Developed for a formation class for the Catholic diaconate, this is an overview of "Human Work," the 6th chapter of the Compendium of the Social Doctrine of the Church.
http://www.ericsson.com/ng/thinkingahead/networked_society
In the Networked Society, connectivity is the starting point for new ways of innovating, collaborating and socializing. Our study finds that the behaviors of the next generation will dramatically transform the way we experience working life as we know it.
Developed for a formation class for the Catholic diaconate, this is an overview of "Human Work," the 6th chapter of the Compendium of the Social Doctrine of the Church.
http://www.ericsson.com/ng/thinkingahead/networked_society
In the Networked Society, connectivity is the starting point for new ways of innovating, collaborating and socializing. Our study finds that the behaviors of the next generation will dramatically transform the way we experience working life as we know it.
Future of work An initial perspective by Andrew Curry of The Futures CompanyFuture Agenda
An initial perspective on the future of work by Andrew Curry of The Futures Company. This is the starting point for the global future agenda discussions taking place through 2015 as part of the futureagenda2.0 programme. www.futureagenda.org
IWG plc research report: the future of workAlyceTyler
We delve into what the new world of work
will look like for firms, from startups to
multinationals, and examine how a flexible,
mobile series of workplace options can
ensure business success.
Download and share the report
Four Day Workweek Policy For Improving Employment and Environmental Condition...Sociotechnical Roundtable
Can working less lead to a healthier economy and better environmental conditions? Which factors should be taken into consideration when forming an answer to this question? In this article Nicholas Ashford and Giorgos Kallis discuss how affluent economies often have shorter work-weeks and why, under the right conditions, more free time can decrease unemployment and help develop a greener, more sustainable Europe.
Cody I. Smith: Gender Disparities in the Peripheral and Core Sectors of the ...Cody Smith
This paper examines and discusses labor market inequalities and disparities utilizing the theoretical framework of the Dual Labor Market approach in order to frame gender inequalities found in social welfare and occupational status of peripheral-sector service workers.
Connecting And Engaging Teams In A Distributed WorkforceCitrix Online
This new Future of Work white paper explores the growth of today's distributed workforce and how to effectively manage distributed teams and workers to achieve optimum productivity, engagement and performance.
IKnowledge workers are now untethered, able to perform tasMalikPinckney86
I
Knowledge workers are now untethered,
able to perform tasks anywhere at any
time. What do the best of them want from
your organization? by Tammy Johns and
Lynda Gratton
Spotlight
If you wanted to find three decades of the evolution
of knowledge work encapsulated in a single career,
Heidi McCulloch’s would be a good one to consider.
As a liberal arts graduate, McCulloch started out
working in corporate marketing departments and
then moved to an advertising agency, becoming an
outside service provider to companies like the ones
where she’d previously worked. After starting her
family, she stepped away from that world and took
on an entrepreneurial challenge: restoring and sell-
ing a historic inn. She came back to agency work a
few years later and rose to vice president by playing
specialized roles on global project teams. And now?
She’s on to new ventures. She is an independent
The Third Wave
Of Virtual Work
artwork Jules de Balincourt
Big Globe Painting, 2012
Oil and acrylic on panel, 90" x 96"
66 Harvard Business Review January–february 2013
SpotlIght On THe FuTuRe OF KnOwledge wORK
hbr.org
consultant, and in July 2012 she created a “boutique
collaborative workspace” in downtown Toronto for
people like her. It’s an oasis for mobile knowledge
workers, who can do their jobs from anywhere but
who gravitate to where they can do them best—in the
company of other creative people engaged in work
that matters to them.
To a career planner, McCulloch’s might seem like
an erratic path. For us, as longtime observers of work-
ers and their relationship to workplaces, it reflects a
progression. In studying the dramatic changes that
have taken place since the 1980s, we have discerned
three major waves in the “virtualization” of knowl-
edge work. They developed for different reasons, and
they are all still moving forward. McCulloch seems to
have caught each one.
In this article we describe how each wave came
about through a confluence of shifting employee pri-
orities, evolving employer imperatives, and emerg-
ing communications and collaboration technolo-
gies. With experts projecting that within a few years,
more than 1.3 billion people will work virtually—that
is, through rich electronic connections from sites of
their choosing—it is important to understand the
transformation under way.
dor serving a company, to set up a one-person shop
instead. It also enabled marginalized talent—stay-
at-home parents, caregivers, retirees, students—to
enter the labor market. Services typically provided
in this way included graphic design, report writing,
translation, and transcription. As companies con-
tracted with virtual freelancers for discrete tasks that
weren’t reliant on real-time collaboration, both sides
gained flexibility.
For many workers, the option to be hired as an
independent contractor was a godsend—it meant
they no longer had to compromise every other
demand of their daytime exist ...
We interview Professor Robert Reich from the Goldman School of Public Policy on the shifting nature of companies and how this will impact job security as companies reshape the way they employ and deploy human resources in the future.
InstructionsW4 Nightingale Case A & B – 35 points - Individual A.docxdirkrplav
Instructions
W4 Nightingale Case A & B – 35 points - Individual Assignment
As indicated in the syllabus, it is important to demonstrate knowledge of MS Project. Week 4 includes using the software and interpreting the results as follows:
1. Read the Nightingale Project - LG textbook pg 333-335
2. Review MS Project Video Tutorials (Lessons/Course Materials/Support Videos) and complete the Case for both Part A and Case Part B.
3. Submit two separate MS Project .mpp files (one for part A and one for part B). Remember to submit the appropriate “view” reflecting all applicable columns and content information.
4. Submit MS Word file to specifically answer all questions for both parts (part A questions 1-3 & part B questions 1-4).
5. Ensure you document the version of MS Project you are using in the submission comments field.
Hints:
You should read ALL instructions in the case and case technical details before you start the Project file.
You may want to set up the Project file ex: start date, holidays, work days, etc. before entering in any tasks.
Ensure the project name is on the first line of the Project file and all other tasks as detailed in the case are indented just once.
The predecessor numbers for all subtasks will then be one higher than in the text as the first line (main task) is now the Project name.
The lag mentioned in the case A section is plus lag.
analyze certain bodily substances and compare them widi a sample from a suspect.
Forensic science consultant Richard Saferstein tells us that portions of the DNA structure are as unique to each individual as fingerprints. He writes that inside each of the 60 trillion cells in the human body are strands of genetic material called chromosomes. Arranged along the chromosomes, like beads on a thread, are nearly 100,000 genes. Genes are the fundamental unit of heredity. They instruct the body cells to make proteins drat determine everydiing from hair color to susceptibility to diseases. Each gene is actually composed of DNA specifically designed to carry out a single body function. Scientists have determined that DNA is die substance by which genetic instructions are passed from one generation to the next. (Saferstein 353-394)
DNA profiling has helped investigators solve crimes and ensure that diose guilty of crimes are convicted in court. Profiling is the examination of DNA samples from a body substance or fluid to determine whether they came from a particular subject. For example, semen on a rape victim's clothing can be positively or negatively compared with a suspect's semen.
police laboratories. Smaller departments may contract with large county crime labs or state police crime labs. Some departments use die services of the FBI lab. (Durose 1)
Private (nongovernment) labs are taking on greater importance in the U.S. legal system. Their analyses are increasingly being introduced into criminal and civil trials, often not only as evidence but also to contradict evidence presented by .
InstructionsView CAAE Stormwater video Too Big for Our Ditches.docxdirkrplav
Instructions:
View CAAE Stormwater video "Too Big for Our Ditches"
http://www.ncsu.edu/wq/videos/stormwater%20video/SWvideo.html
Explain how impermeable surfaces in the urban environment impact the stream network in a river basin. Why is watershed management an important consideration in urban planning? Unload you essay (200-400 words).
Neal.LarryBUS457A7.docx
Question 1
Problem:
It is not certain about the relationship between age, Y, as a function of systolic blood pressure.
Goal:
To establish the relationship between age Y, as a function of systolic blood pressure.
Finding/Conclusion:
Based on the available data, the relationship is obtained and shown below:
Regression Analysis: Age versus SBP
Analysis of Variance
Source DF Adj SS Adj MS F-Value P-Value
Regression 1 2933 2933.1 21.33 0.000
SBP 1 2933 2933.1 21.33 0.000
Error 28 3850 137.5
Lack-of-Fit 21 2849 135.7 0.95 0.575
Pure Error 7 1002 143.1
Total 29 6783
Model Summary
S R-sq R-sq(adj) R-sq(pred)
11.7265 43.24% 41.21% 3.85%
Coefficients
Term Coef SE Coef T-Value P-Value VIF
Constant -18.3 13.9 -1.32 0.198
SBP 0.4454 0.0964 4.62 0.000 1.00
Regression Equation
Age = -18.3 + 0.4454 SBP
It is found that there is an outlier in the dataset, which significantly affect the regression equation. As a result, the outlier is removed, and the regression analysis is run again.
Regression Analysis: Age versus SBP
Analysis of Variance
Source DF Adj SS Adj MS F-Value P-Value
Regression 1 4828.5 4828.47 66.81 0.000
SBP 1 4828.5 4828.47 66.81 0.000
Error 27 1951.4 72.27
Lack-of-Fit 20 949.9 47.49 0.33 0.975
Pure Error 7 1001.5 143.07
Total 28 6779.9
Model Summary
S R-sq R-sq(adj) R-sq(pred)
8.50139 71.22% 70.15% 66.89%
Coefficients
Term Coef SE Coef T-Value P-Value VIF
Constant -59.9 12.9 -4.63 0.000
SBP 0.7502 0.0918 8.17 0.000 1.00
Regression Equation
Age = -59.9 + 0.7502 SBP
The p-value for the model is 0.000, which implies that the model is significant in the prediction of Age. The R-square of the model is 70.2%, implies that 70.2% of variation in age can be explained by the model
Recommendation:
The regression model Age = -59.9 +0.7502 SBP can be used to predict the Age, such that over 70% of variation in Age can be explained by the model.
Question 2
Problem:
It is not sure that whether the factors X1 to X4 which represents four different success factors have any influences on the annual savings as a result of CRM implementation.
Goal:
To determine which of the success factors are most significant in the prediction of a successful CRM program, and develop the corresponding model for the prediction of CRM savings.
Finding/Conclusion:
Based on the available da.
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Future of work An initial perspective by Andrew Curry of The Futures CompanyFuture Agenda
An initial perspective on the future of work by Andrew Curry of The Futures Company. This is the starting point for the global future agenda discussions taking place through 2015 as part of the futureagenda2.0 programme. www.futureagenda.org
IWG plc research report: the future of workAlyceTyler
We delve into what the new world of work
will look like for firms, from startups to
multinationals, and examine how a flexible,
mobile series of workplace options can
ensure business success.
Download and share the report
Four Day Workweek Policy For Improving Employment and Environmental Condition...Sociotechnical Roundtable
Can working less lead to a healthier economy and better environmental conditions? Which factors should be taken into consideration when forming an answer to this question? In this article Nicholas Ashford and Giorgos Kallis discuss how affluent economies often have shorter work-weeks and why, under the right conditions, more free time can decrease unemployment and help develop a greener, more sustainable Europe.
Cody I. Smith: Gender Disparities in the Peripheral and Core Sectors of the ...Cody Smith
This paper examines and discusses labor market inequalities and disparities utilizing the theoretical framework of the Dual Labor Market approach in order to frame gender inequalities found in social welfare and occupational status of peripheral-sector service workers.
Connecting And Engaging Teams In A Distributed WorkforceCitrix Online
This new Future of Work white paper explores the growth of today's distributed workforce and how to effectively manage distributed teams and workers to achieve optimum productivity, engagement and performance.
IKnowledge workers are now untethered, able to perform tasMalikPinckney86
I
Knowledge workers are now untethered,
able to perform tasks anywhere at any
time. What do the best of them want from
your organization? by Tammy Johns and
Lynda Gratton
Spotlight
If you wanted to find three decades of the evolution
of knowledge work encapsulated in a single career,
Heidi McCulloch’s would be a good one to consider.
