Analyzing the Re-invented Performance Management - A Deloitte Case StudyTathagata Banerjee
In every organization one of the most important asset is the human capital. The team that makes
the company sustainable. Based on different hierarchy of different organizations, the
“management” tries to analyze the behavior, measure the performances against some set
benchmark and help to develop the skill set of the “employee” to align them as per the strategic
goals of the organization. This continuous push for higher performance is the main reason for
“Employee” Performance management.
Analyzing the Re-invented Performance Management - A Deloitte Case StudyTathagata Banerjee
In every organization one of the most important asset is the human capital. The team that makes
the company sustainable. Based on different hierarchy of different organizations, the
“management” tries to analyze the behavior, measure the performances against some set
benchmark and help to develop the skill set of the “employee” to align them as per the strategic
goals of the organization. This continuous push for higher performance is the main reason for
“Employee” Performance management.
Gallup reviewed data from 263 research studies across 192 organizations to determine the organizational outcomes of employee engagement. The results showed that having engaged employees consistently results in strong business benefit in all 9 indicators studied: customer loyalty/engagement, profitability, productivity, turnover, safety incidents, shrinkage, absenteeism, patient safety incidents, and quality (defects).
When do you consider your employee survey to be complete?
Once all of your employees have taken the survey
Once your organization has received the data
After you’ve shared a couple of reports with senior management
Find out why employee surveys should be an ongoing process, where the actions taken post-survey are even more important than the survey itself. Ignoring post-survey steps can be more detrimental to Employee Engagement and Satisfaction than not conducting the survey in the first place. In this presentation, we discuss essential post-survey steps, the importance of creating an ongoing survey process, why Engagement matters, and how to create a culture of Engagement.
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
Engaged employees provide immeasurable benefits to your organization. It begins at the organizational then managerial, finally employee levels of the organization.
Gallup reviewed data from 263 research studies across 192 organizations to determine the organizational outcomes of employee engagement. The results showed that having engaged employees consistently results in strong business benefit in all 9 indicators studied: customer loyalty/engagement, profitability, productivity, turnover, safety incidents, shrinkage, absenteeism, patient safety incidents, and quality (defects).
When do you consider your employee survey to be complete?
Once all of your employees have taken the survey
Once your organization has received the data
After you’ve shared a couple of reports with senior management
Find out why employee surveys should be an ongoing process, where the actions taken post-survey are even more important than the survey itself. Ignoring post-survey steps can be more detrimental to Employee Engagement and Satisfaction than not conducting the survey in the first place. In this presentation, we discuss essential post-survey steps, the importance of creating an ongoing survey process, why Engagement matters, and how to create a culture of Engagement.
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
What causes employee engagement? How is the engagement in your country? Gallup shares all. See their presentation at the Human Capital Club in Feb 2015. For more information on the next Human Capital Club, email cynthiawihardja@actioncoach.com
Engaged employees provide immeasurable benefits to your organization. It begins at the organizational then managerial, finally employee levels of the organization.
1 The course project is a strategic management plan for an organiz.docxjeremylockett77
1 The course project is a strategic management plan for an organization of your choosing (Intel). Please read the Course Project - Introduction page in this module before attempting this assignment. Now it's time to select a company that you'd like to use for the course project. It's important that you choose a company that is easily researched. You're going to need to find information on their current business practices and makeup. That can be very hard to do with small local businesses, but easier with larger publicly traded companies. It's also important to choose a company that you're interested in and want to learn about. This will make the project more engaging.
For the first part of your assignment this week, write a paper that's at least a page in length and completes the following:
· Identify a company for which you wish to develop a strategic management plan. You may wish to conduct some preliminary research to help you understand a little more about the company you chose. Intel is the company we are using
· Provide a brief description of the company including what they do, what they're known for, and their reputation within the current business environment.
· Provide your reasons for selecting this company. Be thorough and specific with your explanation.
2 The next phase of your strategic management plan will require you to research your company's history and existing strategic goals. Before we can make major improvements to the business, we first have to understand where they came from and what they're currently trying to accomplish. Use reliable business sources, the company website, and any traditional appropriate sources to gather as much background information that you can. For the second part of your assignment this week, write a paper that's at least two pages in length and addresses the following:
· Detail the history of the business. Explain how they got their start but focus mostly on how their business has changed over the last 15 years. Provide a picture of how they adapt to change and any major obstacles that they've had to overcome.
· Include some information on the top executives at the company and the role that they've played in those last 15 years.
· Provide the company's existing mission statement and code of ethics. In what way do they articulate their ethical practices through policies and public outreach and why is this important?
· Identify two areas of concern ethically and explain those choices. Make sure to discuss why you feel that are areas of ethical concern. Think critically about where your chosen company has the potential for ethical dilemmas. For example, an accounting firm would be concerned with fraud.
· Rewrite your company's mission statement. The idea is to provide clarity and set the new strategic direction that you think the company should be moving towards. Include a paragraph explaining the changes that you've made and why.
Be sure to document your sources using APA notation. Information o ...
Foundation of Organization Design (MGMT673)Reading Materia.docxVannaJoy20
Foundation of Organization Design
(MGMT673)
Reading Material
Building Motivation
Communicate Why the Redesign is Needed
People need a compelling reason to change. With all of the changes being requested and demanded of people in the current world, people must be convinced that change is necessary.
