details per topic.
3. Clear and thorough inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios. Includes multiple examples or supporting details per topic.
4. Comprehensive recommendation, based on ration analysis. Includes multiple examples or supporting details.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare.docx
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required. APA help is available
here.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare wor.docx
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required.
.
CompetencyAnalyze collaboration tools to support organizatio.docx
Competency
Analyze collaboration tools to support organizational goals.
Scenario
You are a new manager at Elliot Building Supplies International who has seen huge success in managing your global team remotely. This success has been shown in the team outcomes/production and employee satisfaction and engagement. Senior leadership has taken notice of your success and has asked you to create a presentation to share with your peers, who also manage remotely, that explains the best collaboration tools for remote teams. Also, you will explain the best way to manage effectively and create a motivating and satisfying work environment that supports collaboration.
Instructions
You will need to include the following in your PowerPoint presentation.
Presentation welcome/introduction slide.
Collaboration tools that you have used to be successful.
This should include at least 4 different types of tools.
Each type should be explained in detail, along with the benefits it provides.
Critical skills to successfully manage remote employees.
Closing slide to share final thoughts and ideas.
.
Competency Checklist and Professional Development Resources .docx
Competency Checklist and Professional Development Resources
An important and yet often overlooked function of leadership in an early childhood program is the ability to positively influence the people in the program. For this group assignment, consider the characteristics of a leader who can support and lead teachers in reflective teaching. This type of self-reflection is the first step to understanding how a supervisor supports teachers to accomplish their goals through mentoring. For this assignment, your group will need to address the following two components:
Part 1
: Consider the following question as your group completes the competency checklist below: What might be evidence that a teacher leader possesses the competence to also be a mentor? You are encouraged to evenly divide the competencies among your group, so that each member contributes to providing brief examples of interactions while highlighting the characteristic(s) that demonstrates each competency. While this portion can be completed independently, you should then collaborate to ensure that each group member provides feedback before submitting the full collaborative document.
Competency Checklist
Competency
Describe an example of a teacher-leader with children (when acting as a teacher)
Describe an example of a teacher-leader with adults (when acting as a supervisor)
Listens well, does not interrupt, and respects the pace of the other person
Is able to wait for others to discover solutions, form own ideas, and reflect
Asks questions that encourage details
Is aware of and comfortable with his or her feelings and the emotions of others
Is responsive to others
Guides, nurtures, supports, and empathizes
Integrates emotion and intellect
Fosters reflection or wondering by others
Is aware of how others’ reactions affect a process of dialogue and reflection, including sensitivity to bias and cultural context
Is willing to have consistent and predictable meeting times and places
Is flexible and available
Is able to form trusting relationships
Part 2:
Professional Development Resources Document
–Early childhood programs have numerous curriculum options which may contribute to a need to support teachers and staff in a curriculum context they are not familiar with. Therefore, as we prepare to support protégés, we can refer to the National Association of the Education of Young Children core standards for professional development, to promote the use of best practices. These six core standards, briefly describe what early childhood professionals should know and be able to do. After reading each of the
NAEYC Standards for Early Childhood Professional Preparation Programs (Links to an external site.)
, focus on the first four standards:
STANDARD 1.
PROMOTING CHILD DEVELOPMENT AND LEARNING
STANDARD 2.
BUILDING FAMILY AND COMMUNITY RELATIONSHIPS
STANDARD 3.
OBSERVING, DOCUMENTING, AND ASSESSING TO SUPPORT YOUNG CHILDREN AND FAMILIES
STANDARD 4.
US.
Competency 6 Enagage with Communities and Organizations (3 hrs) (1 .docx
This document discusses competency 6 which focuses on engaging with communities and organizations during the COVID-19 situation. Students are asked to explore how their community is addressing citizen needs during the pandemic by consulting with community leaders and organizations. They then need to provide a detailed account of the community needs they identified and how they participated at the community level to help address those needs.
