Media and Society
Media History
JOHN DEWEY – 1859-1952
Harold A. Innis
1894-1952
Marshall McLuhan – 1911-1980
Walter J. Ong, S.J.
1912-2003
Robert W. McChesney – 1952-
Three Historical Narratives:
Oral to Electronic Culture
Oral Culture – all interactions take place in face-to-face discussions.
Written Culture – a shared system of inscription in a literate society exists so that communication can take place outside of face-to-face discussions across time and space.
Print Culture – an expansion of Written Culture that encompasses the consequent social and cultural changes that result from the proliferation of printer material.
Electronic Culture – communication transcends time and space.
There is a different sense of time in Oral Culture, according to Ong.
Since there are no records, memory cannot be recorded. History
can only reside in the present, in the telling of the story. Memory
is thematic and formulaic. The story may vary very little from telling to
telling over time, but the words and phrases used may differ.
Performance is the key to authorship. Every time a story is told or a work is
performed, it is shaped by the performer and provides a new model for future performances.
Oral cultures are relatively homogeneous with respect to knowledge and social norms but public and shared across generations.
Written Culture, according to McLuhan , has been the means of creating
‘civilized man.’
According to Innis, written communication allowed societies to persevere through time by creating durable texts which could be handed down and referred to. This allowed for control of knowledge by certain hierarchies and also allowed for centralized control to expand over a wider area.
Audiences could be remote in time and space, and the communicator could guarantee that the message received is identical to the one sent without having to rely on the memory of the messenger. The communicator could reach a wider and more disparate audience.
Print Culture – the ability to mechanically reproduce text freed writing
from its reliance on an elite group of individuals and guaranteed that
each copy of the text would be identical to every other copy.
Printing was instrumental in the development of a secular society and in the establishment of a democracy among the upper classes in early
modern Europe, according to historian, Elizabeth Eisenstein.
Printing reinforced the sense of individuality and privacy and makes
Introspection possible.
Printing enabled the emergence of the newspaper and the novel, and
altered the very structure of human consciousness and thought.
Electronic Culture – the telegraph reorganized people’s perception of space and time; it enabled the transmission of messages across space, and it fostered a rational reorganization of time. The telegraph also separated transportation from communication.
According to Innis, electronic culture allows for a new fo.
Mass Media Usage
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Milestones Navigating Late Childhood to AdolescenceFrom the m.docxjessiehampson
Milestones: Navigating Late Childhood to Adolescence
From the movie, Lila, Eight to Thirteen in this week's materials, identify 2–3 developmental milestones Lila reaches, and assess whether or not you think she successfully navigates her way through them as she prepares for adolescence. Support your assertions with evidence from your text and this week's materials.
.
Migration and RefugeesMany immigrants in the region flee persecu.docxjessiehampson
Migration and Refugees
Many immigrants in the region flee persecution and then return after they are liberated. For example, 700,000 Jews were allowed to leave the former Soviet Union and enter Israel in the 1990s. There has also been a migration of Palestinian people. Discuss the following:
Why do you think that Israel is such an important place for the Jews?
What is the importance of the area to the Palestinians?
What do you think the impact would be on you and your families if you participated in such long-distance migration?
No references needed, need response within 3 hours!
.
Min-2 pagesThe goal is to develop a professional document, take .docxjessiehampson
Min-2 pages
The goal is to develop a professional document, take a stake in your company (its a t-shirt and apparel company; see attached) as a business owner, and develop a business plan with the aim of securing financing to expand one’s business for an established firm.
Complete the following: (using the business plan working document)
10.0 Financials Plan
*Annotated plan has additional details if you have questions or need explanation
.
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Milestones Navigating Late Childhood to AdolescenceFrom the m.docxjessiehampson
Milestones: Navigating Late Childhood to Adolescence
From the movie, Lila, Eight to Thirteen in this week's materials, identify 2–3 developmental milestones Lila reaches, and assess whether or not you think she successfully navigates her way through them as she prepares for adolescence. Support your assertions with evidence from your text and this week's materials.
.
Migration and RefugeesMany immigrants in the region flee persecu.docxjessiehampson
Migration and Refugees
Many immigrants in the region flee persecution and then return after they are liberated. For example, 700,000 Jews were allowed to leave the former Soviet Union and enter Israel in the 1990s. There has also been a migration of Palestinian people. Discuss the following:
Why do you think that Israel is such an important place for the Jews?