Even when leadership initiates organizational change, it is often experienced as just one more unrealistic and often absurd demand. Employees are likely to respond in a passive-aggressive manner and simply do things the same. The previously engaged workforce may suddenly start misplacing things, ignoring e-mails, and spending hours talking with colleagues about what is happening. It is the leadership’s responsibility to not only have a vision but to also see that motivation for the change effort is high. Consultants can be helpful to management in this regard, but ultimately it is management’s responsibility. An offhand announcement of a redesign can literally bring production to a halt in a business. Even though management feels the redesign is in the employees’ best interest, if they are not properly prepared and brought in, the employees are likely to respond to the news in a way that will not move things forward. In fact, without a timely and wise explanation of why changes are needed, they may see the redesign as irresponsibility on the part of management.
Communicating Credible Reasons and Expectations for the Redesign
Management must take the time not only to provide a clear vision of the redesign but to also communicate why the redesign is necessary. The cost of not taking time to communicate credible reasons as to why the redesign was done and providing credible expectations of what it will take to realize the benefits of the redesign, will cost the company dearly.
One way to build support is to involve employees and other stakeholders in the diagnosis and redesign. This takes time, but it helps employees understand why the redesign is important and builds motivation for making it work. However, if management already has its mind made up and is going to do what it wants to do regardless, involvement can backfire in a big way.
At the least, a communication campaign is essential. The campaign must be honest because employees and other stakeholders can see through the spin and hype.
Do not Ignore Resistance
Resistance is feedback. Figure out why it is there, and do not force it. Like the plumber or mechanic who forces a part to fit, the likely result is generally a broken part. Force generally does not work and is nearly always expensive and time-consuming. Resistance is natural. Ohm’s lawapplies to human behavior much like it does in physics—there is always resistance. Good managers and consultants learn from the resistance and manage it.
Managing the Changing Relationships
Acknowledge Changing Relationships and Responsibilities
Redesigns nearly always change relationships and responsibilities. Not addressing these lead to conf.
A talk by Rob Catalano
Chief Engagement Officer, WorkTango
As uncertainty spreads through organizations, executives, HR professionals, and every single employee, it gets challenging to operate in a ‘new normal.’
But in unprecedented times, your employees matter now, more than ever. This session will discuss:
· The impact uncertain times have on employees and why it’s important for companies to respond
· Specific recommendations on how to engage employees given the uncertainty in the workplace
· The mindset and approach that you need to start with
· Examples of companies that are doing it well to inspire action in your organization
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/how-to-engage-employees-in-uncertain-times/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
BDPA Cincinnati brought three (3) experienced IT recruiters to the roundtable. They answered all of the questions you’ve always wanted to ask … but, were afraid to do. It was an outstanding opportunity for anyone, from college interns to entry-level IT professionals to experienced technicians, managers, or executives. The audience received the ‘inside scoop’ on what it takes to successfully land a job, promotion, or have a successful career in the IT industry.
Our panel included:
- Karen Cooper (owner, SmartIT)
- Karen Lipscomb (senior talent acquisition manager, L3-Communications)
- Linda Mullen (assistant VP, Fifth Third Bank)
Corporate America is rebounding from the Great Recession and unemployment continues to lag at levels that are much too high in the Black community and the Greater Cincinnati area. As such, we want to lift the curtain of secrecy about the recruitment process so that BDPA members and supporters have every advantage to advance their careers in the IT industry.
2-2 Interview Reflections I felt that my interviewee understo.docxeugeniadean34240
2-2: Interview Reflections
I felt that my interviewee understood that the job of HR needed to change to stay relevant. According to Grossman, being a “credible partner” is part of the competencies that are required in the new reality that is HR. With speaking to Joe, my interviewee, it appears that he recognized a long time ago that to survive, HR was going to have to make changes and become relevant to the business they are in, which is the moving industry. With doing this, they have looked for ways to outsource the “usual” HR functions and become involved with supporting the staff that they have, getting great talent, and being a source of knowable for the company. Taking an early lead in being a part of the development of their tariff has allowed Joe’s HR division to be taken very seriously within the company. They continue to evolve into the HR of today and even the future.
3.2 The Organizational Culture
After taking the survey, I realize that the organizational culture that I would want at my “Best Place to Work” would be similar to what I have now. My current company believes that HR is the responsibility of everyone. We have a benefits manager but recruiting top talent is such an important part of our cincture, that we receive a $10,000 bonus for recruiting staff.
Credibility- It is important that staff and clients feel that they can trust us. We find that we have repeat customers within the client base and recommendations due to our credibility.
Respect- Clients and staff are treated with prospect. The CEO understands that we make the company run. He rewards the staff with many different gifts and shows of appreciation.
Fairness- Being fair is a hallmark of a good company. Nothing ruins moral faster than favoritism.
Pride and Camaraderie- Staff are happy and proud to tell people they work for the company. This is due to the stellar reputation.
4-4: Leading Change
With my industry, which is hirer education financial aid, change is driven by new policies and regulations that come from the federal government. These changes are inevitable and uncontrollable. Within my consulting firm, we stay ahead of the change by paying attention and participating in negotiated rulemaking, which allows the financial aid industry to have a say in the policies that re coming down the pipe. We definitely use the analyze/think/change model.