As a liberal arts graduate, McCulloch started out
working in corporate marketing departments and
then moved to an advertising agency, becoming an
outside service provider to companies like the ones
where she’d previously worked. After starting her
family, she stepped away from that world and took
on an entrepreneurial challenge: restoring and sell-
ing a historic inn. She came back to agency work a
few years later and rose to vice president by playing
specialized roles on global project teams. And now?
She’s on to new ventures. She is an independent
The Third Wave
Of Virtual Work
artwork Jules de Balincourt
Big Globe Painting, 2012
Oil and acrylic on panel, 90" x 96"
66 Harvard Business Review January–february 2013
SpotlIght On THe FuTuRe OF KnOwledge wORK
hbr.org
consultant, and in July 2012 she created a “boutique
collaborative workspace” in downtown Toronto for
people like her. It’s an oasis for mobile knowledge
workers, who can do their jobs from anywhere but
who gravitate to where they can do them best—in the
company of other creative people engaged in work
that matters to them.
To a career planner, McCulloch’s might seem like
an erratic path. For us, as longtime observers of work-
ers and their relationship to workplaces, it reflects a
progression. In studying the dramatic changes that
have taken place since the 1980s, we have discerned
three major waves in the “virtualization” of knowl-
edge work. They developed for different reasons, and
they are all still moving forward. McCulloch seems to
have caught each one.
In this article we describe how each wave came
about through a confluence of shifting employee pri-
orities, evolving employer imperatives, and emerg-
ing communications and collaboration technolo-
gies. With experts projecting that within a few years,
more than 1.3 billion people will work virtually—that
is, through rich electronic connections from sites of
their choosing—it is important to understand the
transformation under way.
dor serving a company, to set up a one-person shop
instead. It also enabled marginalized talent—stay-
at-home parents, caregivers, retirees, students—to
enter the labor market. Services typically provided
in this way included graphic design, report writing,
translation, and transcription. As companies con-
tracted with virtual freelancers for discrete tasks that
weren’t reliant on real-time collaboration, both sides
gained flexibility.
For many workers, the option to be hired as an
independent contractor was a godsend—it meant
they no longer had to compromise every other
demand of their daytime exist ...
We interview Professor Robert Reich from the Goldman School of Public Policy on the shifting nature of companies and how this will impact job security as companies reshape the way they employ and deploy human resources in the future.
InstructionsW4 Nightingale Case A & B – 35 points - Individual A.docxdirkrplav
Instructions
W4 Nightingale Case A & B – 35 points - Individual Assignment
As indicated in the syllabus, it is important to demonstrate knowledge of MS Project. Week 4 includes using the software and interpreting the results as follows:
1. Read the Nightingale Project - LG textbook pg 333-335
2. Review MS Project Video Tutorials (Lessons/Course Materials/Support Videos) and complete the Case for both Part A and Case Part B.
3. Submit two separate MS Project .mpp files (one for part A and one for part B). Remember to submit the appropriate “view” reflecting all applicable columns and content information.
4. Submit MS Word file to specifically answer all questions for both parts (part A questions 1-3 & part B questions 1-4).
5. Ensure you document the version of MS Project you are using in the submission comments field.
Hints:
You should read ALL instructions in the case and case technical details before you start the Project file.
You may want to set up the Project file ex: start date, holidays, work days, etc. before entering in any tasks.
Ensure the project name is on the first line of the Project file and all other tasks as detailed in the case are indented just once.
The predecessor numbers for all subtasks will then be one higher than in the text as the first line (main task) is now the Project name.
The lag mentioned in the case A section is plus lag.
analyze certain bodily substances and compare them widi a sample from a suspect.
Forensic science consultant Richard Saferstein tells us that portions of the DNA structure are as unique to each individual as fingerprints. He writes that inside each of the 60 trillion cells in the human body are strands of genetic material called chromosomes. Arranged along the chromosomes, like beads on a thread, are nearly 100,000 genes. Genes are the fundamental unit of heredity. They instruct the body cells to make proteins drat determine everydiing from hair color to susceptibility to diseases. Each gene is actually composed of DNA specifically designed to carry out a single body function. Scientists have determined that DNA is die substance by which genetic instructions are passed from one generation to the next. (Saferstein 353-394)
DNA profiling has helped investigators solve crimes and ensure that diose guilty of crimes are convicted in court. Profiling is the examination of DNA samples from a body substance or fluid to determine whether they came from a particular subject. For example, semen on a rape victim's clothing can be positively or negatively compared with a suspect's semen.
police laboratories. Smaller departments may contract with large county crime labs or state police crime labs. Some departments use die services of the FBI lab. (Durose 1)
Private (nongovernment) labs are taking on greater importance in the U.S. legal system. Their analyses are increasingly being introduced into criminal and civil trials, often not only as evidence but also to contradict evidence presented by .
InstructionsView CAAE Stormwater video Too Big for Our Ditches.docxdirkrplav
Instructions:
View CAAE Stormwater video "Too Big for Our Ditches"
http://www.ncsu.edu/wq/videos/stormwater%20video/SWvideo.html
Explain how impermeable surfaces in the urban environment impact the stream network in a river basin. Why is watershed management an important consideration in urban planning? Unload you essay (200-400 words).
Neal.LarryBUS457A7.docx
Question 1
Problem:
It is not certain about the relationship between age, Y, as a function of systolic blood pressure.
Goal:
To establish the relationship between age Y, as a function of systolic blood pressure.
Finding/Conclusion:
Based on the available data, the relationship is obtained and shown below:
Regression Analysis: Age versus SBP
Analysis of Variance
Source DF Adj SS Adj MS F-Value P-Value
Regression 1 2933 2933.1 21.33 0.000
SBP 1 2933 2933.1 21.33 0.000
Error 28 3850 137.5
Lack-of-Fit 21 2849 135.7 0.95 0.575
Pure Error 7 1002 143.1
Total 29 6783
Model Summary
S R-sq R-sq(adj) R-sq(pred)
11.7265 43.24% 41.21% 3.85%
Coefficients
Term Coef SE Coef T-Value P-Value VIF
Constant -18.3 13.9 -1.32 0.198
SBP 0.4454 0.0964 4.62 0.000 1.00
Regression Equation
Age = -18.3 + 0.4454 SBP
It is found that there is an outlier in the dataset, which significantly affect the regression equation. As a result, the outlier is removed, and the regression analysis is run again.
Regression Analysis: Age versus SBP
Analysis of Variance
Source DF Adj SS Adj MS F-Value P-Value
Regression 1 4828.5 4828.47 66.81 0.000
SBP 1 4828.5 4828.47 66.81 0.000
Error 27 1951.4 72.27
Lack-of-Fit 20 949.9 47.49 0.33 0.975
Pure Error 7 1001.5 143.07
Total 28 6779.9
Model Summary
S R-sq R-sq(adj) R-sq(pred)
8.50139 71.22% 70.15% 66.89%
Coefficients
Term Coef SE Coef T-Value P-Value VIF
Constant -59.9 12.9 -4.63 0.000
SBP 0.7502 0.0918 8.17 0.000 1.00
Regression Equation
Age = -59.9 + 0.7502 SBP
The p-value for the model is 0.000, which implies that the model is significant in the prediction of Age. The R-square of the model is 70.2%, implies that 70.2% of variation in age can be explained by the model
Recommendation:
The regression model Age = -59.9 +0.7502 SBP can be used to predict the Age, such that over 70% of variation in Age can be explained by the model.
Question 2
Problem:
It is not sure that whether the factors X1 to X4 which represents four different success factors have any influences on the annual savings as a result of CRM implementation.
Goal:
To determine which of the success factors are most significant in the prediction of a successful CRM program, and develop the corresponding model for the prediction of CRM savings.
Finding/Conclusion:
Based on the available da.
InstructionsUse and add the real life situation provided below t.docxdirkrplav
Instructions
Use and add the real life situation provided below to write this paper. Provide examples to explain the behaviors, and use researched material to support your reasoning.
(Real life situation)
Gender Inequality in the Workplace: Sexual Harassment against Women
Although many women have been confident enough to report sexual harassment in the workplace, it is still very hard and uncomfortable for other women to stand up and also makes it more surprising how many of these incidences are still taking place every day. Workplace sexual harassment goes for both genders and it’s even harder for men since they are always viewed as the aggressors and superior gender and the mindset of our society shapes a lot of what we perceive is okay and normal behavior towards each other.
One interesting experience I heard of recently was involving a female service member and her superiors. This female works in an office with about four other males who are very aware about her feelings towards the behavior of her superior who happens to work outside of that specific office. The superior officer comes in everyday to check up on their work, make small talk with the guys and also has a habit of always rubbing her shoulders when he walks over to her desk. She explains that the first time it happened she thought it was odd being that she doesn’t have that type of relationship with him and gave him a pass, but then it became a an everyday thing. She tried tactics such as getting up from her desk, walking away from him and even voiced to the other males how uncomfortable it made her; they thought it was funny. They too had a complaint about him on making them feel uncomfortable: he had a habit of grabbing and scratching his private parts; but accepted it as a guy thing and would be viewed in a negative way if they reported. Her reason for not reporting was because she was afraid to get him in trouble, he had a family and wouldn’t dare to jeopardize his career, or even worse be criticized for making a big deal out of nothing after all its just a shoulder rub.
Required Elements:
· Describe the situation in detail; already mentioned above;
· Analyze the differences in communication, problem-solving, and leadership between the men and the women in the situation;
· Did any stereotypical notions seem to influence the behaviors of the women and the men involved in the situation? If so, explain what were they? If not, indicate so.
· Identify challenges related to gender in the situation described.
· Identify best practices that address the challenges identified.
· Devise three to five action plans that could be implemented to strengthen the behaviors of men and women in the workplace. Action plans can be implements by HR, a management or manager, CEO, or employee. Make sure to provide ideas as to why the action plan is necessary or would be useful in the workplace.
· Do not offer o.
InstructionsThe objective of this assessment is to demonstrate y.docxdirkrplav
Instructions
The objective of this assessment is to demonstrate your understanding of how the human resource function interacts with other functions in the organization.
Create an agenda for New Employee Orientation at Southwood School. The orientation should last one full day. The new employee will meet with representatives from: HR, Finance, Information Technology and the school administrator.
Set up a schedule and time for each meeting. Give each meeting a subject title and short description.
The description of the meeting should provide in detail the pertinent information the new employee will learn from each representative.
Criteria 1
Advanced
2.5 points
Satisfactory
2 points
Partial
1.75 points
Not Satisfactory
0 points
Description of Human Resources
Comprehensive description of organizational area. All pertinent information is included: benefits, new employee checklist, policy manual, employee grievance process, performance evaluation/probationary periods, new hire paperwork.
Complete description of organizational area. All pertinent information is included: benefits, new employee checklist, policy manual, employee grievance process, performance evaluation/probationary periods, new hire paperwork.
Incomplete description of organizational area. Some of the following elements are not included: benefits, new employee checklist, policy manual, employee grievance process, performance evaluation/probationary periods, new hire paperwork.
Inadequate description of organizational area. Most pertinent information is not included: benefits, new employee checklist, policy manual, employee grievance process, performance evaluation/probationary periods, new hire paperwork.
Description of Finance
Comprehensive description of organizational area. All pertinent information is included: budget forms, budget process, cost containment initiatives, fund-raising initiatives.
Complete description of organizational area. All pertinent information is included: budget forms, budget process, cost containment initiatives, fund-raising initiatives.
Incomplete description of organizational area. Some of the following elements are not included: budget forms, budget process, cost containment initiatives, fund-raising initiatives.
Inadequate description of organizational area. Most pertinent information is not included: budget forms, budget process, cost containment initiatives, fund-raising initiatives.
Description of Management
Comprehensive description of organizational area. All pertinent information is included: supervisor expectations, performance goals, office rules, cultural values, leave requests, sick leave, contact information, organizational chart, access to office and building.
