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Let\'s discuss the differences between groups and teams. How do we convert a group to a team? What benefits might come from this conversion in a business environment? Solution Q ) Difference between Group and Teams : ____________________________________________________ Q ) How do we convert a group to a team? A ) There are steps and ways to convert a group into a team for greater productvity levels. Step 1 : Explaining their roles and responsiblities clearly and how important their role is to organization. Step 2 : This increasesmotivation in the team and enhance productivity. Step 3 : Setting the goals clearly and how they can achieve goals( Short Term and Long Term ). Step 4 : Assigning clear work flow chart and design the project according to the priority tasks. Step 5 : Conducting weekly meetings and keeping track of the progress so far done and Updating them regarding the work flows. Step 6 : Encourage team members and checking their motivational levels. Step 7 : Thanking them for their efforts. ______________________________________________________ Q ) What benefits might come from this conversion in a business environment? A ) The benefits of working as a team in business environment :Point of DifferenceGroupTeamSkillsRandom , so specificationRequired skills for a particular jobConflictsDeep and negative impacts on the groupConflicts are generally considered a part of the process.Communicationvery informalFormal process in communication.Level of DependencyMembers work independently, ZERO dependenceyMembers depend on each other,FULL dependencyInvolvementThey may not be involved in all important decision makingEvery memeber is involved in the decision makingProductivityAny single Individual efforts can result in good productivityTeam Collective Efforts results in good productivityPurposeWorks for broader organizational missionWorks for specific purpose and to fulfil the needs..
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OL 663 Milestone One Guidelines and Rubric In the final.docx
OL 663 Milestone One Guidelines and Rubric
In the final project, you will be developing a change plan for the “Alaska Airlines: Navigating Change.” In The Heart of Change Field Guide: Tools and Tactics for
Leading Change in Your Organization, Cohen explains what is required from the leader and other parts of the organization to deliver Kotter’s steps successfully
as a change intervention.
Review the case study “Alaska Airlines: Navigating Change” and then complete the following: (a) State what actually occurred in the case regarding Kotter’s first
two steps of establishing a sense of urgency and creating the guiding team in a change effort and (b) reflect on what you think should have been done in the
change effort regarding those two steps. State your reflection as recommendations to implement Kotter’s steps 1 and 2.
This milestone will help you build Section I parts A and B of your final project.
A. Create Urgency
1. Describe a plan to create urgency within the organization and convince stakeholders that this change needs to take place.
2. What processes currently exist for implementing change? How will these processes need to be updated for the proposed change?
3. Describe the strategy you will use to get support from your employees. How will this strategy be effective?
B. Build a Guiding Coalition
1. Identify who should be involved in this guiding coalition. Provide rationale for each choice. Kotter likes 50% leaders and 50% managers with
experience, while others prefer the composition to be 33% leaders, 33% managers, and 33% informal leaders, but you can assemble the guiding
coalition as you see fit.
2. Determine steps you can take to ensure commitment from those involved. Describe those steps.
Guidelines for Submission: Your paper must be submitted as a 3–6-page Microsoft Word document with double spacing, 12-point Times New Roman font, one-
inch margins, and at least three sources cited in APA format.
Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information,
review these instructions.
Critical Elements Exemplary (100%) Proficient (90%) Needs Improvement (70%) Not Evident (0%) Value
Change Plan: Urgency Meets “Proficient” criteria, and
description is exceptionally
clear and contextualized
Describes a plan to create
urgency within the organization
and convince stakeholders that
the change needs to take place
Describes a plan to create
urgency within the organization
and convince stakeholders that
the change needs to take place,
but plan is misaligned with the
problem
Does not describe a plan to
create urgency within the
organization
20
http://snhu-media.snhu.edu/files/production_documentation/formatting/rubric_feedback_instructions_student.pdf
Change Plan:
Processes
Meets “Proficient” criteria, and
description is well supported
with examples
Identifies current pr.
Mu0018 summer-2016
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
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Employee Development and PerformanceScenarioContinuing from th
Employee Development and Performance
Scenario
Continuing from the Strategy, Planning, and Selection assignment, you were selected as the new HR director for the retail company and now have been in the position for approximately six months. Your approach to strategy, planning, and selection have been quite successful thus far, and now it is time to address the organization's expectation for performance and development of employees since these components of HR strategy are critical in achieving business outcomes and success.
Instructions
Write a four page paper in which you do the following:
1. Critically analyze and discuss any researched (web or textbook) training process model you may consider for use in developing employees (Here's an idea: The Addie Model or exhibit 7-1, page 230 in the textbook). Then, identify and discuss at least 3 possible challenges that might be faced in implementing a new training process in the company.
2. List and briefly discuss at least three types of training that can be used for employee training. Of the three, which would you select to train the retail employees, and why? Be specific.
3. Differentiate the concepts of performance management and performance appraisal with three to four key points. Then, make your case to leadership for or against using annual performance appraisals in the organization. Be specific with your perspective.
4. Use at least four quality academic resources in this assignment. .
5. This course requires the use of APA 7 or Strayer Writing Standards. For assistance and information, please refer to the documents listed in the week 1 discussion or located in the course info section. Check with your professor for any additional instructions. The specific course outcome associated with this assignment is:
· Propose effective methods for implementing employee development and performance management processes for an organization.
The submission does not provide documentation that shows corroboration of completion of the common goal. Please keep in mind that the documentation should be a direct reflection of the completion of your goal. This means the documentation must be your own original work. Please resubmit your documentation and the grade will be updated.
A description of the team's process is included in your document, but does not include each person’s role and responsibilities. Be sure to continue to work on developing strong interpersonal interaction and balanced teamwork.
Some examples of collaborative tools used and an explanation of how they supported work towards a common goal is included in your document and somewhat shows how these approaches helped the group achieve their goals.
Great work providing details that describes with some concrete examples 2-3 effective collaborative approaches and describing how these approaches were critical to the group to help them accomplish the team’s goal.
Specific examples of challenges and opportunities for improvement in collabo ...
Assessment 1 – Case Study Project Overview and context You.docx
Assessment 1 – Case Study
Project Overview and context
You receive an email from Mary Johns, Managing Director of Business Operations.
Subject: Improving team effectiveness Hello,
As we move into the new financial year, we have many challenges to address in order to meet our business goal of 15% growth. One strategy I would like to implement is to improve team effectiveness at the outlet level.
Our current approach is to leave the management of outlet teams to the outlet managers. This will still be the case, but I would like all outlet managers to go through a process of documenting the approaches, methods, strategies and plans that they will use in leading and managing their teams.
This process of documentation will allow the outlet managers to formalise their approach to team leadership and use this documentation as a framework to evaluate their team leadership performance. It will also allow the organisation, as a whole, to learn what is and isn’t working and to improve our leadership skills.
Please refer to the tasks you are required to do. These tasks relate to how you, as the outlet manager, will lead and manage the effectiveness of your team through the implementation of our current operational plan.
I look forward to discussing this during our meeting (roleplay) where you will go over your report with me and your team members.
Regards,
Mary Johns
Managing Director: Business Operations
Tasks
1. Prepare a briefing document that outlines your understanding of (a) the team purpose, (b) roles, (c) responsibilities and (d) accountabilities in accordance with organisational goals, plans and objectives.
This document should be appropriate to distribute to team members as a consultation process to establish a common understanding.
2. Using the Performance and Development Plan template, prepare a six-month performance plan to establish (a) the expected outcomes, (b) outputs, (c) key performance indicators (KPIs) and (d) goals for the retail team. You may need to conduct additional research to determine realistic KPIs.
3. Outline the strategies you will use to support team members to meet their KPIs over the next six months.
These strategies should address any formal and informal learning requirements and may be in the form of an action plan.
4. Outline the strategy you will use to ensure team members have an input into the planning, decision- making and operational aspects of their work.
5. Outline the strategies you will use to encourage team members to participate in and to take responsibility for team activities, including communication processes, and to raise any issues or concerns.
6. XYZ currently has no policies or procedures around allowing and encouraging employees to take responsibility for their own work and to assist others to perform their roles and responsibilities within the team.
Prepare a draft policy and set of procedures that would achieve this. It may be relevant to utilise information that has already.
OL 663 Final Project Guidelines and Rubric Overview .docx
OL 663 Final Project Guidelines and Rubric
Overview
To be an effective leader, one must be able to lead change efforts in a way that is collaborative and demonstrates the culture of the organization. At some point,
all leaders will be tasked with either leading an organizational change effort or being part of upper-level team planning and implementation of an organizational
change effort.
Your final project in this course is the development of a change plan based on a case study. Your plan will utilize Kotter’s change implementation plan
components for an organization. Kotter’s plan will take you through steps that demonstrate what should be looked at during each step of a change effort.