The emotional reactions to change that I see very often is fear. Many times, staff is afraid that within the change, they will seem incompetent if they don’t take on the change as quick as other staff. During my current project, which is redesign of the student employment office, the staff involved went through all the emotions in varying levels. They eventual got to renewal and are fully vested in the process.
It is import for HR to take a front seat when change happens. This helps staff to understand that they are supported. It is also important for staff to be able to have their negative feelings openly, .
We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: amitymbaassignment@gmail.com Call/what’s app: +91 8290772200
Similar to Ent 440—new product development—the north face the north face was (20)
APPLYING ANALYTIC TECHNIQUES TO BUSINESS1APPLYING ANALYTIC T.docxRAHUL126667
APPLYING ANALYTIC TECHNIQUES TO BUSINESS
1
APPLYING ANALYTIC TECHNIQUES TO BUSINESS
2Applying Analytic Techniques to Business
3/16/2020Introduction
Ford Motor is a company that has its original situation in the United States of America. The company has its core business as producing motor vehicles; the company is the Fourth highest producer in the world. The company came to existence in the year 1903, with the present state being one of the companies with a production rate of higher standards compared to its competitors. The company has produced motor vehicles not only in the United States of America but the whole world consisting of diverse brands. Throughout the years, the firm has created different development techniques planned for supporting the general target of keeping up the upper hand in the market. The organization's development is bolstered by different escalated techniques that incorporate market improvement, item advancement, and market entrance. There likewise exist conventional methodologies that steer Ford's business seriousness. Even though there have been a few nonexclusive procedures, cost administration remains the hugest power behind the automaker's prosperity.
Ford’s Operations
The Ford Motor Company has an extensive list of their products and administrations which incorporate autos and substantial business vehicles just as car financing administrations. Their engines include minimal effort vehicles that are created to pull in a more extensive client extend, extravagance autos, trucks, transports, and Motorsport vehicles. Their blend of items and administrations guarantees that the firm can contend well in the vehicle business. Through advancement, the organization has likewise added to a superior situation by creating vehicles that sudden spike in demand for less fuel, hydrogen, and power along these lines empowering the association to acquire clients in recent years.
The firm effectively executes its commitments to its outer clients who buy their vehicles just as its inward clients who comprise of staff in different divisions and who depend on various offices to encourage the smooth progression of their day by day obligations. For the outside clients, the vehicles they buy must satisfy specific guidelines dependent on the details for which they are fabricated. For example, the extravagance vehicles ought to be in a situation to give solace and security dependent on the base market models, simplicity of route, and saving money on fuel utilization. While such principles are structure qualifiers, the firm should endeavor to think of more request champs that recognize their extravagance vehicles from those of contenders. To accomplish this, ford had created a technology that aimed at producing their products with diverse differentiation compared to their competitors.
Ford prior concocted advancements that set their items apart from others. For instance, it built up the EcoBoost suite of advances that decreased the s.
Apply the general overview of court structure in the United States (.docxRAHUL126667
Apply the general overview of court structure in the United States (Fig. 1.2) to your local community. (Critical Thinking Question 1)
Constitutional rights of the accused is, of course, a controversial topic. The crime control model, in particular, decries letting the obviously guilty go free on "technicalities," whereas the due process model emphasizes basic rights. What common ground do these two approaches share? Where do they disagree most?
.
Apply the Paramedic Method to the following five selections.docxRAHUL126667
Apply the Paramedic Method to the following five selections
1) As a means of providing scientists with appropriate tertiary data, the conference is intended to serve as a communication medium for everyone involved in the manipulation and dissemination of research findings.
2) The decision by the managers was that the committee for road improvement would cease its activity for the duration of the term.
3) From the beginning, the writing of this research article was marked by reluctance.
4. . If we shadows have offended,
Think but this, and all is mended,
That you have but slumber'd here
While these visions did appear.
And this weak and idle theme,
No more yielding but a dream,
5.. Four score
and seven
years ago
our fathers brought forth, upon this continent, a new nation, conceived in liberty, and dedicated to the proposition that all men are created equal. Now we are engaged in a great civil war, testing whether that nation, or any nation so conceived, and so dedicated, can long endure.
.
Application of Standards of CareDiscuss the standard(s) of c.docxRAHUL126667
Application of Standards of Care
Discuss the standard(s) of care to which the parties will be held in this case scenario. How will the standards of care and your state’s Nurse Practice Act be applied in the courts if the case is sued?
Case Scenario
SK, age 61, went to the hospital with what she thought was a bad cold, and was admitted with a diagnosis of pneumonia. Following admission, she became increasingly feverish and short of breath, but her family’s calls for help went unanswered. In fact, her daughter was unable to find anyone when she went to the nurses’ station looking for help. The patient eventually stopped breathing, and someone finally responded to the family’s desperate and frantic calls for help. SK was successfully resuscitated, but sustained brain damage due to oxygen deprivation. She was left unable to walk, talk, or care for herself.
Because of nurse understaffing in the hospital, her assigned RN had not assessed her often enough and did not monitor her oxygen level. There were 41 other patients on this unit. Although the hospital’s own staffing standards called for five registered nurses and two licensed practical nurses to staff this unit, only three registered nurses were on duty. Records for the unit in question indicated that the hospital failed to meet its own staffing standards for 51 out of 59 days before this incident.
.