Complete description of organizational area. All pertinent information is included: supervisor expectations, performance goals, office rules, cultural values, leave requests, sick leave, contact information, organizational chart, access to office and building.
Incomplete de.
InstructionsThis assignment will be checked using anti-plagia.docxdirkrplav
Instructions:
This assignment will be checked using anti-plagiarism software and returned to your instructor with an originality report.
After Completion of Lab 2, Students Must complete a one page paper on a topic of their choice from the material covered in Lab 2.
It should include your name and a topic title.
It should be 1 page, 12 pt font, double spaced.
References (with whatever format you are comfortable using)should be included at the end of your paper.
This assignment is due by the Sunday, 15 November, at 11:55pm MST. (Students with Makeup Lab approval will complete the assignment after Makeup Lab).
Please attach using one of the following formats (.doc .pdf or .txt)
Turn the paper into the "Exams, Lab Reports and Research Paper" Link For Lab 1 Report.
Grading Criteria:
Lab Report Must be at least one page. (-5 for shortness of submission).
Additional page with References (use reference format you are familiar using) (-5 for no references).
Lab Report must explain how topic is discovered, developed, and applied....not a restatement of the Lab Activity. (-5 for explaining the Lab Activity).
Turn in your Report on time. (- 5 points deducted per week for late submissions!!! )
Choose ONE of the following topics:
-Light Box II: Color.
-Rainbow.
-Blue Sky.
-Interference.
-Polarizers.
-Ultraviolet Light.
-Infrared Light. (IR).
-Computer Optical Microscope.
-X-ray Fluorescence.
-Scanning Electron Microscopy.
-Optical Microscopy.
“When you’re a Spy, your job title can be anything, from Manager to Waiter, even criminal. The reason for the multitude of names? As a Spy, your job is to gather information from a range of sources, and you need to do it in any way you can. That includes putting on a disguise.
There are a few different paths that you can take to get into this career, and you can focus on a range of specialties, from technical to languages. The title “Spy” isn’t really used anymore. Instead, you’re now called a Covert Investigator or, more broadly, a CIA Agent. Whatever the title, it means you investigate and protect US interests abroad.
You investigate things like terrorism, fraud, corrupt governments, and a wide variety of other crimes. Your job is to keep Policymakers and the President of the United States aware and informed on the happenings around the world.
You can find the information you need in a lot of different ways. You might get to go undercover and pretend to be a different person, but for the most part, your job is much more routine. You carry out interviews with informants and allied Agents, analyze data, and read through research. You look for possible international problems, such as civil unrest, war, famine—anything that can cause problems for the United States.
This job involves a lot of collaboration and communication. You work with other Agents, international police forces, or informants. The informants you work with are usually average people, so the ability to speak their language is a big plus.”.
instructionss.docxjust to make sure againi need u to ext.docxdirkrplav
instructionss.docx
just to make sure again
i need u to extend the :
introduction.
literature review.
adding conclusion.
adding recomendation
adding appendix
adding references (for what i have now and what you will write more)
the report now is 40 pages aprox
i want it to be 65 pages (including everything.. apendix, referances, etc...)
transmission-tower.docx
Content
Chapter one: Introduction.................................................................................................
Chapter two: Literature review......................................................................................
Chapter three: Design and analysis.................................................................................
Chapter four: results and discussion..............................................................................
Chapter five: conclusion and recommendation..................................................................
Chapter one
Introduction
Electrical Power transmission towers are used to support a transmission line's phase conductors and shield wires for the transmission of voltages in excess of 345kV or less than that depending on the kind of structure and material used and the transmission requirement. The transmission tower structures can broadly be categorized into lattice types or the pole types. Whereas pole types can be made of wood, concrete or steel and used for lower voltage transmission, the lattice types are usually made of sections of steel angles and are used for higher voltages transmission. Also each transmission structure can be self supporting or it can be guyed. Another factor that affects design choice is the nature of prevalent climatic loads around the area of installation of transmission towers. Depending on the design loads, the configuration can vary largely between horizontal configuration, vertical or delta configuration and again accessibility and right of way issues will also have to be considered. Some relevant standards and codes will have to be followed in the design of transmission towers such as National Electrical Safety Code (NESC), ASCE loading code, OSHA operational safety codes, etc.
From the brief background given the main point is that in recent times some new tower designs that are both aesthetically pleasing and structurally sound have been required for the overhead transmission of power and this is what this project attempts to design.
Aim
The aim of the project is to investigate existing tower design literature and finally apply analyze and design a novel both aesthetically pleasing and structurally sound tower.
Loads on transmission towers
Before designing transmission tower structures state laws, rules and regulation will require that design follows standard codes in order to meet minimum for loading for acceptable level of safety. Relevant loading guidelines for electrical transmission line structural loading will have to be strictly followed to ens.
InstructionsProvide an analysis of the affects of the publics.docxdirkrplav
Instructions:
Provide an analysis of the affects of the publics widespread interest on televised crime dramas on the manner that the criminal justice system is administered.
1 page in length
12 pt font
Double Spaced
Arial or Times New Roman
APA formatted references for any quoted or paraphrased material
.
InstructionsProblem #Point ValueYour Points14243446526167484915101411512121341461000
Directions:
All answers are to be contained in one excel file. Please do not delete this tab (the instructions tab).
This is an open book, open notes exam. The one limitation is that you may not work with other people. This test must be completed independently. Be sure your name is on your document. Good luck!
Q1
Q1. What is the risk of performing the t-test using pooled variance, if the variances between the two samples are actually unequal (i.e. fail the F test)? (Select the correct answer from the choices below.)
A. You will fail to adjust for sample size.
B. You may falsely accept or reject the null hypothesis.
C. Your result will only be applicable for a one-tail t-test.
Q2
Q2. Which measure of central tendency can be used for both numerical and categorical variables? (Select the correct answer from the choices below.)
A. Median
B. Geometric Mean
C. Mode
D. Arithmetic Mean
Q3
Q3. The probability that a new advertising campaign will increase sales is assessed as being 0.80. The probability that the cost of developing the new ad campaign can be kept within the original budget allocation is 0.40. Assuming that the two events are independent, the probability that the cost is kept within budget and the campaign will increase sales is: (Select the correct answer from the choices below.)
A. 0.32
B. 0.68
C. 0.88
D. 0.20
Q4Q4.Age in YearsNumber of Students (f)Under 21494621 - 25480826 - 30267331 - 3529036Over 35525Total41988A. Find P (B)B.Find P (E)
The age distribution of students at a community college is given below:
Suppose a student is selected at random. Let
A = the event the student is under 21
B = the event the student’s age is between 21 and 25
C = the event the student’s age is between 26 and 30
D = the event the student’s age is between 31 and 35
E = the event the student’s age is 35 and under
Q5
Q5: Statistical significance can be determined from descriptive statistical analysis alone? (Select the correct answer from the choices below.)
A. True
B. False
Q6
Q6. Refer to the tab titled "thrombosus data" for data required to solve this problem. You are looking at patients supported by a Left Ventricular Assist Device (LVAD). Within this patient group, you have Group No (those who have not had a thrombus event) and Group Yes (those who have had a thrombus event). A thrombus event is an event in which a blood clot developed in the LVAD. Data has been sorted in the tab "Thrombus Event" to list "No" thrombus event patients first. In addition, you have data related to time (in days) that the patient has been supported by the LVAD. You'd like to know if patients in Group No have been supported for the same amount of time on their LVADs as those in Group Yes. You believe that the longer a patient is supported by an LVAD , the more likely the patient is to have a thrombus event. Therefore,.
InstructionsPlease answer the following question in a minimum.docxdirkrplav
Instructions:
Please answer the following question in a minimum of 500 words. Be sure to include 2 citations.
Question:
On August 31, 2010, Chickasaw Industries issued $25 million of its 30-year, 6% convertible bonds dated August 31, priced to yield 5%. The bonds are convertible at the option of the investors into 1,500,000 shares of Chickasaw's common stock. Chickasaw records interest expense at the effective rate. On August 31, 2013, investors in Chickasaw's convertible bonds tendered 20% of the bonds for conversion into common stock that had a market value of $20 per share on the date of the conversion. On January 1, 2012, Chickasaw Industries issued $40 million of its 20-year, 7% bonds dated January 1 at a price to yield 8%. On December 31, 2013, the bonds were extinguished early through acquisition in the open market by Chickasaw for $40.5 million.
Required:
1.
Using the book value method, would recording the conversion of the 6% convertible bonds into common stock affect earnings? If so, by how much? Would earnings be affected if the market value method is used? If so, by how much?
2.
Were the 7% bonds issued at face value, at a discount, or at a premium? Explain.
3.
Would the amount of interest expense for the 7% bonds be higher in the first year or second year of the term to maturity? Explain.
4.
How should gain or loss on early extinguishment of debt be determined? Does the early extinguishment of the 7% bonds result in a gain or loss? Explain.
Statistics Questions to Answer.doc.rtf
2
*Note: An Excel Workbook has also been uploaded. Within that workbook are 8 XLS files which are included in 8 separate tabs. These files will be needed to answer most of the questions.This work is due Friday, September 19th
Q1)Fill in the blanks (show your work).
Variable
N
Mean
Median
TrMean
StDev
haircut
171
23.17
17.00
21.14
18.20
sleep
171
6.6477
7.0000
6.6487
0.8396
age
171
27.421
27.000
27.098
3.646
Correlations:haircut,sleep, age
haircut
sleep
sleep
-0.117
age
0.062
(1)
Covariances:haircut,sleep, age
haircut
sleep
age
haircut
(2)_
sleep
-1.79232
0.70491
age
4.12314
-0.45372
13.29226
Blank 1 =
Blank 2 =
Q2)Is the following statement correct? Explain why or why not.
“A correlation of 0 implies that no relationship exists between the two variables under study.”
Q3)Does how long children remain at the lunch table help predict how much they eat? The data in file lunchtime.xls (File is in Tab#1 of Excel Workbook) gives information on 20 toddlers observed over several months at a nursery school. “Time” is the average number of minutes a child spent at the table when lunch was served. “Calories” is the average number of calories the child consumed during lunch, calculated from careful observation of what the child ate each day.
Findthecorrelationforthesedata.
Supposeweweretorecordtimeatthetableinhoursratherthaninminutes.Howwouldthecorrelationchange?Why?
Writeasentenceortwoexplainingwhatthiscorrelationmeansfort.
InstructionsMy report is about the future of work and focuses the .docxdirkrplav
Instructions
My report is about the future of work and focuses the role of a woman. I have already done some work for this report. Down below you will see the points we spoke about in the report and why we chose this subject. More importantly, you will also see the scenario we came up with and the framing questions we created. You will need both the scenario and framing questions and write a summary about it in 600 words. I need you to do this section:
*Scenario plan: Working together the group is required to construct a future scenario using the scenario template. The completed scenario will be attached in the appendix. You will need to insert in your report a summary of your future scenario identifying the evidence/trends it is based upon, framing questions and key elements around work that are relevant to your analysis to the future of work (Approx 600 words). (The template & framing questions should be in your appendix.)Introduction
· The future of work will have an impact on women in terms of employment and job positions in an organization.
· Corporations will be equally hiring men and women based on their skills and knowledge.
· The wage gap between genders will decrease in the near future.
· Women will become more independent leading the marriage rates to drop.
· When it comes to politics, the role of a women in a less developed country will change significantly as women are now allowed to vote and become members of the parliament. Rationale
· Theme: Gender and diversity
· Why?
Coming from an Arab country, we have noticed many changes in the typical role of women all around the world. We noticed that women are starting to change their habits and lifestyle. Women are becoming highly educated, searching for independence, and working more to enhance their career path. Women are no longer categorized as the traditional housewivesScenario: Everything Will Change“Post-Fordism”
Society and culture
-Feminized values
-Women and men equally valued
-Make, do, and mend culture
-Increasing diversity
Family life
-Parents work long hours little time for kids
-Schools and institutions take greater responsibility for children
-Men contribute equally for child rearing, housework and time at work
Education
-Vocational
-Individual happiness linked to societal outcomes
The workplace
-Pay gap decrease between genders
-Equality between genders
-Even value of diversity
-Women greater presence in public, business life
-Responsible and ethical corporations
The environment
-No clean energy developed
-Wealthy nations survive while poor nations don’t do so well
Science and technology
-High surveillance of all citizens
-Innovation is highly valued
-Highly networked
-Development of new technology with few people to afford it
Politics
-Single party dominates
-Strong alliances between countries
-People vote according to policies that value social and environmental outcomes
-Women politicians increase
-Governmental regulations change regarding expatriates
Economics.