Changes take time to implement, and it is vital that all aspects of an organization are considered when making these changes.
This project addresses the following course outcomes:
Determine the root causes and driving forces for effectively implementing an organizational change effort
Diagnose gap differences between current situations and targeted goals of change efforts for determining the needs of a change effort
Analyze the impact of a change effort for its implications on the roles of employees
Predict areas and causes of resistance within an organization to develop a well-informed, effective change plan
Determine the communication needs in a change effort involving employees for successfully implementing a change effort
Enhance the influence of organizational culture on organizational change efforts
Prompt
In this project, you will develop a change plan based on a case study with stated objectives to accomplish an intended goal or goals. Once the objectives are
established, you will build backward from those goal(s) in order to develop a timeline for completion in a phase-by-phase sequence. This change plan will
analyze what is needed for the implementation of a change to be successful and things to look out for along the way.
Specifically, the following critical elements must be addressed:
I. Analysis and Diagnosis
A. What is the problem in need of addressing at this point in time? Describe which forces are driving the change effort.
B. How did this problem arise? Determine how this problem is currently impacting the organization.
C. Identify the specific organizational needs driving the change. Explain each.
D. Identify specific variables, conditions, issues, individuals, and other factors that will impact the change effort negatively. Describe how these
should be handled prior to planning the change effort.
E. What are the underlying causes of the problem? How should these be addressed?
F. Identify the gap between what the problem’s current situation is and what the hoped-for targeted outcome will be. Establish what needs to
occur to build a process to bridge this gap.
II. Developing a Change Plan Using Kotter’s Model for Implementing Organizational Change
A. Create Urgency.
Mu0018 – change management
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Send your semester & Specialization name to our mail id :
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OL 663 Milestone One Guidelines and Rubric In the final.docx
OL 663 Milestone One Guidelines and Rubric
In the final project, you will be developing a change plan for the “Alaska Airlines: Navigating Change.” In The Heart of Change Field Guide: Tools and Tactics for
Leading Change in Your Organization, Cohen explains what is required from the leader and other parts of the organization to deliver Kotter’s steps successfully
as a change intervention.
Review the case study “Alaska Airlines: Navigating Change” and then complete the following: (a) State what actually occurred in the case regarding Kotter’s first
two steps of establishing a sense of urgency and creating the guiding team in a change effort and (b) reflect on what you think should have been done in the
change effort regarding those two steps. State your reflection as recommendations to implement Kotter’s steps 1 and 2.
This milestone will help you build Section I parts A and B of your final project.
A. Create Urgency
1. Describe a plan to create urgency within the organization and convince stakeholders that this change needs to take place.
2. What processes currently exist for implementing change? How will these processes need to be updated for the proposed change?
3. Describe the strategy you will use to get support from your employees. How will this strategy be effective?
B. Build a Guiding Coalition
1. Identify who should be involved in this guiding coalition. Provide rationale for each choice. Kotter likes 50% leaders and 50% managers with
experience, while others prefer the composition to be 33% leaders, 33% managers, and 33% informal leaders, but you can assemble the guiding
coalition as you see fit.
2. Determine steps you can take to ensure commitment from those involved. Describe those steps.
Guidelines for Submission: Your paper must be submitted as a 3–6-page Microsoft Word document with double spacing, 12-point Times New Roman font, one-
inch margins, and at least three sources cited in APA format.
Instructor Feedback: This activity uses an integrated rubric in Blackboard. Students can view instructor feedback in the Grade Center. For more information,
review these instructions.
Critical Elements Exemplary (100%) Proficient (90%) Needs Improvement (70%) Not Evident (0%) Value
Change Plan: Urgency Meets “Proficient” criteria, and
description is exceptionally
clear and contextualized
Describes a plan to create
urgency within the organization
and convince stakeholders that
the change needs to take place
Describes a plan to create
urgency within the organization
and convince stakeholders that
the change needs to take place,
but plan is misaligned with the
problem
Does not describe a plan to
create urgency within the
organization
20
http://snhu-media.snhu.edu/files/production_documentation/formatting/rubric_feedback_instructions_student.pdf
Change Plan:
Processes
Meets “Proficient” criteria, and
description is well supported
with examples
Identifies current pr.
Mu0018 summer-2016
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
Employee Development and PerformanceScenarioContinuing from th
Employee Development and Performance
Scenario
Continuing from the Strategy, Planning, and Selection assignment, you were selected as the new HR director for the retail company and now have been in the position for approximately six months. Your approach to strategy, planning, and selection have been quite successful thus far, and now it is time to address the organization's expectation for performance and development of employees since these components of HR strategy are critical in achieving business outcomes and success.
Instructions
Write a four page paper in which you do the following:
1. Critically analyze and discuss any researched (web or textbook) training process model you may consider for use in developing employees (Here's an idea: The Addie Model or exhibit 7-1, page 230 in the textbook). Then, identify and discuss at least 3 possible challenges that might be faced in implementing a new training process in the company.
2. List and briefly discuss at least three types of training that can be used for employee training. Of the three, which would you select to train the retail employees, and why? Be specific.
3. Differentiate the concepts of performance management and performance appraisal with three to four key points. Then, make your case to leadership for or against using annual performance appraisals in the organization. Be specific with your perspective.
4. Use at least four quality academic resources in this assignment. .
5. This course requires the use of APA 7 or Strayer Writing Standards. For assistance and information, please refer to the documents listed in the week 1 discussion or located in the course info section. Check with your professor for any additional instructions. The specific course outcome associated with this assignment is:
· Propose effective methods for implementing employee development and performance management processes for an organization.
The submission does not provide documentation that shows corroboration of completion of the common goal. Please keep in mind that the documentation should be a direct reflection of the completion of your goal. This means the documentation must be your own original work. Please resubmit your documentation and the grade will be updated.
A description of the team's process is included in your document, but does not include each person’s role and responsibilities. Be sure to continue to work on developing strong interpersonal interaction and balanced teamwork.
Some examples of collaborative tools used and an explanation of how they supported work towards a common goal is included in your document and somewhat shows how these approaches helped the group achieve their goals.
Great work providing details that describes with some concrete examples 2-3 effective collaborative approaches and describing how these approaches were critical to the group to help them accomplish the team’s goal.
Specific examples of challenges and opportunities for improvement in collabo ...
Assessment 1 – Case Study Project Overview and context You.docx
Assessment 1 – Case Study
Project Overview and context
You receive an email from Mary Johns, Managing Director of Business Operations.
Subject: Improving team effectiveness Hello,
As we move into the new financial year, we have many challenges to address in order to meet our business goal of 15% growth. One strategy I would like to implement is to improve team effectiveness at the outlet level.
Our current approach is to leave the management of outlet teams to the outlet managers. This will still be the case, but I would like all outlet managers to go through a process of documenting the approaches, methods, strategies and plans that they will use in leading and managing their teams.
This process of documentation will allow the outlet managers to formalise their approach to team leadership and use this documentation as a framework to evaluate their team leadership performance. It will also allow the organisation, as a whole, to learn what is and isn’t working and to improve our leadership skills.
Please refer to the tasks you are required to do. These tasks relate to how you, as the outlet manager, will lead and manage the effectiveness of your team through the implementation of our current operational plan.
I look forward to discussing this during our meeting (roleplay) where you will go over your report with me and your team members.
Regards,
Mary Johns
Managing Director: Business Operations
Tasks
1. Prepare a briefing document that outlines your understanding of (a) the team purpose, (b) roles, (c) responsibilities and (d) accountabilities in accordance with organisational goals, plans and objectives.
This document should be appropriate to distribute to team members as a consultation process to establish a common understanding.
2. Using the Performance and Development Plan template, prepare a six-month performance plan to establish (a) the expected outcomes, (b) outputs, (c) key performance indicators (KPIs) and (d) goals for the retail team. You may need to conduct additional research to determine realistic KPIs.
3. Outline the strategies you will use to support team members to meet their KPIs over the next six months.
These strategies should address any formal and informal learning requirements and may be in the form of an action plan.
4. Outline the strategy you will use to ensure team members have an input into the planning, decision- making and operational aspects of their work.
5. Outline the strategies you will use to encourage team members to participate in and to take responsibility for team activities, including communication processes, and to raise any issues or concerns.
6. XYZ currently has no policies or procedures around allowing and encouraging employees to take responsibility for their own work and to assist others to perform their roles and responsibilities within the team.
Prepare a draft policy and set of procedures that would achieve this. It may be relevant to utilise information that has already.
OL 663 Final Project Guidelines and Rubric Overview .docx
OL 663 Final Project Guidelines and Rubric
Overview
To be an effective leader, one must be able to lead change efforts in a way that is collaborative and demonstrates the culture of the organization. At some point,
all leaders will be tasked with either leading an organizational change effort or being part of upper-level team planning and implementation of an organizational
change effort.