Application of the Nursing Process to Deliver Culturally Compe.docxRAHUL126667
Application of the Nursing Process to Deliver Culturally Competent Care.
Research the literature for an appropriate professional article that discusses the health care needs of your selected cultural group.
It should include 5-7 pages within the body of the paper with 3-5 references (at least two articles/book references).
Papers must follow
APA format
7th edition format, and include a title page, citations, and reference pages.
View the
APA Sample Template
APA Sample Template - Alternative Formats
.
Submit the paper in the drop box provided in Blackboard.
View
Formal Paper Rubric
for grading criteria.
Need help with Blackboard?
Review the
Submitting Assignments tutorial
.
Formal Paper Resources
Formal Paper Resources
Formal Paper Resources
Below are helpful resources to assist you with completing the Formal Paper.Click on each link to view.
Dreams from Endangered Culture
- With stunning photos and stories, National Geographic Explorer Wade Davis celebrates the extraordinary diversity of the world's indigenous cultures, which are disappearing from the planet at an alarming rate.
Photos of Endangered Cultures
- Photographer Phil Borges shows rarely seen images of people from the mountains of Dharamsala, India, and the jungles of the Ecuadorean Amazon. In documenting these endangered cultures, he intends to help preserve them.
The Danger of a Single Story
- Our lives, our cultures, are composed of many overlapping stories. Novelist Chimamanda Adichie tells the story of how she found her authentic cultural voice — and warns that if we hear only a single story about another person or country, we risk a critical misunderstanding.
Theories & Models
Cultural Competence Project
Giger and Davidhizar
Giger and Davidhizar - Alternative Formats
Madeleine M.
Leninger
- Transcultural Nursing Culture Care Theory
Resource Library
You can also revisit
U.S. Department of Health & Human Services
- Office of Minority Health
Log in and c lick on the
ToolKit - Resource Library
tab
The Resource Library has many useful descriptions and examples of models to use for your Formal Paper.
*NOTE:
Wikipedia is not a source to be used in any of the generated work; using it will result in a “zero” for the assignmen
.
Application Ware House-Application DesignAppointyAppoi.docxRAHUL126667
Application Ware House-Application Design
Appointy
Appointy allows users grow and manage their business in one and easy to use user interface.
The software helps users schedule online customers daily anywhere and at anytime,
Improve productivity and it enables business manage their staff in multiple locations.
Appointy helps organizations attract more customers through online marketing channels such as facebook and twitter.
Advantages of Saas
Accessibility SaaS can run on any OS regardless of its Mac OS, Blackberry Tablet Os,
Cost reduction and quick commissioning; due to the amount of money saved, there are no initial licensing costs.
Scalability; It is not necessary for an organization to purchase more service space or software licenses.
Updates; Saas providers update software and hardware and this has saved on time and workload for the consumer.
Saas is easily accessible and can run on any operating system regardless of its Mac OS. Besides, it is highly accessible and a user only requires an internet browser to begin their operations.
Saas providers update their software and hardware which saves on time and workload fro the consumer. The software is centrally on the server and new functions and update are implemented more frequently and efficiently.
Saas software is associated with cost reduction and quick comissioning,one of the major benefits o using Saas is the amount of money that culd be potentially saved.
3
Disadvantages of Saas
Data security risks; businesses are required to keep their information private as the provider is the one storing the company data.
Termination of service; Businesses can lose their data and files if the provider terminates their services for reasons such as lawsuits and bankruptcy.
Performance challenges; Software on local machines may run faster compared to Saas being hosted in a remote data centre.
Limited Applications; Saas relies on multiple software solutions.
Saas is associated with limited applications, a number of business that use SaaS grow daily and there are software applications that do not offer a hosted platform, the company will have to be hosted on site especially if it relies on multiple software sources.
Software in local machines are likely to run at a faster speed when compared to Saas that is hosted inn remote data centre.
Organizations are likely to face data security risks since data is stored by a provider.
4
Advantages of An in-house customized software
Users of the program will find the custom-made program more friendly.
The organization is provided with a greater control, which is crucial if the business ha some specific needs that an average commercial product can fulfill.
It also makes the interface more easy to use and provides easy accessibility to knowledgeable support.
The organization is likely obtain support from individual who have developed the software at hand.
customized software is more efficient,as it can cover every aspect of the business without the.
Application of the Belmont PrinciplesFirst, identify your .docxRAHUL126667
Application of the Belmont Principles
First, identify your research topic, including the key concepts you hope to investigate, any relationship you will look for between or among them—if anticipating a quantitative study—and who you anticipate as the target population.
RESEARCH TOPIC: Application of The Cognitive Psychology in Mental Illness or Trauma
Then, briefly identify how you would apply the three Belmont principles (beneficence, justice, and respect for persons) when you conduct your study.
Your post will be assessed based on the following:
· A thorough and high-quality post will apply one or more of the Belmont principles to all of the following elements of a research design:
o How one samples and recruits participants.
o How one collects data from those participants.
o How one manages, organizes, and conducts analyses of the data.
o How one reports the findings.
· An acceptable but lower quality post will apply at least one of the Belmont Principles to at least two of the design elements.
· A low-quality post will apply a Belmont principle to only one design element.
· An unacceptable post will not apply any Belmont principles to any design elements.
.
