DeVry University
Course Project
BUSN278 Budgeting and Forecasting
Student Project Activity – Week 2
A. Week 2: Budget ProposalSection 2.0 Sales Forecast
B. TCOs Addressed:
TCO 5: Given a new business startup or new product introduction and the need to make a forecast when historical data is not available, create the forecast for the organization.
TCO 10: Given a description of a new business, new product, service or project develop, present and defend the budget.
C. Project Activity Overview – Scenario / Summary:
Last week, you selected a business for which you’ll make a budget proposal. Your first step is to create a sales forecast (in sales dollars) when no historical data is available. Use methods such as historical analogy, expert judgment, consumer surveys, the Delphi method, or calculations based on population distributions, estimated growth rates, or expected market penetration rates to arrive at reasonable sales figures for your business for the next 5 years.
Use the Budget Proposal Workbook.xlsx and Budget Proposal Template.docx.
D. Deliverables:
Complete Section 2.0 (including sections 2.1 and 2.2) in the Budget Proposal Template.docx after doing research and performing calculations to arrive at your 5 year forecast. Also, provide calculations in the Budget Proposal Workbook.xlsx.
Add section 2.0 to your Budget Proposal Template and save it as YourName_Project_WK2.docx. Save your sales forecast in the worksheet tab labeled Section 2.1 and 2.2as YourName_Worksheet_WK2.xlsx and upload both files to the Week 2 Project Dropbox.
E.
Project Tasks:
Task 1:
Download Budget Proposal Workbook.xlsx from DocSharing.
Task 2:
Research the area in which your business is located, and do calculations in the Excel workbook which produce a reasonable dollar value forecast based on population size, growth rates, an estimate of the percent of the population expected to purchase your product, and the dollar value of the average sale over the 5 year planning horizon. Do these calculations in the Section 2.1 and 2.2 tab of the Budget Proposal Workbook.xlsx. Also, feel free to use other methods described in this course you feel are appropriate to estimate sales for your new business startup’s first five years.
Task 3:
Write section 2.1 and 2.2 of the Budget Proposal Template.docx document, summarizing your forecast in a table, and also describing and justifying your methodology for arriving at the sales forecast. Follow the instructions in section 2.0 of the Budget Proposal Template.docx when writing these sections. Also, update your works cited Section 6.0 in the template with any research you did.
Task 4:
Paste the first paragraph of the 1.0 Executive Summary template into the Budget Proposal Template.docx so your professor is reminded which business you’re doing.
Task 5:
Save the draft of the Budget Proposal Word document and Budget Proposal Excel calculation and submit it to the Week 2 Project Dropbox.
F. Grading Crit.
The human resource planning process is one of the main responsibilities of the HR Manager. But at present this responsibility does not solely come under the HR Managers context since it directly affects the profitability of the company consequently.
Senior capital & social organization (may 2013)Alycante
After the latest work regulation update senior members of staff in Italy need to stay in the work place longer hence companies need to find new ways to build on the positive and limit the negative aspects of this scenario.
Senior members of staff have a level of know-how that needs to be passed on in good time before they exit the company and before they feel as if they are no longer part of the organization.
There are also often those that own the relationships with clients or that are capable of seeing big picture due to their seniority and experience.
However these senior members of staff are not always up to date with technology that they encounter as users in sectors such as public administration and health services.
To acquire new skills when transferring those cultivated throughout their career becomes a sort of exchange and a good incentive for them.
HR Strategies
HR Strategies
Maurice Hill
HR Strategies
12/01/2019
The company’s goal increasing market share in the mobile market. The mobile industry is growing each day with new innovations that offer new business opportunities for the company. An increase in market share in the mobile market will create additional revenue and growth at Intel Corporation. The mobile industry is the fastest growing sector in the communications industry. In order to achieve these goals a staffing plan will be required.
Employees will be needed to be confident, ambitious and reliable in order to achieve these goals. A confident employee is able to take risks and this is a new project for a new goal in the company that requires one to deal directly with clients and solve any arising issues. An ambitious employee will go an extra mile in order to achieve the company’s goal. New goals are usually full of surprises in the market and such an employee will give their best. The company requires an employee that follows instructions. A reliable employee will follow instructions and listen to the needs of the client.
In attracting qualified employees, the company will use clarity in communicating our new goal. This will offer career opportunities to potential employees and new experiences to grow with the company. Another strategy the company will use is being flexible and unique. This is by offering potential employees what they cannot get from competitors like flexible working hours and even working from home. These strategies will fit with my chosen goal as the mobile industry keeps changing and it requires innovative staff that can go an extra mile in increasing the market share of the company in that industry. The staff has to be dedicated in order to achieve the desired goal.
A diverse work force will be catered for as the company strategy of being unique and flexible will offer opportunities to all potential employees. the strategy is to make sure that all candidates know the value of diversity in the company. These methods will attract diverse staff. The goal of increasing market share in the mobile market will make sure that the growing mobile industry attracts staff from everywhere. A diverse staff will be able to build the company’s brand and have a global impact on the company.
Employees will be trained online due to the global impact of the company. This will enable the company the cut training costs associated with travel and accommodation. The mobile industry touches all comers of the globe and employees need to be trained on sales and about the product. Sales training will improve the sales skills of the employees and help them gain new knowledge about available markets. Product training offers employees a look at the product they are selling its benefits and features. Existing employees need to be trained on both the product and leadership skills. They need to learn about the products and leadership skills to encourage growth within the company. Tr ...
Resource and staff augmentation trending approach to build next gen products ...Katy Slemon
Leveraging resource and staff augmentation in 2022, businesses can build futuristic products. Find the reasons & hurdles of expanding your team offshore.
b6032 module 5 assignment 2 required assignment 2 career development plan,argosy university b6032,b6032,argosy university b6032 module 5 tutorial,b6032 module 5 assignment,argosy university b6032 module 5 help
The human resource planning process is one of the main responsibilities of the HR Manager. But at present this responsibility does not solely come under the HR Managers context since it directly affects the profitability of the company consequently.
Senior capital & social organization (may 2013)Alycante
After the latest work regulation update senior members of staff in Italy need to stay in the work place longer hence companies need to find new ways to build on the positive and limit the negative aspects of this scenario.
Senior members of staff have a level of know-how that needs to be passed on in good time before they exit the company and before they feel as if they are no longer part of the organization.
There are also often those that own the relationships with clients or that are capable of seeing big picture due to their seniority and experience.
However these senior members of staff are not always up to date with technology that they encounter as users in sectors such as public administration and health services.
To acquire new skills when transferring those cultivated throughout their career becomes a sort of exchange and a good incentive for them.
HR Strategies
HR Strategies
Maurice Hill
HR Strategies
12/01/2019
The company’s goal increasing market share in the mobile market. The mobile industry is growing each day with new innovations that offer new business opportunities for the company. An increase in market share in the mobile market will create additional revenue and growth at Intel Corporation. The mobile industry is the fastest growing sector in the communications industry. In order to achieve these goals a staffing plan will be required.
Employees will be needed to be confident, ambitious and reliable in order to achieve these goals. A confident employee is able to take risks and this is a new project for a new goal in the company that requires one to deal directly with clients and solve any arising issues. An ambitious employee will go an extra mile in order to achieve the company’s goal. New goals are usually full of surprises in the market and such an employee will give their best. The company requires an employee that follows instructions. A reliable employee will follow instructions and listen to the needs of the client.
In attracting qualified employees, the company will use clarity in communicating our new goal. This will offer career opportunities to potential employees and new experiences to grow with the company. Another strategy the company will use is being flexible and unique. This is by offering potential employees what they cannot get from competitors like flexible working hours and even working from home. These strategies will fit with my chosen goal as the mobile industry keeps changing and it requires innovative staff that can go an extra mile in increasing the market share of the company in that industry. The staff has to be dedicated in order to achieve the desired goal.
A diverse work force will be catered for as the company strategy of being unique and flexible will offer opportunities to all potential employees. the strategy is to make sure that all candidates know the value of diversity in the company. These methods will attract diverse staff. The goal of increasing market share in the mobile market will make sure that the growing mobile industry attracts staff from everywhere. A diverse staff will be able to build the company’s brand and have a global impact on the company.
Employees will be trained online due to the global impact of the company. This will enable the company the cut training costs associated with travel and accommodation. The mobile industry touches all comers of the globe and employees need to be trained on sales and about the product. Sales training will improve the sales skills of the employees and help them gain new knowledge about available markets. Product training offers employees a look at the product they are selling its benefits and features. Existing employees need to be trained on both the product and leadership skills. They need to learn about the products and leadership skills to encourage growth within the company. Tr ...
Resource and staff augmentation trending approach to build next gen products ...Katy Slemon
Leveraging resource and staff augmentation in 2022, businesses can build futuristic products. Find the reasons & hurdles of expanding your team offshore.
b6032 module 5 assignment 2 required assignment 2 career development plan,argosy university b6032,b6032,argosy university b6032 module 5 tutorial,b6032 module 5 assignment,argosy university b6032 module 5 help
The following assignment gives the Staffing p.docxoreo10
The following assignment gives the “Staffing plan for a small, in-home day care”. The scenario has given the description of the situation and the provincial state of the operation for the “In-home day care” has asked the staffing plan for the start up, so as to approve the further approvals.Part 1: Staffing models
The two types of staffing model that could be applied to the above mentioned scenario are:
· 4-stage Staffing process
· Strategic staffing - a new approach, overcoming the traditional approach
a. 4-stage Staffing process
The four stage model of Staff planning is based on the sequential hiring, screening, selecting and offering a job to the potential candidates. This model can potentially be implementable for this scenario, as this model is suitable for hiring different candidature posts individuals, which is required in the scenario in the form of Certified Day Care or Registered Nursing Professionals, or office support or after school assistants. The description of the models is as follows:
Stage 1- Prospecting: a join interactive discussion with the organization and the potential job applicant.
Stage 2 – Recruitment: Finding the suitable match of the various Day-care, nurse and supporting professional related applicants with the requirements. The Staffing personnel of the company must provide the candidates the various benefits related to the job.
Stage 3 – Selection: This is an evaluative stage, where the assessment of potential candidates is calculated and an evaluative matrix is constructed.
Stage 4 – Offering the employment: This stage has involves the final decision making process and final employment is offered. The final match is eventually is selected.
Suitability of the model: The model, although offers a good framework, however, for the current scenario, it seems a generic framework. The model needs to be more specialized in staffing plan of the growing business, especially for the businesses which are not so popular, for example business like Day care and issues like hiring the suitable professionals.
b. Strategic staffing - a new approach, overcoming the traditional approach
The “Strategic staffing” is a new approach for the staff planning and challenges the traditional approach. The following framework describes this model (Bechet, not defined):
a) First the capabilities (Types) and staffing level (number) of the employees, who will have the different roles in future to make the business objective of Day Care a success. This is the demand side of the staffing plan.
b) Identify the current level of requirements in terms of resources, that is human personnel and the capabilities that is the roles and responsibilities for the Day care business.
c) Projection of “supply pool of the talents”, depending of the business requirements in the near future. This may need a quantitative analysis of the talent and the personnel need.
a. The parameters considered here are turnover effect factoring, retiring plans or planned m ...
CHAPTER 9 Training and DevelopmentLEARNING OBJECTIVES· UnderJinElias52
CHAPTER 9: Training and Development
LEARNING OBJECTIVES
· Understand how training and development activities can contribute to an organization’s strategic objectives
· Describe how to conduct a needs assessment as part of a training program
· Explain the different modes of delivery of training and how to maximize transfer of training
· Gain an appreciation for the various levels of evaluation of training and the benefits and limitations of each
· Describe the role of organizational development in promoting change with an organization
· Understand the critical link between training, performance management, and compensation in ensuring the success of training
Using Training to Rebrand Sofitel Hotels
With an increasingly competitive marketplace in the high-end hotel industry, worldwide luxury hotel chain Sofitel embarked on a rebranding program in 2008 to position itself as an exclusive chain that offered its guests a unique experience. To facilitate this, an extensive employee training program was put in place across all 40 countries in which Sofitel operates to make every one of the organization’s 25,000 employees “ambassadors” for the brand. Every employee, from new hires to the most long-term employees, from hourly employee to executives, went through a two-year long onsite training program at the individual hotel site in which the employee works. Training was provided by a corporate training team that traveled from location to location. Training centered on how to create a sense of luxury for customers, empowering employees at all levels with the freedom to make unique and personalized experiences for any guests on the spot. Employees are issued “passports” for their training, which are stamped upon completion of individual training units with stamps rewarded through gift certificates, celebrations, accreditation, and heightened responsibilities. Ongoing monthly training is provided to employees who have successfully completed the initial two-year training. The program has resulted in significant improved guest satisfaction and greatly aided in employee retention.1
If an organization considers its employees to be human assets, training and development represents an ongoing investment in these assets and one of the most significant investments an organization can make. Training involves employees acquiring knowledge and learning skills that they will be able to use immediately; employee development involves learning that will aid the organization and employee later in the employee’s career. Many organizations use the term learning rather than training to emphasize the point that the activities engaged in as part of this developmental process are broad based and involve much more than straightforward acquisition of manual or technical skills.
Learning implies ongoing development and continuously adding to employees’ skills and knowledge to meet the challenges the organization faces from its external environment. A focus on learning, as ...
New Staff Recruitment ProposalCompanyABC CompanyEast Road, L.docxkendalfarrier
New Staff Recruitment Proposal
Company
ABC Company
East Road, London
Director
Max Shepherd
Board of Directors
Company ABC
Contact: +1 [X]
Date: 28 February 20XX
Respected Director,
It is stated that I am the manager of the operations department. I have given my 10 years to this company, and I am a very proud employee. I have delivered my projects that were exceptional and were highly appreciated by clients. My department runs smoothly under my command and no complaints have ever been logged about my people. We work as a team in every project and that is the key to our success.
