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Daniel Goleman, a psychologist, was the first to popularize the trait Emotional Intelligence, sometimes referred to as EI. Emotional Intelligence is a person’s capacity to be aware of her or his emotions and feelings towards others to influence their thinking and actions. The four components of EI are: Self-awareness - This is your ability to read your own emotions accurately to know how your actions or lack thereof affect others. Self-management - This is your ability to control or regulate your emotions and act with integrity. Social-awareness - Gives you the ability to understand the needs of others and show empathy towards them. Relationship management - this is your ability to communicate clearly and convincingly, reduce conflict and build strong bonds. Question 1 How has your emotional intelligence, or lack of emotional intelligence, positively or negatively impacted your professional or personal relationships? Question 2 Choose ONE of the components of EI and explain how it contributes to job satisfaction. .
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Step 1 - Read the Information BelowDaniel Goleman, a psychol.docx
Step 1 - Read the Information Below
Daniel Goleman, a psychologist, was the first to popularize the trait emotional intelligence, sometimes referred to as EI. Emotional intelligence is a person's capacity to be aware of her or his emotions and feelings towards others to influence their thinking and actions. The four components of EI are:
Self-awareness: This is your ability to read your own emotions accurately to know how your actions or lack thereof affect others.
Self-management: This is your ability to control or regulate your emotions and act with integrity.
Social-awareness: Gives you the ability to understand the needs of others and show empathy towards them.
Relationship management: this is your ability to communicate clearly and convincingly, reduce conflict and build strong bonds.
Step 2 - Post a Response
Respond to the following.
How has your emotional intelligence, or lack of emotional intelligence, positively or negatively impacted your professional or personal relationships?
Choose one of the components of EI and explain how it contributes to job satisfaction
.
Daniel Goleman, a psychologist, was the first to popularize the .docx
Daniel Goleman, a psychologist, was the first to popularize the trait Emotional Intelligence, sometimes referred to as EI. Emotional Intelligence is a person’s capacity to be aware of her or his emotions and feelings towards others to influence their thinking and actions. The four components of EI are:
Self-awareness - This is your ability to read your own emotions accurately to know how your actions or lack thereof affect others.
Self-management - This is your ability to control or regulate your emotions and act with integrity.
Social-awareness - Gives you the ability to understand the needs of others and show empathy towards them.
Relationship management - this is your ability to communicate clearly and convincingly, reduce conflict and build strong bonds.
After viewing the video, respond to the following questions for this weeks discussion on Emotional Intelligence.
Click here to watch the video
How has your emotional intelligence, or lack of emotional intelligence, positively or negatively impacted your professional or personal relationships?
Choose ONE of the components of EI and explain how it contributes to job satisfaction.
.
Daniel a was the first to popularize the.docx
Daniel Goleman was the first to popularize the concept of emotional intelligence (EI), which refers to one's ability to understand and manage emotions. EI has four components: self-awareness of one's emotions and their impact, self-management through emotional control and integrity, social awareness of others' needs and empathy, and relationship management like clear communication to reduce conflict.
1-2 paragraphsapa formatreferencesStep 1 - Read the In.docx
1-2 paragraphs
apa format
references
Step 1 - Read the Information Below
Daniel Goleman, a psychologist, was the first to popularize the trait emotional intelligence, sometimes referred to as EI. Emotional intelligence is a person's capacity to be aware of her or his emotions and feelings towards others to influence their thinking and actions. The four components of EI are:
Self-awareness: This is your ability to read your own emotions accurately to know how your actions or lack thereof affect others.
Self-management: This is your ability to control or regulate your emotions and act with integrity.
Social-awareness: Gives you the ability to understand the needs of others and show empathy towards them.
Relationship management: this is your ability to communicate clearly and convincingly, reduce conflict and build strong bonds.
.
Bs 101 module 5a - emotional intelligence (ei)
The document discusses emotional intelligence and its components. It begins by explaining that emotional intelligence was developed as a psychological theory by Peter Salovey and John Mayer. It then discusses Daniel Goleman's model of emotional intelligence, which includes five components: self-awareness, self-regulation, internal motivation, empathy, and social skills. Each component is defined in more detail. The document also discusses emotional competence, the four domains of emotional intelligence, and twenty related competencies. It explains the importance of emotional intelligence in the workplace and compares emotional intelligence to social intelligence and general intelligence.
Emotional intelligence ppt
This document discusses emotional intelligence, including its definition, history, models, and criticisms. It provides definitions of emotional intelligence as the ability to recognize and manage one's own emotions and the emotions of others. The document traces the history of the concept originating in 1964 and gaining popularity from Daniel Goleman's 1995 book. It describes three main models of emotional intelligence: the ability model focusing on perceiving, using, understanding, and managing emotions; the mixed model introduced by Goleman combining abilities and traits; and the trait model measuring self-perceived abilities. The document also notes criticisms of emotional intelligence regarding whether it is a true intelligence and its validity compared to IQ and personality traits.
Emotional intelligence in the workplace - Deniel Goleman .pptx
Without much emotional intelligence, you can't be a successful leader.
In this ppt we cover
How does emotional intelligence help to improve workplace relations?
Introduction of Emotional Intelligence?
5 Components of emotional intelligence?
- self-awareness - self-regulation - Motivation - Empathy -Social Skill
Emotional intelligence by Denial Goleman?
Literature review and the research
The objective of emotional intelligence
Research include
-- Goleman, D. (1995). Emotional intelligence. New York: Bantam Books.
- Goleman, D. (1998). Working with emotional intelligence. New York: Book
- HBR Guide to Emotional Intelligence by Harvard Business Review
- https://www.researchgate.net/publication/323725847_Emotional_Intelligence_at _the_Workplace Managing Conflicts on Programs and Projects with Cultural and Emotional Intelligence (edx)
- https://researchonline.jcu.edu.au/40340/1/40340%20Kannaiah%20and%20Shanth i%202015.pdf https://www.frontiersin.org/articles/10.3389/fpsyg.2020.00240/full
Emotional Intelligence Report
This is the final report of my project that i made in my Fundamental management course. This report is all about emotional intelligence that how it is helpful in your life
Recommended
Step 1 - Read the Information BelowDaniel Goleman, a psychol.docx
Step 1 - Read the Information Below
Daniel Goleman, a psychologist, was the first to popularize the trait emotional intelligence, sometimes referred to as EI. Emotional intelligence is a person's capacity to be aware of her or his emotions and feelings towards others to influence their thinking and actions. The four components of EI are:
Self-awareness: This is your ability to read your own emotions accurately to know how your actions or lack thereof affect others.
Self-management: This is your ability to control or regulate your emotions and act with integrity.
Social-awareness: Gives you the ability to understand the needs of others and show empathy towards them.
Relationship management: this is your ability to communicate clearly and convincingly, reduce conflict and build strong bonds.