What is the importance of the area to the Palestinians?
What do you think the impact would be on you and your families if you participated in such long-distance migration?
No references needed, need response within 3 hours!
.
Min-2 pagesThe goal is to develop a professional document, take .docxjessiehampson
Min-2 pages
The goal is to develop a professional document, take a stake in your company (its a t-shirt and apparel company; see attached) as a business owner, and develop a business plan with the aim of securing financing to expand one’s business for an established firm.
Complete the following: (using the business plan working document)
10.0 Financials Plan
*Annotated plan has additional details if you have questions or need explanation
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Mingzhi Hu
First Paper
3/5/2020
POLS 203
Application of Realism Theory on Civil war in Syria and International Relations
International relation can be best understood through the various schools of thought or
rather theories. They are significant in giving a comprehensive detail of the constructs that make
international relations. Realism theory still remains one of the most influential tools in
understanding events related to international relations. This is because it provides a pragmatic
approach in examining current events in the sphere of international relations (Maghroori, pg. 17).
Realism is divided into three subdivisions, seeking to explain causes of state conflict. This
include classical realism that argues that the conflict comes from the nature of man, neorealist
which associates conflict the elements of the state, and neoclassical realism which associates it to
both human nature and elements of the state. This school of thought is grounded on some
fundamental principles that make the core of its arguments.
The first assumption in realism is the idea that a country, usually referred to as a state,
serves as the main actor in international relations. It acknowledges the fact that there are other
actors like individuals and organizations, which have limited influence (Maghroori 11).
Secondly, the state is considered a unitary player, which is expected to work harmoniously, with
regard to matters of national interest. In addition, realists believe that the people who make
decisions are rational players, since this rationality is required in pursuing the interest of the
nation. In essence, the leaders are believed to understand these assumptions regardless of their
Laci Hubbard-Mattix
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But selfish
Laci Hubbard-Mattix
90000004849605
Laci Hubbard-Mattix
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What do you mean by "work harmoniously"
Laci Hubbard-Mattix
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It is not clear what this sentence means.
political position, so ensure their sustainability and continuity. Consequently, it is assumed that
states exist in an anarchy context, where there is no single international leader. In this
theorization, the role of nature in influencing human action is not ignored. It asserts that nature
influence people to continue acting in repetitive tendencies. In this assumption, it comes out that
people desire power because of the egoistic nature. The innate selfishness of human beings,
mistrust and their thirst for power explains the unpredicted consequences that can result from
their actions (Maghroori 20). Such human tendencies can explain the unending wars among
nations. Bearing the fact that nations are governed by human beings, their nature contributes
largely to their behavioral tendencies, which in turn influence its security.
Realist therefore assume that leaders have the responsibility to promote the security of
their country in all fronts. This can be realized through consta.
Miller, 1 Sarah Miller Professor Kristen Johnson C.docxjessiehampson
Miller, 1
Sarah Miller
Professor Kristen Johnson
CHID 230
2 April 2019
The Myth of Disability as Isolating in Tim Burton’s Edward Scissorhands
Jay Timothy Dolmage discusses the common disability myths that condition our
understanding of disability in his work Disability Rhetoric. He argues that these myths create the
perception that disabled people are “others”, through the portrayal of them as lesser, surplus, or
improper (Dolmage, 31). One of the myths that Dolmage examines is disability as isolating or
individualizing, which is perpetrated through narratives of disabled people living in isolation,
rarely having romantic relationships or friendships, and often being left alone at the end
(Dolmage, 43). This myth can be seen in the film Edward Scissorhands, directed by Tim Burton.
Edward is a human being created by an inventor, yet the inventor’s death before his completion
leaves him with scissor blades for hands. Edward lives in a gothic mansion atop a hill,
completely in isolation until local Avon saleswoman Peg Boggs visits. She is initially frightened
by his appearance, yet decides to take him home with her upon the realization that he is
harmless. Edward’s disability causes his transition into society to be largely unsuccessful, as he
is objectified and used by other people for their benefit, and at the end of the film he is forced to
return to living in isolation after their perception of him turns to one of fear and scorn.