In view of the latest project assigned to my department, I would like to request for the hiring of additional staff for my department. Current members of my department are already working on ongoing projects, and they cannot be burdened beyond the limit, so they will not be able to cope with additional responsibilities related to the latest project as its deadline is near. I, therefore, request you to hire 3 employees in the department.
With the influx of more manpower, responsibilities will be shared, and work would be up to the mark.
Regards
Operations Manager,
Daniel Ephron.
Contact: +[X]
Sample Template
Introduction
The operation department of our company is in dire need of expansion due to the heavy influx of very lengthy projects. All the members of my department are already occupied with previous projects and to meet the deadlines of new projects, it is important to hire extra help. Due to incoming projects, meetings are conducted for discussion with the clients. Such meetings consume a day’s work of my department as they have to prepare proposals for each project and also make amendments according to the likings of clients. It would be a wise move to assign new projects to new members with fresh minds engaging new, thrilling ideas that can be incorporated into projects.
Since the deadline of our project is approaching rapidly, hiring should be our priority. Please consider my request as it is important for the success of our organization.
I eagerly await your response.
Services provided by Operations department:
· Production
· Logistics
· Production planning
· Costing
· Purchasing and procurement
Hiring new members will have the following impact on our organization,
· Work efficiency will be enhanced as tasks will be shared among more employees.
· As the burden will be less on existing employees, the company will be able to avoid turnover.
· Enhanced productivity leads to acquiring more projects and may result in increased annual revenue.
· A large team will prove good for the company’s portfolio.
Posts available
Candidates for the following posts need to be hired,
· Assistant managers for Procurement
· Assistant manager for Production
Assistance required
The incoming projects are different from our ongoing projects as they require fieldwork. Newly hired assistants will be asked to conduct research and compile all the information under one.
Running Head: RECRUITMENT PLAN 1
RECRUITMENT PLAN 2
Recruitment Plan
Rischonda Forsythe
Baker College
Recruitment plan
Job posting(s)
Environ-Clean Company would like to announce vacancies in the following positions:
Production workers
Duties and responsibilities
· Production of hygiene products in the organization
· Assembling the hygiene products.
· Compliance to the production's health and safety regulations.
· Perform all tasks in the production line.
· Perform all tasks assigned and report any issue to the supervisor.
Qualifications
· Minimum of high school diploma in environmental studies or its relation.
· Experience in operating machine or working in a factory is an added advantage.
Skills
· Great communication and arithmetic skills.
· Be a team player and flexible to work in shifts.
Sales representatives
Duties and responsibilities
· Perform all the sales in the company.
· Meet all the sales goals of the company and help establish schedules of negotiation, promotion, and pricing.
· Maintain the records of clients and respond to inquiries by the clients.
· Prepare sales contracts and submit them as well as coordinate the efforts of sales.
Qualifications
· A diploma in marketing, business, or related field.
Skills
· Deep knowledge in the sales process, great customer service as well as interpersonal skills.
· Computer knowledge in MS word, excel, and outlook.
Technology expert
Duties and responsibilities
· Handling all issues of technology in the company.
· Assessing and analyzing products of technology in the company.
· Creating application designs as well as updating the website.
· Training new employees on how to use the system and solving technical issues in the company.
Qualifications
· A degree in information technology, computer engineering or a related field.
Skills
· Knowledge in the development of software and current technology.
· Skills in programming, communication, and customer service.
External and internal recruitment methods available
In the process of recruiting staff, there can either be the outsourcing of recruiting within the company. This covers external and internal recruitment methods (Abdelnour et al, 2017). In the case of this company, the available external recruitment methods include:
· Job portals- This involves uploading the job vacancies we have in job portals as well as the qualifications that are needed. This way, jobseekers will come across them when they visit the job portals and send their applications (Melanthiou et al, 2015).
· Recruitment agencies-We could reach out to agencies that deal with staff recruitment and make deals with them so they can provide us with the staff we need. This will be easy since we will not have to advertise any job positions or conduct any interviews (Abdelnour et al, .
Running Head: RECRUITMENT PLAN 1
RECRUITMENT PLAN 2
Recruitment Plan
Rischonda Forsythe
Baker College
Recruitment plan
Job posting(s)
Environ-Clean Company would like to announce vacancies in the following positions:
Production workers
Duties and responsibilities
· Production of hygiene products in the organization
· Assembling the hygiene products.
· Compliance to the production's health and safety regulations.
· Perform all tasks in the production line.
· Perform all tasks assigned and report any issue to the supervisor.
Qualifications
· Minimum of high school diploma in environmental studies or its relation.
· Experience in operating machine or working in a factory is an added advantage.
Skills
· Great communication and arithmetic skills.
· Be a team player and flexible to work in shifts.
Sales representatives
Duties and responsibilities
· Perform all the sales in the company.
· Meet all the sales goals of the company and help establish schedules of negotiation, promotion, and pricing.
· Maintain the records of clients and respond to inquiries by the clients.
· Prepare sales contracts and submit them as well as coordinate the efforts of sales.
Qualifications
· A diploma in marketing, business, or related field.
Skills
· Deep knowledge in the sales process, great customer service as well as interpersonal skills.
· Computer knowledge in MS word, excel, and outlook.
Technology expert
Duties and responsibilities
· Handling all issues of technology in the company.
· Assessing and analyzing products of technology in the company.
· Creating application designs as well as updating the website.
· Training new employees on how to use the system and solving technical issues in the company.
Qualifications
· A degree in information technology, computer engineering or a related field.
Skills
· Knowledge in the development of software and current technology.
· Skills in programming, communication, and customer service.
External and internal recruitment methods available
In the process of recruiting staff, there can either be the outsourcing of recruiting within the company. This covers external and internal recruitment methods (Abdelnour et al, 2017). In the case of this company, the available external recruitment methods include:
· Job portals- This involves uploading the job vacancies we have in job portals as well as the qualifications that are needed. This way, jobseekers will come across them when they visit the job portals and send their applications (Melanthiou et al, 2015).
· Recruitment agencies-We could reach out to agencies that deal with staff recruitment and make deals with them so they can provide us with the staff we need. This will be easy since we will not have to advertise any job positions or conduct any interviews (Abdelnour et al, ...
Human Services
Grading guidelines: Compose a journal assignment of at least two paragraphs as a Word document with double spacing, 12-point Times New Roman font, and one-inch margins. Your journal assignments must follow APA formatting guidelines.
Visit the U.S. Bureau of Labor Statistics' website, specifically the pages on Social and Human Service Assistants and Community and Social Service Occupations. Also visit the What Is Human Services? page of the National Organization for Human Services.
· In a journal posting, share what type of agency you might be interested in working for and what type of human services network (e.g., community resources) you would need to familiarize yourself with in order to address the needs of your clients.
· How would you develop this network? For example, if you wanted to work in a Head Start program for children ages 3–4, parents would probably ask you for resources that cover medical care, food, housing, and clothing.
MBA 705 Final Project Guidelines and Rubric
Overview
For the capstone assessment, you will create a business implementation plan and audiovisual presentation for the product, service, or idea you have been
developing throughout your MBA coursework. You will be assessed through two artifacts. The first will be a business implementation plan, detailing the concept
and proposed implementation for potential investors or senior managers. The second artifact will be an audiovisual presentation designed to pitch the concept
(including implementation) to the same audience.
To effectively respond to the demands of a rapidly evolving business environment, today’s business managers need to possess a solid grounding in the theory,
best practices, and approaches that drive internal decision-making as well as the various external factors that can impact business choices. Perhaps no function
encompasses as many of these critical skills as ushering a new business idea, product, or service from initial conception to implementation. Throughout your
MBA coursework, you have been working to develop a business concept (product, service, or idea), considering the different elements that impact decision
making and creating a business plan for moving the concept forward successfully. As the final step in your journey toward your Master of Business Administration
degree, your capstone will bring all that work to the doorstep of implementation through the creation of a business implementation plan and an audiovisual
presentation designed to present the idea to potential investors or senior managers. You will integrate the knowledge and skills you have developed in previous
coursework and over the duration of the term with the goal of having a “ready to launch” project that you can present to an employer or potential financial
backer moving forward.
The capstone project is composed of two components. The first is a business implementation plan detailing your concept and its proposed imp ...
Discussion questions – Twain, The Man That Corrupted Hadleyburg.docxduketjoy27252
Discussion questions – Twain, “The Man That Corrupted Hadleyburg”
Mark Twain wrote this story in 1898, toward the end of his career, and long after publishing his masterpieces
Tom Sawyer
and
Huckleberry Finn
. However, “Hadleyburg” reflects one concern that interested Twain throughout his entire career: the sarcastic skewering of middle-class morality and mannerisms. We will examine Twain’s critique of the false righteousness and hidden hypocrisies of common, civilized life as an example of Realism.
1. Hadleyburg prides itself on the honesty of its citizens. However, this focus on honesty has allowed other, less moral attitudes to take root and grow among the people. Find 2 passages that reveal at least two different sinful attitudes shared by the citizens of Hadleyburg.
2. The stranger’s plot is perfectly designed to attack the one source of pride of the townspeople. Focus on the scene describing the night the owner of the sack of gold is to be revealed. Explain what Twain to saying about human nature through the behavior of Wilson the lawyer. Find 1 passage that supports your interpretation. (Hint: Does Wilson tell the truth?)
2a. Also, Dr. Harkness ends up buying the sack of (fake) gold. Why does he do this, and what is Twain trying to say about politics and morality through that subplot? Find 1 passage that supports your interpretation. (Hint: Harkness creates a fake story about the gold. Also, why is he desperate to win the election?)
3. The Richardses were spared the humiliation the other nineteen families experienced. They even receive a reward for $38,500! However, their lives end miserably. Their miserable end is related to the one moral weakness that Richards consistently exhibits throughout the story. What is this weakness (it’s not greed) and explain how it causes a terrible ending to the Richardses’ lives. Find 1 passage that reveals this weakness.
.
Discussion Questions The difficulty in predicting the future is .docxduketjoy27252
Discussion Questions
: “The difficulty in predicting the future is that the outcomes are unreliable, due to the occurrence of wild-card events that distort the relatively well-understand trends for the near to mid-future.” Offer an example of such a “wild-card” event and some ways in which the security professional might address it in an effective manner. Regarding the need for the security industry as a whole to maintain the professionalism and competencies needed to address emerging threats and hazards, what do you feel are its primary areas of weakness and what proposals could you offer to address them?
The Future of the Security
When considering what awaits the security profession in the years to come and those that will operate within it, developments and forecasts related to security science will in large part be impacted by what has occurred in the past and in present day. What
might
occur, what is most
plausible
and
feasible
given current and expected occurrences, and what has proven to be effective (or not) will all need to be considered in determining those issues that will remain relevant or change. So predicting the future (not in the form of Nostradamus or similar prophets) as it relates to security is a technique that considers probable or desirable outcomes in the face of known or anticipated risks. So given this backdrop, where is security heading?
Physical Security
As long as there are structures that people operate within and house various assets, there will continue to be a need to offer needed protection related to them. All of the topics discussed in this course related to walls, fencing, sensors, alarm systems, guards, locks, and other such issues will be needed in some form or fashion. Whether through manual or technological means, these will remain a constant for the security administrator in providing appropriate defensive measures for the material, tangible assets they oversee. Concerning technology, the same trend will continue in serving as a needed aid in providing security moving forward. Mobile devices of various types, functions, capabilities, and their ability to access data, the ever-increasing use of robotics and the functions they can carry out, sensors that will be able to gain more intelligence regarding detection, and high frequency security cameras that will have the capability to verify the chemical compound of an object at a distance are just some of the many technical innovations on the horizon. Yet, just as technology has taken on a greater role in providing these efforts, so too does technology represent ever-increasing concerns to the security manager.
Cyber Security
As society becomes connected on an ever-increasing basis, attention must be directed towards what implications this environment has related to not only security, but related privacy concerns as well. In
Future Scenarios and Challenges for Security and Privacy
(2016, Williams, Axon, Nurse, & Creese), the researchers took a ver.
Discussion questions – Dunbar Paul Lawrence Dunbar was a pio.docxduketjoy27252
Discussion questions – Dunbar
Paul Lawrence Dunbar was a pioneering African-American literary artist. He was among the first black writers who achieved fame among predominantly white audiences with the accurate use of black vernacular and realistic depictions of the attitudes of African Americans while using the literary styles and conventions familiar to white writers. Only within the past twenty years have literary critics begun to appreciate the subtle and perceptive criticism of racial relations he provides beneath the smooth artistry of his works.
1. Dunbar’s “Mr. Cornelius” is extremely naturalistic, with Cornelius struggling against, and eventually losing to, large forces. What are the forces that are arrayed against him (2)? Find a passage that describes each force.
(Hint: Economics, discrimination, as well as emotional weakness are some examples of large forces.)
2. Dunbar was well aware of the story of the slave’s flight north to freedom, a traditional African-American narrative made famous by such works as Frederick Douglass’s
Narrative
and Harriet Beecher Stowe’s
Uncle Tom’s Cabin
. How is Dunbar’s story an ironic, inverted version of the flight-to-freedom story? What is Dunbar trying to say about the status of African Americans in a society newly changed by slavery’s end?
(Hint: Cornelius is from the south. Washington D.C. is north. Does going north mean freedom for him? He must return south at the end—what does going south mean for him?)
.
Discussion Questions Identify the top three threats to the home.docxduketjoy27252
Discussion Questions:
Identify the top three threats to the homeland and describe why you chose those as the primary threats. Considering specific terrorist tactics that have been or could be used in the homeland, which do you consider to be the most intimidating and which do you see as the most likely to be used?
.
Discussion questions – Hurston
Zora Neal Hurston attended Howard University, then Barnard College, and studied anthropology while becoming a popular figure of the Harlem Renaissance. Her studies earned her a post-graduate fellowship to study Southern black folktales. These folktales become the basis for her fiction. During her life, Hurston’s writing, while popular with general audiences, was not well-received by critics, particular black literary reviewers who wanted her to focus more on racial inequality. After being wrongly accused of a crime, Hurston finished her career in poverty and obscurity. She has recently become an extremely important writer for her depictions of black women, particularly in the now-acclaimed
Their Eyes Were Watching God
(1937).