Step 2 - Post a Response
Respond to the following.
How has your emotional intelligence, or lack of emotional intelligence, positively or negatively impacted your professional or personal relationships?
Choose one of the components of EI and explain how it contributes to job satisfaction
.
Daniel Goleman, a psychologist, was the first to popularize the .docx
Daniel Goleman, a psychologist, was the first to popularize the trait Emotional Intelligence, sometimes referred to as EI. Emotional Intelligence is a person’s capacity to be aware of her or his emotions and feelings towards others to influence their thinking and actions. The four components of EI are:
Self-awareness - This is your ability to read your own emotions accurately to know how your actions or lack thereof affect others.
Self-management - This is your ability to control or regulate your emotions and act with integrity.
Social-awareness - Gives you the ability to understand the needs of others and show empathy towards them.
Relationship management - this is your ability to communicate clearly and convincingly, reduce conflict and build strong bonds.
After viewing the video, respond to the following questions for this weeks discussion on Emotional Intelligence.
Click here to watch the video
How has your emotional intelligence, or lack of emotional intelligence, positively or negatively impacted your professional or personal relationships?
Choose ONE of the components of EI and explain how it contributes to job satisfaction.
.
Daniel a was the first to popularize the.docx
Daniel Goleman was the first to popularize the concept of emotional intelligence (EI), which refers to one's ability to understand and manage emotions. EI has four components: self-awareness of one's emotions and their impact, self-management through emotional control and integrity, social awareness of others' needs and empathy, and relationship management like clear communication to reduce conflict.
1-2 paragraphsapa formatreferencesStep 1 - Read the In.docx
1-2 paragraphs
apa format
references
Step 1 - Read the Information Below
Daniel Goleman, a psychologist, was the first to popularize the trait emotional intelligence, sometimes referred to as EI. Emotional intelligence is a person's capacity to be aware of her or his emotions and feelings towards others to influence their thinking and actions. The four components of EI are:
Self-awareness: This is your ability to read your own emotions accurately to know how your actions or lack thereof affect others.
Self-management: This is your ability to control or regulate your emotions and act with integrity.
Social-awareness: Gives you the ability to understand the needs of others and show empathy towards them.
Relationship management: this is your ability to communicate clearly and convincingly, reduce conflict and build strong bonds.
.
Bs 101 module 5a - emotional intelligence (ei)
The document discusses emotional intelligence and its components. It begins by explaining that emotional intelligence was developed as a psychological theory by Peter Salovey and John Mayer. It then discusses Daniel Goleman's model of emotional intelligence, which includes five components: self-awareness, self-regulation, internal motivation, empathy, and social skills. Each component is defined in more detail. The document also discusses emotional competence, the four domains of emotional intelligence, and twenty related competencies. It explains the importance of emotional intelligence in the workplace and compares emotional intelligence to social intelligence and general intelligence.
Emotional intelligence ppt
This document discusses emotional intelligence, including its definition, history, models, and criticisms. It provides definitions of emotional intelligence as the ability to recognize and manage one's own emotions and the emotions of others. The document traces the history of the concept originating in 1964 and gaining popularity from Daniel Goleman's 1995 book. It describes three main models of emotional intelligence: the ability model focusing on perceiving, using, understanding, and managing emotions; the mixed model introduced by Goleman combining abilities and traits; and the trait model measuring self-perceived abilities. The document also notes criticisms of emotional intelligence regarding whether it is a true intelligence and its validity compared to IQ and personality traits.
Emotional intelligence in the workplace - Deniel Goleman .pptx
Without much emotional intelligence, you can't be a successful leader.
In this ppt we cover
How does emotional intelligence help to improve workplace relations?
Introduction of Emotional Intelligence?
5 Components of emotional intelligence?
- self-awareness - self-regulation - Motivation - Empathy -Social Skill
Emotional intelligence by Denial Goleman?
Literature review and the research
The objective of emotional intelligence
Research include
-- Goleman, D. (1995). Emotional intelligence. New York: Bantam Books.
- Goleman, D. (1998). Working with emotional intelligence. New York: Book
- HBR Guide to Emotional Intelligence by Harvard Business Review
- https://www.researchgate.net/publication/323725847_Emotional_Intelligence_at _the_Workplace Managing Conflicts on Programs and Projects with Cultural and Emotional Intelligence (edx)
- https://researchonline.jcu.edu.au/40340/1/40340%20Kannaiah%20and%20Shanth i%202015.pdf https://www.frontiersin.org/articles/10.3389/fpsyg.2020.00240/full
Emotional Intelligence Report
This is the final report of my project that i made in my Fundamental management course. This report is all about emotional intelligence that how it is helpful in your life
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The document discusses the history and models of emotional intelligence. It describes early theories from Darwin, Thorndike, and Stern that linked emotions to survival, social intelligence, and ability to understand others. Salovey and Mayer's 1990 model defined EI as ability to identify, assess and control one's own and others' emotions. Goleman's 1998 model emphasized EI as a wide array of competencies that drive leadership performance, including self-awareness, self-management, social awareness, and relationship management. The document also outlines five key abilities of EI: managing stress, recognizing emotions, connecting with others non-verbally, using humor, and resolving conflicts positively.
Emotional intelligence by diksha sharma
Emotional intelligence is the ability to perceive, understand, and manage emotions. It involves self-awareness of one's own emotions, regulating one's emotions, being motivated, showing empathy for others, and having good social skills. The key elements of emotional intelligence are self-awareness, self-regulation, motivation, empathy, and social skills. Emotional intelligence differs from IQ in that it focuses on the ability to understand and manage emotions in oneself and others rather than intelligence as measured by standardized tests.
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The document discusses emotional intelligence (EQ), which refers to the ability to perceive, evaluate, and regulate one's own and others' emotions. It provides definitions of EQ from various researchers, who generally agree that EQ involves self-awareness, social skills, empathy, motivation, and self-regulation. The document also outlines three major models of EQ and lists advantages of high EQ such as improved relationships, communication, empathy skills, integrity, career prospects, managing change, reducing stress, and increasing creativity.
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This document discusses emotional intelligence and its importance. It defines emotional intelligence as the ability to manage one's own emotions and understand the emotions of others. It outlines five components of emotional intelligence according to Goleman: self-awareness, self-regulation, motivation, empathy, and social skills. The document explains that having high emotional intelligence allows one to empathize with others, communicate effectively, and be self and socially aware. It is important for interacting with others, dealing with stressful situations, and has applications in organizations such as understanding nonverbal communication, being self-aware of personal emotions, improving efficiencies, furthering one's career, and encouraging strong interpersonal skills in others.
Emotional intelligence ppt @ bec bagalkot mba
Emotional intelligence involves five key skills: self-awareness, self-management, social awareness, relationship management, and stress management. People with high emotional intelligence are adept at recognizing and managing their own emotions, reading others' emotions, and building strong relationships. They are often successful because they can regulate their stress levels, communicate effectively, and resolve conflicts constructively.