Competency 2 Examine the organizational behavior within busines.docx
Competency 2: Examine the organizational behavior within business systems
Provide the name of the corporation you will be using as the basis for this project.
Provide the organization’s purpose or mission statement.
Describe the organization's industry.
Provide the name and position of the person interviewed during this portion of the assignment (indicate as much pertinent information (e.g., length of service with company, previous roles in the company, educational background, etc.).
Provide the list of interview questions you asked the manager/executive.
Indicate which two - three of the following concepts from this competency that you intend to evaluate the organization/team on and describe the company’s/team’s current situation with each topic you’ve selected:
Motivational theories
Psychological contract
Job design
Use of evaluation, feedback and rewards
Misbehavior
Individual or organizational stress
Provide citations in APA format for any references
.
CompetenciesEvaluate the challenges and benefits of employ.docx
Competencies
Evaluate the challenges and benefits of employing a diverse workforce.
Design a plan for conducting business and managing employees in a global society.
Critique the actions of organizations as they integrate diverse perspectives into their cultures.
Evaluate the role of identity, diverse segments, and cultural backgrounds within organizations.
Attribute different cultural perspectives to current social-cultural dimensions.
Analyze the importance of managing a diverse workforce.
Scenario Information
Your company has been nominated for a national diversity award associated with your efforts and dedication to diversity initiatives in the workplace and their impact on the organization and community. You have been asked to summarize your efforts for the year in a slide presentation for the diversity committee who selects the winner. Be sure to include details of the changes you made in your organization and the impact the changes made.
Instructions
As part of your nomination, you have been asked to create a slide presentation including a voice recording for your entry (Voice Recording not needed). Remember your audience when giving your presentation and include the following slides:
Title slide
Highlighting the importance of workplace diversity
Discussing the points that were included in your diversity plan
Describing how culture and inclusion impact your organization
Providing examples of how diverse workgroups work together in the workplace
Gives examples of strategies used to incorporate Hofstede's cultural dimensions in a global workforce
Provides best practices for managers associated with managing a diverse, global workforce
Conclusion slide that includes a summary of why you should win this award
Any additional, relevant information
References
.
CompetenciesDescribe the supply chain management principle.docx
Competencies
Describe the supply chain management principles through the flow of information, materials, services, and resources.
Analyze the external and internal drivers that influence supply chain principles.
Evaluate supply chain management operational best practices.
Compare the nature of logistics operations and services in both international and domestic contexts.
Apply strategic supply chain management to logistics systems.
Analyze different software systems and technology strategies used in supply chain management.
Scenario
You have just been promoted to Senior Analyst at Mitchell Consulting, a firm that specializes in providing managerial expertise in supply chain management. After completing many assignments under the supervision of a Senior Analyst, your role now allows you to make selections for clients. You are assigned a new client, Scent
Solution
s. Your new manager, Partner Ronda Anderson, has directed you to work on this case and provide analysis and options to resolve the problems directly to the client.
Scent
.
CompetenciesABCDF1.1 Create oral, written, or visual .docx
Competencies
A
B
C
D
F
1.1: Create oral, written, or visual communications appropriate to the audience, purpose, and context.
4 points
Key Criteria: Tailors communication to purpose, context, and target audience. Clearly articulates the thesis and purpose, and supports the thesis and purpose with authentic and appropriate evidence. Provides smooth transitions and leaves no awkward gaps from point to point. Shows coherent progress from the introduction to the conclusion with no unnecessary sections.
3 points
Key Criteria: Tailors communication to purpose, context, and target audience. Articulates the thesis and purpose, and supports the thesis and purpose with authentic and appropriate evidence. Generally provides smooth transitions and leaves few awkward gaps from point to point. Shows identifiable progress from the introduction to the conclusion with no unnecessary sections.
2 points
Key Criteria: Considers the purpose, context, and target audience. Articulates the thesis and purpose, and shows some evidence supporting both. Some transitions are not smooth, and there are occasional gaps or awkward connections from point to point. There is a sense of progress from the introduction through the conclusion, but the organization may not be completely clear.