2. Hurston’s “How It Feels to Be Colored Me” is a modernist-style literary montage—a series of (loosely organized) images, impressions, memories, observations on experiencing life as a black woman. The montage is quite humorous since she often states that she doesn’t know what “colored” is. The montage can be broken down into a diverse set of themes. Find 1 passage for each theme:
a. earliest memories of life before she knew what “race” was
b. the idea of “race” is imposed on her by others
c. moments where she recognizes her racial identity emerging suddenly
d. she lives a life that is bigger than what “race” tells her she must be
Please use the Answer Sandwich method to answer each question. The passages you add to your answer should be around 2-4 sentences long. Please include a page reference.
Keep in mind that I may select any of these questions to be the upcoming quiz question. Also, I use these discussion questions to create the exams and the major paper assignment. So do your best on each question.
https://bucket-hozzify.storage.googleapis.com/wp-content/uploads/2021/02/08211149/Robert-S.-Levine_-Michael-A.-Elliott_-Sandra-M.-Gustafson_-Amy-Hungerford_-Mary-Loeffelholz-The-Norton-Anthology-of-American-Literature-Volumes-C-D-E-W.-W.-Norton-Company-2016.pdf
.
Discussion Questions Compare and contrast through a critical an.docxduketjoy27252
Discussion Questions
: Compare and contrast through a critical analysis of the following laws and strategies with an emphasis on how they enhance port maritime operations: Maritime Transportation Security Act of 2002, The SAFE Port Act, and The Small Vessel Security Strategy.
Response must be 400 words or more in APA style format.
.
Discussion questions (self evaluation)
Examine nursing roles that meet the emerging health needs of individuals, families, communities and populations.
Explore historical, legal, social, cultural, political, and economic forces that influence the client, nursing practice, and the health care system.
Evaluate strategies that can be used by public and community health nurses to improve the health status and eliminate health disparities of vulnerable populations.
Predict trends in lifestyles that will affect the health of communities and the future challenges for nursing.
Plan, analyze, implement and evaluate public health surveillance and outbreak investigation
Develop strategies to deliver nursing care in the preparedness, response, and recovery phases of disaster management.
Initial should have 400 words. Reference in APA format 7th edition.
.
Discussion QuestionReflecting on what you have learned abou.docxduketjoy27252
Discussion Question:
Reflecting on what you have learned about the social determinants of health, SDOH, how can nurses work collaboratively with physicians and other health care professionals to improve primary care, reduce overutilization and improve underutilization of healthcare services? Include in your response how fostering an environment of diversity and cultural awareness among healthcare providers builds a stronger healthcare team and improves care delivery to healthcare consumers.
Initial 400 words. Reference APA format 7th edition.
.
Discussion questionMotivation is the all-ensuing mechanism t.docxduketjoy27252
Discussion question
Motivation is the all-ensuing mechanism that determines how much and how well a student will learn. Treating it as strictly an internal mechanism, explain how learners; needs, goals, beliefs, interests, and emotions can influence their motivation to learn.
RESPOND TO THESE STUDENTS POSTS
Tashi post
Motivation is something that looks different in everyone. When we look at what motivates one person and assume we can teach based on that, we will not be successful in reaching all students. Looking at motivation strictly from an intrinsic lens, meaning a student’s needs, goals, beliefs, interests and emotions, teachers need many resources. I think that one of the biggest tools that teachers need is relationships. Understanding where a student’s motivation is coming from, or not coming from, can lead to engagement. For example, if a student’s basic needs are not being met, they will not be motivated to learn their math facts because they have greater needs. This is where the relationship and understanding of where students are at is so important for a teacher. They have the ability to create goals with these students. However, on the flip side, a student that knows they want to go to college may be motivated based on their goals for themselves and will engage because they want to do well and achieve a goal in the future.
Motivation can create opportunity as well as hinder progress. It is so important in education. A student’s belief in themselves can create these opportunities or hinder their progress as well. Understanding how a teacher can use motivation through an intrinsic lens can help all students in their class.
Jasmine post
Motivation is defined as the processes that initiate, direct, and sustain behavior. Motivated students put out more effort, persist longer, learn more, and score higher on tests (Lazowski & Hulleman, 2016). Intrinsic motivation is the natural human tendency to seek out and conquer challenges as we pursue personal interests and exercise our capabilities. When we are intrinsically motivated, we do not need incentives or punishments, because the activity itself is satisfying and rewarding (Anderman & Anderman, 2014; Deci & Ryan, 2002; Reiss, 2004). When I think of intrinsic motivation I don't associate it with younger children as much as I would with older children. I can relate to intrinsic motivation myself because just learning something new motivates me to learn more. Also, seeing those A's and B's keeps me wanting to learn more. I feel the more I learn the more I'll be able to teach someone in the future. That is motivation enough for me to keep going. The students I currently work with get excited when they are able to identify numbers and letters and this motivates them to keep learning. You can see the excitement on their faces when they answer something correctly.
.
Discussion QuestionHow much, if any, action on ergonomics in th.docxduketjoy27252
Discussion Question:
How much, if any, action on ergonomics in the work-place should rely on the voluntary actions of employers (as favored by George W. Bush) and how much should be mandatory on the part of managements. Explain.
Read the following:
Chapter 9 – Institutional Issues under Collective Bargaining
Chapter 10 – Administrative Issues under Collective Bargaining
Chapter Summaries
Chapter 9 – Institutional Issues under Collective Bargaining
The rights and duties of the employers, employees, and unions are the institutional issues of collective bargaining. On occasion, they can be more troublesome than the economic questions involved with wages and benefits. Some of the longest and most bitter strikes have resulted from conflict over the institutional questions of labor relations.
One of the most controversial issues is union membership as a condition of employment. Labor organizations seeking greater security have negotiated a number of compulsory union membership devices, the most common being the union shop. The closed shop, maintenance-of-membership arrangement, agency shop, and the preferential shop are other security measures that appear less frequently. The growth of the union shop is best explained by the Taft-Hartley prohibition of the closed shop in firms engaged in interstate commerce. The goal of each of these measures is to establish and maintain the institutional security of the union. Such devices are present in about 82 percent of today’s collective bargaining contracts.
There are elements of morality, labor relations stability, and power in this area. Union security may provide stability in industrial relations, but is it moral to compel a worker to join a union? Are these ideological and philosophical issues a mere disguise for the real goal, increased power and influence? Some twenty-two states now have legislation that bans any form of compulsory union membership. These “right-to-work” laws are formidable obstacles in the path of union institutional security. Although Congress has preemptive power in the field of interstate commerce, this state legislation is likely to be allowed to stand.
More than 95 percent of current contracts contain a checkoff procedure by which the employer collects union dues, and often other fees, by deduction from the worker’s paycheck. The advantage to the union is a savings of time and money. The checkoff also can benefit the employer, which explains why it is not a crucial issue of negotiation. Taft-Hartley requires the written authorization of the employee for such an arrangement, which is irrevocable for one year, or the duration of the contract, whichever is shorter. Usually the individual has an annual opportunity to rescind his authorization. If he or she does not, the checkoff remains in force for another year.
The obligations of the union are typically set down in one or more provisions of the contract. The most important is a pledge by the union not to strik.
Discussion QuestionConsider a popular supplement you andor y.docxduketjoy27252
Discussion Question:
Consider a popular supplement you and/or your family and friends take.
Can you think of a supplement that is commonly taken that could easily be replaced by eating more of a certain food or type of foods?
Is there a population group that would find it more difficult to get the recommended amount of vitamins and minerals through diet changes?
.
Discussion QuestionDiscuss opportunities for innovation and en.docxduketjoy27252
Discussion Question
Discuss opportunities for innovation and entrepreneurship in emerging global markets, particularly those with a growing middle class, or those where harsh economic conditions dictate the need for innovation if basic human needs are to be met.
What steps must be taken to encourage innovation in these markets?
Will the same incentives and techniques be effective in all emerging markets?
What can be done in instances where government does not encourage or is even hostile to entrepreneurship?
Design and present a list of talking points you might use when you meet with industry and government leaders in one of these markets as you attempt to build a creative mind-set among local civic leaders, businesses, and citizens.
The final paragraph (three or four sentences) of your initial post should summarize the one or two key points that you are making in your initial response.
Your posting should be about 1 page (400 to 500 words) in length.
.
Discussion Question(s)Im interested in the role of women-- in t.docxduketjoy27252
Discussion Question(s)
I'm interested in the role of women-- in the colonial family, in colonial society, etc. Based on what you've read in the book (and in lecture), how much power do you think women had in colonial Latin America? what kind of control were they able to exert? (keep in mind two things: the patriarchal system, and the fact that patriarchy does not equal one-sided dominance.)
Lecture 9
Your author for this course, Burkholder (et. al.)*, states from the outset of the chapter we are reading this week that the Family is the foundation of colonial society (p. 216). That is a bold statement, especially since so much of colonial Latin America is built on violence, religion, labor, and the construction of Spanish political structures once Spaniards started settling in the Americas. However, he states it more clearly than I can when he says, "while race, wealth, occupation, and gender all helped to identify an individual's position in the social structure,
these elements were usually evaluated in the framework of a broadly defined family
" (p. 216).
Think about some of the issues that we talked about last week concerning race (which I know is still fresh in your mind!). Among the issues that the lecture, the reading, and all the rest of us in this class discussed was how race was a bit more slippery than we usually think about it in the United States (this of course does not make it any less harmful, just different). Nonetheless, if we think about all the moves that some people were able to make racially-- up or down the ladder/hierarchy, depending on the situation-- a lot of those moves were not only based on the ideology of the family, but they were also decided on those terms as well. In other words, the ideology of the family helped organize colonial Latin American societies-- not just husband, wife, kids, grandparents, etc. Families were more than blood relations, but rather a collective of biological and fictive relationships that offer a means for people navigate colonial society both economically and politically.
Family meant a lot of different things, but most of all, it is important to remember that being a member of a family was certainly about marriage and blood relations, but it was also kind of like being a member of a "crew" (is that a word that people use these days? Yes? No? I'm a little old, so maybe there is a new word). Anyway, marriages, parentage, god-parentage, and even simply being close enough to a family to be considered part of it almost always had political implications. Like I said, it was how people made their moves.
Let's take marriage as an example. Because the population of colonial Latin America was diverse from the beginning (marriages or coupling between native folks and Spaniards in the early years of conquest and settlement started the ball rolling on a rather mixed population), people in different
castas,
(or "racial castes"-- people who were of mixed descent/race) would use marria.
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The following assignment gives the Staffing p.docxoreo10
The following assignment gives the “Staffing plan for a small, in-home day care”. The scenario has given the description of the situation and the provincial state of the operation for the “In-home day care” has asked the staffing plan for the start up, so as to approve the further approvals.Part 1: Staffing models
The two types of staffing model that could be applied to the above mentioned scenario are:
· 4-stage Staffing process
· Strategic staffing - a new approach, overcoming the traditional approach
a. 4-stage Staffing process
The four stage model of Staff planning is based on the sequential hiring, screening, selecting and offering a job to the potential candidates. This model can potentially be implementable for this scenario, as this model is suitable for hiring different candidature posts individuals, which is required in the scenario in the form of Certified Day Care or Registered Nursing Professionals, or office support or after school assistants. The description of the models is as follows:
Stage 1- Prospecting: a join interactive discussion with the organization and the potential job applicant.
Stage 2 – Recruitment: Finding the suitable match of the various Day-care, nurse and supporting professional related applicants with the requirements. The Staffing personnel of the company must provide the candidates the various benefits related to the job.
Stage 3 – Selection: This is an evaluative stage, where the assessment of potential candidates is calculated and an evaluative matrix is constructed.
Stage 4 – Offering the employment: This stage has involves the final decision making process and final employment is offered. The final match is eventually is selected.
Suitability of the model: The model, although offers a good framework, however, for the current scenario, it seems a generic framework. The model needs to be more specialized in staffing plan of the growing business, especially for the businesses which are not so popular, for example business like Day care and issues like hiring the suitable professionals.
b. Strategic staffing - a new approach, overcoming the traditional approach
The “Strategic staffing” is a new approach for the staff planning and challenges the traditional approach. The following framework describes this model (Bechet, not defined):
a) First the capabilities (Types) and staffing level (number) of the employees, who will have the different roles in future to make the business objective of Day Care a success. This is the demand side of the staffing plan.
b) Identify the current level of requirements in terms of resources, that is human personnel and the capabilities that is the roles and responsibilities for the Day care business.
c) Projection of “supply pool of the talents”, depending of the business requirements in the near future. This may need a quantitative analysis of the talent and the personnel need.
a. The parameters considered here are turnover effect factoring, retiring plans or planned m ...
CHAPTER 9 Training and DevelopmentLEARNING OBJECTIVES· UnderJinElias52
CHAPTER 9: Training and Development
LEARNING OBJECTIVES
· Understand how training and development activities can contribute to an organization’s strategic objectives
· Describe how to conduct a needs assessment as part of a training program
· Explain the different modes of delivery of training and how to maximize transfer of training
· Gain an appreciation for the various levels of evaluation of training and the benefits and limitations of each
· Describe the role of organizational development in promoting change with an organization
· Understand the critical link between training, performance management, and compensation in ensuring the success of training
Using Training to Rebrand Sofitel Hotels
With an increasingly competitive marketplace in the high-end hotel industry, worldwide luxury hotel chain Sofitel embarked on a rebranding program in 2008 to position itself as an exclusive chain that offered its guests a unique experience. To facilitate this, an extensive employee training program was put in place across all 40 countries in which Sofitel operates to make every one of the organization’s 25,000 employees “ambassadors” for the brand. Every employee, from new hires to the most long-term employees, from hourly employee to executives, went through a two-year long onsite training program at the individual hotel site in which the employee works. Training was provided by a corporate training team that traveled from location to location. Training centered on how to create a sense of luxury for customers, empowering employees at all levels with the freedom to make unique and personalized experiences for any guests on the spot. Employees are issued “passports” for their training, which are stamped upon completion of individual training units with stamps rewarded through gift certificates, celebrations, accreditation, and heightened responsibilities. Ongoing monthly training is provided to employees who have successfully completed the initial two-year training. The program has resulted in significant improved guest satisfaction and greatly aided in employee retention.1
If an organization considers its employees to be human assets, training and development represents an ongoing investment in these assets and one of the most significant investments an organization can make. Training involves employees acquiring knowledge and learning skills that they will be able to use immediately; employee development involves learning that will aid the organization and employee later in the employee’s career. Many organizations use the term learning rather than training to emphasize the point that the activities engaged in as part of this developmental process are broad based and involve much more than straightforward acquisition of manual or technical skills.