Daniel_Goleman_Emotional_Intelligence_SumitMehta
The document discusses emotional intelligence (EI) and Daniel Goleman's work on the topic. It provides definitions of EI, outlines the training objectives which are to understand the importance of EI, types of emotions, difference between IQ and EQ, core abilities and competencies of EI. It then discusses Goleman's background, provides statistics on lack of motivation and failure of change initiatives. Further, it explains the four core abilities of EI - self awareness, self management, social awareness and relationship management. It also outlines the five competencies of EI and key skills to develop EI.
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It is true that faced to any real situation people react as it feels and we cannot denied we all are more emotional than anything, so as teachers we have to help our students to be confident as possible, we can help them also how to control their emotions, especially the ones that are not positive because as humans is common to see us as negative and that feeling is an obstacle to go on and be successful.
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This document discusses emotional intelligence, including its definition, importance, components, and models. Emotional intelligence involves self-awareness, self-regulation, motivation, empathy, and social skills. It defines three main models of emotional intelligence: the ability model which sees it as a set of mental abilities, the trait model which views it as personality traits, and the mixed model combining both abilities and traits. The document also provides examples of developing emotional intelligence at work through compassion, active listening, flexibility, and social interaction between colleagues.
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Emotional intelligence (EQ) refers to the ability to understand, use, and manage one's own emotions and the emotions of others. It helps with stress relief, effective communication, empathy, overcoming challenges, and defusing conflict. EQ involves self-awareness, self-regulation, motivation, empathy, and social skills. It was coined in 1964 and gained popularity from Daniel Goleman's 1995 book. People with high EQ have better relationships, reduce team stress, defuse conflict, and have higher job satisfaction.
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The document discusses emotional intelligence in management. It defines emotional intelligence as having four abilities: recognizing emotions, using emotions to assist thought, being aware of emotions, and managing emotions. It notes that emotional intelligence is important for career development and leadership. Developing emotional intelligence involves focusing on personal and social competence through practices like paying attention to one's and others' emotions.
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Emotional intelligence involves skills such as self-awareness, managing emotions, and empathy. It has been linked to life satisfaction and success. A study found that a communication skills training program significantly improved students' emotional intelligence and life satisfaction, demonstrating a relationship between these factors. Emotional intelligence involves perceiving, reasoning with, understanding, and managing emotions.
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Emotional intelligence involves the ability to monitor one's own emotions and the emotions of others to guide thinking and behavior. It was first defined by Peter Salovey and John Mayer in 1990 and further developed by Daniel Goleman in the 1990s. Goleman's model outlines four main constructs of emotional intelligence: self-awareness, self-management, social awareness, and relationship management. Emotional competencies within each construct can be learned and developed to improve performance, unlike innate talents.
Emotional intelligence
The document discusses emotional intelligence. It defines emotional intelligence as the ability to understand and manage one's own emotions and the emotions of others. The document outlines four key skills of emotional intelligence: self-awareness, self-management, social awareness, and relationship management. It notes that emotional intelligence is important for effective communication, leadership, and navigating social situations.
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This document discusses emotional intelligence and its importance in the workplace. It defines emotional intelligence as the ability to understand and manage one's own emotions and the emotions of others. The document outlines the four branches of emotional intelligence: perceiving emotions, reasoning with emotions, understanding emotions, and managing emotions. It also discusses five emotional intelligence competencies that are important for workplace achievement: intuition and empathy, social skills, self-awareness, self-regulation, and self-motivation. The document emphasizes that while personality and IQ are factors, emotional intelligence plays a key role in success. It provides strategies for developing emotional intelligence through mindfulness, understanding emotions, and developing listening skills.
Emotional intelligence.ppp
This document discusses emotional intelligence and its importance in the workplace. It defines emotional intelligence as the ability to understand and manage one's own emotions and the emotions of others. The document outlines the four branches of emotional intelligence: perceiving emotions, reasoning with emotions, understanding emotions, and managing emotions. It also discusses five emotional intelligence competencies that are important for workplace achievement: intuition and empathy, social skills, self-awareness, self-regulation, and self-motivation. The document emphasizes that emotional intelligence is more important for success than IQ or personality alone.
Ei
The document discusses the importance of emotional intelligence and its role in education. It defines emotional intelligence as the ability to perceive, control, and evaluate emotions. The four branches of emotional intelligence are perceiving emotions, reasoning with emotions, understanding emotions, and managing emotions. Developing emotional intelligence provides benefits such as improved interpersonal relationships, psychological well-being, academic performance, and reduced disruptive behaviors. Techniques for teaching emotional intelligence in classrooms include circle teams, self-reflection quizzes, and morning check-ins. Overall, the document emphasizes that emotional intelligence is a learnable skill that should be explicitly addressed in schools.
Emotional intelligence
Emotional intelligence is the ability to properly monitor and manage one's own emotions and understand the emotions of others. It involves recognizing emotions, managing emotions well in relationships, and motivating oneself. Developing emotional intelligence can help with empathy, overcoming challenges, making rational decisions when emotional, and improving relationships, health, career performance, and decision-making. While IQ is important, emotional intelligence is also key to success. Emotional intelligence can be developed at any age through reducing stress, connecting with others nonverbally, using humor, resolving conflicts positively, and perceiving, understanding, and prioritizing emotional responses.
emotionalintelligence
Emotional intelligence (EI) involves being aware of one's own emotions and the emotions of others, managing emotions well in ourselves and our relationships. EI has four components: self-awareness, self-management, social awareness, and relationship management. While IQ is important for academic success, EI may be more important for overall success in life, as IQ accounts for only 10-25% of outcomes, while EI competencies make up the remainder.
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It is true that faced to any real situation people react as it feels and we cannot denied we all are more emotional than anything, so as teachers we have to help our students to be confident as possible, we can help them also how to control their emotions, especially the ones that are not positive because as humans is common to see us as negative and that feeling is an obstacle to go on and be successful.
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This document discusses emotional intelligence, including its definition, importance, components, and models. Emotional intelligence involves self-awareness, self-regulation, motivation, empathy, and social skills. It defines three main models of emotional intelligence: the ability model which sees it as a set of mental abilities, the trait model which views it as personality traits, and the mixed model combining both abilities and traits. The document also provides examples of developing emotional intelligence at work through compassion, active listening, flexibility, and social interaction between colleagues.
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Emotional intelligence involves the ability to monitor one's own emotions and the emotions of others to guide thinking and behavior. It was first defined by Peter Salovey and John Mayer in 1990 and further developed by Daniel Goleman in the 1990s. Goleman's model outlines four main constructs of emotional intelligence: self-awareness, self-management, social awareness, and relationship management. Emotional competencies within each construct can be learned and developed to improve performance, unlike innate talents.