Your final project in this course is the development of a change plan based on a case study. Your plan will utilize Kotter’s change implementation plan
components for an organization. Kotter’s plan will take you through steps that demonstrate what should be looked at during each step of a change effort.
Changes take time to implement, and it is vital that all aspects of an organization are considered when making these changes.
This project addresses the following course outcomes:
Determine the root causes and driving forces for effectively implementing an organizational change effort
Diagnose gap differences between current situations and targeted goals of change efforts for determining the needs of a change effort
Analyze the impact of a change effort for its implications on the roles of employees
Predict areas and causes of resistance within an organization to develop a well-informed, effective change plan
Determine the communication needs in a change effort involving employees for successfully implementing a change effort
Enhance the influence of organizational culture on organizational change efforts
Prompt
In this project, you will develop a change plan based on a case study with stated objectives to accomplish an intended goal or goals. Once the objectives are
established, you will build backward from those goal(s) in order to develop a timeline for completion in a phase-by-phase sequence. This change plan will
analyze what is needed for the implementation of a change to be successful and things to look out for along the way.
Specifically, the following critical elements must be addressed:
I. Analysis and Diagnosis
A. What is the problem in need of addressing at this point in time? Describe which forces are driving the change effort.
B. How did this problem arise? Determine how this problem is currently impacting the organization.
C. Identify the specific organizational needs driving the change. Explain each.
D. Identify specific variables, conditions, issues, individuals, and other factors that will impact the change effort negatively. Describe how these
should be handled prior to planning the change effort.
E. What are the underlying causes of the problem? How should these be addressed?
F. Identify the gap between what the problem’s current situation is and what the hoped-for targeted outcome will be. Establish what needs to
occur to build a process to bridge this gap.
II. Developing a Change Plan Using Kotter’s Model for Implementing Organizational Change
A. Create Urgency.
Mu0018 – change management
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Dr. Fred C. Lunenburg 1]. organizational development implementing planned cha...
Dr. Fred C. Lunenburg, www.nationalforum.com, Dr. William Allan Kritsonis, Editor-in-Chief, National FORUM Journals, Houston, Texas
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by:- chandra mohan anand,,belongs from,,,(etah) studied at :-mba(ft)3rd sem. c.s.j.m.u. campus, kanpur
year :-2012,,,month:-nov...date:-06
Mu0018 – change management
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Mu0018 – change management
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GB600-M3 Leading Teams to Achieve Business Outcomes.docx
GB600-M3 Leading Teams to Achieve Business Outcomes
XXXXXXX
Purdue Global
29th March 2020
Presentation content
Team Goals and Objectives approach
Introduction to team approach
Merits of team approach
Administration action plans
Probable cons to team approach
Remedy for the probable cons
Recommendations
Conclusions
Pressing issues
*
Introduction to team approach
Making our organization a multi-national agency is a goal which requires teamwork, therefore, to achieve this ultimate goal, my suggestion is that we make use of team approach.
The many merits that backs up team approach as will be illustrated in the next slides explains why I preferred it.
It must be noted that making an organization a multi-national organization requires collaboration from individuals from within and without the organization. Therefore, working with a team approach will easily help in bringing the various efforts together with an aim of achieving the intended goal (Qureshi, & Abass, 2017).
*
Merits of team approach
Time saving; team approach can be compared to introduction of machines in the technological industry as a combined minds will tend to make work easier.
It saves on the outlay of labor; with a combined effort, there will be that natural induced morale of work from the employees. This will specifically save labor cost
Since individuals will not be working on given action plans separately hence differentiation, the time used to complete a given action will be reduced hence saving the time which the organization will use to meet the multi-national goal.
When the jobs that could be done by individuals are allocated to a given group that still has the capability of handling other action plans, this leads to a general decrease of the net labor required per action hence allowing the organization to pool funds for meeting their goals.
*
Merits of team approach
It improves employees’ cohesion; for achievement of any important goal like changing an organization into a multi-national agency, employees’ cohesion is essential
Employees loyalty is improved; the loyalties of employees to the company is specifically improved through equal distribution of work.
When employees work on a given action plan together, they may grow close and feel free to work hence creating an environment in which employees are free to provide their ideas hence allowing room for new ideas.
When employees belong to a given team, it gives them a sense of belonging and this may improve loyalty which helps the whole organization work committedly towards a given goal.
*
Organizational level action plans
There are three main organizational level action plans which needs to be undertaken alongside this intended long term-goal of the organization.
Creating several effective groups
Allocating every group member a specific task
Choosing some group members to be the leaders of the several groups chosen.
For the purpose of ensuring that this goal is achieved, the.
Devry busn 460 complete course latest 2016 january
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Devry busn 460 complete course latest 2016 january
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Long Term Implementation of Lean Six Sigma within Organizations
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Page 1Question 1. 1. (TCO All) For the next set of questions ,.docx
Page 1
Question 1. 1. (TCO All) For the next set of questions , you will first select ONE of the TCOs of the course. Then, you will be asked to write an essay about the project you worked on this term over your two companies’ change program based on the TCO you selected above. Select the TCO your essay question will cover:
TCO A - Given that progressive and successful companies require their employees to embrace change, examine how changing work conditions impact the employees.
TCO B - Given the inherent reality that all organizations must experience change in order to improve, demonstrate how “models” are used in Change Management, for diagnosing an organization’s need for change.
TCO C - Given external, internal and/or multi-levels of organization factors that drive change, assess and create a leadership model which supports and promotes each type of change within the organization.
TCO D - Given that an organization’s mission and vision will determine its strategy towards change, ensure that an organization’s change initiative is aligned with and capitalizes on its culture and mission in preparation for change.
TCO E - Given a selected Change Management implementation “model”, determine the causes of change and develop a plan of action to implement the change.
TCO F - Given that both organizations and their employees commonly resist change, understand how to recognize and overcome barriers to change and develop a strategy to manage resistance to change that will ensure successful implementation of change.
TCO G - Given that developing a “vision for change” and communicating that “vision” is a critical part of the change process, analyze the key elements of the “vision for change” and develop a strategy to communicate the change to the stakeholder.
TCO H - Given the organization’s goal of creating and implementing a sustainable change while moving toward becoming a “learning” organization, develop a plan to implement change in a sustainable manner that can be applied to any change.
Using the TCO you selected from the list above, which you felt was most relevant to your project this term, write an essay answer explaining how the change management you saw in one of your companies from your project this term followed or failed to follow the theory of success ingrained in the TCO you have selected.
State the #1 thing you think that company’s change agent did which most contributed to the success or failure of the change and why that relates to the TCO you selected.
· Include in the answer the name of the company you are discussing.
· Explain/analyze why you think this way.
(Points : 35)
Question 2. 2. (TCOs A, E) Your project this term asked you to compare and contrast two companies’ change projects or programs for change. This question will review what you learned about the change projects in a continuation of your project. It will ask you to apply course information to your project companies. For your answer, be sure to refe.
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This presentation includes brief introduction about Organizational Development (OD) and various OD techniques.
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How to establish a network of change champions to support your change initatives.
LDR535 v4LDR535 v4Organizational Change ChartLDR535 v4P.docx
LDR/535 v4
LDR/535 v4
Organizational Change Chart
LDR/535 v4
Page 4 of 4
Organizational Change Chart
LDR/535 v4
Page 4 of 4
Organizational Change Chart
Organizational Information
Select an organization that needed a change to its culture as you complete the organizational change information chart.
For each type of information listed in the first column, include details about the organization in the second column.
Indicate your suggested actions for improvement in the third column.
Type
Details
Suggested Actions for Improvement
Vision
State Farm's ultimate goal is to have its goods and services be the ones that consumers choose above competitors every time.
Some of the more recent hires lacked familiarity with the company's long-term goals. Repetition of the vision statement is important for ingraining it in the minds of personnel.
Mission
State Farm's purpose is to aid its customers in dealing with life's normal pitfalls, bouncing back from the unexpected, and realizing their ambitions.
The company's stated objective provides a clear direction for everyone's efforts.
Purpose
To help others in the community by always being available to our clients
Everyone who works for the firm is aware of the mission of the business, which is to give customers the impression that they can depend on us at all times.
Values
Relationships and services that are of the highest quality; mutual trust; honesty and reliability; and a solid financial footing.
The same values and principles that we uphold are the foundation of our organization's success.
Diversity and Equity
Diversity in every aspect, such as the staff, the market, the community, and the ties with the many suppliers.
The diversity of State Farm's workforce is a key factor in the company's success. They are pretty pleased with the culture that they have developed, which encourages people to behave in a manner that is authentic to who they are at all times.
Inclusion
Improvements in education, volunteerism, and supplier ties
The employee resource groups (ERGs) serve as a venue in which employees may network with one another, learn new skills, and spread knowledge that is not only beneficial to the company but also to its clients, its community partners, and the people who live and work in the area.