InstructionsInstructions for the Microsoft Excel TemplatesThis wor.docxdirkrplav
InstructionsInstructions for the Microsoft Excel TemplatesThis workbook (and only this workbook) should be submitted for grading.Assignment detail and information is contained within this workbook.You should enter your name into the cell at the top of the page.Each worksheet contains the identification of the problem or exercise.In general, the yellow highlighted cells are the cells which work and effort should be presented.All formatting should have been accomplished to provide satisfactory presentation. See the text for additional assistance in formatting.Place the proper account title in the cell where the word "Account title" appears on the template.Place the value in the cell where the word "Value" or "Amount" appears on the template. A formula may be placed in some of these cells.Write a formula into cells where the word "Formula" appears.Place the explanation for the entry in the cell where the word "Text Explanation" appears on the template.The print area is defined to fit onto 8 1/2" X 11" sheets in portrait or landscape mode as required.The problem is formatted for whole dollars with comma separations (no cents) except where required.Negative values may be shown as ($400) or -$400.Consider using "Split" panes to assist in copy and paste of data.Much of the exercises and problems can have data entered by the "look to" or "=A34" type formula where cell A34 contains the data to be entered. This precludes typing and data entry errors.
W3-T1Team #:Problem:W3-T1, Multiple- and Single Step Income, Retained Earnings (Chapter 4)The trial balance for ABC Corporation at September 30, 2014 is presented below.Sales Revenue$ 1,732,000Sales discounts45,000Depreciation expense (office furniture and equipment)$ 7,450Cost of goods sold932,000Property tax expense7,200Salaries and wages expense (sales)57,830Bad debt expense (selling)3,680Sales commissions98,600Maintenance and repairs expense (administration)8,230Travel expense (salespersons)29,830Office expense7,320Delivery expense22,300Sales returns and allowances65,100Entertainment expense15,620Dividends received40,000Telephone and internet expenses (sales)9,060Bond interest expense16,000Depreciation expense (sales equipment)4,980Income tax expense148,000Maintenance and repairs expense (sales)7,300Depreciation understatement due to error - 2011 (net of tax)18,300Miscellaneous selling expenses4,895Dividends declared on preferred stock10,000Office supplies used3,680Dividends declared on common stock38,000Telephone and internet expense (administration)2,910The retained earnings account had a balance of$ 423,000at October 1, 2013. There are85,000shares of common stock outstanding.a) Using the multiple-step form, prepare an income statement and a retained earnings statement for the year ending September 30, 2014ABC CorporationIncome StatementSeptember 30, 2014TitleAmountLess:TitleAmountTitleAmountFormulaNet SalesFormulaTitleAmountGross ProfitFormulaOperating ExpensesSelling ExpensesTitleAmountTitle.
InstructionsResearch and write a brief answer to the following .docxdirkrplav
Instructions:
Research and write a brief answer to the following question. Your response should be between 150-300 words. Your work should follow the conventions of Standard American English (correct grammar, punctuation, etc.). Your writing should be well ordered, logical and unified, as well as original and insightful. Furthermore, all sources used should be properly cited using APA formatting. You can find a blank assignment template in the Doc Sharing.
Question:
Continuous Quality Improvement (CQI) is a management philosophy and a management method. Identify and explain the philosophical and methodological characteristics of CQI. Select the characteristic you find most valuable and explain why.
.
Instructionsinstructions.docxFinal Lab ReportYou are requ.docxdirkrplav
Instructions/instructions.docx
Final Lab Report
You are required to write a complete laboratory report that covers all three experiments for "Lab 2: Water Quality and Contamination," using knowledge gained throughout the course. To begin, download the Final Lab Report Template and utilize this form to ensure proper formatting and inclusion of all required material. Additionally, view the Sample Final Lab Report before beginning this assignment, which will illustrate what a Final Lab Report should look like. You must use at least four scholarly sources and your lab manual to support your points. The report must be six to ten pages in length (excluding the title and reference pages) and formatted according to APA style. For information regarding APA samples and tutorials, visit the Ashford Writing Center, located within the Learning Resources tab on the left navigation toolbar.
The Final Lab Report must contain the following eight sections in this order:
1. Title Page – This page must include the title of your report, your name, course name, instructor, and date submitted.
2. Abstract – This section should provide a brief summary of the methods, results, and conclusions. It should allow the reader to see what was done, how it was done, and the results. It should not exceed 200 words and should be the last part written (although it should still appear right after the title page).
3. Introduction – This section should include background information on water quality and an overview of why the experiment was conducted. It should first contain background information of similar studies previously conducted. This is accomplished by citing existing literature from similar experiments. Secondly, it should provide an objective or a reason why the experiment is being done. Why do we want to know the answer to the question we are asking? Finally, it should end with all three hypotheses from your Week Two experiments. These hypotheses should not be adjusted to reflect the “right” answer. Simply place your previous hypotheses in the report here. You do not lose points for an inaccurate hypothesis; scientists often revise their hypotheses based on scientific evidence following the experiments.
4. Materials and Methods – This section should provide a detailed description of the materials used in your experiment and how they were used. A step-by-step rundown of your experiment is necessary; however, it should be done in paragraph form, not in a list format. The description should be exact enough to allow for someone reading the report to replicate the experiment, however, it should be in your own words and not simply copied and pasted from the lab manual.
5. Results – This section should include the data and observations from the experiment. All tables and graphs should be present in this section. In addition to the tables, you must describe the data in text; however, there should be no personal opinions or discussion outside of the results located within t.
INSTRUCTIONSInstructionsPlease evaluate, display, and interpret t.docxdirkrplav
InstructionsInstructions:Please evaluate, display, and interpret the attached dataset (tab=Data)Your results and discussions should be created and entered on additional worksheets within this Excel file.Notes:Please use descriptive and inferential statistics as well as generally accepted continuous quality improvement (CQI) tools, i.e., charts, tables, and graphs, for evaluation purposes.Please display and interpret the data using easy to understand format(s)Please tell a story that the data presents to exective leadership
DataSample DatasetWeekOfYearMembersSeenInOffice12122200319541695195622971828195917910174112161218613184142211519616199172051821019213201862121022225231802419725199262122722128226292013021231213322133320834189352083618437179381813919640188411984220043185442014521746203472024819549225501785119052199
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InstructionsEach of your 2 replies must contain at least .docxdirkrplav
Instructions:
Each of your 2 replies must contain at least 1 or 2 paragraphs including a minimum of 200 words. One of your replies must cover a topic different than the one you discussed in your thread. Seek to understand your classmate’s thread, including the economic theory and facts he/she presented as well as his/her points of view and real-world example. Aim to communicate your own understanding of relevant facts, your values, and your perspective on the topic. Each reply must contain at least 1 citation in current APA format.
Reply to these two:
#1 Monica
Three types of Unemployment
Unemployment is divided into three categories by economist: frictional, structural, and cyclical. Frictional unemployment is unemployment due to constant changes in the economy that prevent qualified unemployed workers from being immediately matched up with existing job openings (Gwartney et al.) Structural unemployment is unemployment due to structural characteristics of the economy that make it difficult for job seekers to find employment to hire workers (Gwartney et al.) Cyclical unemployment is unemployment due to recessionary business conditions and inadequate labor demand (Gwartney et al.)
“Frictional unemployment is not as harmful to an economy as other types of unemployment, such as cyclical and structural unemployment. That's because a rise in frictional unemployment is simply an increase of workers moving toward better positions (Amadeo).”
Frictional unemployment comes from imperfect information. An example would be most businesses now when they are in the hiring process they will do a bunch of interviews and spend money trying to find the best person for that job. The people who are looking for jobs are constantly looking on the internet, the newspaper, local bulletin boards, and social media for the right job that fits them. In the county I live with I see a lot of structural unemployment. People that do have job openings require education; the ones who are unemployed have no education so they aren’t qualified. A lot of office jobs require you to have computer knowledge. Around my home town, there is very little education especially when it comes to technology. The last type of unemployment we see happening today all around the world. Businesses are cutting back and laying employees off. Where I currently work, when someone leaves, they aren’t filling the positions. We have to do more work with fewer employees.
I have a friend who lost her job and I try to encourage her to never give up and keep her faith. Philippians 4:5 states, “Do not be anxious about anything, but in everything by prayer and supplication with thanksgiving let your request be made known to God.” That is a good scripture for everyone who is unemployed to keep in mind. Times can be tough when you are looking for a job, but the Bible tells us to never give up, and pray about it.
Amadeo, K. (2014). Frictional Unemployment. US Economy. Retrieved from
http://useconomy.
InstructionsInstructions for numberguessernumberGuesser.html.docxdirkrplav
Instructions/Instructions for numberguesser/numberGuesser.html
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Instructions/Instructions for shoerental/ShoeRentalClass.html
Instructions/lab4.docx
1. Complete the Programmers Workshop on pg 313-316 (Including Detective Work). Upload the numberGuesser.html file here.
2. Complete the Object Lesson on pg 316-320 (Including Detective Work). Upload the ShoeRentalClass.html page you create here.
Introduction to Unix - POS420
Unix Lab Exercise Week 5
Job Control :
1. How to suspend the jobs running in foreground ?
Open a file in vi and press CTRL-Z to put it into background
$ vi filename
CTRL-Z
filename[New file]
[1] + Stopped vi filename
$
where 1 is the job number, + or - make the current and previous jobs.
2. How to make it run in foreground ?
You can use fg command to make it run in foreground. If more than one job is suspended, you can use fg %n where n is the number is the sequence of the process to make that process come in foreground.
$ fg %1
Now you will see vi editor again.
3. How to make it run in background ? (Only stopped jobs)
You can use bg command to make it run in background. If more than one job is suspended, you can use bg %n where n is the number is the sequence of the process to make that process come in background.
Let us suspend this job one more time.
$ vi filename
CTRL-Z
filename[New file]
[1] + Stopped vi filename
$
Let us run in background .
$ bg %1
4. Another way to suspend a job by using kill command.
Run vi in this session.
Open another connection through telnet. Now you have two sessions.
Type ps command to see what processes are running.
$ ps
PID TT STAT TIME COMMAND
5226 q7 S 0:01 -ksh (ksh) - This is new shell
6314 q7 R 0:00 ps
5487 ub S 0:00 -ksh (ksh) - This is previous shell
6312 ub S 0:00 vi filename - vi is running in previous session.
Now send a STOP signal to the process. kill -l will give you a lo\ist of signals.
$ kill -STOP 6312
Now you will see this in the other session
[1] + Stopped (signal) vi filename
To .
InstructionsI need 3 pages of the four questions. That is abo.docxdirkrplav
Instructions:
I need 3 pages of the four questions. That is about 200 words for each question. The answers MUST be articulate and to the point. I do not pay for shoddy work. Give me a paragraph for each question. Use the links given for each question as your sources. You can seek outside references as additional sources if need be. Thank you.