Learning implies ongoing development and continuously adding to employees’ skills and knowledge to meet the challenges the organization faces from its external environment. A focus on learning, as ...
New Staff Recruitment ProposalCompanyABC CompanyEast Road, L.docxkendalfarrier
New Staff Recruitment Proposal
Company
ABC Company
East Road, London
Director
Max Shepherd
Board of Directors
Company ABC
Contact: +1 [X]
Date: 28 February 20XX
Respected Director,
It is stated that I am the manager of the operations department. I have given my 10 years to this company, and I am a very proud employee. I have delivered my projects that were exceptional and were highly appreciated by clients. My department runs smoothly under my command and no complaints have ever been logged about my people. We work as a team in every project and that is the key to our success.
In view of the latest project assigned to my department, I would like to request for the hiring of additional staff for my department. Current members of my department are already working on ongoing projects, and they cannot be burdened beyond the limit, so they will not be able to cope with additional responsibilities related to the latest project as its deadline is near. I, therefore, request you to hire 3 employees in the department.
With the influx of more manpower, responsibilities will be shared, and work would be up to the mark.
Regards
Operations Manager,
Daniel Ephron.
Contact: +[X]
Sample Template
Introduction
The operation department of our company is in dire need of expansion due to the heavy influx of very lengthy projects. All the members of my department are already occupied with previous projects and to meet the deadlines of new projects, it is important to hire extra help. Due to incoming projects, meetings are conducted for discussion with the clients. Such meetings consume a day’s work of my department as they have to prepare proposals for each project and also make amendments according to the likings of clients. It would be a wise move to assign new projects to new members with fresh minds engaging new, thrilling ideas that can be incorporated into projects.
Since the deadline of our project is approaching rapidly, hiring should be our priority. Please consider my request as it is important for the success of our organization.
I eagerly await your response.
Services provided by Operations department:
· Production
· Logistics
· Production planning
· Costing
· Purchasing and procurement
Hiring new members will have the following impact on our organization,
· Work efficiency will be enhanced as tasks will be shared among more employees.
· As the burden will be less on existing employees, the company will be able to avoid turnover.
· Enhanced productivity leads to acquiring more projects and may result in increased annual revenue.
· A large team will prove good for the company’s portfolio.
Posts available
Candidates for the following posts need to be hired,
· Assistant managers for Procurement
· Assistant manager for Production
Assistance required
The incoming projects are different from our ongoing projects as they require fieldwork. Newly hired assistants will be asked to conduct research and compile all the information under one.
Running Head: RECRUITMENT PLAN 1
RECRUITMENT PLAN 2
Recruitment Plan
Rischonda Forsythe
Baker College
Recruitment plan
Job posting(s)
Environ-Clean Company would like to announce vacancies in the following positions:
Production workers
Duties and responsibilities
· Production of hygiene products in the organization
· Assembling the hygiene products.
· Compliance to the production's health and safety regulations.
· Perform all tasks in the production line.
· Perform all tasks assigned and report any issue to the supervisor.
Qualifications
· Minimum of high school diploma in environmental studies or its relation.
· Experience in operating machine or working in a factory is an added advantage.
Skills
· Great communication and arithmetic skills.
· Be a team player and flexible to work in shifts.
Sales representatives
Duties and responsibilities
· Perform all the sales in the company.
· Meet all the sales goals of the company and help establish schedules of negotiation, promotion, and pricing.
· Maintain the records of clients and respond to inquiries by the clients.
· Prepare sales contracts and submit them as well as coordinate the efforts of sales.
Qualifications
· A diploma in marketing, business, or related field.
Skills
· Deep knowledge in the sales process, great customer service as well as interpersonal skills.
· Computer knowledge in MS word, excel, and outlook.
Technology expert
Duties and responsibilities
· Handling all issues of technology in the company.
· Assessing and analyzing products of technology in the company.
· Creating application designs as well as updating the website.
· Training new employees on how to use the system and solving technical issues in the company.
Qualifications
· A degree in information technology, computer engineering or a related field.
Skills
· Knowledge in the development of software and current technology.
· Skills in programming, communication, and customer service.
External and internal recruitment methods available
In the process of recruiting staff, there can either be the outsourcing of recruiting within the company. This covers external and internal recruitment methods (Abdelnour et al, 2017). In the case of this company, the available external recruitment methods include:
· Job portals- This involves uploading the job vacancies we have in job portals as well as the qualifications that are needed. This way, jobseekers will come across them when they visit the job portals and send their applications (Melanthiou et al, 2015).
· Recruitment agencies-We could reach out to agencies that deal with staff recruitment and make deals with them so they can provide us with the staff we need. This will be easy since we will not have to advertise any job positions or conduct any interviews (Abdelnour et al, .
Running Head: RECRUITMENT PLAN 1
RECRUITMENT PLAN 2
Recruitment Plan
Rischonda Forsythe
Baker College
Recruitment plan
Job posting(s)
Environ-Clean Company would like to announce vacancies in the following positions:
Production workers
Duties and responsibilities
· Production of hygiene products in the organization
· Assembling the hygiene products.
· Compliance to the production's health and safety regulations.
· Perform all tasks in the production line.
· Perform all tasks assigned and report any issue to the supervisor.
Qualifications
· Minimum of high school diploma in environmental studies or its relation.
· Experience in operating machine or working in a factory is an added advantage.
Skills
· Great communication and arithmetic skills.
· Be a team player and flexible to work in shifts.
Sales representatives
Duties and responsibilities
· Perform all the sales in the company.
· Meet all the sales goals of the company and help establish schedules of negotiation, promotion, and pricing.
· Maintain the records of clients and respond to inquiries by the clients.
· Prepare sales contracts and submit them as well as coordinate the efforts of sales.
Qualifications
· A diploma in marketing, business, or related field.
Skills
· Deep knowledge in the sales process, great customer service as well as interpersonal skills.
· Computer knowledge in MS word, excel, and outlook.
Technology expert
Duties and responsibilities
· Handling all issues of technology in the company.
· Assessing and analyzing products of technology in the company.
· Creating application designs as well as updating the website.
· Training new employees on how to use the system and solving technical issues in the company.
Qualifications
· A degree in information technology, computer engineering or a related field.
Skills
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· Skills in programming, communication, and customer service.
External and internal recruitment methods available
In the process of recruiting staff, there can either be the outsourcing of recruiting within the company. This covers external and internal recruitment methods (Abdelnour et al, 2017). In the case of this company, the available external recruitment methods include:
· Job portals- This involves uploading the job vacancies we have in job portals as well as the qualifications that are needed. This way, jobseekers will come across them when they visit the job portals and send their applications (Melanthiou et al, 2015).
· Recruitment agencies-We could reach out to agencies that deal with staff recruitment and make deals with them so they can provide us with the staff we need. This will be easy since we will not have to advertise any job positions or conduct any interviews (Abdelnour et al, ...
Human Services
Grading guidelines: Compose a journal assignment of at least two paragraphs as a Word document with double spacing, 12-point Times New Roman font, and one-inch margins. Your journal assignments must follow APA formatting guidelines.
Visit the U.S. Bureau of Labor Statistics' website, specifically the pages on Social and Human Service Assistants and Community and Social Service Occupations. Also visit the What Is Human Services? page of the National Organization for Human Services.
· In a journal posting, share what type of agency you might be interested in working for and what type of human services network (e.g., community resources) you would need to familiarize yourself with in order to address the needs of your clients.
· How would you develop this network? For example, if you wanted to work in a Head Start program for children ages 3–4, parents would probably ask you for resources that cover medical care, food, housing, and clothing.
MBA 705 Final Project Guidelines and Rubric
Overview
For the capstone assessment, you will create a business implementation plan and audiovisual presentation for the product, service, or idea you have been
developing throughout your MBA coursework. You will be assessed through two artifacts. The first will be a business implementation plan, detailing the concept
and proposed implementation for potential investors or senior managers. The second artifact will be an audiovisual presentation designed to pitch the concept
(including implementation) to the same audience.
To effectively respond to the demands of a rapidly evolving business environment, today’s business managers need to possess a solid grounding in the theory,
best practices, and approaches that drive internal decision-making as well as the various external factors that can impact business choices. Perhaps no function
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degree, your capstone will bring all that work to the doorstep of implementation through the creation of a business implementation plan and an audiovisual
presentation designed to present the idea to potential investors or senior managers. You will integrate the knowledge and skills you have developed in previous
coursework and over the duration of the term with the goal of having a “ready to launch” project that you can present to an employer or potential financial
backer moving forward.
The capstone project is composed of two components. The first is a business implementation plan detailing your concept and its proposed imp ...
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Discussion questions – Twain, The Man That Corrupted Hadleyburg.docxduketjoy27252
Discussion questions – Twain, “The Man That Corrupted Hadleyburg”
Mark Twain wrote this story in 1898, toward the end of his career, and long after publishing his masterpieces
Tom Sawyer
and
Huckleberry Finn
. However, “Hadleyburg” reflects one concern that interested Twain throughout his entire career: the sarcastic skewering of middle-class morality and mannerisms. We will examine Twain’s critique of the false righteousness and hidden hypocrisies of common, civilized life as an example of Realism.
1. Hadleyburg prides itself on the honesty of its citizens. However, this focus on honesty has allowed other, less moral attitudes to take root and grow among the people. Find 2 passages that reveal at least two different sinful attitudes shared by the citizens of Hadleyburg.
2. The stranger’s plot is perfectly designed to attack the one source of pride of the townspeople. Focus on the scene describing the night the owner of the sack of gold is to be revealed. Explain what Twain to saying about human nature through the behavior of Wilson the lawyer. Find 1 passage that supports your interpretation. (Hint: Does Wilson tell the truth?)
2a. Also, Dr. Harkness ends up buying the sack of (fake) gold. Why does he do this, and what is Twain trying to say about politics and morality through that subplot? Find 1 passage that supports your interpretation. (Hint: Harkness creates a fake story about the gold. Also, why is he desperate to win the election?)
3. The Richardses were spared the humiliation the other nineteen families experienced. They even receive a reward for $38,500! However, their lives end miserably. Their miserable end is related to the one moral weakness that Richards consistently exhibits throughout the story. What is this weakness (it’s not greed) and explain how it causes a terrible ending to the Richardses’ lives. Find 1 passage that reveals this weakness.
.
Discussion Questions The difficulty in predicting the future is .docxduketjoy27252
Discussion Questions
: “The difficulty in predicting the future is that the outcomes are unreliable, due to the occurrence of wild-card events that distort the relatively well-understand trends for the near to mid-future.” Offer an example of such a “wild-card” event and some ways in which the security professional might address it in an effective manner. Regarding the need for the security industry as a whole to maintain the professionalism and competencies needed to address emerging threats and hazards, what do you feel are its primary areas of weakness and what proposals could you offer to address them?
The Future of the Security
When considering what awaits the security profession in the years to come and those that will operate within it, developments and forecasts related to security science will in large part be impacted by what has occurred in the past and in present day. What
might
occur, what is most
plausible
and
feasible
given current and expected occurrences, and what has proven to be effective (or not) will all need to be considered in determining those issues that will remain relevant or change. So predicting the future (not in the form of Nostradamus or similar prophets) as it relates to security is a technique that considers probable or desirable outcomes in the face of known or anticipated risks. So given this backdrop, where is security heading?
Physical Security
As long as there are structures that people operate within and house various assets, there will continue to be a need to offer needed protection related to them. All of the topics discussed in this course related to walls, fencing, sensors, alarm systems, guards, locks, and other such issues will be needed in some form or fashion. Whether through manual or technological means, these will remain a constant for the security administrator in providing appropriate defensive measures for the material, tangible assets they oversee. Concerning technology, the same trend will continue in serving as a needed aid in providing security moving forward. Mobile devices of various types, functions, capabilities, and their ability to access data, the ever-increasing use of robotics and the functions they can carry out, sensors that will be able to gain more intelligence regarding detection, and high frequency security cameras that will have the capability to verify the chemical compound of an object at a distance are just some of the many technical innovations on the horizon. Yet, just as technology has taken on a greater role in providing these efforts, so too does technology represent ever-increasing concerns to the security manager.
Cyber Security
As society becomes connected on an ever-increasing basis, attention must be directed towards what implications this environment has related to not only security, but related privacy concerns as well. In
Future Scenarios and Challenges for Security and Privacy
(2016, Williams, Axon, Nurse, & Creese), the researchers took a ver.
Discussion questions – Dunbar Paul Lawrence Dunbar was a pio.docxduketjoy27252
Discussion questions – Dunbar
Paul Lawrence Dunbar was a pioneering African-American literary artist. He was among the first black writers who achieved fame among predominantly white audiences with the accurate use of black vernacular and realistic depictions of the attitudes of African Americans while using the literary styles and conventions familiar to white writers. Only within the past twenty years have literary critics begun to appreciate the subtle and perceptive criticism of racial relations he provides beneath the smooth artistry of his works.
1. Dunbar’s “Mr. Cornelius” is extremely naturalistic, with Cornelius struggling against, and eventually losing to, large forces. What are the forces that are arrayed against him (2)? Find a passage that describes each force.
(Hint: Economics, discrimination, as well as emotional weakness are some examples of large forces.)