APPLE is only one of the multiple companies that have approved and d.docxRAHUL126667
APPLE is only one of the multiple companies that have approved and declared a stock split, the most recent one on a 4-for-1 basis last August 28, 2020. Analyze and explain:
(i) What is a stock split;
(ii) Why do you think that APPLE has approved this stock split decision;
(iii) How has that the stock split affected APPLE’s stocks’ value;
(iv) What is the APPLE’s current dividend payout ratio;
(v) How do you think that the APPLE’s dividend payout ratio may affect to the stocks’ value.
This exercise assesses the following learning outcomes:
(i) the evaluation of the dividend payout ratio,
(ii) the trade-off between paying dividends and retaining the profits within the company,
(iii) the purpose and procedure related to stock repurchases, and
(iv) the evaluation and advice on a firm going from private to a public company.
.
Appliance Warehouse Service Plan.The discussion focuses on the.docxRAHUL126667
Appliance Warehouse Service Plan.
The discussion focuses on the appliance Warehouse Service Plan that is made up of the testing plan, an implementation plan and the training plan for the sake of the bettering of services in a warehouse. The testing plan is meant to manage the systems through QA standards meeting the needs of the customers. The implementation plan elaborates and indicates whether one should use parallel, direct, phased, or pilot changeover strategies. The training plan, on the other hand, indicates what a training plan would include for affected employees, such as appointment setters, technicians, management, and the parts department.
Testing Plan
The main reason for the testing plan is to validate and verify the information from the main source or the end to end target warehouse. The two major testing plans for include program testing and acceptance testing (Lewis, 2017). The plan should verify the following, the business required documents, ETL design for the documents, sources to target on the mapping process and the data model for the source and the target schemas. The documents that are considered are meant for the ETL development process in the testing plan. The testing plan is meant further for the supervisors or the quality analysis team to confirm that the work is concerning the objective of the organization. The process of testing might also include the configuration management system and the data quality validation and verification process.
Implementation Plan
The plan for the implementation of the systems is the same as the process that is considered during the development process of the entire system to meet the goals of the organization. The steps to consider for the whole plan of the implementation include the analysis and the enhancement requests, the writing of very simplified and new programs, restructuring of the database, analysis of the program library and its cost, and the reengineering of the test program. The first phase parallels the analysis phase as the parallel strategy is considered for the entire process, which entails the analysis phase of the SDLC. The steps two to four process entails the combining and the construction activities that are done on a new system majorly on a small scale. The last step is meant to parallel the testing that is commonly done during the implementation process. The testing process ensures that the process is free of risk as a quality assurance process (Liang & Hui, 2016).
Training Plan
The training plan should be made up of a training matrix in which it will guide them to know who needs the training what they need from the training and why they want the training not forgetting when they need the training(Kwak,2016). The matrix will allow for the planning and the preparation for the training avoiding scrambling when the due date for the training comes around. The requirements are automatically updated when the employees get done with the first training before transferri.
Applicants must submit a 500 essay describing how current or future .docxRAHUL126667
Applicants must submit a 500 essay describing how current or future technologies may be used to enhance academic learning and/or stimulate student engagement in the online classroom. Essay should include a description of the technology, implementation and perceived benefits.
.
Apple Inc., Microsoft Corp., Berkshire Hathaway, and Facebook ha.docxRAHUL126667
Apple Inc., Microsoft Corp., Berkshire Hathaway, and Facebook have all been identified as companies that have accumulated substantial sums of cash. For this discussion:
Select one of these companies and review their latest Balance Sheet and Statement of Cash Flows.
Suggest at least two (2) advantages and two (2) disadvantages of companies accumulating cash hoards.
Provide a rationale for your suggestion.
.
Appcelerator Titanium was released in December 2008, and has been st.docxRAHUL126667
Appcelerator Titanium was released in December 2008, and has been steadily growing in functionality since its release. Starting with its Titanium Developer product, Appcelerator provides a single-point interface to run applications. Titanium Studio is a full-featured IDE which provides a single place to handle all steps of the development environment including a debugging solution. Titanium is not a magic bullet; however, it does include a solid framework for developing a single codebase to deploy to multiple platforms. In addition, it allows developers to use a language they are more familiar with to create apps in a domain outside of their knowledge.
What are some advantages to using Appcelerator Titanium?
Though Appcelerator is reasonably priced, why do some mobile app developers feel that the bugs don’t make it worth the effort?.
How is Appcelerator different from other mobile application developers?
- apa
- 2 pages
- zero plagiarism
.
APA Style300 words per topic2 peer reviewed resources per to.docxRAHUL126667
APA Style
300 words per topic
2 peer reviewed resources per topic
Topic 1: Communicating Research
What are some possible ways you can communicate your research findings?
Topic 2: Considering the Audience
What do you need to consider when communicating to different audiences?
.
Ape and Human Cognition What’s theDifferenceMichael To.docxRAHUL126667
Ape and Human Cognition: What’s the
Difference?
Michael Tomasello and Esther Herrmann
Max Planck Institute for Evolutionary Anthropology, Leipzig, Germany
Abstract
Humans share the vast majority of their cognitive skills with other great apes. In addition, however, humans have also evolved a
unique suite of cognitive skills and motivations—collectively referred to as shared intentionality—for living collaboratively,
learning socially, and exchanging information in cultural groups.