Edward’s isolation from society is symbolically portrayed through many film design
techniques. The mansion in which he lives at the beginning and the end of the film starkly
contrasts the community in which the able-bodied society lives. The mansion is gothic, dark, and
partially in ruins, whereas the rest of the houses are brightly colored in pinks, yellows, and
Miller, 2
greens, all with perfectly manicured green lawns. His appearance also separates him from the
rest of society, as he has very pale skin, dark under-eyes, black untamed hair, and wears gothic
industrial clothes. The able-bodied individuals often wear colorful or light clothes and appear
quite “ordinary”. The contrast created between Edward and society through set, clothing,
makeup, and hair design work to portray Edward and his disability as unusual, creepy, and
“other”. Peg even attempts to “normalize” his appearance by giving him different clothes to wear
and attempting to cover his scars with makeup, in the hopes that it will ease his transition into the
community. This film phenomenon is discussed by Martin F. Norden in his book The Cinema of
Isolation: A History of Physical Disabilities in the Movies. He argues that filmmakers will
separate disabled characters from their able-bodied peers not only through the storyline, but also
through a number of design elements. He also states that this technique allows filmmakers to
reflect an able-bodied point of view and reduce d.
Migrating to the Cloud Please respond to the following1. .docxjessiehampson
"Migrating to the Cloud" Please respond to the following:
1. Imagine that you are a CIO and you have been tasked to examine the process of moving from one host server or storage location to another. Predict two foreseen challenges of migrating an application to the cloud in a live migration and high- availability setting. Propose a preventative measure or a solution for each of these challenges.
2. Imagine that you are the CIO for a midsized organization in this industry. Determine, in 10 or less steps, the timeline for a live migration to the cloud in your organization. Determine the three greatest risks in this deployment.
.
Mike, Ana, Tiffany, Josh and Annie are heading to the store to get.docxjessiehampson
Mike, Ana, Tiffany, Josh and Annie are heading to the store to get some snacks. Mike has $1, Ana has $2, Tiffany has $3, Josh has $4, and Annie has $5.
What's the average (mean) amount of cash the five kids have? What's the median? A few days later, Annie's family won the lottery, and the kids go together to the store to get some snacks again. This time Mike has $1, Ana has $2, Tiffany has $3, Josh has $4, and Annie has wad of cash totaling $5,000.
What's the average (mean) amount of cash the five kids have this time? What's the median?
From part a, how have the mean and the median changed?
Which one - the mean or the median - is a better reflection of how much money they have together? Take you time before answering.
.
Michelle Wrote; There are several different reasons why an inter.docxjessiehampson
Michelle Wrote;
There are several different reasons why an intervention fails, such as the wrong intervention being selected or trying to solve the wrong problem. It is important that when performing and intervention that every thing have been severely observed and taken into consideration. I worked with an organization that was a travel agency, and they operated off of the commission that was collected from the booking that are processed, but they also provided a discount to the members that was taken out of the commission total. The issue was that when they initially opened the department there was no budget plan done and no guidelines were given, the agents were told to use discretion, and all though the department was a huge success in booking reservations they were still failing, because they were not withholding enough commission for the organization to operate under. Where the intervention process failed is that they never had formal training, which would have been a focus group to define the exact percentage to give to customer and the amount the organization needed to cover their overhead. During the meeting process there should have been definite guidelines to lead employees and managers from the accounting department so that the employees did not need to play the guessing game. Although they had the meeting nothing changed, because the problem was not solved with the employees and managers and was not addressed by the accounting department. The business is now in danger of folding because of the poor communication practices.
William Wrote:
Although what I am going to talk about is not my workplace but the place that I volunteer my time to sit on the board of directors for a non profit agency. As a board member we oversee the agency as a whole but we also break down into small committee groups to address needs as they arise. One of the committees that I am on is the planning committee. A change that was implemented by administration, program staff, and the board was all departments would start entering all their own data. At the time the agency had two data entry personal that was entering all agency data. So the change we made was that instead of hiring another data entry person we would require all programs to enter their own data into the collection software. This ended up being a failure that could have been huge had we not pulled reports the first two quarters of the year. What we found was some programs were right on target with getting their information entered with the first quarter. The Executive Director addressed this with staff. When the second quarter reports were pulled the data did not get any better. As an agency this failed due to program staff just did not have the appropriate time to take on more data entry. The agency ended up where we should have to start off, hiring another data entry staff member. I will say with this failure it actually turned into a very positive experience over all.
.