2. Dunbar was well aware of the story of the slave’s flight north to freedom, a traditional African-American narrative made famous by such works as Frederick Douglass’s
Narrative
and Harriet Beecher Stowe’s
Uncle Tom’s Cabin
. How is Dunbar’s story an ironic, inverted version of the flight-to-freedom story? What is Dunbar trying to say about the status of African Americans in a society newly changed by slavery’s end?
(Hint: Cornelius is from the south. Washington D.C. is north. Does going north mean freedom for him? He must return south at the end—what does going south mean for him?)
.
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Discussion Questions:
Identify the top three threats to the homeland and describe why you chose those as the primary threats. Considering specific terrorist tactics that have been or could be used in the homeland, which do you consider to be the most intimidating and which do you see as the most likely to be used?
.
Discussion questions – Hurston
Zora Neal Hurston attended Howard University, then Barnard College, and studied anthropology while becoming a popular figure of the Harlem Renaissance. Her studies earned her a post-graduate fellowship to study Southern black folktales. These folktales become the basis for her fiction. During her life, Hurston’s writing, while popular with general audiences, was not well-received by critics, particular black literary reviewers who wanted her to focus more on racial inequality. After being wrongly accused of a crime, Hurston finished her career in poverty and obscurity. She has recently become an extremely important writer for her depictions of black women, particularly in the now-acclaimed
Their Eyes Were Watching God
(1937).
2. Hurston’s “How It Feels to Be Colored Me” is a modernist-style literary montage—a series of (loosely organized) images, impressions, memories, observations on experiencing life as a black woman. The montage is quite humorous since she often states that she doesn’t know what “colored” is. The montage can be broken down into a diverse set of themes. Find 1 passage for each theme:
a. earliest memories of life before she knew what “race” was
b. the idea of “race” is imposed on her by others
c. moments where she recognizes her racial identity emerging suddenly
d. she lives a life that is bigger than what “race” tells her she must be
Please use the Answer Sandwich method to answer each question. The passages you add to your answer should be around 2-4 sentences long. Please include a page reference.
Keep in mind that I may select any of these questions to be the upcoming quiz question. Also, I use these discussion questions to create the exams and the major paper assignment. So do your best on each question.
https://bucket-hozzify.storage.googleapis.com/wp-content/uploads/2021/02/08211149/Robert-S.-Levine_-Michael-A.-Elliott_-Sandra-M.-Gustafson_-Amy-Hungerford_-Mary-Loeffelholz-The-Norton-Anthology-of-American-Literature-Volumes-C-D-E-W.-W.-Norton-Company-2016.pdf
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Discussion Questions Compare and contrast through a critical an.docxduketjoy27252
Discussion Questions
: Compare and contrast through a critical analysis of the following laws and strategies with an emphasis on how they enhance port maritime operations: Maritime Transportation Security Act of 2002, The SAFE Port Act, and The Small Vessel Security Strategy.
Response must be 400 words or more in APA style format.
.
Discussion questions (self evaluation)
Examine nursing roles that meet the emerging health needs of individuals, families, communities and populations.
Explore historical, legal, social, cultural, political, and economic forces that influence the client, nursing practice, and the health care system.
Evaluate strategies that can be used by public and community health nurses to improve the health status and eliminate health disparities of vulnerable populations.
Predict trends in lifestyles that will affect the health of communities and the future challenges for nursing.
Plan, analyze, implement and evaluate public health surveillance and outbreak investigation
Develop strategies to deliver nursing care in the preparedness, response, and recovery phases of disaster management.
Initial should have 400 words. Reference in APA format 7th edition.
.
Discussion QuestionReflecting on what you have learned abou.docxduketjoy27252
Discussion Question:
Reflecting on what you have learned about the social determinants of health, SDOH, how can nurses work collaboratively with physicians and other health care professionals to improve primary care, reduce overutilization and improve underutilization of healthcare services? Include in your response how fostering an environment of diversity and cultural awareness among healthcare providers builds a stronger healthcare team and improves care delivery to healthcare consumers.
Initial 400 words. Reference APA format 7th edition.
.
Discussion questionMotivation is the all-ensuing mechanism t.docxduketjoy27252
Discussion question
Motivation is the all-ensuing mechanism that determines how much and how well a student will learn. Treating it as strictly an internal mechanism, explain how learners; needs, goals, beliefs, interests, and emotions can influence their motivation to learn.
RESPOND TO THESE STUDENTS POSTS
Tashi post
Motivation is something that looks different in everyone. When we look at what motivates one person and assume we can teach based on that, we will not be successful in reaching all students. Looking at motivation strictly from an intrinsic lens, meaning a student’s needs, goals, beliefs, interests and emotions, teachers need many resources. I think that one of the biggest tools that teachers need is relationships. Understanding where a student’s motivation is coming from, or not coming from, can lead to engagement. For example, if a student’s basic needs are not being met, they will not be motivated to learn their math facts because they have greater needs. This is where the relationship and understanding of where students are at is so important for a teacher. They have the ability to create goals with these students. However, on the flip side, a student that knows they want to go to college may be motivated based on their goals for themselves and will engage because they want to do well and achieve a goal in the future.
Motivation can create opportunity as well as hinder progress. It is so important in education. A student’s belief in themselves can create these opportunities or hinder their progress as well. Understanding how a teacher can use motivation through an intrinsic lens can help all students in their class.
Jasmine post
Motivation is defined as the processes that initiate, direct, and sustain behavior. Motivated students put out more effort, persist longer, learn more, and score higher on tests (Lazowski & Hulleman, 2016). Intrinsic motivation is the natural human tendency to seek out and conquer challenges as we pursue personal interests and exercise our capabilities. When we are intrinsically motivated, we do not need incentives or punishments, because the activity itself is satisfying and rewarding (Anderman & Anderman, 2014; Deci & Ryan, 2002; Reiss, 2004). When I think of intrinsic motivation I don't associate it with younger children as much as I would with older children. I can relate to intrinsic motivation myself because just learning something new motivates me to learn more. Also, seeing those A's and B's keeps me wanting to learn more. I feel the more I learn the more I'll be able to teach someone in the future. That is motivation enough for me to keep going. The students I currently work with get excited when they are able to identify numbers and letters and this motivates them to keep learning. You can see the excitement on their faces when they answer something correctly.
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Discussion QuestionHow much, if any, action on ergonomics in th.docxduketjoy27252
Discussion Question:
How much, if any, action on ergonomics in the work-place should rely on the voluntary actions of employers (as favored by George W. Bush) and how much should be mandatory on the part of managements. Explain.
Read the following:
Chapter 9 – Institutional Issues under Collective Bargaining
Chapter 10 – Administrative Issues under Collective Bargaining
Chapter Summaries
Chapter 9 – Institutional Issues under Collective Bargaining
The rights and duties of the employers, employees, and unions are the institutional issues of collective bargaining. On occasion, they can be more troublesome than the economic questions involved with wages and benefits. Some of the longest and most bitter strikes have resulted from conflict over the institutional questions of labor relations.
One of the most controversial issues is union membership as a condition of employment. Labor organizations seeking greater security have negotiated a number of compulsory union membership devices, the most common being the union shop. The closed shop, maintenance-of-membership arrangement, agency shop, and the preferential shop are other security measures that appear less frequently. The growth of the union shop is best explained by the Taft-Hartley prohibition of the closed shop in firms engaged in interstate commerce. The goal of each of these measures is to establish and maintain the institutional security of the union. Such devices are present in about 82 percent of today’s collective bargaining contracts.
There are elements of morality, labor relations stability, and power in this area. Union security may provide stability in industrial relations, but is it moral to compel a worker to join a union? Are these ideological and philosophical issues a mere disguise for the real goal, increased power and influence? Some twenty-two states now have legislation that bans any form of compulsory union membership. These “right-to-work” laws are formidable obstacles in the path of union institutional security. Although Congress has preemptive power in the field of interstate commerce, this state legislation is likely to be allowed to stand.
More than 95 percent of current contracts contain a checkoff procedure by which the employer collects union dues, and often other fees, by deduction from the worker’s paycheck. The advantage to the union is a savings of time and money. The checkoff also can benefit the employer, which explains why it is not a crucial issue of negotiation. Taft-Hartley requires the written authorization of the employee for such an arrangement, which is irrevocable for one year, or the duration of the contract, whichever is shorter. Usually the individual has an annual opportunity to rescind his authorization. If he or she does not, the checkoff remains in force for another year.
The obligations of the union are typically set down in one or more provisions of the contract. The most important is a pledge by the union not to strik.
Discussion QuestionConsider a popular supplement you andor y.docxduketjoy27252
Discussion Question:
Consider a popular supplement you and/or your family and friends take.
Can you think of a supplement that is commonly taken that could easily be replaced by eating more of a certain food or type of foods?
Is there a population group that would find it more difficult to get the recommended amount of vitamins and minerals through diet changes?
.
Discussion QuestionDiscuss opportunities for innovation and en.docxduketjoy27252
Discussion Question
Discuss opportunities for innovation and entrepreneurship in emerging global markets, particularly those with a growing middle class, or those where harsh economic conditions dictate the need for innovation if basic human needs are to be met.
What steps must be taken to encourage innovation in these markets?
Will the same incentives and techniques be effective in all emerging markets?
What can be done in instances where government does not encourage or is even hostile to entrepreneurship?
Design and present a list of talking points you might use when you meet with industry and government leaders in one of these markets as you attempt to build a creative mind-set among local civic leaders, businesses, and citizens.
The final paragraph (three or four sentences) of your initial post should summarize the one or two key points that you are making in your initial response.
Your posting should be about 1 page (400 to 500 words) in length.
.
Discussion Question(s)Im interested in the role of women-- in t.docxduketjoy27252
Discussion Question(s)
I'm interested in the role of women-- in the colonial family, in colonial society, etc. Based on what you've read in the book (and in lecture), how much power do you think women had in colonial Latin America? what kind of control were they able to exert? (keep in mind two things: the patriarchal system, and the fact that patriarchy does not equal one-sided dominance.)
Lecture 9
Your author for this course, Burkholder (et. al.)*, states from the outset of the chapter we are reading this week that the Family is the foundation of colonial society (p. 216). That is a bold statement, especially since so much of colonial Latin America is built on violence, religion, labor, and the construction of Spanish political structures once Spaniards started settling in the Americas. However, he states it more clearly than I can when he says, "while race, wealth, occupation, and gender all helped to identify an individual's position in the social structure,
these elements were usually evaluated in the framework of a broadly defined family
" (p. 216).
Think about some of the issues that we talked about last week concerning race (which I know is still fresh in your mind!). Among the issues that the lecture, the reading, and all the rest of us in this class discussed was how race was a bit more slippery than we usually think about it in the United States (this of course does not make it any less harmful, just different). Nonetheless, if we think about all the moves that some people were able to make racially-- up or down the ladder/hierarchy, depending on the situation-- a lot of those moves were not only based on the ideology of the family, but they were also decided on those terms as well. In other words, the ideology of the family helped organize colonial Latin American societies-- not just husband, wife, kids, grandparents, etc. Families were more than blood relations, but rather a collective of biological and fictive relationships that offer a means for people navigate colonial society both economically and politically.
Family meant a lot of different things, but most of all, it is important to remember that being a member of a family was certainly about marriage and blood relations, but it was also kind of like being a member of a "crew" (is that a word that people use these days? Yes? No? I'm a little old, so maybe there is a new word). Anyway, marriages, parentage, god-parentage, and even simply being close enough to a family to be considered part of it almost always had political implications. Like I said, it was how people made their moves.
Let's take marriage as an example. Because the population of colonial Latin America was diverse from the beginning (marriages or coupling between native folks and Spaniards in the early years of conquest and settlement started the ball rolling on a rather mixed population), people in different
castas,
(or "racial castes"-- people who were of mixed descent/race) would use marria.
Discussion Question(s)Why do you think that Native Allies and Af.docxduketjoy27252
Discussion Question(s)
Why do you think that Native Allies and African Conquistadors were not mentioned in European accounts of the conquest? Do you think it was intentional or unintentional? Why?
Portrayals of Malintzin have been unfair to her, historically. My question is this: why do you think the stories have been so unfair to her, while Cortes and other conquistadors are either rewarded or ignored for actually carrying out the conquest?
How do your readings connect to either of these questions?
Lecture 3- Steamrolling?
"Malintzin was the indigenous woman who translated for Hernando Cortés in his dealings with the Aztec emperor Moctezuma in the days of 1519 to 1521. "Malintzin," at least, was what the Indians called her. The Spanish called her doña Marina, and she has become known to posterity as La Malinche. As Malinche, she has long been regarded as a traitor to her people, a dangerously sexy, scheming woman who gave Cortés whatever he wanted out of her own self-interest.
The life of the real woman, however, was much more complicated. She was sold into slavery as a child, and eventually given away to the Spanish as a concubine and cook. If she managed to make something more out of her life--and she did--it is difficult to say at what point she did wrong."
Actually, that is a good question: what did she do wrong? Not much, it turns out-- having been sold by her family, and again by the subsequent owners, exactly what kind of loyalty was she supposed to have? Who was it that she was supposed to not "sell out?" No one, it turns out. Historians today know that she was doing her best to stay alive, and make a life for herself, and given her situation and life experiences, it is hard to expect anything more.
For me, at least, this raises a simple question: why are people in such a hurry to blame Malintzin for the conquest, when, in fact, they should be blaming the Spanish? Why did the blame shift to her, instead of where it should have been-- on Cortes and his men? Just curious.
The Indigenous Allies:
Check out this Prezi presentation! Short and sweet! Think about it alongside your readings! (Links to an external site.)
ñ
Spanish, Slavery, and Encomiendas (Early Colonial Period)
In U.S. History, people debate quite a lot about the plight of Native Americans. Some people believe that Native Americans were given a chance to be a part of the developing American culture, others say they were not. Still others, citing the diminishing numbers of Native Americans and the active role that the U.S. government and its white citizens took in killing and displacing Native Americans, call it genocide. In Latin America, it is a little more complicated.