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Emotional intelligence (EI) involves being aware of one's own emotions and the emotions of others, managing emotions well in ourselves and our relationships. EI has four components: self-awareness, self-management, social awareness, and relationship management. While IQ is important for academic success, EI may be more important for overall success in life, as IQ accounts for only 10-25% of outcomes, while EI competencies make up the remainder.
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• Legislative process is only one part of policy-making
• States are better venue for understanding policy-making
process overall
• Interactions between components are more transparent
• Less ‘political theater’ than national level
• More cases, more variation, more data
• What role do legislatures play in the overall policy-making
process??
• How do legislative-executive relations affect policy outcomes??
Agenda Setting
Formulation /
Negotiation
Adoption /
Enactment
Implementation
Evaluation
Revision /
Termination
• Public attention is focused on an issue
• Collective recognition of problem
Agenda Setting
• Potential solutions are offered
• Some public discourse over options
Formulation / Negotiation
•
Solution
is agreed upon and made into official policy /
law
Adoption / Enactment
• Policy is converted into actionable rules
Implementation
• Fairness, effectiveness, efficiency of policy and rules are
evaluated
Evaluation
• Improvements or changes to policy are made
Revision / Termination
Agenda Setting
• Parties
• Public opinion
• Advocacy groups /
entrepreneurs
Formulation /
Negotiation
• Party leadership
• Interest groups
• Legislature type
• Legislative-executive
relations
Adoption / Enactment
• Legislative-executive
relations
Implementation
• Type of executive
• Bureaucracy
Evaluation
• Social scientists
• Advocacy groups
• Legislative
committees
• State courts
Revision / Termination
• State courts
• Federal courts
‘Professional’
Model
‘Citizen-
Legislator’
Model
Work Load
Nearly full-
time
Part-time
Session
Year-round,
annual
Short-term,
possibly
biannual
Compensation
Medium-high
(over median
for state
employees)
Fairly low
Staff
Large, semi-
permanent
Small, likely
shared
Conceptualizing State Legislatures
Professional Hybrid / Mixture Citizen
State Legislatures
• GA Legislature
• $17k base +per
diem
• $22k – $24k total
Discussion Question
• What are some of the potential benefits /
drawbacks of each of these two models??
State Legislatures and Political Careers (Peverill Squire)
• ‘Career’ Legislatures (Congress)
• Sufficiently high pay
• Minimal incentive to ‘move up’
• Expectation of long tenure
• Heavy time commitment
• ‘Springboard’ Legislatures
• Other positions have higher pay, more prestige
• Expectation of limited tenure
• May be term lim.
DataDestination PalletsTotal CasesCases redCases whiteCases organi.docx
DataDestination PalletsTotal CasesCases redCases whiteCases organicWeek of OrderPallets (Bins)Oakland CA4853762648.002648.0080172Portland OR4853762438.002438.00500148Portland OR4853762438.002438.00500124Riverside CA4853762673.002673.0030118Seattle WA4853762638.002638.00100112Seattle WA4853762638.002638.0010016Oakland CA2831361518.001518.0010013Oakland CA2831361518.001518.0010011Riverside CA2831361512.001512.001121Oakland CA2426881288.001288.001121Oakland CA2426881324.001324.00401Oakland CA2426881288.001288.001121Oakland CA2426881324.001324.00401Oakland CA2426881294.001294.001001Riverside CA2426881288.001288.001121Riverside CA2426881288.001288.001121Riverside CA2426881329.001329.00301Riverside CA2426881288.001288.001121Riverside CA2426881288.001288.001121Riverside CA2426881329.001329.00301Seattle WA2426881294.001294.001001Oakland CA2224641192.001192.00801Riverside CA2224641176.001176.001121Riverside CA2224641176.001176.001121Riverside CA2224641202.001202.00601Seattle WA2224641120.001120.002241Seattle WA2224641176.001176.001121Portland OR121344422.00422.005001Portland OR121344616.00616.001121Portland OR111232560.00560.001121Portland OR111232560.00560.001121Portland OR111232491.00491.002501Oakland CA3336112.00112.001121Oakland CA3336112.00112.001121Oakland CA3336118.00118.001001Portland OR333693.0093.001501Portland OR3336168.00168.0001Portland OR3336112.00112.001121Portland OR3336118.00118.001001Riverside CA3336112.00112.001121Riverside CA3336112.00112.001121Seattle WA3336163.00163.00101Seattle WA333656.0056.002241Seattle WA3336112.00112.001121Seattle WA333656.0056.002241Oakland CA11120.000.001121Portland OR1112-69.00-69.002501Seattle WA111253.0053.0061Seattle WA11126.006.001001Seattle WA111251.0051.00101Seattle WA11120.000.001121Oakland CA4853762588.002588.002002Oakland CA4853762638.002638.001002Oakland CA4853762632.002632.001122Oakland CA4853762638.002638.001002Oakland CA4853762632.002632.001122Portland OR4853762338.002338.007002Seattle WA4853762632.002632.001122Seattle WA4853762576.002576.002242Oakland CA2831361512.001512.001122Riverside CA2831361512.001512.001122Riverside CA2831361518.001518.001002Oakland CA2426881304.001304.00802Oakland CA2426881294.001294.001002Oakland CA2426881288.001288.001122Oakland CA2426881324.001324.00402Oakland CA2426881304.001304.00802Oakland CA2426881288.001288.001122Portland OR2426881294.001294.001002Riverside CA2426881329.001329.00302Riverside CA2426881288.001288.001122Riverside CA2426881329.001329.00302Riverside CA2426881329.001329.00302Riverside CA2426881288.001288.001122Riverside CA2426881288.001288.001122Seattle WA2426881288.001288.001122Seattle WA2426881232.001232.002242Seattle WA2426881294.001294.001002Seattle WA2426881288.001288.001122Seattle WA2426881232.001232.002242Seattle WA2426881232.001232.002242Seattle WA2426881294.001294.001002Seattle WA2426881339.001339.00102Seattle WA2426881304.001304.00802Portland OR2224641182.001182.001002Riverside CA2224641192.001192.00802Riverside CA2224641176.001176.001122R.