1 point
Key Criteria: Does not tailor communication well in terms of purpose, context, and target audience. Provides a weak thesis, unclear purpose, and little or no evidence to support points. Transitions may be rough or nonexistent, and there are significant gaps or connections between points that leave sections incomprehensible. Progress from the introduction through the conclusion is difficult to decipher, and there may be some material that is unrelated to thesis and purpose.
0 points
Key Criteria: Does not tailor communication in terms of purpose, context, and target audience. Lacks a good thesis and has little or no evidence to support a thesis. Transitions are rough or nonexistent, and there are few discernable connections from point to point. There is no identifiable progress from the introduction through the conclusion, and/or there is substantial material that is unrelated to thesis and purpose.
1.2: Communicate using appropriate writing conventions, including spelling, grammar, mechanics, word choice, and format.
4 points
Uses a format that is highly appropriate to the writing task and carefully tailors the style and tone to the specific audience. Aligns both the writing style and grammar usage to standards appropriate to the task.
3 points
Uses a format that is appropriate to the writing task and tailors the style and tone to the specific audience. Aligns both the writing style and grammar usage to standards appropriate to the task.
2 points
Generally has a clear purpose, but there may be a gap between the format used and the writing task. Fails to fully align the style and tone to the audience, or fails to fully define the audience for the writing task. Has some style or grammar.
COMPETENCIES734.3.4 Healthcare Utilization and Finance.docx
COMPETENCIES
734.3.4
:
Healthcare Utilization and Finance
The graduate analyzes financial implications related to healthcare delivery, reimbursement, access, and national initiatives.
INTRODUCTION
It is essential that nurses understand the issues related to healthcare financing, including local, state, and national healthcare policies and initiatives that affect healthcare delivery. As a patient advocate, the professional nurse is in a position to work with patients and families to access available resources to meet their healthcare needs.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. An originality report is provided when you submit your task that can be used as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
A. Compare the U.S. healthcare system with the healthcare system of Great Britain, Japan, Germany, or Switzerland, by doing the following:
1. Identify
one
country from the following list whose healthcare system you will compare to the U.S. healthcare system: Great Britain, Japan, Germany, or Switzerland.
2. Compare access between the
two
healthcare systems for children, people who are unemployed, and people who are retired.
a. Discuss coverage for medications in the two healthcare systems.
b. Determine the requirements to get a referral to see a specialist in the two healthcare systems.
c. Discuss coverage for preexisting conditions in the two healthcare systems.
3. Explain
two
financial implications for patients with regard to the healthcare delivery differences between the two countries (i.e.; how are the patients financially impacted).
B. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.
C. Demonstrate professional communication in the content and presentation of your submission.
File Restrictions
File name may contain only letters, numbers, spaces, and these symbols: ! - _ . * ' ( )
File size limit: 200 MB
File types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, flv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7z
RUBRIC
A1:COUNTRY TO COMPARE
NOT EVIDENT
A country for comparison is not identified.
APPROACHING COMPETENCE
The identified country for comparison is not from the given list.
COMPETENT
The identified country for comparison is from the given list.
A2:ACCESS
NOT EVIDENT
A comparison of healthcare system access is not provided.
APPROACHING COMPETENCE
The comparison does not acc.
Competencies and KnowledgeWhat competencies were you able to dev.docx
Competencies and Knowledge
What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the assignments (Units 1–4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management
.
Competencies and KnowledgeThis assignment has 2 parts.docx
Competencies and Knowledge
This assignment has 2 parts:
What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management?
Discuss the similarities and differences between shareholder wealth maximization and stakeholder wealth maximization.
.
Competencies and KnowledgeThis assignment has 2 partsWhat.docx
Competencies and Knowledge
This assignment has 2 parts:
What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management?