Goal
The purpose of this project is to revamp our company's operations so that they better meet the requirements of the companies that we service and the long-term objectives of the firm.
Place more emphasis on streamlining departments that have too many layers of administration and staff.
Strategy
Executive positions, responsibilities, and reporting structures
Because of the sale and leasing of HUB sites, a significant number of workers have been transferred to other locations, and the management team has been reorganized in a manner that isn't really necessary.
Communication
Directors, conferences, electronic mail, and an internal network.
Please alert everyone so that they may know what is happe.
If messages are being sent from your email account without your know.pdf
If messages are being sent from your email account without your knowledge, this is a sign that
your computer is infected with
Solution
If messages are being sent from your email account without your knowledge, this is a sign that
your computer is infected with:
Identity Theft. In identity theft, some other machine is purported to be the other machine. Which
means, somebody else will steal your identity and will send an email to somebody else, as if they
were sending a mail from your email account..
Identify some of the postmodern trends movements that women artist .pdf
Identify some of the postmodern trends/ movements that women artist have particiapted in.
Solution
The female art movement originated in the late 1960s which sought to rewrite a falsely male-
dominated history and change the perception of the contemporary world. The main attributes are
as follows; It sought to create an interaction between the artist and viewer by including women\'s
perspective. Before the introduction of feminism, the presence of female artist was not
considered which was later changed by the female artists via establishing alternate venues to
increase their visibility in the market. They also embrace different materials which symbolized
feminine perspective..
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year :-2012,,,month:-nov...date:-06
Mu0018 – change management
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Mu0018 – change management
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
GB600-M3 Leading Teams to Achieve Business Outcomes.docx
GB600-M3 Leading Teams to Achieve Business Outcomes
XXXXXXX
Purdue Global
29th March 2020
Presentation content
Team Goals and Objectives approach
Introduction to team approach
Merits of team approach
Administration action plans
Probable cons to team approach
Remedy for the probable cons
Recommendations
Conclusions
Pressing issues
*
Introduction to team approach
Making our organization a multi-national agency is a goal which requires teamwork, therefore, to achieve this ultimate goal, my suggestion is that we make use of team approach.
The many merits that backs up team approach as will be illustrated in the next slides explains why I preferred it.
It must be noted that making an organization a multi-national organization requires collaboration from individuals from within and without the organization. Therefore, working with a team approach will easily help in bringing the various efforts together with an aim of achieving the intended goal (Qureshi, & Abass, 2017).
*
Merits of team approach
Time saving; team approach can be compared to introduction of machines in the technological industry as a combined minds will tend to make work easier.
It saves on the outlay of labor; with a combined effort, there will be that natural induced morale of work from the employees. This will specifically save labor cost
Since individuals will not be working on given action plans separately hence differentiation, the time used to complete a given action will be reduced hence saving the time which the organization will use to meet the multi-national goal.
When the jobs that could be done by individuals are allocated to a given group that still has the capability of handling other action plans, this leads to a general decrease of the net labor required per action hence allowing the organization to pool funds for meeting their goals.
*
Merits of team approach
It improves employees’ cohesion; for achievement of any important goal like changing an organization into a multi-national agency, employees’ cohesion is essential
Employees loyalty is improved; the loyalties of employees to the company is specifically improved through equal distribution of work.
When employees work on a given action plan together, they may grow close and feel free to work hence creating an environment in which employees are free to provide their ideas hence allowing room for new ideas.
When employees belong to a given team, it gives them a sense of belonging and this may improve loyalty which helps the whole organization work committedly towards a given goal.
*
Organizational level action plans
There are three main organizational level action plans which needs to be undertaken alongside this intended long term-goal of the organization.
Creating several effective groups
Allocating every group member a specific task
Choosing some group members to be the leaders of the several groups chosen.
For the purpose of ensuring that this goal is achieved, the.
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Page 1Question 1. 1. (TCO All) For the next set of questions ,.docx
Page 1
Question 1. 1. (TCO All) For the next set of questions , you will first select ONE of the TCOs of the course. Then, you will be asked to write an essay about the project you worked on this term over your two companies’ change program based on the TCO you selected above. Select the TCO your essay question will cover:
TCO A - Given that progressive and successful companies require their employees to embrace change, examine how changing work conditions impact the employees.
TCO B - Given the inherent reality that all organizations must experience change in order to improve, demonstrate how “models” are used in Change Management, for diagnosing an organization’s need for change.
TCO C - Given external, internal and/or multi-levels of organization factors that drive change, assess and create a leadership model which supports and promotes each type of change within the organization.
TCO D - Given that an organization’s mission and vision will determine its strategy towards change, ensure that an organization’s change initiative is aligned with and capitalizes on its culture and mission in preparation for change.
TCO E - Given a selected Change Management implementation “model”, determine the causes of change and develop a plan of action to implement the change.
TCO F - Given that both organizations and their employees commonly resist change, understand how to recognize and overcome barriers to change and develop a strategy to manage resistance to change that will ensure successful implementation of change.
TCO G - Given that developing a “vision for change” and communicating that “vision” is a critical part of the change process, analyze the key elements of the “vision for change” and develop a strategy to communicate the change to the stakeholder.
TCO H - Given the organization’s goal of creating and implementing a sustainable change while moving toward becoming a “learning” organization, develop a plan to implement change in a sustainable manner that can be applied to any change.
Using the TCO you selected from the list above, which you felt was most relevant to your project this term, write an essay answer explaining how the change management you saw in one of your companies from your project this term followed or failed to follow the theory of success ingrained in the TCO you have selected.
State the #1 thing you think that company’s change agent did which most contributed to the success or failure of the change and why that relates to the TCO you selected.
· Include in the answer the name of the company you are discussing.
· Explain/analyze why you think this way.
(Points : 35)
Question 2. 2. (TCOs A, E) Your project this term asked you to compare and contrast two companies’ change projects or programs for change. This question will review what you learned about the change projects in a continuation of your project. It will ask you to apply course information to your project companies. For your answer, be sure to refe.
Organizational development
This presentation includes brief introduction about Organizational Development (OD) and various OD techniques.
How to establish a network of change champions
How to establish a network of change champions to support your change initatives.
LDR535 v4LDR535 v4Organizational Change ChartLDR535 v4P.docx
LDR/535 v4
LDR/535 v4
Organizational Change Chart
LDR/535 v4
Page 4 of 4
Organizational Change Chart
LDR/535 v4
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Organizational Change Chart
Organizational Information
Select an organization that needed a change to its culture as you complete the organizational change information chart.
For each type of information listed in the first column, include details about the organization in the second column.
Indicate your suggested actions for improvement in the third column.
Type
Details
Suggested Actions for Improvement
Vision
State Farm's ultimate goal is to have its goods and services be the ones that consumers choose above competitors every time.
Some of the more recent hires lacked familiarity with the company's long-term goals. Repetition of the vision statement is important for ingraining it in the minds of personnel.
Mission
State Farm's purpose is to aid its customers in dealing with life's normal pitfalls, bouncing back from the unexpected, and realizing their ambitions.
The company's stated objective provides a clear direction for everyone's efforts.
Purpose
To help others in the community by always being available to our clients
Everyone who works for the firm is aware of the mission of the business, which is to give customers the impression that they can depend on us at all times.
Values
Relationships and services that are of the highest quality; mutual trust; honesty and reliability; and a solid financial footing.
The same values and principles that we uphold are the foundation of our organization's success.
Diversity and Equity
Diversity in every aspect, such as the staff, the market, the community, and the ties with the many suppliers.
The diversity of State Farm's workforce is a key factor in the company's success. They are pretty pleased with the culture that they have developed, which encourages people to behave in a manner that is authentic to who they are at all times.
Inclusion
Improvements in education, volunteerism, and supplier ties
The employee resource groups (ERGs) serve as a venue in which employees may network with one another, learn new skills, and spread knowledge that is not only beneficial to the company but also to its clients, its community partners, and the people who live and work in the area.
Goal
The purpose of this project is to revamp our company's operations so that they better meet the requirements of the companies that we service and the long-term objectives of the firm.
Place more emphasis on streamlining departments that have too many layers of administration and staff.
Strategy
Executive positions, responsibilities, and reporting structures
Because of the sale and leasing of HUB sites, a significant number of workers have been transferred to other locations, and the management team has been reorganized in a manner that isn't really necessary.
Communication
Directors, conferences, electronic mail, and an internal network.
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If messages are being sent from your email account without your know.pdf
If messages are being sent from your email account without your knowledge, this is a sign that
your computer is infected with
Solution
If messages are being sent from your email account without your knowledge, this is a sign that
your computer is infected with:
Identity Theft. In identity theft, some other machine is purported to be the other machine. Which
means, somebody else will steal your identity and will send an email to somebody else, as if they
were sending a mail from your email account..