2. How did Hellenism spread, how far did it spread, and what effects did it have on both Greeks and those unfamiliar with Greek culture? Give some examples of Hellenistic influences on the Mediterranean world and its culture post Alexander the Great.
http://www.history.com/topics/ancient-history/peloponnesian-war http://www.metmuseum.org/toah/hd/haht/hd_haht.htm http://www.shsu.edu/~his_ncp/ArrAlex.html
3. What were the main achievements and failures of the Roman Republic? Give some examples of some of the issues that impacted Roman life and society during the Republic and discuss these. How did the crisis of leadership in the late Republic lead to civil war, particularly after the assassination of Julius Caesar?
http://www.princeton.edu/~achaney/tmve/wiki100k/docs/Roman_Republic.html http://www.class.uh.edu/mcl/classics/Rom/Livy.html
4. Augustus effectively became the first Roman Emperor in 31 BC and initiated a series of reforms that began a 200 year period of relative tranquility, peace, and prosperity for Rome and its Empire. Why were his successors, particularly after 180 AD, generally not as successful in expanding upon his achievements?
http://www.pbs.org/empires/romans/ http://www.csun.edu/~hcfll004/nicolaus.html
5. How did Christian ideas and practices respond to changing political and social circumstances in the later Roman Empire? What appeal did Christianity have for Romans at this time, and what accounted for its spread? What role did the Emperor Constantine play in its success?
http://www.tribunesandtriumphs.org/roman-empire/causes-for-the-fall-of-the-roman-empire.htm http://www.westmont.edu/~fisk/articles/TacitusAndPlinyOnTheEarlyChristians.html
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InstructionsFor this assignment, collect data exhibiting a relat.docxdirkrplav
Instructions
For this assignment, collect data exhibiting a relatively linear trend, find the line of best fit, plot the data and the line, interpret the slope, and use the linear equation to make a prediction. Also, find r2 (coefficient of determination) and r (correlation coefficient). Discuss your findings. Your topic may be that is related to sports, your work, a hobby, or something you find interesting. If you choose, you may use the suggestions described below.
A Linear Model Example and Technology Tips are provided in separate documents.
Tasks for Linear Regression Model (LR)
(LR-1) Describe your topic, provide your data, and cite your source. Collect at least 8 data points. Label appropriately. (Highly recommended: Post this information in the Linear Model Project discussion as well as in your completed project. Include a brief informative description in the title of your posting. Each student must use different data.)
The idea with the discussion posting is two-fold: (1) To share your interesting project idea with your classmates, and (2) To give me a chance to give you a brief thumbs-up or thumbs-down about your proposed topic and data. Sometimes students get off on the wrong foot or misunderstand the intent of the project, and your posting provides an opportunity for some feedback. Remark: Students may choose similar topics, but must have different data sets. For example, several students may be interested in a particular Olympic sport, and that is fine, but they must collect different data, perhaps from different events or different gender.
(LR-2) Plot the points (x, y) to obtain a scatterplot. Use an appropriate scale on the horizontal and vertical axes and be sure to label carefully. Visually judge whether the data points exhibit a relatively linear trend. (If so, proceed. If not, try a different topic or data set.)
(LR-3) Find the line of best fit (regression line) and graph it on the scatterplot. State the equation of the line.
(LR-4) State the slope of the line of best fit. Carefully interpret the meaning of the slope in a sentence or two.
(LR-5) Find and state the value of r2, the coefficient of determination, and r, the correlation coefficient. Discuss your findings in a few sentences. Is r positive or negative? Why? Is a line a good curve to fit to this data? Why or why not? Is the linear relationship very strong, moderately strong, weak, or nonexistent?
(LR-6) Choose a value of interest and use the line of best fit to make an estimate or prediction. Show calculation work.
(LR-7) Write a brief narrative of a paragraph or two. Summarize your findings and be sure to mention any aspect of the linear model project (topic, data, scatterplot, line, r, or estimate, etc.) that you found particularly important or interesting.
Scatterplots, Linear Regression, and Correlation [Section 1.4, starting on page 114 in the textbook]
When we have a set of data, often we would like to develop a model that fits the data.
First .
InstructionsFor this week’s assignment, you will synthesize the .docxdirkrplav
Instructions
For this week’s assignment, you will synthesize the most relevant information in the situation below, and present a solution in your own words, using your own analysis. You will not use all of the information included in the scenario. Remember it is not appropriate to cut and paste entire sections from the situation to substitute for your own analysis.
The objective of the assignment is to organize your message in a way that will be most effective in persuading the Chief Executive Officer (CEO) to take action.
Situation: Convincing the CEO to Approve a Public Relations Plan
You are the director of public relations for Easy to Be Green, the innovative new company that helps homeowners, businesses, and municipalities become more environmentally friendly. The company has been active in environmental issues in the community since its founding a few years ago and generally has good community relations. Recently EBG’s director of research, who is strongly opinionated about environmental issues, spoke in public about the environmental practices of some local companies who employ many people in the community. Lately, you’ve found that some of your local contacts seem a little less interested in EBG’s public relations initiatives, and there has even been a small drop in sales. There may be no connections between these events, but you want to be proactive about the company’s community relations.
You also want to protect the company against charges of hypocrisy. The other day you as walked through the parking lot, it occurred to you that the majority of the employees drive SUVs, pick-ups, and other kinds of gas guzzlers. This includes the CEO, whose family car is a luxury sedan. The company’s delivery and service vans are also not the most environmentally-friendly vehicles.
After a little research, you come up with a tentative plan. You have learned that a local hybrid car dealership has been offering an interesting deal. Employees of companies that buy hybrids as company vehicles can get discounts when they buy hybrids for themselves. You think that the company should consider purchasing a couple of hybrid vans and encourage employees to buy hybrids for themselves by offering substantial rebates for these purchases. You want to get the CEO’s approval before you pursue this idea any further. You anticipate that he will have significant resistance. The company vehicles are not due for replacement, and the rebates to employees could add up to quite a lot if many employees take up the offer. On the other hand, if only a few employees take up the offer, a significant environmental initiative will seem like a failure. The CEO is a risk-taker in terms of business initiatives but tends to be conservative in management practices. He might also be a little defensive about the hybrid promotion plan because of his own vehicle choices.
You feel strongly that the potential benefits of this plan—in long-term savings on gas, in goo.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
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.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
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
MATATAG CURRICULUM: ASSESSING THE READINESS OF ELEM. PUBLIC SCHOOL TEACHERS I...NelTorrente
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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
How to Add Chatter in the odoo 17 ERP ModuleCeline George
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A Strategic Approach: GenAI in EducationPeter 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.
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.
INFORMATION TECHNOLOGY, PRODUCTIVITYGROWTH, AND REDUCED LEIS.docx
1. INFORMATION TECHNOLOGY, PRODUCTIVITY
GROWTH, AND REDUCED LEISURE: REVISITING
“END OF HISTORY”
Debdas Banerjee
The highly productive Information and Communications
Technology industry has sharply divided the
opinions between those who believe that it represents a radical
transformation of the capitalist order and those
who believe that it is just more of the same. This study draws
attention to a critical indicator: The balance
of work and leisure in the daily life of a worker that has
gradually evolved in the course of capitalist
development is now tilting significantly against leisure despite
productivity growth. Here, this paradox is
explained by the quality composition of knowledge workers as
well as—in contrast to what neoliberalism
makes us believe—the growing hegemony of business
organizations over that of market.
With the coming of the Industrial Revolution, work became
separated from
the home and the resolution of the work–leisure dichotomy a
social agenda. The
labor movement, in part, arose to battle against the long, rigid
workdays
imposed by the factory–system production. Their goal was to
reduce the stan-
dard workweek in order both to increase time for leisure and to
prevent the
feared technological unemployment. The shorter-hours crusade
2. eventually led
the governments to reform, establishing maximum hours of
work, beginning
with the English Factory Act of 1802 and more particularly the
Factory Act of
1850. However, capitals accepted it as rise in labor
productivity, or in other
words increase in per-hour productivity, compensated for fewer
hours of work in
a day or week. During the so-called “Progressive Era” (1890–
1913), several
American states limited the work hours for women and children.
The shorter-
hours movement in the U.S. culminated in the passage of the
Fair Labor
Standards Act in 1938, establishing forty hours as a standard
workweek as well
as overtime pay premium to deter employers from exceeding it.
Hence, as
industrial capitalism matured over time, work hours became
shorter, leaving
more time for leisure, social interaction, and cultural pursuits.
Workers earlier
required fewer hours to spend at the workplace to earn the
decent livelihood as
their marginal value product increased.
To a great extent, technological progress has determined the
trade-off point
between leisure and income or work. As income reaches the
level required for a
comfortable standard of living, workers put forward greater
demands (in labor
WorkingUSA: The Journal of Labor and Society · 1089-7011 ·
Volume 9 · June 2006 · pp. 199–213
4. latter, as the new
technology appeared to have endogenized higher productivity.
However, gen-
erally the opposite seems to be happening. As the first shift (at
the workplace)
takes more time, the second shift (at home) becomes more
hurried and ratio-
nalized. The longer the workday at the office or plant, the more
the workers feel
pressed at home to hurry, to delegate, to delay, to forgo, to
segment, to hyper-
organize the precious remains of family time. That engages
them in a third shift:
noticing, understanding, and coping with the emotional
consequences of the
compressed second shift. On the whole, a social organization of
time that served
to synchronize the hours of work and leisure for much of the
twentieth century
is gradually disintegrating. The remarkable decline of average
hours of work per
worker over more than a century has reversed in the last two or
three decades in
all of the sectors of the economy that use computers in one form
or the other. It
is not yet clear what configuration of hours will ultimately
emerge to replace the
erstwhile standard workweek.
In the U.S. in 1977, men worked an average of forty-seven
hours and women
an average of thirty-nine hours a week. By 2002, the numbers
were at forty-nine
hours a week for men and 43.5 hours a week for women (Bond
2002). Couples,
it is found, are working longer and longer hours in the U.S., the
5. heartland of the
new technology. Combined work hours for dual-earner couples
with children
rose by ten hours from eighty-one hours a week in 1977 to
ninety-one hours a
week in 2002 (ibid.). Clearly, today’s working couples have less
time for their
lives off the job. Naturally, they ask: Live to work or work to
live?
Two explanations may be offered. First, on the supply side,
individuals might
have redefined the work–leisure trade-off point because the
level of income that
was earlier considered as “fair” is no longer so. It is no longer
fair because either
the social inequality has increased, thereby shifting the
reference point of com-
parison, or the same amount of work no longer, unlike in
yesteryears, fetches the
same amount of income. This of course goes against the basic
understanding
that wage is determined by productivity. Alternatively, in the
era of shrinking
social security, individuals are trying—with extra time of
work—to earn a decent
200 WORKINGUSA: THE JOURNAL OF LABOR AND
SOCIETY
livelihood after their final withdrawal from the labor market.
Hence, “work-
leisure” has become a lifetime choice of an individual, and no
longer remains a
6. social agenda. In which case, however, the amount of work that
had been
adequate to fetch a fair superannuating seems to be no longer so
even if labor
productivity has gone up considerably.
Second, on the demand-side, in response to increased
productivity, employ-
ers perhaps prefer longer hours of work by the existing
workforce—those that
are specially trained on-the-job—as opposed to keeping working
hours intact
and increasing employment. To them, additional employment
implies additional
costs of training for the new recruits and other transactions
costs. This however
inadequately explains the ten to twelve hours of daily work in
the call centers, or
in the data-entry jobs requiring average skills. Perhaps the lack
of legislation or
institutional measures of the type that protected the stipulated
working hours in
the shops and commercial establishments explains the
phenomenon.
Many scholars identify neoliberalism with casualization of the
workforce. By
overt as well as clandestine reforms in the existing labor laws,
the workers have
been stripped of job security, and even occupational status.
Production as well as
service organizations have been redesigning the occupations and
designations
that best suit the flexibilization program. This, in turn, takes
away many stipu-
lated rights designed for specific categories of workers. For
7. example, the earlier
“office clerk” is now designated as “junior management
executive,” “supervisor”
as “production executive,” “worker” as “knowledge
technologist,” and so on, and
eventually lose many of the rights the worker was entitled to so
long as the
worker was covered by the definition of “workman” under the
Industrial
Disputes Act in India, or similar other Acts elsewhere in the
world.