Keywords
apes, culture, cognition, evolution, cooperation
Surely one of the deepest and most important questions in all of
the psychological sciences is how human cognition is similar to
and different from that of other primates. The main datum is this:
Humans seemingly engage in all kinds of cognitive activities that
their nearest primate relatives do not, but at the same time there is
great variability among different cultural groups. All groups have
complex technologies but of very different types; all groups use
linguistic and other symbols but in quite different ways; all
groups have complex social institutions but very different ones.
What this suggests is that human cognition is in some way bound
up with human culture. Here we argue that this is indeed the case,
and we then try to explain this fact evolutionarily.
Similarities in Ape and Human Cognition
The five great ape species (orangutans, gorillas, chimpanzees,
bonobos, humans) share a common ancestor from about 15 mil-
lion years ago, with the last three sharing a common ancestor
from about 6 million years ago (see Fig. 1 for a picture of chim-
panzees). Since great apes are so closely related to one another
evolutionarily, it is natural that they share many perceptual,
behavioral, and cognitive skills.
Great ape cognitive worlds
Many different studies suggest that nonhuman great apes (here-
after great apes) understand the physical world in basically the
same way as humans. Like humans, apes live most basically in
a world of permanent objects (and categories and quantities of
objects) existing in a mentally represented space. Moreover,
they understand much about various kinds of events in the
world and how these events relate to one another causally (see
Tomasello & Call, 1997, for a review). Apes’ and other
primates’ cognitive skills for dealing with the physical world
almost certainly evolved in the context of foraging for food.
As compared with other mammals, primates may face special
challenges in locating their daily fare, since ripe fruits are pat-
chy resources that are irregularly distributed in space and time.
Other studies suggest that great apes understand their social
worlds in basically the same way as humans as well. Like
humans, apes live in a world of identifiable individuals with
whom they form various kinds of social relationships—for
example, in terms of dominance and ‘‘friendship’’—and they
recognize the third-party social relationships that.
Apply what you have learned about Health Promotion and Disease P.docxRAHUL126667
Apply what you have learned about Health Promotion and Disease Prevention, and demonstrate the ability to develop a holistic plan of care, incorporating Telehealth and defining assessment and intervention of specific population incorporating unique attributes of populations for health promotion, wellness preservation, and maintenance of function across the health-illness continuum.
Develop a case study and a plan of care, incorporating current mobile App technology:
Select a population. Define your population by gender, age, ethnicity, socioeconomic status, spiritual need, and healthcare need. Apply concepts learned in course to identify healthcare needs specific to the population and access to care (Utilize your textbook Chapters 1-25, and identified Websites). Also use at least two references within the five years.
Develop a case study for a patient in your chosen population.
Define a provider level of care that includes telehealth, alternative therapies, and mobile App technology discussed in this class. Describe how telehealth could impact the care delivery of this patient.
Hint: Concise, condensed information, with specifics and details about population and unique needs with a plan for meeting these needs should be considered. Incorporate the content you have learned in this course.
.
APA formatCite there peer-reviewed, scholarly references300 .docxRAHUL126667
APA format
Cite there peer-reviewed, scholarly references
300 - 350 words
Write a negative construct on the usefulness of decision making, leadership effectiveness, and employee morale challenges as they impact organizational change.
***Introduction and conclusion not needed***
.
APA formatCite 2 peer-reviewed reference175-265 word count.docxRAHUL126667
APA format
Cite 2 peer-reviewed reference
175-265 word count
Read
and
respond
to the following discussion posts. Be constructive and professional with your thoughts, feedback suggestions or question(s).
Respond to the following:
Crystal Irwin
12:13 PM
Hello Ms. Chimera & Class,
Everyone has different strengths and weaknesses when it comes to academics and the professional world. Thanks to my experience as a financial ops generalist, I have gained great communication skills. I am responsible for contacting vendors to address or fix any issues we may have with the service or product. I have also completed training on effective communication at my current job. This training was helpful being that I have to regularly speak with offenders family members as well. Another one of my strengths is that I am very reliable. My previous supervisor would always assign me extra duties when she had a deadline to meet because she knew that I would make sure it was done by the deadline. An academic weakness that I have is writing papers, I tend to procrastinate when it comes to having to write them. I have found that the writing center is very helpful. The university's library is helpful when having to do research. I have used the citation generator numerous times in the past to help with citations. If you have trouble with citations, this is a good resource or tool to use.
.
APA formatCite at least 1 referenceWrite a 175- to 265-w.docxRAHUL126667
APA format
Cite at least 1 reference
Write
a 175- to 265-word response to the following:
How does employee motivation impact organizational behavior? Provide details.
What do you believe has the biggest impact on employee motivation? Why?
.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
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!
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
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.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Ent 440—new product development—the north face the north face was
1. ENT 440—New Product Development—The North Face
The North Face was founded as an outdoor company which
made tents, sleeping bags, packs (which they referred to as
“hard goods”) and a few items of outerwear. The company built
is leading brand by producing the highest quality products
which were backed by a lifetime warranty and prided itself on
making long lived, sustainable products. As it grew the sales
and focus of the company shifted heavily towards fall outerwear
sales, This created some unique challenges for the company.