Identify some of the postmodern trends movements that women artist .pdf
Identify some of the postmodern trends/ movements that women artist have particiapted in.
Solution
The female art movement originated in the late 1960s which sought to rewrite a falsely male-
dominated history and change the perception of the contemporary world. The main attributes are
as follows; It sought to create an interaction between the artist and viewer by including women\'s
perspective. Before the introduction of feminism, the presence of female artist was not
considered which was later changed by the female artists via establishing alternate venues to
increase their visibility in the market. They also embrace different materials which symbolized
feminine perspective..
i need the executable file of this program (.exe) This is Assembly.pdf
i need the executable file of this program (.exe)
This is Assembly code This program calculates the integer expression A=(A+B)-(C+D) using
registers INCLUDE Irvine32.inc. data A DWORD 150 B DWORD 100 C DWORD 50 D
DWORD 40 .code main PROC; save the integer values in registers mov eax, A; EAX=150
mov ebx.B; EBX=100 mov ecx.C; ECX=50 mov edx.D; EDX=40; calculates the integer
expression add eax.ebx; EAX: (A+B) add ecx.edx; ECX: (C+D) sub eax.ecx; EAX: (A+B)-
(C+D) mov A.eax; A=(A+B)-(C+D) exit main ENDP END main Here the name of program
file is intExp.asm; the program contains comments starting with a semicolon (;) symbol.
Solution
Ans: Its not possible to upload the file. The following steps you can get your intExp.exe from
intExp.asm.
Step 1:
a) Open a MS-DOS window
b) your program as intExp.asm
c) Assemble the program with
C:> MASM demo
MASM will create an object file intExp.obj
Set your path variable to MASM.EXE]
d) Link the program with
C:> LINK intExp ( + prog1 + prog2 ....)
This adds info to intExp.obj and creates
the executable intExp.exe.
e) Run the program with
C:> intExp
intExp expects the input of a character from KB: and sends it
to the screen.
2. Do Assembly and Linkage in one Step
From MASM 6.0 on MicroSoft delivered a program ML that allowed
to do assembly and linkage in one step.
C:> ML intExp.asm : creates intExp.exe
Useful switches : /Zi : add debug info ( codeview)
/Fl : add a list file demo.lst
/Fm : add a map file demo.map
A complete call looks like :
C:> ML /Zi /Fl /Fm intExp.asm
Have a look at intExp.lst, intExp.map.
The full list of options is available via :
C:> MASM /H
C:> LINK /HELP ; LINK /?
C:> ML /HELP ; ML /?
BORLAND version :
For Borland environment ( C:>\\BC5\\TASM....)
Prefer to use Borland assembler TASM and linker TLINK.
Assembly : C:> TASM /l /n /z intExp
creates intExp.obj
Switches : /l : create listing intExp.lst
/n : no symbol table
/z : display source lines with errors
Linkage : C:> TLINK /3 /m /v intExp
creates intExp.exe
Switches : /3 : use 32-bit registers
/m : create map file intExp.map
/v : add debug info for the debugger TD
List of all options : C:> TASM /? ; C:> TLINK /?
3. IDE : PWB
Start : Doubleclick the PWB icon or
use a DOS window and type C:> PWB
The edit-part of the functionality should be self.
File --> -New / -Open / - Save / -Save as / -Close / -Exit
Edit --> -Cut / -Copy / -Paste / -Delete ..
Before you can convert the asm source code into an exe file
you should tell PWB which kind of executable
you want to build. It can done by setting many options
in the OPTIONS menue :
Options --> Project Templates -->
activate : RunTimeSupport : Assembler
Project Template : DOS EXE ok
Options --> Build Options -->
activate : Use Debug Options ok
Options --> Language Options --> MASM-Options -->
activate : MASM 5.1 Compatibility
delete : Warnings treated as errors
go to --> Set Debug Options -->
activate : Generate Listing File
All the options are set you are able to build the
executable file.
Project.
Help me fix the error shown above in my code of image.cpp please~I.pdf
Help me fix the error shown above in my code of image.cpp please~
Image.cpp(the code i wrote):
#include
#include \"image.hpp\"
#include
using namespace std;
Image::Image() {
cols = 256;
rows = 256;
pixels = new uint8_t[rows * cols];
for (int i = 0; i < rows; i++) {
for (int j = 0; j < cols; j++) {
pixels[i + i * j] = \'A\';
}
}
}
Image:: ~Image(){
delete[] pixels;
}
int Image::get_pixel(unsigned int x, unsigned int y, uint8_t* colorp) {
colorp= &pixels[x+x*y];
if (colorp) {
return 0;
}
return -1;
}
int Image::set_pixel(unsigned int x, unsigned int y, uint8_t color) {
pixels[x + x * y] = color;
if (color) {
return 0;
}
return -1;
}
int Image::resize(unsigned int width, unsigned int height, uint8_t fillcolor) {
pixels = new uint8_t[rows * cols];
for (int i = 0; i < rows; i++) {
for (int j = 0; j < cols; j++) {
pixels[i + i * j] = fillcolor;
}
}
if (pixels) {
return 0;
}
return -1;
}
Image.hpp(resourse):
#include // for uint8_t
class Image {
public:
// made these public so I can peek at them
unsigned int cols;
unsigned int rows;
uint8_t* pixels;
/* Constructs an image of 0x0 pixels. */
Image();
/* Frees all memory allocated for img */
~Image();
/* Changes the size of an image, allocating memory as necessary, and
setting all pixels to fillcolor. Returns 0 on success, or a non-zero error code.*/
int resize( unsigned int width, unsigned int height, uint8_t fillcolor );
/* Sets the color of the pixel at (x,y) to color. Returns 0 on success, else a non-zero
error code. If (x,y) is not a valid pixel, the call fails and the image does not change.*/
int set_pixel( unsigned int x, unsigned int y, uint8_t color );
/* Gets the color of the pixel at (x,y) and stores at the address pointed to
by colorp. Returns 0 on success, else a non-zero error code. */
int get_pixel( unsigned int x, unsigned int y, uint8_t* colorp );
}; Running Program Done. Program returned 1 Error: Your program returned nonzero status
code 1 stdout Testing normal usage Constructing Image i Error: Empty image does not have zero
cols & rows i resize( 640, 480, 0 i resize 100, 100, 72 resize( 32, 32, 72) 0K Checking for correct
value in every pixel after resize after resize, pixel[257] does not have fillcolor value Error Error:
get pixel returned wrong pixel value (0 e) 0 Doing lots of get pixel and set pixel on bounds pixel
coords get pixel returned wrong pixel value (1 0) 0 Error: get pixel returned wrong pixel value
(20) 0 Error: get pixel returned wrong pixel value (3 0) 0 Error: get pixel returned wrong pixel
value (4 0) 0 Error: get pixel returned wrong pixel value (5 0) 0 Error: get pixel returned wrong
pixel value (6 0) 0 Error: get pixel returned wrong pixel value (7 0) 0 Error: get pixel returned
wrong pixel value (8 0) 0 Error: get pixel returned wrong pixel value (9 0) 0 Error: get pixel
returned wrong pixel value (10 0) 0 Error: get pixel returned wrong pixel value (11 0) 0 Error:
get pixel returned wrong pixel value (120) 0 Error: get pixel returned wrong pixel value (13 0) 0.
Explain how the format of the mark-up language differs from the docu.pdf
Explain how the format of the mark-up language differs from the document’s format,
Solution
A document format is a simple text without any differentiation between the elements in the text,
whereas mark- up language is a system for annotating a document in a way that is syntactically
distinguishable from the text. Instructions are expressed directly by tags or \"instruction text
encapsulated by tags.\" Examples include typesetting instructions such as those found in troff,
TeX and LaTeX, or structural markers such as XML tags. Markup instructs the software that
displays the text to carry out appropriate actions, but is omitted from the version of the text that
users see.Today, the most important markup languages are the Standard Generalized Markup
Language (SGML), the Hypertext Markup Language (HTML), and the Extensible Markup
Language (XML).
HTML
The Hypertext Markup Language is an SGML Document Type Definition (DTD) that was
designed specifically for the World Wide Web. In essence, HTML is a set of markup codes
inserted in a file that note logical structures and instruct a web browser how to display a web
page\'s words and images.