Discuss the similarities and differences between shareholder wealth maximization and stakeholder wealth maximization.
.
Competences, Learning Theories and MOOCsRecent Developments.docx
Competences, Learning Theories and MOOCs:
Recent Developments in Lifelong Learning
Karl Steffens
Introduction
We think of our societies as ‘knowledge societies’ in which lifelong learning is
becoming increasingly important. Lifelong learning refers to the idea that people
not only learn in schools and universities, but also in non-formal and informal
ways during their lifespan.The concepts of lifelong learning and lifelong education
began to enter the discourse on educational policies in the late 1960s (Tuijnman
& Boström, 2002). However, these are related, but distinct concepts. As Lee (2014,
p. 472) notes ‘the terminological change (from lifelong education, continuing
education and adult education, to lifelong learning) reflects a conceptual departure
from the idea of organised educational provision to that of a more individualised
pursuit of learning’.
One of the first important documents on lifelong learning was the report of the
International Commission on the Development of Education to UNESCO in
1972, titled ‘Learning to be. The world of education today and tomorrow’. In his
introductory letter to the Director-General of UNESCO, the chairman of the
Commission, Edgar Faure, stated that the work of the Commission was based on
four assumptions (see Elfert pp. and Carneiro pp. in this issue). The first was
related to the idea that there was an international community which was united by
common aspirations and the second was the belief in democracy and in education
as its keystones. The third was ‘that the aim of development is the complete
fulfilment of man, in all the richness of his personality, the complexity of his forms
of expression and his various commitments — as individual, member of a family
and of a community, citizen and producer, inventor of techniques and creative
dreamer’. The last assumption was that ‘only an over-all, lifelong education can
produce the kind of complete man, the need for whom is increasing with the
continually more stringent constraints tearing the individual asunder’ (Faure,
1972, p. vi).
Following the Faure Report, the UNESCO Institute for Education, which
was founded in Germany in 1951, started to focus on lifelong learning and
subsequently became the UNESCO Institute for Lifelong Learning (UIL, http://
uil.unesco.org/home/). It was under its leadership that a formal model of lifelong
education was developed and published in the book ‘Towards a System of Life-
long Education’ (Cropley, 1980). The concept of lifelong learning also became
manifest in the ‘Education for All’ (EFA) agenda that was launched at the World
Conference on Education for All which took place in Jomtien (Thailand) in
1990 (Inter-Agency Commission, 1990). Ten years later, at the World Education
Forum in Dakar (Senegal) in 2000, the Dakar Framework for Action was
designed ‘to enable all individuals to realize their right to learn and to fulfil their
responsibility to contribute to the development of their society’ (UNESCO,
2000, p..
Compensation & Benefits Class 700 words with referencesA stra.docx
Compensation & Benefits Class 700 words with references
A strategic purpose for a well-blended compensation program, one that includes various types of direct compensation, is gaining employee commitment and productivity. One of the most effective tactics for this strategy is designing a process for linking individual achievement to organizational goals.
Prepare a report to senior leaders addressing the following:
·
Explain the concept of tying performance to organizational goals.
·
Describe the different types of individual and group-level performance measurements.
·
What are the advantages and disadvantages of individual versus group-level performance recognition?
·
Discuss the options an organization has to link individual or group monetary rewards to organizational success.
·
Develop recommendations for how to implement, monitor, and evaluate such a program.
.
Compensation, Benefits, Reward & Recognition Plan for V..docx
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Learning Team B
HRM 595
December 19, 2017
Rosalie M. Lopez
Running head: COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
1
COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
2
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Introduction
Base Salary Range
For the position of VP of Operations, the National Average Salary is $122,624. In San Francisco, the average is higher and placed at $155,946. This amount is 16% higher than the National Average (Payscale, 2016). The reason for this increase is because of experience and geography. These are the two prime factors that impact the pay scale. Another major factor is the employer. Most employers base their decision to hire an individual on the experience they bring with them. Of course, with more experience, higher pay is required. With our company cutting cost a less experienced individual would be the best fit for the position.