DataIllinois Tool WorksConsolidated Statement of Income($ in milli.docx
DataIllinois Tool WorksConsolidated Statement of Income($ in millions)Year 3Year 2Year1Sales946892939984Cost of goods sold593659106192Gross Profit353233833792Selling and administrative expenses172016911814Depreciation and amoritization306385414Operating Profit150613071564Interest Expense686572Nonoperating Expense4713Unusual Losses33700Pre-tac income109712351479Income taxes384429521 Net Income713806958Illinois Tool WorksConsolidated Statement of Shareholders Equity($ in millions)Year 3Year 2Year1Balance at beginning of year982396049061Net income (loss)713806958Stock issued (repurchased)361-337-192Common Stock dividends-273-250-223 Balance at end of year10624982396040
Q1 & Q2Abnormal Earning ValuationForcasted ResultsCost of Capital9%Intitial Book Value 12/31 Year 3$ 10,624.00Dividend Payout25%Forecasted ROCE on beginning equity9.50%1. Year 42. Year 53. Year 64. Year 75. Year 86. Year 97. Year 108. Year 119. Year 1210. Year 13(a) Earnings Forecasts$ 1,009.28$ 1,081.19$ 1,158.23$ 1,240.75$ 1,329.15$ 1,423.86$ 1,525.30$ 1,633.98$ 1,750.40$ 1,875.12(b) Equity Book Value-Forecasts (per share)Equity book value at beginning$ 10,624.00$ 11,380.96$ 12,191.85$ 13,060.52$ 13,991.09$ 14,987.95$ 16,055.84$ 17,199.82$ 18,425.31$ 19,738.11Earnings Forecasts$ 1,009.28$ 1,081.19$ 1,158.23$ 1,240.75$ 1,329.15$ 1,423.86$ 1,525.30$ 1,633.98$ 1,750.40$ 1,875.12Stock Issued$ - 0$ - 0$ - 0$ - 0$ - 0$ - 0$ - 0$ - 0$ - 0$ - 0Other Comprehensive Income$ - 0$ - 0$ - 0$ - 0$ - 0$ - 0$ - 0Dividend$ (252.32)$ (270.30)$ (289.56)$ (310.19)$ (332.29)$ (355.96)$ (381.33)$ (408.50)$ (437.60)$ (468.78)Equity book value at year end$ 11,380.96$ 12,191.85$ 13,060.52$ 13,991.09$ 14,987.95$ 16,055.84$ 17,199.82$ 18,425.31$ 19,738.11$ 21,144.45ROE (Return on Equity)9.50%9.50%9.50%9.50%9.50%9.50%9.50%9.50%9.50%9.50%(c) Abnormal EarningsEquity book value at beginning$ 10,624.00$ 11,380.96$ 12,191.85$ 13,060.52$ 13,991.09$ 14,987.95$ 16,055.84$ 17,199.82$ 18,425.31$ 19,738.11Equity cost pf capital9.00%9.00%9.00%9.00%9.00%9.00%9.00%9.00%9.00%9.00%Normal Earnings$ 956.16$ 1,024.29$ 1,097.27$ 1,175.45$ 1,259.20$ 1,348.92$ 1,445.03$ 1,547.98$ 1,658.28$ 1,776.43Actual or Forecasted Earnings$ 1,009.28$ 1,081.19$ 1,158.23$ 1,240.75$ 1,329.15$ 1,423.86$ 1,525.30$ 1,633.98$ 1,750.40$ 1,875.12Abnormal Earnings$ 53.12$ 56.90$ 60.96$ 65.30$ 69.96$ 74.94$ 80.28$ 86.00$ 92.13$ 98.69Discount Factor (at 9%)91.74%84.17%77.22%70.84%64.99%59.63%54.70%50.19%46.04%42.24%Abnormal Earnings Discounted at present$ 48.73$ 47.90$ 47.07$ 46.26$ 45.47$ 44.68$ 43.92$ 43.16$ 42.42$ 41.69(c) Estimated share valueSum of discounted abnormal earnings over horizon$ 451.29Current equity book value$ 10,624.00 Estimated current value of Equity at Year 3$ 11,075.29MillionQ1N.
DataIDSalaryCompa-ratioMidpoint AgePerformance RatingServiceGender.docx
DataIDSalaryCompa-ratioMidpoint AgePerformance RatingServiceGenderRaiseDegreeGender1GradeDo not manipuilate Data set on this page, copy to another page to make changes154.50.956573485805.70METhe ongoing question that the weekly assignments will focus on is: Are males and females paid the same for equal work (under the Equal Pay Act)? 228.30.913315280703.90MBNote: to simplfy the analysis, we will assume that jobs within each grade comprise equal work.334.11.100313075513.61FB460.91.06857421001605.51METhe column labels in the table mean:549.21.0254836901605.71MDID – Employee sample number Salary – Salary in thousands 674.11.1066736701204.51MFAge – Age in yearsPerformance Rating - Appraisal rating (employee evaluation score)741.41.0344032100815.71FCService – Years of service (rounded)Gender – 0 = male, 1 = female 822.80.992233290915.81FAMidpoint – salary grade midpoint Raise – percent of last raise9731.089674910010041MFGrade – job/pay gradeDegree (0= BS\BA 1 = MS)1023.31.014233080714.71FAGender1 (Male or Female)Compa-ratio - salary divided by midpoint1124.31.05723411001914.81FA1259.71.0475752952204.50ME1341.81.0444030100214.70FC14251.08523329012161FA1522.60.983233280814.91FA1648.51.213404490405.70MC1763.11.1075727553131FE1836.21.1673131801115.60FB1923.91.039233285104.61MA2035.51.1443144701614.80FB2178.91.1786743951306.31MF2257.61.199484865613.81FD2322.20.964233665613.30FA2453.41.112483075913.80FD2523.61.0282341704040MA2622.30.971232295216.20FA2746.21.156403580703.91MC2874.41.111674495914.40FF2975.61.129675295505.40MF3047.50.9894845901804.30MD3122.90.995232960413.91FA3228.10.906312595405.60MB3363.71.117573590905.51ME3426.90.869312680204.91MB3522.70.987232390415.30FA3624.41.059232775314.30FA3723.81.034232295216.20FA3864.61.1335745951104.50ME3937.31.202312790615.50FB4023.71.031232490206.30MA4140.31.008402580504.30MC4224.41.0592332100815.71FA4372.31.0796742952015.50FF4465.91.1565745901605.21ME4549.91.040483695815.21FD4657.41.0075739752003.91ME47560.982573795505.51ME4868.11.1955734901115.31FE4966.21.1615741952106.60ME5061.71.0835738801204.60ME
Week 1Week 1: Descriptive Statistics, including ProbabilityWhile the lectures will examine our equal pay question from the compa-ratio viewpoint, our weekly assignments will focus onexamining the issue using the salary measure.The purpose of this assignmnent is two fold:1. Demonstrate mastery with Excel tools.2. Develop descriptive statistics to help examine the question.3. Interpret descriptive outcomesThe first issue in examining salary data to determine if we - as a company - are paying males and females equally for doing equal work is to develop somedescriptive statistics to give us something to make a preliminary decision on whether we have an issue or not.1Descriptive Statistics: Develop basic descriptive statistics for SalaryThe first step in analyzing data sets is to find some summary descriptive statistics for key variables. Suggestion: Copy the gender1 and salary columns from the Data tab t.