XML
The Extensible Markup Language (XML) is a subset of SGML, whose purpose is \"to enable
generic SGML to be served, received, and processed on the web\" through a system of notation
that is unlimited and self-defining. Although XML has been designed to be compatible with
HTML (as well as SGML), it is not another single, predefined markup language. It is a meta-
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Here is the given code, and the things I need to be done. Ive post.pdf
Here is the given code, and the things I need to be done. I\'ve posted this about 3 times and
nobody has helped me yet..
import javax.swing.*;
import java.awt.event.*;
public class JavaMenus extends JFrame {
public JavaMenus()
{
super(\"Java Menu Example\");
JMenu file = new JMenu(\"File\");
file.setMnemonic(\'F\');
JMenuItem ItemNew = new JMenuItem(\"New\");
ItemNew.setMnemonic(\'N\');
file.add(ItemNew);
JLabel fileButton = new JLabel(new ImageIcon(\"dukejdk\"));
JMenuItem ItemOpen = new JMenuItem(\"Open\");
ItemOpen.setMnemonic(\'O\');
file.add(ItemOpen);
JMenuItem ItemExit = new JMenuItem(\"Exit\");
ItemExit.setMnemonic(\'x\');
file.add(ItemExit);
final JLabel label1 = new JLabel(\" Welcome\");
add(label1);
this.setSize(100, 100);
setVisible(true);
ItemNew.addActionListener(
new ActionListener() {
public void actionPerformed(ActionEvent e)
{
label1.setText(\" New\");
JOptionPane.showMessageDialog(null, \"New was Clicked\",
\"Result\", JOptionPane.PLAIN_MESSAGE);
}
}
);
ItemOpen.addActionListener(
new ActionListener(){
public void actionPerformed(ActionEvent e)
{
label1.setText(\" Open\");
JOptionPane.showMessageDialog(null, \"Open was Clicked\",
\"Result\", JOptionPane.PLAIN_MESSAGE);
}
}
);
ItemExit.addActionListener(
new ActionListener(){
public void actionPerformed(ActionEvent e)
{
label1.setText(\" Exit\");
JOptionPane.showMessageDialog(null, \"Exit was Clicked\",
\"Result\", JOptionPane.PLAIN_MESSAGE);
}
}
);
JMenuBar bar = new JMenuBar();
setJMenuBar(bar);
bar.add(file);
getContentPane();
setSize(250, 250);
setVisible(true);
}
public static void main(String[] args)
{
JavaMenus appMenu = new JavaMenus();
appMenu.setDefaultCloseOperation(JFrame.EXIT_ON_CLOSE);
}
}
Modify your program code for the JavaMenus.java file such that the program will include
a new menu item. To do this alter the menu component items scheme to appear as follows.
Open Item
A Graphic image appears drawn out in the Frame
New Item
A historical quote appears in the Frame along with a corresponding image related to the quote.
Example- picture of Steve Jobs along with a Jobs quote of sorts.
Edit Item
A message box appears with the user’s name.
Exit Item
The application exits.
Test your modified program.
STEP 5 Supplement the Program Code
Modify again your program code for the JavaMenus.java file such that the program will
include a new second column of menu items. To do this alter the menu bar such that it
will contain these items.
Welcome Item
A message box appears that describes the program.
About Item
A message box appears with your name, as the programmer and version number of the app.
Open Item
A Graphic image appears drawn out in the Frame
New Item
A historical quote appears in the Frame along with a corresponding image related to the quote.
Example- picture of Steve Jobs along with a Jobs quote of sorts.
Edit Item
A message box appears with the user’s name.
Exit Item
The application exits.
Solution
package test;
import javax.swing.*;
import java.awt.event.*;
im.
Each student in my class was given bodily fluids. Everyone was n.pdf
Each student in my class was given \"bodily fluids.\" Everyone was negative for \"HIV\" except
one. We have to figure out who was positive for HIV and passed it on to others. Sharing partners
are in order. All the informaton that is needed is there. There are three numbers in the \"sharing
partner\" column. The column next to it is blank. Student\'s name 13 Sharing partners or 4,10, i4
7,8, la 2,4 I l, 14) B 13 I, 123,10 t ll, 4,3
Solution
Answer:
Student name \"3\" is positive for HIV.
Explanation:
The sharing partners of 3 are 2,4,5, and 12. Student 12 is +ve, it shares room with 11, 14 and 3.
But from the data it was clear that 11 and 14 are -ve for HIV. So the only possibility to transfer
the HIV to 12 is from \"3\"..
Hello everyone,Im actually working on a fast food order program..pdf
Hello everyone,
I\'m actually working on a fast food order program. So far my program works good. Once the
user has finished the order the program displays a receipt with all the order\'s information.
What I want is to print the receipt information in a showMessagedialog box by making used of
JOptionPane. I have tryed but i has been impossible. Can you please guys give a hand with this.
Here is my program code:
import java.text.DecimalFormat;
import java.util.Date;
import java.util.Random;
import java.util.Scanner;
//Interface
interface Restaurant
{
//Method that adds items to order.
void addItem();
}
//class that contains item\'s menu and prices.
class ItemsMenu{
Restaurant[] Menu = {
new CheeseBurger(4.45),
new ChickenBurger(5.25),
new SuperHotDog(3.55),
new MiniHotDog(2.99),
new Fries(1.75),
new OnionRings(1.75),
new Soda(1.55),
new BottleWater(1.25)};
//Method that display menu and receipt.
void Menu()
{
Scanner CashierInput = new Scanner(System.in);
DecimalFormat df = new DecimalFormat(\"0.00\");
Date dateCreated = new Date();
//Declaring variables.
int Choice = 0;
int ItemNum = 0;
double Tax = 0;
double NYTax = 8.78;
double SubTotal = 0;
double Total = 0;
double TotalFinal = 0;
//Printing menu options.
System.out.println(\"\ /*/*/*/*/*/*/*/*/ Mac King Fast Food /*/*/*/*/*/*/*/*/\");
System.out.println(\" \ Burgers:\" + \" \" + \"Side Orders: \");
System.out.println(\" 1. CheeseBurger $\" + df.format(((CheeseBurger)
Menu[0]).cheeseBurger) + \" \" + \"5. Fries $\" + df.format(((Fries) Menu[4]).fries));
System.out.println(\" 2. ChickenBurger $\" + df.format(((ChickenBurger)
Menu[1]).chickenBurger) + \" \" + \"6. Onion Rings $\" + df.format(((OnionRings)
Menu[5]).onionRings));
System.out.println(\" \ Hot Dogs:\" + \" \" + \"Beverages: \");
System.out.println(\" 3. Super HotDog $\" + df.format(((SuperHotDog)
Menu[2]).superHotDog) + \" \" + \"7. Soda $\" + df.format(((Soda) Menu[6]).soda));
System.out.println(\" 4. Mini HotDog $\" + df.format(((MiniHotDog) Menu[3]).miniHotDog)
+ \" \" + \"8. Bottle of Water $\" + df.format(((BottleWater) Menu[7]).bottleWater));
//Loop to get order choice from user.
do {
if (Choice != 0)
{
System.out.print(\" !!Enter (0) to finish Order!!\ \");
}
System.out.print(\" \ Enter menu selection: \");
Choice = CashierInput.nextInt();
//Printing choices added.
//Counting items added.
//Counting number of items added.
//Calculating subtotal.
if (Choice == 1)
{
System.out.println(\"\ CheeseBurger added\");
SubTotal = ((CheeseBurger) Menu[0]).cheeseBurger;
Menu[0].addItem();
++CheeseBurger.cheeseBCount;
++ItemNum;
Total = Total + SubTotal;
System.out.println(\"Current Subtotal $\" + (df.format(Total)));
}
else if (Choice == 2)
{
System.out.println(\"\ ChickenBurger added\");
SubTotal = ((ChickenBurger) Menu[1]).chickenBurger;
Menu[1].addItem();
++ChickenBurger.chickenBCount;
++ItemNum;
Total = Total + SubTotal;
System.out.println(\"Current Subtotal $\" + (df.format(Total)));
}
else if (Choice == 3)
{
System.out.println(\.
Describe the attributes that make a vision meaningful to stakeholder.pdf
Describe the attributes that make a vision meaningful to stakeholders. Discuss why a vision may
need to change.
Solution
The very essence of leadership is that you have to have a vision. It’s good to be a vision you
articulate clearly and forcefully on every occasion. You can’t blow an uncertain trumpet. –
Theodore Hesburgh.
A vision provides direction and road map into the future, it describes the type of organisations
that you want to become and how it’s unique, it creates purpose and identity.
The following characteristics make a vision compelling and meaningful to it’s stakeholders:
Future focused: An effective vision describes the organisation’s desired future, its provides a
clear picture of what the organisation should look like in 5-10 years time. It sets the context for
action.
Directional- An effective vision provides direction as to where the organisation should be going.
It should be specific enough to shape decision making and allow innovative strategies to help
realise the vision.
Clear: An effective vision provides guidance for decision-making and independent action. This
requires the vision to be clearly articulated and easily understood. The vision must clarify focus,
direction and constraints, to ensure that scarce resources are focused on the most strategic
initiatives. Vision that is clear enables effective allocation of scare resources.