It is also important to recognize the changes in the interface
between market
and organization. Regulated markets were thought by the
neoliberals to have
encouraged the dominance of organization over market. In other
words, as
argued, the increase in monopoly or oligopoly during the
“golden age of capi-
talism” was an offshoot of markets regulated by various
institutional rules in
most of the countries. Deregulation has made the world flat, as
the argument
goes. However, the supremacy of the production or service
organization over the
state has been gaining more solid ground despite the theoretical
hypocrisy of
neoliberalism. The employers are now armed with renewed
sovereign powers
over their employees to deprive them of productivity gains.
Our main inquiry is focused on the paradox: new innovations
based on
microchips have unleashed immense power for productivity
growth yet the
8. squeeze of leisure time, increased work hours especially of the
knowledge
workers and, more significantly, reduced pay are the dominant
features of the
economy cutting across developed and developing countries.
It is argued, in this article, that (1) transition from
“disembodied” to
“embodied” technology, and (2) the changing quality of
workers, together tend
to increase the bargaining power of the knowledge workers.
However, the
reforms in the existing labor laws have engaged them in a work
condition that is
only comparable to that in the premodern industrial society. In
Section 2, the
201BANERJEE: PRODUCTIVITY AND LEISURE
distinguishing features of the skills that isolated the knowledge
workers from the
rest have been classified. The emerging relationships between
the state and the
knowledge workers are analyzed in Section 3. The paradox is
probed in Section
4. This is followed by a few concluding remarks in Section 5.
Skills That Rupture Solidarity
There are certain distinguishing characteristics of the new
technology. First,
since 1965, the power of computers as measured by the number
of transistors per
microchip has doubled every 18 months—a stupendous increase
9. in the process-
ing power. By the same exponential formula, a laptop that cost
US$3,000 in 1990
could cost US$6 today (Negroponte 2004, 6). But, one would
not find any US$6
laptop in the market. The problem is that the hardware in the
computer is
nonfunctional without the “logic structure of functioning”
ploughed by human
“brains” into it. This is a rather radical departure from the logic
of mechanics.
The emerging Knowledge Economy (KE) based on new
technology is
characterized by the recognition of knowledge as a source of
competitiveness,
the increasing importance of science, research, technology, and
innovation in
knowledge creation, and the use of computers and the Internet
to generate,
share, and apply knowledge. In brief, KE refers to the use of
knowledge to
produce economic benefits. A knowledge-based economy relies
primarily on the
use of ideas rather than physical abilities and on the application
of technology
rather than the transformation of raw materials. A large part of
the KE is known
as the information technology (IT) industry that encompasses
the creation,
production, distribution, purchase, and sale of IT components,
products, acces-
sories, and packaged solutions in the areas of communication,
memory, multi-
media, networking, storage and computer hardware, software,
systems, and
10. peripherals complemented by a host of supporting and
electronic services. This
includes software services and products, and IT-enabled
services (ITES). The
latter, in turn, includes human resource-related services such as
customer
interaction, like call centers, financial processing and
accounting, and data
management.
The use of IT assets in different sectors in the U.S., currently
the most
extensive IT user in the world, gives a fair idea of the KE—the
economy within
an economy (Table 1). Computers are, in fact, heavily
concentrated in the
services sector in the U.S., and hence the impact of IT on the
economic
performance is more visible in the latter than in other parts of
the economy.
The goods-producing sectors—agriculture, mining,
manufacturing, and
construction—are much less IT-intensive.
Thus, a knowledge worker is anyone who works for a living at
the tasks of
developing or using knowledge—someone who primarily
produces, distributes
or manipulates information rather than engages in the
manufacture of physical
products or the delivery of tangible services. In other words, a
knowledge worker
might be someone who works at any of the tasks of planning,
acquiring, search-
ing, analyzing, organizing, storing, programming, distributing,
marketing, or
11. 202 WORKINGUSA: THE JOURNAL OF LABOR AND
SOCIETY
otherwise contributing to the transformation and commerce of
information and
those (often the same people) who work at using the knowledge
so produced.
Knowledge workers include those in the IT fields, such as
programmers, systems
analysts, technical writers, academic professionals, researchers,
and so on. The
term is also frequently used to include people outside of IT,
such as lawyers,
teachers, scientists of all kinds, and also students of all kinds.
One approach is to define knowledge workers by their
occupation. Knowl-
edge workers can also be classified according to the industry
they are employed
in. For example, the software industry requires people having
software skills
such as programming, web development, coding, designing, etc.
On the other
hand, the skill profile requirement for the ITES industry is very
different;
employees require linguistic skills and appropriate
domain/functional
experience.
The most striking growth, however, is that of “knowledge
technologists”:
computer technicians, data-entry operators, software designers,
and analysts in
12. clinical labs, manufacturing technologists, and paralegals
(Drucker 2001). These
people are as much manual workers as they are knowledge
workers. In fact, they
usually spend far more time working with their hands than with
their brains. But
their manual work is based on a substantial amount of
theoretical knowledge,
which can be acquired only through formal education, and not
through an
apprenticeship. They are not, as a rule, much better paid than
traditional skilled
workers are, but they see themselves as “professionals.” Just as
unskilled manual
workers in manufacturing were the dominant social and political
force in the
twentieth century, knowledge technologists are likely to become
the dominant
social—and perhaps also political—force over the next decades.
As regards the gender distribution, the share of computing
machine opera-
tors among women IT-occupation workers is significantly
higher than among
male workers. The rapid growth of the ITES sector would see a
rapid increase
in the number of women computing machine operators—the
ratio of males to
females is 35:65 among the employees in India (Nasscom
2004a). This is perhaps
Table 1. Information Technology as a Percentage of Stock of
All
Equipment and Software in Respective Sectors in the U.S., 2001
Sector %
13. Legal services 37
Wholesale trade 31
Business services 30
Education 27
Printing and publishing 20
Finance, insurance, real estate 18
Instruments 19
Retail trade 12.5
Health 12
Manufacturing, agriculture, electricity, gas and power,
transportation
1 to 8
Source: OECD 2004.
203BANERJEE: PRODUCTIVITY AND LEISURE
not a chance happening of the supply and demand cross, but
rather a outcome
of a deliberate decision.
The status of the knowledge workers, especially in the much-
hyped upper
ends of the IT job market, was brought to light during the IT
bubble burst in
Bangalore (India) in 2001–2002. The crash for the first time had
turned the
spotlight on labor relations and employment conditions as well
as on more
intricate aspects of the KE. The silicon-collared “professionals”
did not even
have the solace of a golden handshake like their blue-collared
14. brethren. The
“pink slip” phenomenon had rudely awakened them to the
inhuman and ruthless
management practices of capitalism, making them realize that
they too are wage
laborers. Some of them were forced to do hourly rated work
depending on its
availability, something worse than the condition of day
laborers. Like construc-
tion laborers, they got a job only when there was work. Job-
hopping, a favorite
pastime, was no longer the “in” thing. With every (forced) job
switchover the
wages decreased unlike before. Many workers worked in this
stifling atmo-
sphere, where every moment they were made to feel that they
were no longer
wanted. The much talked about employee stock options became
a joke after the
crash, when the shares were not worth the value of the paper
they were printed
on.
Bargaining Power of Knowledge Workers Dwarfed
Under the (Indian) Shops and Commercial Establishments Act
of 1961—
which covers IT establishments—the working hours are limited
to nine per day
and fifty-one per week. Overtime work up to 120 hours in a year
is permissible,
which is to be paid for at double the ordinary rates. No worker
is to work for
more than five hours in a day without a rest interval. The Act
provides for
one-and-a-half holidays with pay each week. According to
15. Section 8 of the 1961
act,
Where an employee works in any establishment for more than
nine hours in any
day or for more than forty eight hours in any week he shall in
respect of such
overtime work be entitled to wages at twice the rate of normal
wages (Shops and
Commerical Establishments Act, 1961).
In 1998, the government of India constituted the Council on
Trade and
Industry to the prime minister (with the prime minister as its
chairman). The
council subsequently constituted six Special Subject Groups,
one of which was
the “Knowledge-based industries.”2 The recommendations (in
April 2000) of
the latter task force contained a great deal on fundamental
reforms in the Shops
and Commercial Establishments Act of 1961 and Rules 1963.
The main targets
of the task force were: (1) restrictions on working hours
(Section 7 of the act); (2)
restrictions on period of work (Sections 9 and 10); (3) extra
wages for overtime
(Section 8); and (4) provisions of earned leave and sick leave
(Section 15).
204 WORKINGUSA: THE JOURNAL OF LABOR AND
SOCIETY
The argument of the task force against Section 8 of the 1961 act
16. was: “In
view of flexi-time the payment at double the wage rates is not
only inappropriate
but also wholly unreasonable. It is, therefore, essential that the
rule be made not
applicable to KBCs [Knowledge-based companies]” (Council on
Trade and
Industry Subject Group 2000).
This initiative by the government of India unleashed the
possibility of
exploiting the employees beyond the hours of work defined by
the 1961 act. It
also allowed or gave “official” sanctions to bypass the
obligatory payments for
overtime work. Many of the Indian states subsequently amended
their labor laws
in that spirit. The Shops and Commercial Establishments Act
became a passive
instrument once the ITES in most of the states were granted the
status of
“public utility service” providers under the Industrial Disputes
Act of 1947. In
view of the understanding of 24/365 operations, various state
governments have
classified the ITES sector as “public utility service.” Most of
the employees in
ITES organizations have thus been pushed outside the purview
of the regulating
laws that are still applicable for the blue-collared workers.
Under Section 13 of the West Bengal Shops and Commercial
Establish-
ments Act of 1963, for example, the ITES companies now have
an option of
giving compensatory day off to an employee if the quantum of
17. work exceeds
forty-eight hours a week. Given the round-the-clock nature of
work (which,
strictly speaking, is not true in India) that is part of the ITES
industry, the
government exempts these establishments from the following
provisions of
the act: (1) Closing an establishment and granting of a weekly
holiday
under Section 5 (1) of the act, which would enable the ITES
companies to run
their operations on all seven days of the week; (2) Opening and
closing hours
under Section 7 (1) of the act. This exemption would enable the
ITES indus-
try to run a three-shift operation; and, (3) working hours’
stipulation under
Section 7 (2) of the act, which will enable “flexitime”
operations for its
employees.
Moreover, many of the state governments in India have
permitted self-
certification, to the extent possible, of the IT industry in respect
of the following
Acts/Regulations: Payment of Wages Act, Minimum Wages Act,
Contract
Labor (regulation and abolition) Act, Workmen’s Compensation
Act, Employ-
ees State Insurance Act, and Payment of Gratuity Act, which so
far protected
workers against the whims of capitals. In other words, the IT
firms have been
allowed to remain outside the domain of regular and obligatory
inspections by
the government in matters relating to workers/employees.
18. In almost all of the countries having codified labor laws, it is
obligatory for
the employers to pay overtime pay premium for each hour
beyond the stipulated
hours of work. Of course, in most of the countries, this does not
apply to an
employee employed in a bonafide executive, administrative, or
professional
capacity. Being designated exempt from overtime protection
generally requires
meeting three tests: (1) the amount of salary paid must meet
minimum specified
amounts; (2) the employee must be paid a predetermined and
fixed salary, not an
hourly wage that is subject to reductions because of variations
in the quality or
205BANERJEE: PRODUCTIVITY AND LEISURE
quantity of work performed; and, (3) the employee’s job duties
must primarily
involve managerial, administrative, or professional skills.
Ironically, those days are over even though there is the euphoria
“this is a
wonderful time to be alive” (Gates 1995, 276). The U.S.
Department of Labor
adopted the regulatory changes in August 2004, which has
almost taken away the
rights of over six million workers to receive overtime pay for
longer hours of work.
The labor force is lured into the IT-job market often by such
19. designations as
“administrative,” “professional,” “junior management” or
“executive.” However,
they are the first and easiest to fleece; they are made ineligible
for overtime pay no
matter how low their salaries are. Millions of these workers in
the U.S. will work
longer hours at reduced pay. Changes in the primary duty test
and the redefi-
nition of “executive”—in the changed regulation—will allow
employers to deny
overtime pay to workers who do very little supervision and a
great deal of manual
and routine work. An employee who can only recommend—but
not carry
out—the “change of status” of, say, the two employees that she
“supervises” will
become an “executive” and be stripped of entitlements to
overtime pay even if
she manages nothing more substantial than a team or grouping
of employees.