Midterm Lad Report 7
Midterm Lab Report
Introduction
Cellular respiration refers to all the metabolic processes and chemical reactions that take place in living organisms, particularly at the cellular level. These processes focus on the extraction of energy from nutrients. It is also responsible for converting the biochemical energy into 'adenosine triphosphate' (ATP) by the breakdown of sugars in the cells (Bennet 58). Cellular respiration is also responsible for the process by which cells release chemical energy required for conducting cellular activities. The reactions and processes facilitate the release of waste products from the cells. This experiment seeks to conduct a study of the processes and reactions involved during cellular respiration. The experiment will include several activities, such as having a study on the amount of Carbon dioxide produced during the experiment.
The number of levels of the growth of a yeast medium as a dependent variable will also be monitored during the experiment. There are other several independent variables associated with the experiment. These independent variables include sugar and temperature, among others, and their role in the experiment were also monitored. The experiment design involved the use of airtight balloons capped over reaction chambers that were used to collect the Carbon dioxide produced during the experiment. The reaction chambers contained sugars and yeast medium, which facilitated the reactions. Thermometers and pH scale were used to monitor the changes in temperature and acidity levels during the experiment. The paper involves a lab design that institute steps such as arranging the bottles used on the experiment. Notably, a proper arrangement to make sure that all the carbon dioxide released during the respiration process is well tapped in the bottles for correct lab results
Methodology
The actual procedure for experimenting involved taking measurements and recording of all observations made during the experiment. For accurate results, measures were taken three times, and a mean measurement was calculated and recorded. Winzler asserts that the mean obtained from the measurements should be used to calculate the standard deviation, which in turn facilitated the calculation of uncertainty (276). Below are the steps for conducting the experiment. It is essential to read the instructions carefully safety and accuracy during the experiment. Notably, all the lab and experiment results were well observed and thus making sure that there are limited errors in the whole process.
Consequently, all the steps required in the lab report were also clearly followed to help in getting the correct data and even not to affect the whole experiment process. The experiment involved setting the apparatus as per the set standard and the requirement. As per this concept, all the apparatus were set in a proper way to avoid vague results. Notably, to get the correct measurement and results, it is import.
MicroEssay Identify a behavioral tendency that you believe.docxjessiehampson
MicroEssay
Identify a behavioral tendency that you believe you have inherited (one that is determined, at least in part, by your genetic make-up). Explain the ways you think this trait has been affected by your environment by applying the different types of gene x environment correlations to your example (passive, evocative, and active)? What does this suggest about the nature-nurture debate?
.
MILNETVisionMILNETs vision is to leverage the diverse mili.docxjessiehampson
MILNET
Vision
MILNETs vision is to leverage the diverse military experience of Crawford employees to create awareness opportunities that help forester an appreciation, understand, and respect for the military culture and members we serve
Benefits
· Know our Members
· Support recruiting and retention
· Facilitate transition from military to Crawford
· Centralized source to connect with peer veterans
· Provide Member Experience, Marketing, and other Crawford initiatives and expert knowledge base.
MILNET Leadership Team (Volunteer position)
· Event & Volunteer Lead- Plan and execute mandatory enterprise events
· Technology Lead- Maintain MILNET budget throughout the year and reports overview or expenses monthly
· MILNET Spouse Lead- Ensures connect of sites are up to date/accurate, to include Veteran/Military Spouse Registration
· Secretary-Manages relationships by identifying opportunism for partnership
· Communications/Marketing Lead- Communicates to the MILNET community regularly via multiple channels (Email, Internal Social) regarding upcoming events, announcement, and other communications.
Background
Grandfather Air force
Parents- Army
Myself- Army
Spouse Army
Skills
Knowledgeable
Passionate
Qualified
Education
-Associates Accounting
-Bachelor’s in business and HR
-MRA w/ HR concentration
1 – Paragraph for each question (Professional answers)
Question 1- What is your visions of MILNET?
Question 2-How would your selection impact the Leadership Team?
.
midtermAnswer all question with proper number atleast 1 and half.docxjessiehampson
midterm
Answer all question with proper number atleast 1 and half page
APA FORMAT SIZE 12
1. Why is culture important to political scientists?
2. How is political science an interdisciplinary major?
3. How can politics be treated as a science?
4. Describe how modern liberalism differs from classical liberalism and explain how modern conservatism related to classical liberalism?
5. Explain how nationalism can be dangerous to a nation. Use both theoretical ideas and concrete examples to support your claims
6.