The removal, displacement, and murder of Native Americans is undeniable in U.S. history, but such actions did not take place in Mexico, or other parts of Latin America, at least not on the same scale. The reason for this is that the goals of the British and the Spanish were different wh.
Discussion Question(This post must be at least 200 words.)What d.docxduketjoy27252
Discussion Question(This post must be at least 200 words.)
What do you think of the tone of "Orders Given to the Twelve"? What
was
the tone? Do you think it is appropriate for the kind of document it is, given when it was written, and why it was written? Why or why not? How does that contrast to the tone in the second document (The Holy Men Respond...)?
Lecture, Week 4
Lecture------
Here is an excerpt from a historian (Camille Townsend) who talks about some of the myths surrounding Cortes's arrival in Mexico (keep an eye out for what I put in bold):
"In 1552, Francisco López De Gómara, who had been
chaplain
and secretary to Hernando Cortes while he lived out his old age in Spain, published an account of the conquest of Mexico. López de Gómara himself had never been to the New World, but he could envision it nonetheless. "Many [Indians] came to gape at the strange men, now so famous, and at their attire, arms and horses, and they said,
'These men are gods!' "
The
chaplain
was one of the first to claim in print that the Mexicans had believed the conquistadors to be divine. Among the welter of statements made in the Old World about inhabitants of the New, this one found particular resonance. It was repeated with enthusiasm, and soon a specific version gained credence: the Mexicans had apparently believed in a god named Quetzalcoatl, who long ago had disappeared in the east, promising to return from that direction on a certain date. In an extraordinary coincidence, Cortes appeared off the coast in that very year and was mistaken for Quetzalcoatl by the devout Indians."
Of course, Townsend continues by saying that no educated person really believes this story. In fact, it was largely fabricated by a chaplain who had never been to the Americas, but rather was taking care of Cortes in Spain during his last years.
Much has been made about the role of the church during the early years of the conquest, and I think that much of what has been written in recent years has been fair, even if they have been criticizing the church for many years. The truth is, the Catholic church (or its representatives back in the colonial period in Latin America) were quite rough on the indigenous people throughout Latin America, calling it a "spiritual conquest."
You will also remember from last week's lecture, when we talked about the ways in which encomiendas were being used, and how Antonio de Montesinos basically called out all of the
encomenderos
and called them bad Christians for not preaching to them while they were essentially enslaving indigenous folks on the land that the Spanish crown granted them.
I bring up this point because it is often forgotten that the military conquest and the "spiritual conquest" of Latin America go hand in hand.
A few years ago, Pope Francis admitted as much (not quite), when he apologized for all of the things that the Catholic Church and its representatives did to the indigenous people in Latin America durin.
Discussion Question(s)What were the colonial misgivings about m.docxduketjoy27252
Discussion Question(s)
What were the colonial misgivings about "monarchy-wide
cortes
in February of 1810 (p. 350). What do you think of the relationship between the monarchy (or the Central Junta) and the colonials in Spanish America? Do you think that the
criollos
were waiting for independence the whole time? Why or why not?
Lecture 13
Over the last two weeks, we talked about the Caroline and Bourbon Reforms in Spanish America, and I am sure that after reading Chapters 9 and 10, you feel like movements for Independence in colonial Latin America were only days away from happening (maybe only a week, since I post these on Sunday). But no!
As upset as the
criollos
might have been by the dramatic economic and political changes that occurred (not the least of which the fact that the power that they had worked for generations to gain was being taken away by
peninsulares
), the
criollos
still remained loyal to the Spanish Crown. Independence was certainly something that was whispered about in dark corners, but only by the bold, and perhaps the stupid. If we start during this era of Independence in the Americas, we
have
to start with the American Revolution--
Hey-- I'm not happy about it either (this is
Latin American History
darn it!)!
But the American Revolution was the first war for independence in the Americas, so it certainly played an important role.
Kind of.
I mean, your book is kind of right-- the French Revolution definitely played a much bigger role, but keep in mind:
1) The American Revolution was fought from around 1775 to about 1783
2) The French Revolution was fought from 1789 through the 1790s.
Just because the American Revolution was first does not mean that it had a bigger influence than the French (it did NOT). However, keep in mind that the movements for independence throughout Latin America were just as much about ideas as they were about economics-- ok, they were
almost
as much about ideas as economics-- and thus, knowing that there was a neighbor to the north that was able to shrug off colonial power certainly had a psychological effect, if not quite a political one.
The truth is, the eventual movements of independence throughout Latin America was really a combination of things, but one of the largest factors was
time--
time was needed for these ideas to sink in, and time was needed for things to totally unravel in Europe.
And it really did start with the French Revolution, and Napoleon's rise to power:
No, not that Napoleon, THIS Napoleon:
Also happening in the late 18th century (the late 1700s) was the Haitian Revolution, which, if the world wasn't turned upside down already, it definitely was by then. Check out the generally informative Powerpoint I put together about the Haitian Revolution (via your email), and connect it to your text.
Freedom was happening everywhere, and it was happening in many different ways (and in Spain, it was happening largely in the context of Napoleon's at.
Discussion Question(s)The reading for this week was a grab bag o.docxduketjoy27252
Discussion Question(s)
The reading for this week was a grab bag of different perspectives on life under colonial rule, or "living in an empire." They talked about the city and the countryside, religious life and secular life, popular culture, education, and intellectual development, and so on. Which of these sections struck you as being most interesting? Which struck you as being most important for the study of colonial (and perhaps modern!) Latin America? Why?
Lecture 10
What does it mean to live in an empire?
No, that's probably not what you were thinking. Instead, were you thinking something like this?
Maybe. Star Wars, for people who might not know (I don't know what college students are into these days), looks like a simple tale of good against evil. The evil empire fighting against a scrappy band of rebels intent on overthrowing their evil masters. In a sense, this might be the way that you see colonial Latin America, too-- the evil Spanish against the good indigenous people of the Americas. I wouldn't blame you, either-- after weeks of learning about the conquest, encomiendas, the mita system (under the Spanish) and the doings of the Catholic church (especially during the conquest), it would be easy to think of the Spanish empire (or the Spanish) as evil. In fact, I don't think I am going to try and convince you otherwise.
However, it might be worth remembering that we are looking at this history right now, in 2015-- not in the period itself. Therefore, whereas today you might think of the Spanish as evil, as time passed during the colonial era in Latin America, for the poor, the castas, and yes the indigenous folks, the Spanish and the Spanish colonial system was simply a way of life. It was something that they lived with, adjusted to, and yes, even sometimes rebelled against (locally, of course, not on a large scale. That happens later).
Therefore, to stretch the Star Wars metaphor even further (yikes), I would say that even though most of you might think of Spanish colonialism like this--
-- it is more likely that it was much more like this:
In other words, we can all agree that in hindsight that colonial Latin America was oppressive, but for most people, instead of plotting rebellion in their basements or back rooms, most people just tried to find a way to survive in the middle of it all, and make the best life they could for themselves despite the horrible conditions. So we can think about how nice and pure life would have been without the invasion of the Spanish, but since that was a luxury that the poor, the castas, and the indigenous people living in colonial Latin America did not have, we might instead think about the ways in which colonial society forced adjustments upon how various groups of people lived, as the colonial empire itself expanded and became more and more complex.
Spain asserted its control through urban planning. Cities were laid out in grids, centered on the most important government buil.
Discussion Question(s)Could Latin American reactions to the Bour.docxduketjoy27252
Discussion Question(s)
Could Latin American reactions to the Bourbon (Caroline era) Reforms be attributed to intellectual change (Enlightenment), religious changes (expulsion of the Jesuits, for instance), economic change (taxes), or political change (taking criollos off their prestigious jobs and replacing them with Peninsulars)? Was it any one of these specifically? All of them? (and if you are going to say "all of them," do you think one might have had more influence than the others?) Why?
Lecture 12
This is where things start to get serious, because Spain isn't playing around anymore. Yes, we are still talking about the Bourbon Reforms- but more specifically, the Caroline Reforms (which happened during the reign of King Charles III, from 1759-1788). The reason that this is so important is because there was a lot of stuff happening during this period: rebellions, revolts, the expulsion of the Jesuits (a specific Catholic order of priests) from Spanish America and Spain, and perhaps most of all, more political reorganization.
But the question is the same as it was last week: why? Well, as we noted last week, there were a lot of conflicts in which Spain had found itself on the wrong side. Take, for example, The Seven Years' War: this particular war is known these days as the first true World War, but for a long time it was called the French and Indian War.
Oooh!!!!--- why was it called the "French and Indian War"? Because the people who named it that (British and British colonists in North America) believed that the world revolved around them. "we are fighting the French and the Indians-- let's call it the French and Indian War!" Of course, when you call it that you are ignoring the fact that it wasn't just the French, Indians, and British fighting one another. In fact, here is who was fighting:
1) France
2) Native Americans (on both sides in North America)
3) Britain
4) Saxony
5) Sweden
6) Russia
7) Prussia (basically Germany)
8) Hanover (basically more Germany)
9) Spain (later)
10) Portugal (later)
And this war (the fighting), with all these people involved, took place in:
1) Europe
2) Africa
3) North America
4) Philippines
5) India
6) Central America
The war was happening everywhere, it seems. And yet, people in the United States called it The French and Indian War. Dorks. I kind of want to tell the British and their colonists in North America this:
But that's why they called it the French and Indian War for so long.
In any case, Spain-- as noted above-- came late to the party, and joined the war on the French side in 1762.
As you might have predicted, this did not go well. France lost, but more importantly for our purposes, Spain lost by extension. And they lost big! First and foremost, they lost Cuba (albeit temporarily), they lost Florida-- gone forever in the Spanish empire (however, considering what it turned into in the 21st century,
maybe they dodged a bullet (this link is not for the faint of heart.
Discussion Question(s)Clearly there is potential for major probl.docxduketjoy27252
Discussion Question(s)
Clearly there is potential for major problems as the Bourbon Reforms are enacted over much of the 18th century. What were those problems? In what way do you think the Spanish crown could have lessened the pain of these reforms while still maintaining control over the Spanish colonies? Or was there no hope? (and if there was no hope, why do you say that?)
Lecture 11
Wen I was a young undergraduate (at a community college in southern California that will remain nameless-- I will give you all one guess in our discussion forum), I remember the week that my class was to discuss The Bourbon Reforms.
Sadly, it was not about what I was hoping.
Sigh.
Nonetheless, I remember being really interested in what was happening, because it was at this point in the class that I started to see the long chain of events that led to independence throughout most Latin American countries.
See, before I learned about the Bourbon Reforms, I was under the impression that the Independence movements (and wars) in Latin America happened from the bottom-up, which is to say that I thought they were led by Mestizos, Castas, and indigenous folks. For example, think of Mexico: Father Hidalgo, a priest and a champion of the peasant classes in New Spain (Mexico), he brings all these different people together-- people who have been stepped on for too long by colonial powers, and he issues "El Grito,", which was a unified cry of the underrepresented people for independence! Together, they would finally throw off the yoke of Spanish oppression and lead their own country to INDEPENDENCE! Yaaaaaayyyyy!
Sadly, it didn't happen like that.
Yes, Father Hidalgo did issue "El Grito de Dolores," but the conditions that led to the independence movement in New Spain (and the changing of its name to Mexico) didn't hit the peasants the hardest (the peasants were already being hit pretty hard), and the Independence movement was not led by peasants, the working classes, nor the indigenous people-- even if they did spark it. In fact, some say that Father Hidalgo and the people following him didn't want independence...they just wanted a better king.
But let's save that disappointment for later.
See, when I took that class and learned what the Bourbon Reforms were, I started to understand why independence happened throughout much of Latin America in the early 19th century (1800s).
The Bourbon Reforms (and the Caroline Reforms within them) were a set of political, economic, and administrative changes that came from Spain.
Now, speaking quite generally, one of the biggest changes was one that happened gradually, then suddenly: the termination of the sale of
audiencia
positions. See, up until this point, much of Spanish Latin America operated on that old saying that I have brought up a few times, "
obedezco pero no cumplo
", which roughly translated means, "I obey but I do not comply." (you may have a better translation-- give it a shot in the forum!)
.
Discussion Question Week #1· Discover which agencies, in.docxduketjoy27252
Discussion Question Week #1
· Discover which agencies, in your state, are responsible for public health of citizens.
· Research if there are centralized or decentralized management of state responsibilities?
· Determine minimum 3 key indicators of health.
· Review the agency sites and upload the links to the Moodleroom, week #1
· Be prepared to discuss in class, week #2
STATE IS FLORIDA!!
.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
DeVry UniversityCourse ProjectBUSN278 Budgeting and Forecastin.docx
1. DeVry University
Course Project
BUSN278 Budgeting and Forecasting
Student Project Activity – Week 2
A. Week 2: Budget ProposalSection 2.0 Sales Forecast
B. TCOs Addressed:
TCO 5: Given a new business startup or new product
introduction and the need to make a forecast when historical
data is not available, create the forecast for the organization.
TCO 10: Given a description of a new business, new product,
service or project develop, present and defend the budget.
C. Project Activity Overview – Scenario / Summary:
Last week, you selected a business for which you’ll make a
budget proposal. Your first step is to create a sales forecast (in
sales dollars) when no historical data is available. Use
methods such as historical analogy, expert judgment, consumer
surveys, the Delphi method, or calculations based on population
distributions, estimated growth rates, or expected market
penetration rates to arrive at reasonable sales figures for your
business for the next 5 years.
Use the Budget Proposal Workbook.xlsx and Budget Proposal
Template.docx.
D. Deliverables:
Complete Section 2.0 (including sections 2.1 and 2.2) in the
2. Budget Proposal Template.docx after doing research and
performing calculations to arrive at your 5 year forecast. Also,
provide calculations in the Budget Proposal Workbook.xlsx.
Add section 2.0 to your Budget Proposal Template and save it
as YourName_Project_WK2.docx. Save your sales forecast in
the worksheet tab labeled Section 2.1 and 2.2as
YourName_Worksheet_WK2.xlsx and upload both files to
the Week 2 Project Dropbox.