DataCity1997 Median Price1997 Change1998 Forecast1993-98 Annualize.docx
This document provides a course syllabus for History 2030: Tennessee History at an unnamed university. The syllabus outlines key details about the course including the instructor's contact information, course description and purpose, learning outcomes, instructional methodology, evaluation procedures, course schedule, attendance policy, and accommodations for students with disabilities. The course surveys the geographical background, peoples, political life, economic and social development of Tennessee from its earliest beginnings to the present. Students will be evaluated based on exams, research assignments, and presentations to demonstrate their mastery of Tennessee history and ability to think critically about historical interpretations.
DataClientRoom QualityFood QualityService Quality1GPG2GGG3GGG4GPG5.docx
The document summarizes research on the harms of corporal punishment of children and argues that legal reform prohibiting it can be an effective strategy for changing social norms and practices. It describes experiences in Sweden and New Zealand, where legal bans on corporal punishment were accompanied by significant declines in support for the practice and reports of it occurring. While public opinion often lags legal changes initially, studies found dramatic shifts in attitudes and self-reported experiences of corporal punishment over time in both countries following prohibition.
Database Project CharterBusiness CaseKhalia HartUnive.docx
Database Project Charter/Business Case
Khalia Hart
University of Maryland Global Campus
February 21, 2020
Introduction
A database is an electronic collection of data that is built by a user so that they can access, update particular information in the database coherently or rapidly. Today firms employ integrated technology to increase their capacity to serve more clients, keep information well or effectively, organize activities according to the urgency or priorities, accounting records (Tüttelmann F, 2015). Most of the integrated technology depends on multiple databases that supply information relevant in making the decision. Since the business started using databases, their performance increase because the business decisions they make are sound and practical.
Business Problem
The supply chain management is one of the most complicated processes in the business and often at times due to need of detail it gets hard for the supply chain manager to keep the record of the work covered effectively, have enough data to make the decision and also have enough data to monitor the chain of operation (William, 2019). The supply chain has been so crucial for the business because it determines the performance of the company in the industry by assessing the quality of the product produced in the organization, cost of production, the time and effectiveness of distribution network, and overall production operation of the organization.
Operation management has been named as the leading cause of business failure caused by a lack of a system, which the manager or the supervisor can use to monitor the whole system. This is the problem to solve using the database (William, 2019). Using a database, the manager can observe or watch the entire chain from their office, make better decisions by fore- planning approach of the database also make changes within the system when there is the need to cut costs or making the process effective.
Project Scope
Most business organizations are spread in operation, and this is the challenge that makes the supply chain management complex (Tüttelmann F, 2015). This is because the chain is in different localities, and therefore, coordination of operation among the user or the workers becomes a challenge. Through the database system, the business will enjoy proper coordination using the wide Area Network (LAN). Through the LAN network, the company can link computers and cost-effectively share data and communication. Through this system, the company will have a connection and coordination of the processes within the organization. The number of connected devices will range from 10 to 1000, depending on the type of tools and system that is set to facilitate this connection.
Goals and objectives of the system
The purpose of the system that I want to install in the supply chain management is to;
· Monitoring of the supply chain- the system will enable the manager to monitor the system and every process in the order (Gattor.
Databases selected Multiple databases...Full Text (1223 .docx
Kraft reformed Oreo cookies to make them more successful in China. They made the cookies less sweet to suit Chinese tastes, sold them in smaller, cheaper packages, and marketed them with a "dunking" theme. This involved training student brand ambassadors to educate consumers about dipping cookies in milk. Kraft also introduced a Chinese-style Oreo wafer stick that surpassed regular Oreos in sales. These reforms helped Oreo become the best-selling biscuit in China.
Database SystemsDesign, Implementation, and ManagementCo.docx
Database Systems
Design, Implementation, and Management
Coronel | Morris
11e
©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Chapter 3
The Relational Database Model
©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Learning ObjectivesIn this chapter, one will learn:That the relational database model offers a logical view of dataAbout the relational model’s basic component: relationsThat relations are logical constructs composed of rows (tuples) and columns (attributes)That relations are implemented as tables in a relational DBMS
*
©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Learning ObjectivesIn this chapter, one will learn:About relational database operators, the data dictionary, and the system catalogHow data redundancy is handled in the relational database modelWhy indexing is important
*
©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
A Logical View of DataRelational database model enables logical representation of the data and its relationshipsLogical simplicity yields simple and effective database design methodologies Facilitated by the creation of data relationships based on a logical construct called a relation
*
©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Table 3.1 - Characteristics of a Relational Table
*
©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
KeysConsist of one or more attributes that determine other attributesUsed to: Ensure that each row in a table is uniquely identifiableEstablish relationships among tables and to ensure the integrity of the dataPrimary key (PK): Attribute or combination of attributes that uniquely identifies any given row
*
©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
DeterminationState in which knowing the value of one attribute makes it possible to determine the value of anotherIs the basis for establishing the role of a key Based on the relationships among the attributes
*
©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
DependenciesFunctional dependence: Value of one or more attributes determines the value of one or more other attributesDeterminant: Attribute whose value determines another Dependent: Attribute whose value is determined by the.
DATABASE SYSTEMS DEVELOPMENT & IMPLEMENTATION PLAN1DATABASE SYS.docx
DATABASE SYSTEMS DEVELOPMENT & IMPLEMENTATION PLAN 1
DATABASE SYSTEMS DEVELOPMENT & IMPLEMENTATION PLAN 19
Table of Contents
1. Database System Overview 3
1.1 Business Environment 3
1.2 Database system goals and objective 4
2. Entity Relationship Model 7
2.1 Proposed entities 7
2.2 Business rules 8
2.3 Entity–Relationship Model 9
2.3.1 Relationship Types 9
2.3.2 Normalization form 12
2.3.3 Benefit of using database design 14
3. Structured Query Language (SQL) Scripts 15
3.1 Data definition language (DDL) 15
3.2 Data manipulation language (DML) 16
3.3 SQL report 17
3.4 Benefit of using database queries 19
4. Database Administration Plan 20
5. Future Database System Implementation Plan 21
6. References 22
1.
Database System Overview
1.1 Business Environment
Office Depot, Inc is an American retail store company founded in 1986 and headquartered in Florida, United States. The company provides office and school supplies with 1400 retail stores and e-commerce sites. The supply includes everything to their customer like latest technology, core school and office supplies, printing and documenting service, furniture and other services like cell phone repair, tech and marketing service etc.
Recently there were too many complaints from existing and new customer that the online site is super glitch and lagging. Another customer posted that the delivery did not come on the scheduled day. And they cannot track down the order because the website does not have tracking information. Also when the website is down, customer service cannot help to see the order details either and therefore, they feel it’s frustrating to order online and therefore want to cancel the order. One other customer posted in the website grievance section that the “label maker” showed available in the stock even though it was out of stock when verified with the customer service representative. With every product not in stock, we lose opportunity of sale which costs the store. This not only affect customer but also affect company. We are so dependent on the data, most of the time staff has to correct accounting report, sales estimates and invoice customer manually which is very time-consuming in an excel sheet.