Evaluate the "end of ideology" argument by considering the facts that fit and contradict this view on today's world
7. What are the means by which power is institutionalized? What makes for good institutions? Provide examples from the United States and one other country
8. Identify the purposes of constitutions and explain why they are necessary
9. Describe how the principle of separation of powers is manifested in the U.S. Constitution and explain how this principle has evolved over time in the United States.
10. Bonus Question: What are the 10 Bill of Rights
.
Midterm QuestionIs the movement towards human security a true .docxjessiehampson
Midterm Question
Is the movement towards human security a true paradigm shift? In answering this question make sure to consider which of the authors whom you have read in Weeks one to four of the course support your view and which do not. *The sole use of attached readings is required for the midterm*
Midterm Assignment – Instructions (Read Carefully)
In university courses, assignments (or assessments) are meant to give students the opportunity to demonstrate what they have been learning in the course – and give instructors evidence that such learning is occurring within the classroom. Because of these objectives, it is imperative to incorporate the specifics of what you’ve been studying in the course into your writing assignments. You accomplish this by answering the Midterm question in the assessment via the course objectives and readings from the course. The midterm will cover the following objectives:
1. Describe the role of rapid globalization in changing perceptions of security
2. Identify key threats to human security (food security, personal security, environmental security)
3. Apply the concepts of human security
4. Compare and contrast traditional international relations approaches to security with the doctrine of human security.
Additional Instructions
To answer the Midterm question you will write an analytical essay. The analytical essay is a practical approach to solving a problem. So think of this essay question as you would an assignment from your boss: “I need you to take a look at this problem and solve it for me using things from your IR toolkit (what you have learned, or know). Present a well-written, concise answer to me in four pages. I need it by tomorrow morning.” This is how it happens in the real world, and this is what we want to prepare you to do. To achieve this structure of the essay please keep the following tips in mind:
1. Remember that the analytical essay is highly-structured. Each paragraph should look like the others in terms of style and substance. Writing to the limit of four pages is an art and something you need to learn to do. So, don’t write fewer than four pages and don’t write more. You may need to write over just a little and then edit away the extra parts of the essay to reach the concise four pages.
2. Review your submission and make sure that you have covered the requirements of the assignment using only material from the lessons and readings.
Format for the Essay:
1. Do not use a cover page. Instead, create a header with your name, assignment name, and date. To do this in Word, go to “insert” and then “header.” Do the same thing to insert a ‘footer’ and include page numbers. If you need help, use the ‘help’ function to learn more within Word.
2. Your submission should be four pages (no more, no less) and look like this:
a. Introduction: Introduce your topic & include a thesis. To help you set up your analytical essay include three reasons why you agree or disagree with the midterm quest.
MGT/526 v1
Wk 2 – Apply: Organizational Analysis
MGT/526 v1
Page 2 of 2
Wk 2 – Apply: Organizational AnalysisInstructions
Complete the worksheet based on your chosen organization. Use Business Source Complete and your selected company’s website, annual report, and other available sources. Part 1: Organization Information
Organization
Define your chosen company and its industry.
Mission and Vision
Identify the mission and vision of the organization.
Mission
Vision
Organizational Initiatives
Outline 1-2 major initiative for this organization. What are they currently doing to support these initiatives?
Organizational Plans
Describe the plans employed by the organization. Determine which types of managers create each type of plan.
Type of Plan
Description
Type of Manager
SWOT Analysis
There are various factors within the external environment of an organization that impacts its strategy.
Analyze the organization’s SWOT analysis. Identify the internal and external factors. Include a link to the SWOT analysis in the Reference section of this worksheet.
Internal Factors
External Factors
Part 2: Evaluation
Evaluate if the mission, vision, planning process, and SWOT analysis meets the current needs of the organization. Include the following in your evaluation:
· Describe the unmet need, (not limited to product or service, can be new demographic, new mode of delivery, etc.).
· Analyze your competitive advantages.
· Based upon the SWOT analysis, is there another business that is doing something similar that can be referred to? Provide examples.
· If there is not another business, describe how what you’re doing is a unique product or service offering.
· Propose a competitive business initiative to address the unmet need.
· Create a high-level timeline and operational steps necessary to implement your solution. References
Include a link to theSWOT analysis.
Copyright 2020 by University of Phoenix. All rights reserved.