1).. The rate of growth of tent sales which was the largest
selling category of “hard goods” was slowing. Management
believed this was caused by two factors: One, the company’s
tents were so well made they lasted forever and, unlike
outerwear, most people didn’t need more than one tent. And
two, the original excitement regarding “hard goods” had been
around innovation but most of the innovation had recently gone
into developing apparel.
2) The North Face believed one of its key points of
differentiation as a brand from other outdoor apparel companies
was the fact that it created world class outdoor “hard goods”
which were used by influential outdoor explorers in doing world
class outdoor explorations. They were concerned that if its
image became one of being only an apparel company it might
undermine the unique brand they had developed.
3) Sales of apparel and outerwear was almost all in the Fall
and Winter months. Sales of tents, sleeping bags and tents were
mostly in the Spring and Summer months. Initially this nicely
balanced production and sales over the year, but as apparel sales
grew exponentially, the sales and production (and cash flow)
started to become imbalanced.
The North Face management pondered two questions:
2. 1.. How would it regain balance in its product mix?
2. Where should they go to rekindle the innovation in
their tent line.
What would the students suggest to The North Face
management?
BHR 4601, Staffing Organizations 1
Course Learning Outcomes for Unit III
Upon completion of this unit, students should be able to:
3. Explore the significance of research methods used in job
analysis.
3.1 Define job analysis, including the various types of job
analysis methods and the steps to
complete the process.
3.2 Explain the legal reasons for conducting a job analysis.
3.3 Determine changes to a job description for a specific
position.
Course/Unit
Learning Outcomes
Learning Activity
3. 3.1
Unit Lesson
Chapter 4, pp. 127–156
Unit III Project
3.2
Unit Lesson
Chapter 4, pp. 127–156
Unit III Project
3.3
Unit Lesson
Chapter 4, pp. 127–156
Unit III Project
Required Unit Resources
Chapter 4: Strategic Job Analysis and Competency Modeling,
pp. 127–156
Unit Lesson
Dylan, human resource (HR) director for Company X, had been
receiving more and more complaints
about employees working out of classification, employees not
being compensated for the work they
were doing, and employees’ job descriptions not matching the
work being done. Production numbers
were being met; however, overtime, along with employee
absences and turnover, had increased.
Managers had also begun to come to HR to discuss their
4. concerns about this situation. Dylan
realized that he must do something, but what?
After receiving input from his team of HR professionals, Dylan
and his team decided to conduct
individual meetings with each department head to review
staffing, employee rosters, and job
descriptions for each position. He realized this would be a long
process; however, Dylan and his team
knew the importance of such meetings. Before having the
meetings, Dylan had to convince the plant
manager why this process was needed and how it would impact
business strategy and company
success. Dylan and his team had to do research to prepare a
presentation to present to the plant
manager. The presentation consisted of data to support the need
for this process.
After receiving the support of the plant manager, Dylan had to
communicate with each department
head about the need for a meeting and what the meeting would
address. Dylan called a roundtable
meeting with the department heads to present the information.
He included the plant manager in this
meeting. Including the plant manager showed the leaders that
Dylan had support and buy-in from the
plant manager. Although the support was there from the plant
manager, Dylan had to be prepared to
receive resistance from some department heads.
UNIT III STUDY GUIDE
Job Analysis—Is It Really Important
5. BHR 4601, Staffing Organizations 2
UNIT x STUDY GUIDE
Title
Dylan presented the information to the leaders and he opened
the floor for questions. One of the first
questions was asked by one of the leaders; “When are we
supposed to find time to do this? Don’t you
think we have enough on our plates already?” Another leader
chimed in and asked; “How do you
expect us to complete our daily tasks and sit down with you and
your team to go over job
descriptions? Can’t you and your team just do it?” Another
leader stated; “Why do we have to do this
if we are meeting production numbers? We are not cutting
profits. The employees like the overtime.
No one is going to stay here long anyway, so let’s keep doing
what we have been doing for the past
10 years.”
While these leaders voiced their opinion
and resistance to this process, some of the
other leaders agreed; however, there were
those who believed this process was well
overdue. Dylan remained firm and provided
the data again to support the importance of
moving forward with such meetings and
shared how it would improve overall
production, attendance, and turnover. Dylan
6. provided the leaders with the timeline for
completing these meetings and next steps.
Once the meetings had been conducted, it
was realized that some of the job
descriptions should possibly be rewritten;
however, before making changes, Dylan
realized that more detailed information
about the job was needed. What does the employee do from the
beginning to the end of the shift?
How long does each task take? Do any of the tasks overlap
within another area? What are some of
the constraints to doing the job? Dylan already knew the best
place to get this information from was
the employee doing the job. Dylan informed the leaders that
they should communicate this to the
employees, especially since Dylan or someone on his team
would be shadowing the employees and
having meetings with the employees to find out what the job
really entails.
Of course, you have those managers who communicate with
their employees, and due to resistance, you
have those managers who do not communicate with their
employees. This does not show good buy-in from
all involved. This can also have an impact on receiving proper
input and outcomes.
This leads to the “grapevine” conversations among employees—
Employees may hear “through the
grapevine” that their company will be conducting job analyses
for various positions within the organization.
Their immediate supervisor may not have told them about this,
so they begin to wonder: what is the purpose
of the job analysis, who will it impact, and what impact will the
7. analysis have on employee pay and job
stability? If asked, how much information should they share?