In order to solve above issues and avoid sales loss, Office Depot must have a database to store and maintain correct count of the products. This database will help inventory management i.e. tracking products, update inventory, find popular or less popular item, loss prevention, track inventory status and perform data mining. The staff can access this database via a computerized database. (Gerald H., Importance of inventory database retail)1.2 Database system goals and objective
The mission of the company is to become number one retail company by creating inclusive environment and great shopping experience where both customer and employees are respected and valued. To achieve the retail store mission, we are committed to provide secure and robust data base system for ou.
Database Security Assessment Transcript You are a contracting office.docx
Database Security Assessment Transcript You are a contracting officer's technical representative, a Security System Engineer, at a military hospital. Your department's leaders are adopting a new medical health care database management system. And they've tasked you to create a request for proposal for which different vendors will compete to build and provide to the hospital. A Request For Proposal, or RFP, is when an organization sends out a request for estimates on performing a function, delivering a technology, or providing a service or augmenting staff. RFPs are tailored to each endeavor but have common components and are important in the world of IT contracting and for procurement and acquisitions. To complete the RFP, you must determine the technical and security specifications for the system. You'll write the requirements for the overall system and also provide evaluation standards that will be used in rating the vendor's performance. Your learning will help you determine your system's requirements. As you discover methods of attack, you'll write prevention and remediation requirements for the vendor to perform. You must identify the different vulnerabilities the database should be hardened against.
Modern healthcare systems incorporate databases for effective and efficient management of patient healthcare. Databases are vulnerable to cyberattacks and must be designed and built with security controls from the beginning of the life cycle. Although hardening the database early in the life cycle is better, security is often incorporated after deployment, forcing hospital and healthcare IT professionals to play catch-up. Database security requirements should be defined at the requirements stage of acquisition and procurement.
System security engineers and other acquisition personnel can effectively assist vendors in building better healthcare database systems by specifying security requirements up front within the request for proposal (RFP). In this project, you will be developing an RFP for a new medical healthcare database management system.
Parts of your deliverables will be developed through your learning lab. You will submit the following deliverables for this project:
Deliverables
• An RFP, about 10 to 12 pages, in the form of a double-spaced Word document with citations in APA format. The page count does not include figures, diagrams, tables, or citations. There is no penalty for using additional pages. Include a minimum of six references. Include a reference list with the report.
• An MS-Excel spreadsheet with lab results.
There are 11 steps in this project. You will begin with the workplace scenario and continue with Step 1: "Provide an Overview for Vendors."
Step 1: Provide an Overview for Vendors
As the contracting officer's technical representative (COTR), you are the liaison between your hospital and potential vendors. It is your duty to provide vendors with an overview of your organization. To do so, identify infor.
Data.docx
Data:
Hours
Period
Cycle Time
1
45
2
33
3
44
4
30
5
51
6
47
7
39
8
34
9
69
10
43
11
29
12
38
13
45
14
49
15
73
16
38
17
50
18
40
19
57
20
36
21
31
22
46
23
40
24
51
25
48
26
37
27
42
28
50
1. Calculate R-Bar?
2. Upper Control Limit for the Range?
3 Upper control limit for the individuals?
4 Lower control limit for the individuals?
5. What is the control chart telling you?
6. Is there adequate discrimination?
.
Database Design Mid Term ExamSpring 2020Name ________________.docx
Database Design Mid Term Exam
Spring 2020
Name: ____________________________
1. What is a data model?
A. method of storing files on a disk drive
B. simple representation of complex real-world data structures
C. name of system for designing software
D. method of designing invoices for customers
2. A Relationship Database system consists of 3 parts: a client front end for sending information to a command processor, a middle tier that interprets user commands, and a management frame work for storing, organizing and securing data.
a. True
b. False
3. What are the 3 components of a table:
A. Row, column, value
B. Row, top, bottom
C. Column, row, top
D. Top, middle, end
4. What does the column represent in a table?
a. Attribute of the table records
b. A complete record in the table
c. The system log from the database
d. A list of database tables
5. What does a row in the table represent?
a. A complete data record
b. List of system logs
c. A list of file systems on database server
d. The primary keys from all the tables.
6. Which of the following is an example of data definition language (DDL)?
a. UPDATE
b. V$SYSLOG
c. CREATE
d. DETAIN
7 . Which of the following is an example of data manipulation language (DML)?
A. SELECT
B. ABORT
C. GRANT
D. REVOKE
8. A _______ key is an attribute that uniquely identifies a record in a table.
9. A _______ key is an attribute that is a primary key in one table and is used as a reference in a second table to establish a relationship between the two tables.
10. When running a ‘SELECT’ join, what is returned from the table:
A. ROW
B. Column
C. single attribute
D. all tables in the database
11. When running a ‘PROJECT’ join, what is returned from the table:
A. COLUMN
B. ROW
C. Single Attribute
D. a list of tables in the database
12. What are the 3 types of relationships commonly shown on an entity relationship diagram?
A. 1 to 1
B. 1 to Many
C. Many to Many
D. All the above
E. None of the above
13. What is an entity relationship diagram (ERD)?
A. graphical representation of all entities in a database and how the entities are related
b. list of the log files in the database.
C. list of all the tablespace names in a database
D. A diagram that shows how data is written to a physical disk drive.
14. The definition of an attribute in a table that has no value is:
A. ZERO
b. NULL
c. ZILTCH
D. NONE
15. A ____________ attribute can either be stored on retrieve on an ad hoc basis.
16. Briefly describe the advantages and disadvantages of storing a derived attribute?
17. A database can process many types of data classifications. Which of the following is not a data classification or architecture that databases can process:
A. Structured
B. Semi-structured
C. undelimited
D. Unstructured
18. The process by which functional/partial dependency and transitive dependency is removed from a database table is called:
a. sharding
b. normalization
c. defragmentation
d. reallocation
.
Database Justification MemoCreate a 1-page memo for the .docx
This document contains two proposed memos. The first recommends migrating from a static website to a database driven application system, noting the benefits of databases in managing dynamic content and data while also acknowledging potential drawbacks. The second memo advocates for using web services and highlights considerations around security, scalability to large volumes of traffic, and compatibility across different devices and platforms.
Database Concept Maphttpwikieducator.orgCCNCCCN.docx
Database Concept Map
http://wikieducator.org/CCNC/CCNC_Module_5/The_database_application/Database_Concepts/How_a_Database_is_Organized
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Database Dump Script(Details of project in file)Mac1) O.docx
Database Dump Script
(Details of project in file)
Mac:
1) Open up the terminal, or if already in MySQL, get out by typing "exit" and pressing enter.