Copyright 2020 by University of Phoenix. All rights reserved.
COUN 6785: Social Change in Action:
Prevention, Consultation, and Advocacy
Social Change Portfolio
M. Negrón
Contents
Introduction
Scope and Consequences
Social-ecological Model
Theories of Prevention
Diversity and Ethical Considerations
Advocacy
INTRODUCTIONAdressing Teen Pregnancy in Pittsburg, California
In more recent years, there has been an effort in my community to address teen pregnancy due to its growing rates. Over the years teen pregnancy rates have continued to rise in Contra Costa County as well as surrounding counties. Unfortanately, the town I come from is a small town within Contra Costa County so resources are limited. In order to address teen pregnancy there needs to be easier access to resources to prevent teen pregnancy from occurring. Teen pregnancy can lead to a number of different problems such as low socioeconomic status, greater chance of contracting a sexually transmitted infec.
Microsoft Word Editing Version 1.0Software Requirement Speci.docxjessiehampson
Microsoft Word Editing
Version: 1.0
Software Requirement Specification
Date: 7/3/2020
YLLC-001
Yohammed LLCSoftware Requirements SpecificationFor Microsoft WORD
Version 2016
Revision History
Date
Version
Description
Author
7/3/2020
1.0
Initial document
Mohammed Allibalogun
10/3/2020
1.0.1
Revise documentation of Initial document
Mohammed Allibalogun
Table of Contents
Contents
1. Introduction 5
1.1 Purpose 5
1.2 Scope 5
1.3 Definitions, Acronyms, Abbreviations 5
1.4 References 5
1.5 Overview 6
2. Overall Description 6
2.1 Use-Case Model Survey 6
2.1.1 Sign in 6
2.1.2 Open 6
2.1.3 New 7
2.1.4 Save 7
2.1.5 Save As 7
2.1.6 Export 7
2.1.7 Print 7
2.1.8 Change Font 7
2.1.9 Use case Diagram: 7
2.2 Assumptions and Dependencies 7
3. Specific Requirements 7
3.1 Use-Case Reports 8
3.1.1 Sign in 8
3.1.2 Open: 9
3.1.3 New: 10
3.1.4 Save: 11
3.1.5 Save As: 12
3.1.6 Export: 13
3.1.7 Print: 14
3.1.8 Change Font: 15
3.2 Supplementary Requirements 16
3.2.1 Performance: 16
3.2.2 Usability: 16
3.2.3 Supportability: 16
3.2.4 Configurability: 16
3.2.5 Recoverability: 16
Software Requirements SpecificationIntroduction
Microsoft Word is a word processor created by Microsoft. It was first discharged on October 25, 1983, under the name Multi-Tool Word for Xenix frameworks. Microsoft Word 2016 was released in the year 2016. The Microsoft Word application location was made to facilitate its users in ways where they could document things, save them on their hard drives or online, and even print them. With a wide range of scopes, any type of document such as assignments, reports, proposals, brochures, memorandums, etc. can be made on created through MS Word. When the file is saved, a .docx extension file is made and saved on the system. Even though MS Word is a very helpful application location, it still has its drawbacks. One of them is due to the presence of too many options. A novice user may feel overwhelmed with the number of features that can be executed through this software.Purpose
The purpose of the Microsoft Word application location is to document i.e. write any type of document such as assignments, quizzes, reports, etc. This does not mean that you can only write something on the word. You can also use tools to make your document look better such as using different layouts, different shapes, adding pictures and tables, etc. Thus, word lets you make a document and edit it. There are no critical bugs and the defect rate of MS Word is zero. The learning time for an average user is 30 to 60 minutes. Scope
The project aims to efficiently document your need for both, your professional or personal life. The focus of this application location is to provide help for the user to inscribe a document in a multitude of formats. This will provide more options and facilitate the user with different modules so the document can always look professional. Definitions, Acronyms, Abbreviations
Following are the abbreviations in t.
Microsoft Windows implements access controls by allowing organiz.docxjessiehampson
Microsoft Windows implements access controls by allowing organizations to define users, groups, and object DACLs that support their environment. Organizations define the rules, and Windows enables those rules to be enforced.
Answer the following question(s):
Do you think access controls are implemented differently in a government agency versus a typical information technology company? Why or why not?
2. Do you think access controls differ among private industries, such as retail, banking, and manufacturing? Why or why not?
.