E.
Project Tasks:
Task 1:
Download Budget Proposal Workbook.xlsx from DocSharing.
Task 2:
Research the area in which your business is located, and do
calculations in the Excel workbook which produce a reasonable
dollar value forecast based on population size, growth rates, an
estimate of the percent of the population expected to purchase
your product, and the dollar value of the average sale over the 5
year planning horizon. Do these calculations in the Section 2.1
and 2.2 tab of the Budget Proposal Workbook.xlsx. Also, feel
free to use other methods described in this course you feel are
appropriate to estimate sales for your new business startup’s
first five years.
Task 3:
Write section 2.1 and 2.2 of the Budget Proposal Template.docx
document, summarizing your forecast in a table, and also
describing and justifying your methodology for arriving at the
sales forecast. Follow the instructions in section 2.0 of the
Budget Proposal Template.docx when writing these sections.
Also, update your works cited Section 6.0 in the template with
any research you did.
Task 4:
Paste the first paragraph of the 1.0 Executive Summary template
4. Page 1 of 3
BUSN278_Project_Activity_ Week_2.doc
Institution name
Course title
Student name
Professor name
Date
The purpose of the Human Resource Department is to act
as an oversight on the employees and report to the employer
thus acting as a bridge between them. This is essentially
because they get to enforce the employer’s desires and goals.
They are purposed with the recruiting, training, promotion and
ultimately firing of the workforce.
Human resource bare the task of being the facilitators of
the implementation of the company’s strategic objective as they
are the ones in charge of the employees. The need to ensure that
the employee performance is at its best and everyone is doing
their part in the full realization of the bigger picture. As such
the Human Resource Department will therefore be instrumental
in the successful implementation of the company’s game plan.
The business might be willing to attract the right people in
the organization. This is a strategy plan that the business may
use to ensure its activities are done effectively. Human resource
has to play a vital role in ensuring the right individuals are paid
accordingly.
Due to the fact that Maersk transformed from a family
owned business to a global conglomerate it brought up a couple
of challenges. The company is built on the basis of total loyalty
and it has been struggling hard to adapt. The expansion led to
the need for more recruitment and that has caused the Human
Resource Department to adapt. This adaptation has not been
easy and it is proving even more difficult because the small
circle of close knit individuals who were friends before workers
is currently being replaced with a larger workforce of over 400
5. new employees per year.
In the spirit of trying to preserve the original framework
and ethics that made the Danish company a success they have
sought to rehire some of their old employees as the new once
don’t seem to seat. Sometimes in order to go back one needs to
move forward is to go back and that is what the Human
Resource Manager is delving into. It has become paramount that
money and advancement is what other company’s are using to
get young skilled laborers and thus in the end they have
resorted to go back to the loyal and experienced ex employees.
These will offer experience and since they are older and have
history with the company they will impossible to poach.
Internal and external recruitment and selection are both
approaches in which organization uses to promote individuals to
fill the posion that is required by the company .Internal
recruitment and selection is where the organization promotes
employees within the company to fill the position needed.In
most cases,the company uses,emails,fliers,job posting board to
advice the existing employees on the position they may vie for
in the organization.
External recruitment and selection is where the human
resource search for employees outside its own employees to fill
the position needed.This is mostly done by advertising their job
vacants in newspapers,job search websites.This can be due to
the task needed to be completed by an external employees
within a specific time at a certain fee.
Maersk has been recruiting its employees who alighned by
the organization vision and goals by following the equal
employment opportunities law in hiring candidate for a certain
department.This is by ensuring that no discrimination is taken
during the process.This has helped Maersk to avoid problems
pertaining to legal complexities and law suits in the process of
hiring candadates.
The process of recruitment starts with submission of
documents online by candidates and when this is done,a
confirmation pop-up appears on the screen.The human resource
6. group will reply the application in few days after the review of
application based on some standard tools to make sure that the
eligible candidate is selected for an interview.
The recruitment for Maersk is very effective since it has a
wide coverage to allow candidate from different places to
access their employment opportunities.The process of sending
candidate documents is not costly since the candidates have to
send their document online.This process also is very
convienient to candidate since the documents cannot be
misplaces or taken to the wrong place since they use their
website.It also gives human resource hamble time to sort the
document using their standard tools.
However,apart from their effectiveness,the organization
has no retention strategies since some employees leave the
company without notice of human resource who may be
planning to give them promotions.This strategies are very
important to the company and I recommend that the company to
be informing the existing employees on existing promotions to
avoid loosing productive employees.On the employement
success,they should only list the group of candidate who they
are sure of since its could bring a bad image to the company if
the candidate travels from a distant only to be told that he/she is
not qualified.This will make most of the professionals be afraid
to attend the distant interviews.Due to the technological
advancement,I recommend they make use of video conferencing
to interview candidate from far so as to avoid inconvienience
for the candidates.
Reference.
A.P. Møller - Maersk Group: Evaluating Strategic Talent
Management Initiatives.
Lussier, R., & Hendon, J. (2013). Human resource management:
Functions, applications, skill development. Thousand Oaks:
SAGE Publications.
7. Running head: HUMAN RESOURCE
1
HUMAN RESOURCE
2
Human Resource
Jonathan Collins
10/13/15
Moller-Maersk Group is a company that has emerged to be one
of the most successful multinationals dealing with shipping. The
company is credited with having one of the best human
resources practices on the globe. Talent management in the
company has contributed to the increase in growth and
8. profitability. The needs assessment of the company used
incorporates various components that make it effective. One of
the major training needs components is the strategic and
organizational analysis. The other component that is normally
practiced is the job needs analysis that focuses on what is
expected of a particular task. Finally, the firm needs that a
thorough personal analysis be conducted to identify the
particular traits of employees.
The organizational analysis requires that certain issues be put
into considerations. These factors are competition, emphasis on
the cost reduction and efficiency. Further, research and
innovation are factors that must be considered are the strategies
used by the rival companies. Organizational goals include
evaluations of the organizational objectives and demand for
human resources. Efficiency Indexes must be analyzed and also
the climate of the organization. A task analysis is a crucial
process that requires collecting the information concerning the
job. There is also a need for a detailed analysis of the jobs roles
like the attitude, values, knowledge, and skills.
It is crucial for an organization to have SMART objectives for
training plan in an organization because people are motivated to
achieve what they need. It is important to set SMART goals
because they clarify the end vision of what one is aiming.
Additionally, the setting of SMART goals ensures that one has
focused on the best avenues or strategies to use to attain
particular goals. The focusing assists a person from deviating
from the set objectives that have to be achieved. Further, the
creation of SMART goals ensures that one is motivated to move
forwards towards the achievement of a particular job.
Developing of self-discipline is also obtained from the creation
of the SMART goals. It is not a common practice although it
has for many cases proven to be effective. Therefore, SMART
objectives make it possible for one discipline themselves
towards the realization of the set objectives. Further, the
creation of these objectives assists one in identifying and
mastering the elements that must be given priority. These
9. priorities will always act as reminders of to aid you in
achieving the objectives. These objectives assist one in setting a
timeline on how to achieve particular goals.
It is important to develop learning activities in Customer care
service in Maersk because it is the basics of filling the positions
at the firm. A successful candidate for the positions that need
placement in the company will require being well-molded to
perform all the roles diligently. Additionally, learning activities
need to be in line with that particular job. The company has
always emphasized that it is required to produce the best
employees around the globe. Therefore, a strong learning
activity is expected to ensure that the candidate or the
employees. It is important to develop a proper learning schedule
for the newly confirmed customer care representatives since this
move will ensure that they have all been equipped with righty
knowledge and skills for the job.
It would be an easy task to incorporate adult learning principles
and the experimental activities of learning. The first step will
be the attracting the right people with skills that are needed for
the job. The firm is also expected to encourage high retention
levels of the job. This approach will ensure the adults have
helped the employees who are in their initial stages of their
career. As a result, the firm will be expected to integrate all the
experienced and who lack this experience together for them to
gain experience and a competitive edge.
References
Sarah, L. (2013). A.P. MOLLER-MAERSK GROUP: Evaluating
Stategic Talent Management Initiative . Harvard: Harvard
Business School.
10. Running Head: HUMAN RESOURCE MANAGEMENT
1
HUMAN RESOURCE MANAGEMENT
2
Jon Collins
10/18/2015
Question 1
Managing the performance of human resource is increasingly
becoming important in most organizations. The quality of
performance of the human resource is critical in achieving the
organization's goals. In light of this, organizations have
introduced a performance management process as a means of
improving the performance of staff. Performance management is
a process whereby the human resource managers and employees
work together to plan, monitor and review employees’ work and
overall contribution to the organization. It is a continuous
process of setting objectives, assessing progress and providing
continuous coaching and feedback to ensure that employees are
11. meeting their objectives.
The human resource management division is one of the key
guardians of the process. The Human resource management will
have to work closely with employees at all levels seeking
feedback that will lead to the improvement of employee
performance management. The human resource management has
a responsibility of ensuring that employees’ performance
appraisal and records are properly kept and maintained. It goes
in line with the fundamental goal of performance management
to promote and improve employee effectiveness. Performance
management process includes coaching employees to address
concerns that relate to their performance in the organization to
ensure that there is a positive contribution to the organization.
Coaching means providing guidance, direction and support on
assigned tasks. As a coach, a human resource manager needs to
recognize the strengths and weaknesses of employees and
identify the opportunities to maximize the strengths and
improve weak areas.
Question 2
The management must carefully select performance criteria as
it pertains to achieving its strategic goals. The most common
appraisal criteria are traits, behaviors, results based, goal
achievement and improvement potential.
A performance appraisal criteria based on traits involves
evaluating an employee based on general characteristics such
as; attitude toward other people, appearance and grooming, and
public acceptance, leadership, personal conduct, ethical habits,
mental alertness and loyalty to the organization among others.
Most of the qualities used are subjective and may not relate to
the job performance. At the same time, some of the traits may
be related to job performance and if the connection is
established, using them may be appropriate. For example, an
employee can be appointed to be a team leader if the employee
posse’s traits such as leadership, public acceptance and a good
attitude towards people.
Human resource managers can also use behaviors to
12. evaluate employees. Desired behaviors may be appropriate
criteria for evaluation because if they are recognized and
rewarded, the employees will tend to repeat them. If certain
behaviors result in desired outcomes, then, there is merit in
using them for evaluation. When the organization finds it hard
to determine the outcome of an individual’s task they can
evaluate the person’s task based on his or behavior. For
example, when evaluating a manager, the appropriate behavior
to evaluate would be his leadership skills.
Results based appraisal system is used when an
organization considers ends more important than means. The
human resource management and the subordinate jointly agree
on the objectives of the next appraisal. The outcomes
established should be within the control of the individual and
should be those results that lead to the success of the
organization. For example, at upper levels, the results might be
based on financial aspects of the organization such as profits
and cash flows. At lower levels, the results might be based on
meeting customer’s quality requirement and delivering on time.
Question 3
The best management appraisal system for Maersk
Customer Service is results-based. Among the goals of the
organization are to build strong relationships with customers,
improve day to day process of interaction with customers and
fully ensure that the customers are satisfied. Employees can be
appraised based on their performances on meeting customers’
demands, timely deliveries and the number of customers they
have managed to obtain their loyalty by building a strong
relationship.
Question 4
Rating systems are used in performance management systems
to indicate the level of performance and achievement of
employees. The scales are used because they provide qualitative
assessment and assist in differentiating employees.
Graphical rating scales require the evaluator to indicate on the
scale the degree to which the employee demonstrates a
13. particular trait, performance results or behavior. Rating forms
comprise scales, each relating to a certain job. Each scale is a
continuum of scale points that range from high to low, most to
least effective, good to poor and so forth. Graphical scales
usually have five to seven points.
Numerical scales
These are rating scales with numeric like 1, 2,3,4,5
corresponding to an adjective. For example, 1=poor, 2=fair,
3=good, 4=very good and 5=excellent.
Letter scales are rating scales with letters corresponding to
specific objectives. For example, A= Excellent, B= Satisfactory,
C=Average, and D=poor.
Rating scales may also be narrative, for example, an
element on the scale may be “unacceptable performance”
described as failing to meet the basic requirements and
objectives. Narrative scales that provide positive message are
becoming popular. For example, a scale may include ratings
such as “very effective”,” effective” and “basic”.
References
Forslund, H., & Jonsson, P. (2007). Dyadic integration of the
performance management process: A delivery service case
14. study. International Journal of Physical Distribution & Logistics
Management: 10.1108/09600030710776473
Thomas, S & Keith, T. (2008). Appraising employees
performance evaluation systems. CPA Journal: 78.1001
Running head: COMPENSATING EMPLOYEES
1
COMPENSATING EMPLOYEES
6
Compensating Employees
Student’s Name
Student ID
Professor’s Name
Date of Submission
Compensating employees is a very important process in an
organization as it motivates them as well as ensures that they
get to meet their basic needs. A compensation and benefits
15. program is necessary for any business as it reflects what
employees of the company will be paid for their work that they
do. It also contains the benefits that come as a result of working
in the enterprise. It also reflects on the management what they
ought to expect in the labor costs at the end of the month. A
good compensation and benefits plan motivates employees to
work hard in their jobs and therefore, it is necessary that a
company sets an amount that is enough to do that. This paper
aims at drafting the compensation and employees compensation
plan for the employees in my organization. Compensation is any
payments to employees when there do their jobs. All job
positions shall have a minimum as well as a maximum pay
The piece rate payment method reimburses employees by each
unit produced by an individual. Workers benefit where they
produce large quantities of goods since they receive high
payments. This method does not consider how fast or slow a
person works and. Therefore, it is fair to people who have little
experience and knowledge. This method has the advantage of
motivating employees when they make more money, and,
therefore, they produce more. Hourly compensation is whereby
employees are paid according to the hours that they have
worked rather than what they could have produced. Most
companies use this method to pay their workers since labor laws
also state that wages should be paid per hour. Less productive
workers benefit in this practice since they are paid equally
(WorldatWorkOrganization, 2007).