2) Type:
/usr/local/mysql/bin/mysqldump -u root -p [database name] > /tmp/filename.txt
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Database Design 1. What is a data model A. method of sto.docx
Database Design
1. What is a data model?
A. method of storing files on a disk drive
B. simple representation of complex real-world data structures
C. name of system for designing software
D. method of designing invoices for customers
2. Which of the following are the most important elements of a security program for databases:
a. Integrity, referential index, user rights
b. Confidentiality. Integrity and Availability
c. Availability, multi-master replication, high-bandwidth
d. DBA, System Admin, and PMO
3. Suppose that you have a table with a number of product sales. The product code may repeat in the table as it is likely the same product could be sold multiple times. If you want to produce a list of the unique products that are sold, you could use which of the following keywords in the SELECT statement:
A. LIKE
B. ORDERED BY
C. DISTINCT
D. DIFFERENT
4. What does the column represent in a table?
a. Attribute of the table records
b. A complete record in the table
c. The system log from the database
d. A list of database tables
5. What does a row in the table represent?
a. A complete data record
b. List of system logs
c. A list of file systems on database server
d. The primary keys from all the tables.
6. Which of the following is an example of data definition language (DDL)?
a. UPDATE
b. V$SYSLOG
c. CREATE
d. DETAIN
7 . Which of the following is an example of data manipulation language (DML)?
A. SELECT
B. ABORT
C. GRANT
D. REVOKE
8. A _____________ key is an attribute that uniquely identifies a record in a table.
9. A _____________ key is an attribute that is a primary key in one table and is used as a reference in a second table to establish a relationship between the two tables.
10. When running a ‘SELECT’ join, what is returned from the table:
A. ROW
B. Column
C. single attribute
D. all tables in the database
11. When running a ‘PROJECT’ join, what is returned from the table:
A. COLUMN
B. ROW
C. Single Attribute
D. a list of tables in the database
12. What are the 3 types of relationships commonly shown on an entity relationship diagram?
A. 1 to 1
B. 1 to Many
C. Many to Many
D. All the above
E. None of the above
13. What is an entity relationship diagram (ERD)?
A. graphical representation of all entities in a database and how the entities are related
b. list of the log files in the database.
C. list of all the tablespace names in a database
D. A diagram that shows how data is written to a physical disk drive.
14. The definition of an attribute in a table that has no value is:
A. ZERO
b. NULL
c. ZILTCH
D. NONE
15. A __________ attribute can either be stored on retrieve on an ad hoc basis.
16. Which of the following is not considered a characteristic of distributed management systems:
a. Concurrency Control
b. Business intelligence
c. Transaction management
d. query optimization
17. A database can process many types of data classifications. Which of the following is not a data class.
DataAGEGENDERETHNICMAJORSEMHOUSEGPAHRSNEWSPAPTVHRSSLEEPWEIGHTHEIGH.docx
DataAGEGENDERETHNICMAJORSEMHOUSEGPAHRSNEWSPAPTVHRSSLEEPWEIGHTHEIGHTCARJOBUSBORNSTATEGREEKPMSMEDFEDSIBLINGSCALLDADRELMOMRELSIBRELFAMRELCLUBSVOLHOURSCLUBHRSDEGREEEFFORTSTUDYDIFFWRKOUTWOMOTPHYFITIMAGEWOPUBPHYFITIMPCALNUTRITIONHEALTHDECFRUITVEGSMOKEDRINKBLACKOUT201CaucHealth Management & Policy3On3.6152071105'3No0YesIN114413444432021B4121E342441000555131191CaucSPHS-S3Off3.53161281105'3Yes0YesPA2255274444000A464C144441000455121202CaucLaw and Public Policy3On3.551831161355'8No0YesIN21332123232712C371B432322500443112221CaucManagement7On3.6163481585'9Yes3.5YesIN1145364444329B452D241441670455121201LatinaArts Management3Off3.2172108.51105'1Yes0YesNJ22331104444000A4103C143341200441131232CaucSafty9Off3.3182981605'10Yes21YesIN2133184434009B363D333331000342122212CaucSpeech and Hearing5Off3.8418245.51505'9Yes0YesIN2344120344323020B4123D251442000555121201CaucSpeech and Hearing3Off3.861521.57.51505'4Yes0YesIN254523.53444109B483B232321500333122202African AmericanBusiness3Off312247.51805'11Yes0YesIN23423544441010B342E253443000322122212CaucMicrobiology5Off3.31711071255'9Yes0YesOH2155254333000C282E341231700433121201South AfricanManagement5Off2.95152381005'2Yes0NoNJ2135224234100A453A234121200343241211CaucNonprofit5Off3152471505'9Yes15YesIN22342714442100B4153D131241500344121201African AmericanHealth Admin5Off31511581505'4Yes25YesIN224534344412510B361B513321000121122211African AmericanComm Health7Off2.7141157.51805'2Yes0YesIN22145504434000A352A11244700232121191CaucBiology3On3.88142171215'3No0YesIN2355183444210.5C4403C343242000454112221Sri LankanExercise Science6Off3.4117227.51305'5No0NoSri Lanka21440144041020C4152D242441500454112201CaucEnvironmental Management3Off3.5212081405'3No10.5YesIN2545813424422B3173D242332500444112202CaucManagement3Off2.31512091606'0Yes0YesIN2124034404006A3124B343242500342121201YellowManagement4Off3.2152071155'2No0NoSichuan2125054414002A3153B33323300233112211CaucArts Management5Off2.91620.56.51446'3Yes20YesIN2243154444503A37.52A231332000444122201CaucManagement3Off3.5152381405'5No0YesIN21434503444101A4153C231331200443141211CaucExercise Science5Off3.621522181805'7Yes15 YesIN2243244433321B4353C222231400343122211CaucExercise Science5Off3.98142571705'10Yes0YesIN2133143424201C452B332441700342122202CaucExercise Sciene5Off3.61723082105'10Yes0YesIN21222103344000B4202C233322000445122201CaucArt History3Off3.5151261605'4Yes0YesIN2134234444201A372B132431300334121201CaucHuman Development & Family Studies3On3.6152981505'6Yes8YesIN21442104344013B473C5322318000333121212CaucManagement7Off3.51182781756'0Yes0NoSC1245254444201B453C542442000432122182CaucBSPA Management1On3.67154371405'10No0YesIN2355153434212B4251A232332200453122212CaucExercise Science5On3.5616294.52126'3Yes0YesIN1245274444213.511C4152D353443900443131201African AmericanNonprofit Management3Off3.215367.51345'4Yes10YesIN2322673444388B4103E24244300553221202CaucArts Administration3Off3.6172071405'10Yes0YesIN1154113333264A383B222221500433121211CaucHealth Admin5Off31511561455'5Yes5YesTX2344144444200B452D.
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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.
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