Relevant- An effective vision is a good fit with the organisation’s history, current reality, culture
and values. An effective vision connects what has happened in the past to the desired future this
gives the vision credibility.
Purpose-Driven: An effective vision provides a larger sense of purpose for the organisation and
it’s people. That purpose must be more meaningful than getting bigger or beating the
competition. Purpose is about why we exist and why anyone should care. Vision connects people
to a meaningful purpose, allowing them to feel that they are part of something bigger than
themselves. As Steve Jobs said, “We’re here to put a dent in the universe. Otherwise why else
even be here?”
Value based- an effective vision connects the people to an organization’s core values. Values are
ideas and beliefs about what’s considered good or bad. Values of an organisation percolates in
the behaviour and attitudes of the people.
Challenging: An effective vision challenges us, it’s an invitation to greatness. A vision is a goal
that should challenge us, stretch us and set a high standard for the organisation. Effective visions
represent a future that is beyond what is possible today or what we think possible tomorrow.
Unique: An effective vision reflects what’s unique about the organisation, it recognizes what
makes it different. A vision is unique when it declares what makes the organisation stand out and
why it matters.
Vivid: An effective vision provides a vivid mental image of what the organisation will be like in
the future. Well crafted visions describe the future in a way that is easy .
Create a C program which auto-completes suggestions when beginning t.pdf
Create a C program which auto-completes suggestions when beginning to type a command and
pressing tab. The program needs to read all the files names in a directory given by the user and
store them in a data structure made up of a 26-element array of linked lists. A linked list
implementation in C is required. Create a linked list for each letter of the alphabet in which
you\'ll store the filenames which begin with that letter in some order. After reading the
filenames, the user provides the beginning of a filename they\'ll like to search. The output should
be all the filenames which match that prefix. The program should continue to ask for beginnings
of filenames until an empty string is entered.
Solution
Code
-----------
#include
#include
#include
struct node
{
char data[10] ;
struct node *next;
}*head;
node* arrNode[26];
char lettersPosition[26] =
{\'a\',\'b\',\'c\',\'d\',\'e\',\'f\',\'g\',\'h\',\'i\',\'j\',\'k\',\'l\',\'m\',\'n\',\'o\',\'p\',\'q\',\'r\',\'s\',\'t\',\'u\',\'v\',\'w\',\'x
\',\'y\',\'z\'};
/*
* Creating Node
*/
node* create_node(char fileName[])
{
node* newnode = (node *)malloc(sizeof(node));
if (newnode == NULL)
{
printf(\"\ Memory was not allocated\");
return 0;
}
else
{
strcpy(newnode->data,fileName);
newnode->next = NULL;
return newnode;
}
}
void display(struct node *r)
{
r=head;
if(r==NULL)
{
return;
}
while(r!=NULL)
{
printf(\"%s \",r->data);
r=r->next;
}
printf(\"\ \");
}
void search(char beginningFilePrefix[])
{
node* newnode = NULL;
char str[10];
strcpy(str,beginningFilePrefix);
char dirPos = str[0];
node* r = arrNode[lettersPosition[dirPos]];
if(r==NULL){
printf( \"No file is avialable in directory\");
return;
}else{
while(r!=NULL){
char tempFile[10];
bool isMathched = true;
strcpy(tempFile,r->data);
for( int i = 0; i < 1 ; i++){
printf(\"%c %c\",str[i],tempFile[i]);
if(!(str[i] == tempFile[i])){
isMathched = false;
}
}
if(isMathched){
if(newnode == NULL){
newnode = (node *)malloc(sizeof(node));
strcpy(newnode->data,r->data);
}else{
struct node *temp,*right;
temp= (struct node *)malloc(sizeof(struct node));
strcpy(temp->data,r->data);
right=(struct node *)newnode;
while(right->next != NULL){
right=right->next;
}
right->next =temp;
right=temp;
right->next=NULL;
}
}
r=r->next;
}
}
if(newnode==NULL){
printf(\"File not found with given search critieria\");
}else{
printf(\" Below are the output or file list which are matched with search criteria \ \");
while(newnode!=NULL){
printf(\"%s \ \",newnode->data);
newnode=newnode->next;
}
}
printf(\"\ \");
}
void displayFromArray(int dirPosition)
{
node* r= arrNode[dirPosition];
if(r==NULL){
printf( \"r is null\");
return;
}
while(r!=NULL){
printf(\"%s \",r->data);
r=r->next;
}
printf(\"\ \");
}
void insertIntoArray(char fileName[],int dirPosition){
struct node *temp;
temp=(struct node *)malloc(sizeof(struct node));
strcpy(temp->data,fileName);
node* r = arrNode[dirPosition];
if(lettersPosition[dirPosition] == fileName[0]){
printf(\"directory starts with letter %c cannot hold fi.
Compare the DHCP and DHCPv6SolutionThe comparison between the .pdf
Compare the DHCP and DHCPv6
Solution
The comparison between the DHCP and DHCPv6 is highlighted as below
1) DHCP packets are send over IPv4 while as DHCPv6 packets are sent over IPv6.
2) DHCPV6 used IPV6 multicast messages while as DHCP used IPV4 broadcast messsages
over the LAN.
3) DHCP has a default IP gateway address for the client while as DHCPv6 Does not have it.
4) DHCP can be configures over a router while as DHCPv6 does not have this option.
5) Scopes and leases is the concept used by both protocols.
6) DHCP Client, Relay and Server is the concept used by both the protocols.
7) Both messages types are different but perform olmost the same funtion.
8) Both Protocols use the DHCP end node for the additional information..
Consider in a given economy For a given time period the following in.pdf
Consider in a given economy: For a given time period the following information indicated
numbers of goods and services needed (Items) Unit Price for these items for selected time are
shown in the table below. Assume base year is 1981: calculate CPI for 1971, 1981, 1992 and
2012, Make sure show all your calculations Consider the following information, Use the CPI
from part one, and assume base is 1992. Complete the table Calculate percentage change of
Nominal GDP from 1971 to 2012. Calculate percentage change of Real GDP from 19711 to
2012. Explain the difference between nominal percentage change and real percentage change.
Solution
CPI=current year expenditure * 100/base year expenditure.
Background Many cities such as Detroit, MI have been in the news re.pdf
Background: Many cities such as Detroit, MI have been in the news recently regarding
underfunded pension funds. This exercise addresses a simplified version of some of the issues
involved (doing this as a starting point is common: the key generally is to address the core work,
adding more complexity later to make the analysis more accurate).
Solution
We have to analysis the background by the background data.
Can someone put this code in a zip file. I tried running it last tim.pdf
Can someone put this code in a zip file. I tried running it last time it was answered but it did not
work.. Please and thanks in advance..
In my template for how to solve JH2, I assume you have seen the StringTokenizer which should
be covered in cps161. You can find it in the first 9 chapters of \"Absolute Java\" by Savitch. The
StringTokenizer is a simple class for parsing a String that has multiple words on it. Run the
following simple example to see what it does:
class participation: 5 points
file_operations(45 points)
Create a package named file_operations and a class named FileOperations which will receive
one or more command line pathnames to command files. Each command file will be opened and
processed line by line. Each line can contain one of the following commands:
? - This command will print out the legal commands available
createFile - The first string following \"createFile\" will be treated as a filename, and the
remaining strings will be written to the file separated by new lines.
printFile - The first string following \"printFile\" will be treated as a filename that will be opened
up and printed out to the screen.
lastModified - The first string following \"lastModified\" will be treated as a filename for which
we will print out the date when this file was last modified.
size - The first string following \"size\" will be treated as a filename for which we will print out
the number of bytes it contains.
rename - The first string following \"rename\" will be treated as the current filename and the
second string will be treated as the new filename we desire.
mkdir - The first string following \"mkdir\" will be treated as the name of a directory that should
be created.
delete - The first string following \"delete\" will be treated as the name of a file that should be
deleted.
list - The first string following \"list\" will be treated as the name of a directory for which we
want a list of the files it contains.
quit - exit program
Anything else is a bad command
For a non-existent command file, you would get something like:
For a good command file like cmd.txt
cmd.txt
Your output would look something like:
Here is a template that you can use.
Once you have your program written, I want you to add the following files to the top level of
your project and run the test that I request:
cmd1.txt
cmd2.txt
Run your program with the following command line:
cmd1.txt non-existent-file cmd2.txt
Insert the contents of your screen into the appropriate JH2 worksheet.
Please don\'t create a file with the name non-existent-file!!!
Solution
Hi,
PFB the class for the question. Please comment for any queries/feedbacks.