Besides, it is estimated that, in the U.S., more than 900,000
employees
without a graduate degree or even a college degree are
designated as “profes-
sional employees” and lose the right to overtime pay, even if
their pay and status
fall far below that of degreed employees. As many as 2.3
million team leaders
redesignated as “administrative employees” with no supervisory
authority will
no longer be entitled to overtime pay even if they are line or
production
employees (Eisenbrey 2004). All in all, an estimated 1.4 million
low-level,
20. salaried supervisors will lose their overtime rights, along with
548,000 hourly
supervisors, who could be switched to being paid on a salary
basis and thus be
denied overtime protection.
The final rule codifies the worst of the federal case law, which
holds that a
low-paid Burger King assistant manager, for example, with no
authority to hire
or fire subordinates, who spends 90 percent of her time running
the cash register
and serving customers, and does not have discretionary powers,
can still be
classified as an exempt executive and be denied any pay for her
overtime hours.
Many of the occupational categories in the IT sector, in
particular, would in this
way be deprived of their existing rights although they might not
be earning
enough for their family’s adequate nutrition.
It is important to recognize that lower salary groups are also
increasingly
being put outside the purview of overtime pay. Less-skilled
employees are given
the designation of “computer programmer” and are thus made
gullible to their
right to claim extra pay for extra work hours. In the U.S., there
are about
288,700 programmers paid between US$455 a week and
US$27.63 an hour who
are affected by the changed rules. To note, a salary of US$455
per week means
an annual salary of just US$23,660, which is about US$5,000 a
year above the
21. poverty level for a family of four in the U.S. Moreover, the
exemption level is not
indexed for inflation in the changed regulation; it will protect
fewer and fewer
workers over time.
206 WORKINGUSA: THE JOURNAL OF LABOR AND
SOCIETY
In India, unlike in the U.S., there is no official account
available as to the
occupational wage in the IT sector. However, a survey
conducted among soft-
ware professionals working in software firms and ITES in three
representative
cities, Bangalore, Delhi/Gurgaon, and Thiruvananthapuram
(Abraham and
Sharma 2005) reveals intriguing facts about the emerging labor
market condi-
tions such as high skill intensity, rapid skill obsolescence and
continuous reskill-
ing, and highly individualized and flexible nature of wage
fixation.
The wage/salary per annum of more than 40 percent of the total
workers/
employees in different occupations in the IT and ITES is less
than or equal to
that of a lower division clerk in a public office, while the
minimum educational
qualification required for the latter is substantially lower than
that of the former.
Moreover, while the office assistants in the government offices
continue to enjoy
22. the benefits of overtime pay, their brethren in the IT sector look
to the elusive
“future.” Further, the per capita annual income of about 12
percent of the
software engineers was almost equal to that of a “traditional”
jute mill worker,
while 2.3 percent of them on the upper end earned more than 1.7
times the
income earned annually by a senior professor in a postgraduate
university
department. In other words, the variability of salary/wage at the
same level of
skill and in the same production process is also enormous. This
personalized
character of the labor market is bound to happen when
institutions shy away
from setting the rules of the game in the market or fail to
provide a level playing
field for all the players.
What all these add up to is “longer hours and less pay” in those
organi-
zations that are exempt, by various ways, of many of the
regulations that until
recently gave protection to workers/employees against any
unfair means of
getting jobs done. Where has melted all those neoliberal sound
bites of “open
market”? In pure competition, the theory goes, wage is
supposed to be equal
to the marginal value product of labor (MVPL). The latter is the
increase in
the value of the firm’s output resulting from hiring one extra
worker. In decid-
ing about the level of employment, the firm compares the
increase in costs
23. from hiring one more worker with the increase in revenue, that
is, it compares
the wage with the MVPL. However, the basic assumption is that
the firm can
obtain as much labor as it wants at the current market wage
(say, W0). So long
as the MVPL exceeds W0, the firm should increase its
employment level. If the
MVPL is less than W0, the firm should reduce employment.
Now, suppose the
workers have acquired more skills, perhaps because of “learning
by doing,”
on-the-job training, or for some other reasons. So, there is a
higher MVPL.
Employment in the firm remaining the same, the MVPL curve
will then move
outward. So now the wage ought to be higher (say, W1), in
which W0W1 is the
economic rent (see Figure 1).
The central issue is the conflict in sharing this economic rent.
The employer
complains that the trade union and the conventional labor laws
deter higher
profits and thereby capital accumulation. Because, the union
demands—as they
are empowered to do so by the existing laws—a fair proportion
of the produc-
tivity gains. So, as a countermeasure, employment is no longer
construed as a
207BANERJEE: PRODUCTIVITY AND LEISURE
person engaged for a specific duration of time as dictated by
24. labor laws. Follow-
ing a positive economic rent, work hours increase instead of an
increase in the
number of workers. The hourly economic rent thus flattens out,
so the claims of
the workers are invalidated. This is simple arithmetic; the
explanation is rather
complex. Anyway, no one asks: What is there for the
employers’ consortium like
Nasscom (National Association of Software and Service
Companies)?
Generally, the IT companies in India have a formal budget
allocation for
recruitment, which on an average is 7 percent of the total
employee cost
(Nasscom 2004a). However, a 7–14 percent reduction was
reported in the
allocated budget for recruitment, hiring, and orientation over
the last couple of
years. Further, 41 percent of the IT companies saw a significant
workforce
reduction (affecting 5 percent or more of the employees). In the
ITES industry
alone, 11.5 percent of the employees are affected (Nasscom
2004b). Neverthe-
less, the rate of growth in the Indian IT industry continued to be
positive
(Nasscom 2004a). The conclusion is obvious: longer hours of
work and less pay.
Moreover, there is infringement upon the freedom of the
employees to move
out for better pay and/or service conditions. The current
attrition rate in the
industry is estimated at about 25–40 percent (Nasscom 2004a).
25. Because of the
costs associated with attrition levels, including investment in
employee training
etc., as alleged, a number of Indian IT firms have colluded
against workers and
started taking measures to limit attrition. Some of these
measures include: (1)
nonhiring of applicants who spent less than a year at their
previous workplace or
those who have changed three jobs in two years; (2) blacklisting
of agencies who
are actively involved in poaching candidates; and, (3) ensuring
that candidates
produce official release letters from the previous employer at
the time of their
appointment (ibid.). The knowledge workers are thus made
captive, a parallel of
which one may find, so to say, in the tea or rubber plantations
in the nineteenth
and early twentieth centuries.
M
V
P
L
, w
ag
e
W 0
E
MVPL
26. L* Employment
E'
W 1
L'
MVPL'
Figure 1. Wage, Productivity, and Employment.
208 WORKINGUSA: THE JOURNAL OF LABOR AND
SOCIETY
Decoding the Paradox
Information and Communication Technology-based network of
computers,
especially the personal computers (PCs), which was initially in
the 1960s meant
for the defense establishments in the U.S. to integrate the
university research
departments into a network, became available for mass use and
application in the
early 1980s. The ICT productivity-led resurgence has close
similarities with
the general-purpose technology that emerged in the 1920s in the
form of the
dynamo and the electrification of the industrial economy that
drastically
increased labor productivity and reduced fixed capital costs. It
is important to
recognize that, in the 1960s, ICT was not hailed as revolution.
27. Thomas Savery
(Britain) invented the steam engine in 1698. However, it very
slowly came into
industrial use only half a century later and became almost
synonymous with the
English Industrial Revolution. The productivity crisis of
capitalism in the 1970s
similarly unlocked tremendous economic possibilities for the
ICT technology
of the previous decades. The emergence of the microprocessor
and the diffusion
of the PC, with their immediate possibility of distributed
information storage
and processing, set the stage for a radical change under a set of
economic and
social preconditions. Semiconductors are getting faster,
computer memories are
expanding, and ICT prices are falling. Data transmission costs
have fallen
dramatically and continue to fall, bandwidth is growing, and
Internet hosts are
expanding and multiplying. Cellular phone usage is growing
worldwide, adding
to the pace and capacity for change and innovation.
The contribution of IT to aggregate productivity growth
appeared to be
disembodied initially.3 Rapid technological progress within the
IT-producing
industry itself raised the level of the general-purpose
technology, and any firm
could garner the benefits and make differences in
competitiveness. Countries
where the business sector has been quick in shifting resources
toward the ICT
industry and in adopting highly productive ICT equipment have
28. been able to reap
higher output and productivity growth rates (Cohen, Garibaldi,
and Scarpetta
2004). In the latter half of the 1990s, things began to take new
shapes. Productivity
growth that embodies knowledge, know-how, and software
assumed importance.
Productivity improvement is no longer the property of just new
capital invest-
ment (cf. Solow 1960). And, market leadership rather depends
to a great extent on
developing distinguishing software and/or distinguishing
computer programs.
Growth in labor productivity is an aggregate outcome of three
factors,
namely, capital deepening, increase in labor quality, and
increase in total factor
productivity (TFP) (i.e., that part of the output growth that
cannot be explained
by increase in either capital or labor but by technological
change). Jorgenson and
Stiroh (2000) show that TFP in the Information Age, especially
during the latter
half of the 1990s in the U.S., had been quite high and
comparable to that during
1959–1973. Capitalism somehow has recovered from the crisis
that it faced in
the 1970s.
The repeat economic slowdown during 2000–2003, however, has
challenged
the emerging idea that the business cycle perhaps has come to
an end, resulting
209BANERJEE: PRODUCTIVITY AND LEISURE
29. from the spread of ICT. In the U.S., net stock (at current cost)
of private fixed
assets of the type “IT equipment and software”—in the
nonresidential sector—
increased at an annual average rate of 3.8 percent, from
US$1,238 billion in
2000 to US$1,383 billion in 2003 (U.S. Department of
Commerce, Bureau of
Economic Analysis, Fixed Asset Table, 2005). Increase in
“real” investments is
particularly noteworthy in the context of rapidly falling ICT
prices. The deep-
ening of capital notwithstanding the economy experienced a
slowdown.
There are two explanations to the investment–output
“mismatch.” First, the
distinguishing characteristic of investments in the IT sector is
that it cannot be
equated with the earlier manufacturing investments. The
unrelenting require-
ments of an increasingly short product–replacement cycle in the
IT sector have
complicated the productivity scenario. A large part of the
outlays on fixed
technology costs is written off quickly. The high rate of
technological progress
resulted in a corresponding high rate of obsolescence of fixed
capital. For
instance, in the year 1995 before Windows 95 was introduced to
the market by
Microsoft, a 486 PC with 4–8 MB of random access memory,
much lower
30. capacity hard disk drive than that required by Windows 95
operating system
(OS), and a much lower color resolution of the video monitor,
were the optimal
mix of capital equipment. Within a span of just ten years, a
series of changes in
the OS—useful or useless—has been rendering the computer
hardware includ-
ing the video monitor obsolescent in quick succession. It is not
that all those
changes led to higher and higher productivity. But because the
earlier software
product support services are withdrawn, the consumers are
rather forced to go
in for the newer configuration of the hardware.
Those who expected miracles to happen out of this technology
are at a loss.
Although surging demands for new IT capital have boosted
overall capital
spending growth, the nation’s capital stock has not been
growing at a similar
rate. An estimate shows that 60 percent of annual corporate IT
budgets go
toward the replacement of outdated equipment and increasingly
frequent
product upgrades (Roach 1998). Besides, the underutilization of
the capacity of
IT capital stock in the economy has increased spectacularly.4
Second, in analyzing labor productivity, we have to go beyond
the simple
fact that the quality of labor (à la Gary Becker)—in the core IT
sector—has
vastly improved through formal education. The firm that tracks
worker produc-
31. tivity does so through fairly simple standards: hours per day or
week on job,
revenue or sales per employee, customer retention, and
customer transactions
per hour or day. Less popular, more industry-specific methods
include measur-
ing productivity by product cycles, net profit per employee,
time from concept
to working prototype, and factory output. The notion of
comparing input with
output is also pertinent for the software developer. The measure
most com-
monly used is: “size” as a ratio of “effort.” Size is normally
measured using lines
of code and effort per person days or months. Thus,
productivity is equal to the
lines of code per person months. The simplicity of the equation
hides the
problem of measuring effort. When a person states that they
spent a day on
the project it does not state whether this was 8, 12, or 16 hours.