Standard Employee Benefit
In many cases, your employee benefits could be the turning point for a prospective employee. This benefit is a vital portion of any employee packet. These valuable benefits are used as a blanket of security in the case of any sickness, injury, unemployment, old age, or death (Gomez-Mejia, Balkin & Cardy, 2015, p. 362). There is a significant difference between incentives and benefits: benefits are financial and nonfinancial compensations that are indirect to the employee. To have a competitive strategy Blossoms Up! must align their profits with the compensation package that has been already put in place. This action will help provide flexibility to the amount and the benefits available (Gomez-Mejia et al., 2015).
There are also some benefits that most companies are legally obligated to provide. Three benefits are required regardless of the number of employees that the company has. These interests involve social security, workers compensation, and unemployment insurance (Gomez-Mejia et al., 2015). Other laws must be adhered to when dealing with a certain number of individuals. When a company has 50 or more employee they must have the Family and Medical Leave Act in place and since its induction in 2015 the Affordable Care Act for Health Insurance for companies with 20 or more employees. For the health insurance to be considered standard medical, vision and dental plans must be made available to the business. These programs that must be regarded as being under the Health Maintenance Organization (HMO) or a Preferred Provider Organization (PPO) (Gomez-Mejia et al., 2015).
There are some voluntary benefits that we can include. We are already looking into adding a pension package using the Defined Contribution Plan as well as the 401(K) plan (Gomez-Mejia et al., 2015). Life insurance is another excellent benefit that could be added to the package as well as short-term and long-term disability insurance. Adding Vacation and PTO, and Holiday pay is .
Compete the following tablesTheoryKey figuresKey concepts o.docx
Compete the following tables:
Theory
Key figures
Key concepts of personality formation
Explanation of the disordered personality
Scientific credibility
Comprehensiveness
Applicability
Attachment
Complete the following...200-300 words..
Is Freud's theory a viable theory for this century?
Provide reasons for
your
view.
.
Compensation Strategy for Knowledge WorkersTo prepare for this a.docx
The document discusses the importance of physical security for computer and network security. It notes that physical access negates all other security measures, as an attacker can directly access systems if they have physical proximity. It outlines several ways an attacker could exploit physical access, such as using bootable media like LiveCDs to access tools and directly image hard drives. The document emphasizes that physical security is foundational and must be carefully designed and implemented to protect against unauthorized access to systems and data.
More from bartholomeocoombs (20)
CompetencyAnalyze how human resource standards and practices.docx
CompetencyAnalyze how human resource standards and practices.docx
CompetencyAnalyze financial statements to assess performance.docx
CompetencyAnalyze financial statements to assess performance.docx
CompetencyAnalyze ethical and legal dilemmas that healthcare.docx
CompetencyAnalyze ethical and legal dilemmas that healthcare.docx
CompetencyAnalyze ethical and legal dilemmas that healthcare wor.docx
CompetencyAnalyze ethical and legal dilemmas that healthcare wor.docx
CompetencyAnalyze collaboration tools to support organizatio.docx
CompetencyAnalyze collaboration tools to support organizatio.docx
Competency Checklist and Professional Development Resources .docx
Competency Checklist and Professional Development Resources .docx
Competency 6 Enagage with Communities and Organizations (3 hrs) (1 .docx
Competency 6 Enagage with Communities and Organizations (3 hrs) (1 .docx
Competency 2 Examine the organizational behavior within busines.docx
Competency 2 Examine the organizational behavior within busines.docx
CompetenciesEvaluate the challenges and benefits of employ.docx
CompetenciesEvaluate the challenges and benefits of employ.docx
CompetenciesDescribe the supply chain management principle.docx
CompetenciesDescribe the supply chain management principle.docx
CompetenciesABCDF1.1 Create oral, written, or visual .docx
CompetenciesABCDF1.1 Create oral, written, or visual .docx
COMPETENCIES734.3.4 Healthcare Utilization and Finance.docx
COMPETENCIES734.3.4 Healthcare Utilization and Finance.docx