Thanks,
Anita
FileOperations.java
package file_operations;
import java.io.BufferedReader;
import java.io.File;
import java.io.FileNotFoundException;
import java.io.FileReader;
import java.io.FileWriter;
import java.io.IOException;
import java.nio.file.Files;
import java.nio.file.Path;
import java.nio.file.Paths;
import java.text.SimpleDat.
Assignment 1. List the three visual elements Brieny descrbe each. 2 W.pdf
Assignment 1. List the three visual elements Brieny descrbe each. 2 What is the PCL? Give an
example of how it is used 3. What is the file ending lor an Android project? Windows Project?
Windows Phone Project? Mac project? A. Explain where Form int can be found for Windows,
Windows phone, Android, and Mac applicatons. 5 Each platform must instantiate the APP class
(wihich is located in the PCL This occurs in a can to the oadApplication Explain where this call
occurs in the Windows, Windows Phone, Android, and Mac platforms. 6 What is the difference
between PCL and SAP? 7 Explain how to create a label 8 Explain how padding works Make sure
to include a differences that exist with damerent devices 9 How do you set a margin? 10 How do
you center a label? How do you center text within a label?
Solution
Form:
The form of a piece is its form, including its volume or perceived volume. A three-dimensional
artwork has depth as well as breadth and height. Three-dimensional form is the basis of
sculpture.However, two-dimensional artwork will win the illusion of type with the employment
of perspective and/or shading or modelling techniques. Formalism is the analysis of works by
their form or shapes in humanities or anthropology.
Line
Lines and curves are marks that span a distance between 2 points . As an component of visual
art, line is the use of assorted marks, outlines, and implied lines in design and style. A line has a
width, direction, and length. A line\'s width is typically referred to as its \"thickness\". Lines are
typically referred to as \"strokes\", especially once referring to lines in digital design.
Color
Color is the element of art that\'s made once light-weight, striking AN object, is reflected back
to the eye. There are 3 properties to color. The first is hue, which merely means that the name we
have a tendency to offer to a color . The second element is intensity, which refers to the
vividness of the color. A color\'s intensity is sometimes stated as its \"colorfulness\", its
\"saturation\", its \"purity\" or its \"strength\".The third and final property of color is its value,
meaning however light-weight or dark it is. The terms shade and tint refer to value changes in
colours. In painting, shades are created by adding black to a color, while tints ar created by
adding white to a color..
A. Intergenic sequences make up 60 of the human genome. Where do t.pdf
A. Intergenic sequences make up >60% of the human genome. Where do these intergenic
sequences come from?
B. What are some of their functions?
a. May encode mRNAs
b. May encode miRNAs
c. May be nonfunctional sequences
d. May serve as regulatory sequences for transcription
Solution
A)Intergenic regions are short -coding regions that are found with in genes iin eukaryotic
organisms. It is one of the DNA sequences sometimes referred to as junk DNA, Intergenic
regions are a subset of noncoding DNA. these intergenic dna consists of parasitic dna regions of
transposable elements.An Intergenic sequence is a stretch of DNA sequences located between
genes.Intergenic regions are a subset of noncoding DNA. some intergenicDNA acts to control
genes.
B) d)May serve as regulatory sequences for transcription.
a) How can habitat selection and sexual selection drive sympatric sp.pdf
a) How can habitat selection and sexual selection drive sympatric speciation?
b) What are hybrid zones and why can they be viewed as “natural laboratories” in which to study
speciation?
Solution
a)sympatric speciation is when a small population becomes a new species without geographic
separation due to reduced gene flow by factors like polyploidy, habitat differentiation, and sexual
selection.This type of speciation takes place in geographically overlapping populations.There is
no physical barrier, but still interruption of gene flow is there.
For example in fruit flies, food source (habitat selection) and apple maget fruit flies
Ex. Cichlids(Differ in coloration of breeding males). Mate choice based on male breeding
coloration is the main reproductive barrier that normally keeps these gene pools of these two
species separate.
b)Hybrid zones are regions in which members of different species meet and mate, producing
some offspring of mixed ancestry. Such regions are \"natural laboratories\" in which to study
speciation because scientists can directly observe factors that cause (or fail to cause)
reproductive isolation..
A common test of balances in a revenue cycle is the inquiry of manage.pdf
A common test of balances in a revenue cycle is the inquiry of management about the likelihood
of delinquent accounts receivable. This test concerns primarily with which one of the 28.
following management assertions? a. Existence or occurrence assertion. c. Presentation and
disclosure assertion. b. Valuation assertion. d. Completeness assertion.
Solution
2A common test of balances in a revenue cycle is the inquiry of management about the
likelihood of delinquent account receivable. This test concerns primarily with which one of the
following management assertions?
a.Existence or occurence assertion.
7. Recently, Skooterville has experienced a large growth in populati.pdf
7. Recently, Skooterville has experienced a large growth in population. As a result, the market
demand curve for housing in Skooterville:has shifted to the right.
Solution
Answer
Recently, Skooterville has experienced a large growth in population. As a result, the market
demand curve for housing in Skooterville:
Has shifted to the left.
50mL of a 0.1000 M aqueous solution of hydrazoic acid (HN3, Ka=1.91.pdf
50mL of a 0.1000 M aqueous solution of hydrazoic acid (HN3, Ka=1.9*10^-5) is titrated with a
0.1000M solution of sodium Hydroxide. Calculate the pH at the following points a. Before
Titration b. After the addition of 5.00mL of NaOH c. After the addition of 25.00mL of NaOH d.
After the addition of 50.00mL of NaOH e. After the addition of 5.00mL of NaOH
Solution
HN3+ NaOH--> NaN3 +H2O
mini moles of HN3=5
ka=Ka=1.9*10^-5
pka=4.72
a) ph before addition
before addition only weak acid is present
alpha=sqrt(ka/c)
=1.37*10^-2
c.alpha= [H+]= 1.37*10^-3
ph=2.86
b) after addition of 5 ml
mini moles of naoh added=0.5
ph=4.72+log(0.5/(5-0.5))
ph=3.76
c) after addition of 25 ml Naoh
ph=4.72+log(2.5/(5-2.5))
ph=4.72
d)after addition of 50 ml
now this is equivalence point.
Here N1v1=N2v2
here salt hydrolysis will take place
N3- +H2O <=> HN3+OH-
pOH=1/2(pKw-pKa-logC)
C= 5/(50+50)
=1/20M
pOH=1/2(14-4.72+1.30)
=5.29
ph=8.71.
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2024.06.01 Introducing a competency framework for languag learning materials ...
2024.06.01 Introducing a competency framework for languag learning materials ...
Group Presentation 2 Economics.Ariana Buscigliopptx
Group Presentation 2 Economics.Ariana Buscigliopptx
Unit 8 - Information and Communication Technology (Paper I).pdf
Unit 8 - Information and Communication Technology (Paper I).pdf
BÀI TẬP BỔ TRỢ TIẾNG ANH GLOBAL SUCCESS LỚP 3 - CẢ NĂM (CÓ FILE NGHE VÀ ĐÁP Á...
BÀI TẬP BỔ TRỢ TIẾNG ANH GLOBAL SUCCESS LỚP 3 - CẢ NĂM (CÓ FILE NGHE VÀ ĐÁP Á...
A Survey of Techniques for Maximizing LLM Performance.pptx
A Survey of Techniques for Maximizing LLM Performance.pptx
Lets discuss the differences between groups and teams. How do we c.pdf
- 1. Let's discuss the differences between groups and teams. How do we convert a group to a team? What benefits might come from this conversion in a business environment? Solution Q ) Difference between Group and Teams : ____________________________________________________ Q ) How do we convert a group to a team? A ) There are steps and ways to convert a group into a team for greater productvity levels. Step 1 : Explaining their roles and responsiblities clearly and how important their role is to organization. Step 2 : This increasesmotivation in the team and enhance productivity. Step 3 : Setting the goals clearly and how they can achieve goals( Short Term and Long Term ). Step 4 : Assigning clear work flow chart and design the project according to the priority tasks. Step 5 : Conducting weekly meetings and keeping track of the progress so far done and Updating them regarding the work flows. Step 6 : Encourage team members and checking their motivational levels. Step 7 : Thanking them for their efforts. ______________________________________________________ Q ) What benefits might come from this conversion in a business environment? A ) The benefits of working as a team in business environment :Point of DifferenceGroupTeamSkillsRandom , so specificationRequired skills for a particular jobConflictsDeep and negative impacts on the groupConflicts are generally considered a part of the process.Communicationvery informalFormal process in communication.Level of DependencyMembers work independently, ZERO dependenceyMembers depend on each other,FULL dependencyInvolvementThey may not be involved in all important decision makingEvery memeber is involved in the decision makingProductivityAny single Individual efforts can result in good productivityTeam Collective Efforts results in good productivityPurposeWorks for broader organizational missionWorks for specific purpose and to fulfil the needs.