External equity is the employees’ perception on matters
concerning payment when they compare their company and
other employees of companies doing a similar job. It is one of
the traditional job-pay systems that most employees have been
using for ages. External equity is most of the time concerned
with the relativity of pay among similar organizations but not
within their current workstation. Unlike the external equity,
internal equity may be lowered so as not to attract newcomers to
the job. In fact, many human resource managers admit that job
pay is one of the most effective criterions is their move to
16. control the jobs applicants. This paper will expound on the
issues surrounding the external equity. Further, it will explore
the compensation concept and the external factors that influence
pay in organizations (Price, 2011).
Companies prefer paying workers according to the prevailing
market rates so as to get experienced and competent employees
in their organization. On the contrary, low pays affect the
employees negatively, and they end up losing their morale to
work at your organization. The market pay is determined by the
interaction of demand and supply in the job market. This
condition means that the number of people who are up for the
job is the supply side while demand side consists of the
individuals who are willing to get the position. Organizations
can improve their external equity by reviewing human resource
factors that are both internal and external. As a result of
serious engagement in to the task, the external equity is
expected to improve which is all just a matter of relativity and
comparison. Sometimes companies find it hard to determine the
external equity (Aswathappa, 2005).
This situation is significantly contributed by the fact that
different individuals give different opinions and expecting them
to come it agreement or having a similar opinion will be hard.
Inequality may be experienced when the organization offers
compensation based on the market rates. Workers tend to
compare the work that is being assigned to them and the pay
they receive and conclude that it is not worth. In coming up
with the most appropriate external equity poses a big challenge
to all human resource managers in organizations (Price, 2011)
Similarly, compensation for the employees is regarded as the
total amount of remuneration which they receive after working.
It is also a systematic way in which employees are provided
with monetary in exchange for the work that they have
performed. Human resource at times refers compensation as
both money and other benefits accrued through performing of
tasks well. Economic compensation of the work done is referred
to as wages although people use it interchangeably with salary.
17. Salary is referred to as the compensation in monetary terms that
is given to people having white-collar jobs. Incentives are
additional payments that are given to employees and in most
cases are linked to the high productivity of the company. Fringe
benefits may be termed as part of compensation in which
employees are accorded as a result of long-term relation with
the company. A good example of this form of compensation is
the pension funds. Lastly, the perquisites are forms of
compensation that one given so as to take care of the
organization’s property. A perfect example of this form of
compensation is the company car. Compensation also varies
with the levels of competence and the experience that an
employee has. High compensation is given to employees with
experience and high qualification. New recruits with no
experience receive a lower compensation compared to others.
Organizations structure a competitive compensation programs in
their move to increase profitability and to remain relevant in the
industry. Also, competitive compensation serves as means to
keep the employees motivated so that they may perform their
work diligently. Organizations need to come up with advanced
competitive compensations plans so as to reward the newly
hired individuals in the organization. This move enables the
organization to retain young talents in the company failure to
which they will quit the job and reduce productivity.
Competitive compensation programs enable the human resource
to deepen their knowledge pertaining the organization.
Acquiring specific knowledge about the organization makes
work of preparing compensation budget easier and lead to the
excelling of company’s activities. Further, organizations need to
decide how competitive they want to be about the current
market (Aswathappa, 2005).
18. References
Aswathappa, K. (2005). Human resource and personnel
management: Text and cases. New Delhi: Tata McGraw-Hill.
Price, A. (2011). Human resource management . Andover:
Cengage Learning EMEA.
WorldatWork (Organization). (2007). The WorldatWork
handbook of compensation, benefits & total rewards: A
comprehensive guide for HR professionals. Hoboken, N.J: John
Wiley & Sons.
OL 211 Final Project Guidelines and Rubric
Overview
Many businesses and organizations large enough to require
human resource management (HRM) will need someone that not
only understands core human
resource (HR) responsibilities, but also understands the vision
and mission of the organization.
To align the core HR requirements of an organization with its
19. strategic plan, you will conduct an HRM review of an
organization in a case study. Be creative in
assembling each of the individual components or HR tools to
the HRM review so that they would be consistent with and add
value to the organization. Complete
the HRM review that illustrates how each of the HR tools plays
a role in an organization’s overall strategic plan.
The project is divided into four milestones, which will be
submitted at various points throughout the course to scaffold
learning and ensure quality final
submissions. These milestones will be submitted in Modules
Two, Three, Four, and Five. Your comprehensive proposal will
be submitted in Module Seven.
This assessment addresses the following course outcomes:
common in today’s global workplace for promoting shared
values throughout an organization
that align to and promote the organization’s vision, mission, and
business
ensuring alignment with the organization’s strategic plan
are essential in a changing work environment
Prompt
In this assessment, you will review the human resource
management (HRM) in an organization through a case study.
This case study will give you the
20. opportunity to explore various roles and processes within the
human resources profession. A key skill for any professional
working in human resources is the
ability to develop and implement processes that align with a
company’s strategic plan and mission.
I. HRM Functions and Practices
A. Explain why the human resource (HR) function should be
aligned with an organization’s strategic plan.
B. Explain how current global conditions in this industry impact
human resource management (HRM) practices within
organizations.
II. Staffing
A. Describe a process to recruit and select new employees who
are aligned with the organization’s vision and goals from the
case study.
B. Compare and contrast recruitment and selection of internal
versus external candidates using best practices from the Society
for Human
Resource Management (SHRM) website. Refer to the Research
and Metrics page for helpful resources. You may want to
consider which method
of recruitment would be most beneficial to this organization.
III. Training
A. Describe the components of a needs assessment used to
21. determine the training requirements of the organization.
B. Explain the importance of developing learning activities. Be
sure to incorporate adult learning principles and methods of
experiential learning
from this course.
C. Illustrate the value of a training needs assessment in an
organization. Support your response.
D. Describe the importance of creating SMART objectives for a
training plan.
IV. Compensation
A. Describe the compensation philosophy. How does the market
influence this philosophy?
B. Determine the value of salary surveys and describe the
advantages of discretionary benefits.
V. Evaluation
A. Determine the HRM’s role in the performance management
process. How can you ensure the process aligns with the
organization’s strategic
plan?
B. Differentiate between various performance appraisal systems.
Provide an example where one would be more applicable.
C. How do you identify best-suited appraisals for employee job
duties? Support your response with an example.
D. Identify a variety of performance rating scales that can be
used in organizations that includes graphical scales, letter
scales, and numeric scales.
Describe each scale.
22. Milestones
Milestone One: Evaluating Strategic Talent Management
Initiatives—Functions and Practices/Staffing
In Module Two, you will write a short paper that addresses
Sections I and II of the Final Project document. This milestone
will be graded with the Milestone One
Rubric.
Milestone Two: Employee Development Processes
In Module Three, you will write a short paper that addresses
Section III of the Final Project document. This milestone will
be graded with the Milestone Two
Rubric.
Milestone Three: Performance Management
In Module Four, you will write a short paper that addresses
Section V of the Final Project document. This milestone will be
graded with the Milestone Three
Rubric.
Milestone Four: Compensation
In Module Five, you will write a short paper that addresses
Section IV of the Final Project document. This milestone will
be graded with the Milestone Four
Rubric.
Final Submission: Human Resources Management review
In Module Seven, you will finalize and submit a paper that is
comprised of all the milestone submissions with edits based on
instructor feedback. This milestone
23. will be graded with the Final Project Rubric below.
Deliverables
Milestone Deliverable Module
Due
Grading
1 Evaluating Strategic Talent Management
Initiatives—Functions and Practices/Staffing
Two Graded separately; Milestone One Rubric
2 Employee Development Processes Three Graded separately;
Milestone Two Rubric
3 Performance Management Four Graded separately; Milestone
Three Rubric
4 Compensation Five Graded separately; Milestone Four Rubric
Final Submission: HRM review Seven Graded separately; Final
Project Rubric
(below)
Final Project Rubric
Guidelines for Submission: Submit your human resource
management review adhering to the following guidelines:
minimum of 7 pages, double-spaced, using
12-point Times New Roman font and following APA 6th edition
24. format.
Instructor Feedback: This activity uses an integrated rubric in
Blackboard. Students can view instructor feedback in the Grade
Center. For more information,
review these instructions.
Critical Elements Exemplary (100%) Proficient (85%) Needs
Improvement (55%) Not Evident (0%) Value
HRM Functions and
Practices: Function
Meets “Proficient” criteria and
explanation is supported with
evidence
Explains why the human resource
function should be aligned with
an organization’s strategic plan
Explains why the human resource
function should be aligned with
an organization’s strategic plan,
but explanation is cursory or
inaccurate
Does not explain why the human
resource function should be
aligned with an organization’s
strategic plan
8
25. HRM Functions and
Practices: Global
Conditions
Meets “Proficient” criteria and
explanation is clear and detailed
Explains how current global
conditions in the industry impact
human resource management
practices within organizations
Explains how current global
conditions in the industry impact
human resource management
practices within organizations,
but explanation is cursory or has
gaps in accuracy
Does not explain how current
global conditions impact human
resource management practices
within organizations
6
Staffing: Recruiting
Meets “Proficient” criteria and
description demonstrates a
nuanced understanding of the
relationship between recruiting
and the organization’s vision and
26. goals
Describes a process to recruit and
select new employees who are
aligned with the organization’s
vision and goals
Describes a process to recruit and
select new employees who are
aligned with the organization’s
vision and goals, but description is
cursory or inaccurate
Does not describe a process to
recruit and select new employees
who are aligned with the
organization’s vision and goals
6
Staffing: Candidates
Meets “Proficient” criteria and
establishes which method would
be more beneficial for an
organization based on the
research
Compares and contrasts
recruitment and selection of
internal versus external
candidates using the Society for
Human Resource Management
website as resource
27. Compares and contrasts
recruitment and selection of
internal versus external
candidates but does not utilize
the Society for Human Resource
Management website as resource
Does not compare and contrast
recruitment and selection of
internal versus external
candidates using the Society for
Human Resource Management
website as resource
6
Training: Needs
Assessment
Meets “Proficient” criteria and
description is clear and detailed
Describes the components of a
needs assessment used to
determine the training
requirements of the organization
Describes the components of a
needs assessment used to
determine the training
requirements of the organization,
but description is cursory or
inaccurate
Does not describe the
28. components of a needs
assessment used to determine
the training requirements of the
organization
6
http://snhu-
media.snhu.edu/files/production_documentation/formatting/rubr
ic_feedback_instructions_student.pdf
Training: Learning
Activities
Meets “Proficient” criteria and
exhibits keen insight into the
needs of adult learners
Explains the importance of
developing learning activities, and
incorporates adult learning
principles and methods of
experiential learning
Explains the importance of
developing learning activities, but
does not incorporate adult
learning principles and methods
of experiential learning
Does not explain the importance
of developing learning activities
29. 8
Training: Training
Needs Assessment
Meets “Proficient” criteria and
uses scholarly research to
contextualize claims
Illustrates the value of a training
needs assessment in an
organization, and supports
response
Illustrates the value of a training
needs assessment in an
organization, but does not
support response
Does not illustrate the value of a
training needs assessment
6
Training: SMART
Meets “Proficient” criteria and
description is clear and detailed
Describes the importance of
creating SMART objectives for a
training plan
30. Describes the importance of
creating SMART objectives for a
training plan, but description is
cursory or inaccurate
Does not describe the importance
of creating SMART objectives for
a training plan
6
Compensation:
Compensation
Meets “Proficient” criteria and
description is clear and detailed
Describes the compensation
philosophy and describes how the
market influences this philosophy
Describes the compensation
philosophy and describes how the
market influences this philosophy,
but description is cursory or
inaccurate
Does not describe compensation
philosophy
8
Compensation:
Salary Surveys
31. Meets “Proficient” criteria and
uses evidence to substantiate
claims
Determines the value of salary
surveys, and describes the
advantages of discretionary
benefits
Determines the value of salary
surveys but does not describe the
advantages of discretionary
benefits
Does not determine the value of
salary surveys
8
Evaluation:
Performance
Management
Meets “Proficient” criteria and
description is well supported and
plausible
Determines HRM’s role in the
performance management
process including how the process
aligns with the organization’s
strategic plan
Determines HRM’s role in the
32. performance management
process, but does not include how
the process aligns with the
organization’s strategic plan
Does not determine HRM’s role in
the performance management
process
8
Evaluation:
Performance
Appraisal
Meets “Proficient” criteria and
example is well supported and
contextualized
Differentiates between the trait,
behavioral, and results-based
performance appraisal systems,
and provides an example where
each would be most applicable
Differentiates between the trait,
behavioral, and results-based
performance appraisal systems,
but does not provide an example
where each would be most
applicable
Does not differentiate between
the trait, behavioral, and results-
33. based performance appraisal
systems
6
Evaluation:
Best-Suited
Appraisals
Meets “Proficient” criteria and
uses scholarly research to
substantiate claims
Determines how to identify best-
suited appraisals for employee
job duties, and supports response
with an example
Determines how to identify best-
suited appraisals for employee
job duties, but does not support
response with an example
Does not determine how to
identify best-suited appraisals for
employee job duties
8
Evaluation:
Performance Rating
Scales
34. Meets “Proficient” criteria and
description is clear and
contextualized
Identifies a variety of
performance scales that can be
used in organizations and
describes each
Identifies a variety of
performance scales that can be
used in organizations, but does
not describe each scale
Does not identify a variety of
performance scales that can be
used in organizations
6
Articulation of
Response
Submission is free of errors
related to citations, grammar,
spelling, syntax, and organization
and is presented in a professional
and easy-to-read format
Submission has no major errors
related to citations, grammar,
35. spelling, syntax, or organization
Submission has major errors
related to citations, grammar,
spelling, syntax, or organization
that negatively impact readability
and articulation of main ideas
Submission has critical errors
related to citations, grammar,
spelling, syntax, or organization
that prevent understanding of
ideas
4
Earned Total 100%