Will this increase job responsibilities or will some
of the responsibilities be shared with others? What will
management do with the information received? Will
they have a job or will some of them be terminated? These are
only a few of the many questions that
employees may have when they are not familiar with job
analysis or when management does not take the
time to communicate this process to the employees.
To avoid confusion, disgruntlement, and lack of cooperation
from the employees, and in order for
Dylan and his team to receive accurate information from the
employees, they must assure the
employees of the purpose and importance of this process. The
employee must understand that HR is
not there to do a performance evaluation but to gain a better
understanding of the job itself. The
employees must be assured that this process will only help to
improve working conditions.
As you begin to dive into reading Chapter 4, reflect on this
scenario. Also, begin to think about how this
relates to your current organization or somewhere you worked
in the past. Has the job description been
reviewed in recent past? Does it align with the duties performed
daily, or is it time to revisit job descriptions
and conduct a job analysis?
(Ragsac19, 2013)
8. BHR 4601, Staffing Organizations 3
UNIT x STUDY GUIDE
Title
In this unit, emphasis is place on job analysis. What is a job
analysis? Why is it important? What purpose
does it serve? Why does the supervisor need buy-in and support
from the employees? What if the employees
fail to cooperate? What if false information is given? How does
this impact company failure or success?
As you can see, there are many questions that may be asked in
regards to job analysis. Many of you have
heard the term job analysis. Some of you may have had the
opportunity to conduct a job analysis. As popular
as job analysis can be, there are some organizations that believe
it is a waste of time. Some jobs change so
rapidly that some companies feel as though it is a waste of time
and is worthless. However, based on
experience, a job analysis can help to determine the success of
an organization. You may ask, how so?
When a job analysis is conducted, the reviewer looks to find the
specifics
about the specific job. The job analysis does not look at the
person in the
job, but at the job itself. The reviewer tries to determine what
duties and
9. tasks are needed, the time it takes to complete the task, and the
process for
completing the task. The reviewer also tries to determine what
necessary
tools and/or equipment are needed to perform job tasks.
Although most
people believe the supervisor is the go-to person for this
information, the
person performing the job is the best person to provide such
information.
The person performing the job’s tasks on a regular basis can
generally
share information about the job that the supervisor may miss.
The job
analysis is a great tool when writing job descriptions or
revamping an
organization. The job analysis helps to create specifics about
the position
and essential functions. There are several job analysis methods
that
organizations utilize. Many organizations utilize more than one
method
because they typically utilize the one they feel will produce the
best
reliability and validity for a job class or family.
Now that the job analysis is complete, it is important to
understand how all
this works. The managers are now able to determine if the
proper
knowledge, skills, abilities, and other characteristics (KSAOs)
have been
identified. They can determine if changes need to be made to
the job
descriptions. When changes are needed, the managers must
make certain
10. that essential functions are identified and are in compliance
with the
Americans with Disabilities Act (ADA). Managers can also
determine
specific rewards that need to be implemented in order to attract
and retain employees.
After completing this unit, you should have a better
understanding of job analysis, the legal ramifications of
job analysis, job analysis methods, and what it takes to plan and
conduct a job analysis. This unit will also
provide insight on job analysis rewards—to include intrinsic
and extrinsic rewards.
Reference
Ragsac19. (2013). Job description, ID 92325719 [Photograph].
Dreamstime.
https://www.dreamstime.com/stock-photo-job-description-
responsibilities-many-uses-hr-industry-
image92325719
Suggested Unit Resources
In order to access the following resources, click the links
below.
The presentations below provide supplemental information to
this unit’s chapter readings. You are
encouraged to review them to further your knowledge on the
topics presented in this unit.
11. Chapter 4 PowerPoint presentation. PDF of this Chapter 4
presentation.
What tasks and
duties are needed?
How long does
the task take?
What is the process
for completing the
task?
What tools and
equipment are
needed?
Questions that are asked
during a job analysis.
https://online.columbiasouthern.ed u/bbcswebdav/xid-
125468694_1
https://online.columbiasouthern.edu/bbcswebdav/xid-
125468693_1
BHR 4601, Staffing Organizations 4
UNIT x STUDY GUIDE
12. Title
In this unit, you learned about job analysis. The article below
examines different job analysis strategies and
the effect they have on staffing decisions.
Morgeson, F. P., Spitzmuller, M., Garza, A. S., & Campion, M.
A. (2016). Pay attention! The liabilities of
respondent experience and carelessness when making job
analysis judgments. Journal of
Management, 42(7), 1904–1933.
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direc
t=true&db=bsu&AN=118451641&site=ehost-live&scope=site
Learning Activities (Nongraded)
Nongraded Learning Activities are provided to aid students in
their course of study. You do not have to submit
them. If you have questions, contact your instructor for further
guidance and information.
Web Assignment
Using the Web browser of your choice, identify two poorly
written and two well-written job descriptions. Then,
reflect on the following questions:
13. Now, select one of the weaker job descriptions and rewrite them
by utilizing O*NET as one of your sources.
Check Your Knowledge!
Take a Unit III Quiz to check your knowledge of what you have
learned in this unit.
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direct=true&db=bsu&AN=1184
51641&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direct=true&db=bsu&AN=1184
51641&site=ehost-live&scope=site
http://www.onetonline.org/
https://online.columbiasouthern.edu/bbcswebdav/xid-
125457839_1