Competencies and KnowledgeWhat competencies were you able to dev.docx
Competencies and KnowledgeWhat competencies were you able to dev.docx
Competencies and KnowledgeThis assignment has 2 parts.docx
Competencies and KnowledgeThis assignment has 2 parts.docx
Competencies and KnowledgeThis assignment has 2 partsWhat.docx
Competencies and KnowledgeThis assignment has 2 partsWhat.docx
Competences, Learning Theories and MOOCsRecent Developments.docx
Competences, Learning Theories and MOOCsRecent Developments.docx
Compensation & Benefits Class 700 words with referencesA stra.docx
Compensation & Benefits Class 700 words with referencesA stra.docx
Compensation, Benefits, Reward & Recognition Plan for V..docx
Compensation, Benefits, Reward & Recognition Plan for V..docx
Compete the following tablesTheoryKey figuresKey concepts o.docx
Compete the following tablesTheoryKey figuresKey concepts o.docx
Compensation Strategy for Knowledge WorkersTo prepare for this a.docx
Compensation Strategy for Knowledge WorkersTo prepare for this a.docx
Recently uploaded
Advanced Java[Extra Concepts, Not Difficult].docx
This is part 2 of my Java Learning Journey. This contains Hashing, ArrayList, LinkedList, Date and Time Classes, Calendar Class and more.
Main Java[All of the Base Concepts}.docx
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective UpskillingExcellence Foundation for South Sudan
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.Hindi varnamala | hindi alphabet PPT.pdf
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
clinical examination of hip joint (1).pdf
described clinical examination all orthopeadic conditions .
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
How to Make a Field Mandatory in Odoo 17
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.
How to Create a More Engaging and Human Online Learning Experience
How to Create a More Engaging and Human Online Learning Experience Wahiba Chair Training & Consulting
Wahiba Chair's Talk at the 2024 Learning Ideas Conference. Mule event processing models | MuleSoft Mysore Meetup #47
Mule event processing models | MuleSoft Mysore Meetup #47
Event Link:- https://meetups.mulesoft.com/events/details/mulesoft-mysore-presents-mule-event-processing-models/
Agenda
● What is event processing in MuleSoft?
● Types of event processing models in Mule 4
● Distinction between the reactive, parallel, blocking & non-blocking processing
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:-
Shivani Yasaswi - https://www.linkedin.com/in/shivaniyasaswi/
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
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
Physical pharmaceutics notes for B.pharm students
Recently uploaded (20)
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Chapter wise All Notes of First year Basic Civil Engineering.pptx
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Film vocab for eal 3 students: Australia the movie
Film vocab for eal 3 students: Australia the movie
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
NEWSPAPERS - QUESTION 1 - REVISION POWERPOINT.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
How to Create a More Engaging and Human Online Learning Experience
How to Create a More Engaging and Human Online Learning Experience
Mule event processing models | MuleSoft Mysore Meetup #47
Mule event processing models | MuleSoft Mysore Meetup #47
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
Chapter 11 – From the chapter, we learned that the pattern of beha.docx
- 1. Chapter 11 – From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment. Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – this is where the prevalence of coercive formalization scales with what the author refers to as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society… Q1 : The author argue that most people may agree with the notion that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers key reason(s) why procedures should not be changed too often. what are those reasons? Provide a brief narrative "why procedures should not be changed too often" Q2: Moore (2000) identifies that Public Value Management as an emerging new management paradigm that is not so much a response to an existing paradigm but a formulation of the role
- 2. of nonprofits in modern society (Stoker 2006). In view of both the authors, Moore (2000) and Stoker (2006), public value management is a succinctly formulated public value scorecard in which an organization should target to balance three components: What are these components? identify and name those three components?