Many knowledge
210 WORKINGUSA: THE JOURNAL OF LABOR AND
SOCIETY
workers are now on the job much longer than the official data
would suggest.
The transition from industrial capitalism to “digital” capitalism,
from the era of
the dominating rule of the Factory Act to that of the Shops and
Commercial
Establishments Act, is also a passage from accounting for the
work of the worker
32. in terms of day(s) to hour(s)—the fearful broadening of the
accountability of the
knowledge workers.
However, increasing the productivity of knowledge workers is
going to be
far more difficult to achieve than previous productivity
breakthroughs for blue-
collar and agricultural workers. Revolutions were all about
sustained productiv-
ity growth in the creation of tangible products by improving the
efficiency of
tangible production techniques. “Increase the speed of the
conveyor belt in the
assembly shop, the productivity of the workers would
automatically increase” is
the bygone era. By contrast, the supposed breakthroughs of the
Information Age
hinge more on an intangible knowledge-based product that is
largely the result
of an equally intangible human thought process (Roach 1998).
The productivity growth in ICT manufacturing (say, computer
hardware) is
much faster than that in ICT using sectors (say, in computer
software develop-
ment) where labor input tends to be cerebral and much more
difficult to replace
with a machine. The Hicks–Marshall prototype of capital–labor
substitution has
thus become archaic in the KE. The limitations on boosting the
cerebral effi-
ciency of the knowledge worker have made it extremely
difficult to raise their
hourly productivity. At the point when ICT is introduced in an
enterprise, one
33. would find a leap forward in productivity, and then it flattens.
The problem
really is to sustain at least the initial rate of productivity
increase. So, the rate of
increase in output now depends on lengthening the working
hours, given the
number of employees. Thus, surfing the World Wide Web,
performing after-
hours banking, or hooking up to the office network from home,
hotel, or airport
waiting lounge have snatched larger time commitment from the
knowledge
workers. The latter has been legitimized by the reformed labor
laws that bid
farewell to the long-cherished democratic rights of the workers.
Conclusion
The specific nature of IT so far as the productivity part of it is
considered has
notionally strengthened the bargaining strength of the
knowledge workers. But
why the knowledge workers have not been able to resist the
gradual erosion of
the leisure time could be explained by (a) falling income per
hour of work,
and/or, (b) lack of State protection for the non-unionized
workers.
In the U.S., the hourly wage rate in the IT sector is found to be
highest among
“Computer systems analyst and scientist” in the year 2003.
However, the hourly
wage rate for “Physics teacher, postsecondary,” “Lawyer and
Judge,” “Sociology
teacher, postsecondary,” “Teacher, college and university,” or
34. “History teacher,
postsecondary” was much higher than the “computer systems
analyst” (USDOL
2003). If the hourly wage rate was proportional to hourly value
addition in all the
economic activities, the “computer systems analyst,” in
particular, and the IT
211BANERJEE: PRODUCTIVITY AND LEISURE
occupations, in general, seem to be lagging behind many other
knowledge
workers as well as manufacturing occupations in terms of labor
productivity.
Based on the experience of the U.S. labor market, the
disproportionality in the
Indian labor market, especially in the IT sector, seems to have a
converging trend
and the wages afterwards would follow a downward curve as the
supply situation
of “specific skills” improve. Once the supply situation
improves, which is very
likely in the near future—which Nasscom predicts will take
place in 2008—the
wage differentials would automatically reduce and stabilize.
Further, Indian vendors are likely to face increased competition
from global
vendors. Some of the advantages global companies have over
Indian companies
include: established customer relationships, robust training
models, security
systems for data privacy, business continuity plans, and deeper
understanding of
35. client businesses and business environments, especially in the
U.K. and U.S.
(Nasscom 2004a, 75). Besides, the influx of new vendors in the
Indian IT sector
and the subsequent increase in competition, along with the
shrinkage in the
dollar-output market may cause significant price undercutting,
leading to
increasing pressure on margins, and, in turn, on the greatest
source of added
value in the industry, that is, the knowledge workers.
However, while many other knowledge (e.g., the teachers) as
well as blue-
collar workers would continue to enjoy many of the basic rights
at work, the
nonunionized IT workers including the knowledge technologists
who see them-
selves as “professionals” but not much better paid than
traditional skilled
workers, and the majority of whom are women, would remain
deprived of
collective representation. This whole situation reminds us of the
plight of the
factory workers in the early days of the English Industrial
Revolution (Marx
1887, chap. 10, “The Working-Day”; Thompson 1963, chap. 6),
and the his-
torical path that the working class traversed over the last two
centuries. Perhaps,
there is no “End of History” (à la Francis Fukuyama 1992).
Debdas Banerjee is Professor of Economics at the Institute of
Development
Studies Kolkata, West Bengal, India. He is the author of
Globalization, Industrial
36. Restructuring and Labour Standards: Where India Meets the
Global, published by
Sage Publications in 2005. Address correspondence to Dr.
Debdas Banerjee,
Calcutta University Alipore Campus, Block A, 5th Floor, 1
Reformatory Street,
Kolkata 700027, INDIA. Facsimile: +91 33 2448-1364. E-mail:
[email protected]
idsk.org.
Notes
1. There is the general agreement that the supply curve of labor
by single individuals exhibits the backward-
bending pattern, although economists disagree as to the shape of
the aggregate supply of labor. The idea is
that as the standard of living increases people find that unless
they have the time to enjoy leisure activities,
it is not worth their while to work harder in order to obtain the
higher income required for more leisure.
2. Knowledge-based companies are typically engaged in the
areas such as software development, consultancy,
pharmaceuticals, financial services, engineering services,
biotechnology, etc.
212 WORKINGUSA: THE JOURNAL OF LABOR AND
SOCIETY
3. That is, acquisition of external technology in the form of
patents, nonpatented inventions, licences,
disclosure of know-how, trademarks, designs, patterns and
computer and other scientific and technical
services related to the implementation of technological product
37. and process innovations, plus the acquisi-
tion of packaged software.
4. Quite often very sophisticated high-performance PCs are used
just for word processing or Internet surfing.
References
Abraham, V., and R. K. Sharma. 2005. New technology and the
emerging labor market: A study of Indian IT
industry. Indian Journal of Labor Economics 48 (4):789–802.
Banerjee, D. 2005. Globalization, industrial restructuring and
labor standards: Where India meets the global. New
Delhi, London and Thousand Oaks, CA: Sage Publications.
Bond, J. T. 2002. The national study of the changing workforce.
With E. Galinsky, D. Prottas, and C.
Thompson. Report No. 3, Families and Work Institute, New
York.
Cohen, D., P. Garibaldi, and S. Scarpetta. 2004. The ICT
revolution: Productivity differences and the digital divide.
New York: Oxford University Press.
Drucker, P. 2001. The next society. The Economist, November
01.
Eisenbrey, R. 2004. Longer hours, less pay. Briefing Paper No.
152, Economic Policy Institute, Washington,
DC.
Fukuyama, F. 1992. The end of history and the last man. New
York: Free Press.
Gates, B. 1995. The road ahead. New York: Viking.
Government of India, Prime Minister’s Council on Trade and
Industry. Subject Group on Knowledge-based
38. Industries. 2000. “Recommendations of the Task Force on
Knowledge-Based Industries.” Annexure V:
Labor Legislation. April, New Delhi.
http://indiaimage.nic.in/pmcouncils/reports/knowl/ (accessed
July
27, 2005).
Jorgenson, D. W., and K. J. Stiroh. 2000. Raising the speed
limit: U.S. economic growth in the information
age. Brookings Papers on Economic Activity 1:125–211.
Marx, K. 1887. Capital. Vol. 1. Moscow, Russia: Foreign
Languages Publishing House.
National Association of Software and Service Companies
(Nasscom). 2004a. Strategic review. New Delhi,
India: Nasscom.
Nasscom. 2004b. Nasscom Hewitt total rewards study. New
Delhi, India: Nasscom.
Negroponte, N. 2004. Hack out the useless extras. New
Scientist, June 5.
OECD. 2004. Understanding economic growth. Paris: OECD.
Roach, S. S. 1998. No productivity boom for workers. Issues in
Science and Technology 14 (4):49–56.
Solow, R. M. 1960. Investment and technical progress. In
Mathematical methods in social sciences, ed. K. J. Arrow,
S. Karlin, and P. Suppes, Stanford: Stanford University Press.
Thompson, E. P. 1963. The making of the English working
class. Harmondsworth, England: Penguin Books.
United States Department of Commerce. Bureau of Economic
Analysis. 2005. Fixed Assets Table. Washington,
DC: United States Department of Commerce, Bureau of
Economic Analysis. http://www.bls.gov
39. (accessed August 2005).
United States Department of Labor (USDOL). Bureau of Labor
Statistics. 2003. National Compensation Survey
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Bureau of Labor Statistics. http://
www.bls.gov (accessed August 2005).
213BANERJEE: PRODUCTIVITY AND LEISURE
http://indiaimage.nic.in/pmcouncils/reports/knowl
http://www.bls.gov
http://www.bls.gov
http://www.bls.gov
Assignment
Course / Subject: PUBLIC ADMINISTRATION
Assignment Topic: Evaluation of Agency’s Human Resources
Management for (ASPA) American Society of Public
Administrators
As a consultant, you need to develop an in-depth analysis and
evaluation of the selected agency’s human resources
management system and processes and then provide
recommendations for improvement. Therefore, you will conduct
interviews with agency representatives and research related
academic sources and Websites. The analysis will be read by the
VP of Accounts and Client Support as well as by the leaders of
the agency for whom you are working.
Write a five to six (5-6) page paper in which you:
Analyze three to four (3-4) of the major components of the
agency’s human resource system, processes, and performance
evaluation plan for hiring and retaining a diversified workforce.
(Title this section Human Resource Processes.)
40. Analyze and describe the implications impacting the agency’s
current employment trend, growth, and delivery of its products
and services. (Title this section Implications of Human
Resource Workforce.)
Recommend two to three (2-3) managerial and professional
skills and competencies required to improve the agency’s
workforce by explaining each recommendation, providing
reasons each recommendation would bring about improvement,
providing two to three (2-3) ways the agency could implement
programs in preparation for those skills not visible within the
agency’s workforce as a method of promotion and advancement
for current employees. (Title this section Succession Planning
for Human Resource Management.)
Describe the consultant position you are performing by (a)
giving it a title; (b) explaining two to three (2-3) major
specifications required of the job and how each will be
measured in a performance evaluation; and by (c) explaining
two to three (2-3) ways this position will be used within the
various departments of the agency and for meeting the specific
goals / objectives of the agency. (This job description will be
provided to the Agency Director who has requested it. As a
resource, you are to use the Dictionary of Occupational Titles,
located at http://www.occupationalinfo.org/ and published by
the U. S. Department of Labor located at www.usajobs.gov.
(Title this section Job Analysis and Design.)
Provide proof of one to two (1-2) interviews submitting the
completed interview form with a list of questions for and
responses from each interviewee. (Put this in the Appendix
under Interview Forms.)
Provide four to five (4-5) relevant and credible outside
resources that support the content of this assignment. (Include
no more than one (1) non-government Website.)
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size
12), with one-inch margins on all sides; citations and references
41. must follow APA format. Check with your professor for any
additional instructions.
Include a cover page containing the title of the assignment, the
student’s name, the professor’s name, the course title, and the
date. The sections must have appropriate titles. The cover page,
reference page, and appendix pages are not included in the
required assignment page length. The assignment must be
submitted as a Microsoft Word document.