MGT520
Critical Thinking Writing Rubric - Module 10
Exceeds
Expectation
Meets Expectation Below Expectation Limited Evidence
Content, Research, and Analysis
21-25 Points 16-20 Points 11-15 Points 6-10 Points
Requirements Exceeds
Expectation -
Includes all of the
required
components as
specified in the
assignment.
Meets Expectation-
Includes most of
the required
components as
specified in the
assignment.
Below Expectation-
Includes some of
the required
components as
specified in the
assignment.
Limited Evidence -
Includes few of the
required
components as
specified in the
assignment.
21-25 Points 16-20 Points 11-15 Points 6-10 Points
Content Exceeds
Expectation -
Demonstrates
substantial and
extensive
knowledge of the
materials, with no
errors or major
omissions.
Meets Expectation-
Demonstrates
adequate
knowledge of the
materials; may
include some
minor errors or
omissions.
Below Expectation-
Demonstrates fair
knowledge of the
materials and/or
includes some
major errors or
omissions.
Limited Evidence -
Fails to
demonstrate
knowledge of the
materials and/or
includes many
major errors or
omissions.
25-30 Points 19-24 Points 13-18 Points 7-12 Points
Analysis Exceeds
Expectation -
Provides strong
thought, insight,
and analysis of
performance
management
system, concepts
and applications.
Meets Expectation-
Provides adequate
thought, insight,
and analysis of
performance
management
system, concepts
and applications.
Below Expectation-
Provides poor
thought, insight,
and analysis of
performance
management
system, concepts
and applications.
Limited Evidence -
Provides little or no
thought, insight,
and analysis of
performance
management
system, concepts
and applications.
13-15 Points 10-12 Points 7-9 Points 4-6 Points
Sources Exceeds
Expectation -
Sources go above
and beyond
required criteria,
and are well
chosen to provide
effective
substance and
perspectives on
the issue under
examination.
Meets Expectation-
Sources meet
required criteria
and are adequately
chosen to provide
substance and
perspectives on the
issue under
examination.
Below Expectation-
Sources meet
required criteria,
but are poorly
chosen to provide
substance and
perspectives on the
issue under
examination.
Limited Evidence -
Source selection
and integration of
knowledge from
the course is
clearly deficient.
Mechanics and Writing
5 Points 4 Points 3 Points 1-2 Points
Demonstrates Exceeds Meets Expectation- Below Expectation- Limited Evidence -
MGT520
Critical Thinking Writing Rubric - Module 10
college-level
proficiency in
organization,
grammar and
style.
Expectation -
Project is clearly
organized, well
written, and in
proper format as
outlined in the
assignment. Strong
sentence and
paragraph
structure; contains
no errors in
grammar, spelling,
APA style, or APA
citations and
references..
Midterm PaperThe Midterm Paper is worth 100 points. It will .docxjessiehampson
Midterm Paper
The Midterm Paper is worth 100 points. It will consist of a 500 word written description and analysis of a work of art using terminology from Chapters 2-5.
For this assignment, you are to discuss the form, content, and subject matter of a work of art chosen from the list provided. This is an exercise in recognizing visual elements and principles of design in works of art and demonstrating an understanding of how they relate to each other to create meaning. This paper is about looking and seeing. This is not a research paper; you will not need to do additional research. Please follow the outline provided below.
First: Select a work of art
Select one of the following listed works of art:
Circle of Diego Quispe Tito.
The Virgin of Carmel Saving Souls in Purgatory
. Late 17th century. Fig. 1.22, pg. 17.
Henri Matisse.
Large Reclining Nude
. 1935. Fig. 4.24, pg. 85.
Faith Ringgold.
Tar Beach
. 1988. Fig. 13.18, pg. 219.
Henry Ossawa Tanner.
The Banjo Lesson
. 1893. Fig. 21.15, pg. 373
Andy Warhol.
Marilyn Diptych
. 1962. Fig. 24.23, pg. 447.
Format
Describe the use of each visual element and principle of design in the order they are listed in the outline. You can simply list each term and address how it is used in the painting. If you write in paragraph form be sure to identify each term clearly. Any term not addressed will receive 0 points. Provide specific examples. For example, don’t just say “there are lines,” give specific examples of how line is used in the piece you’ve selected.
Papers should be 500 words minimum (not including images), double-spaced, 10 or 12 point, with 1" margins. The preferred format is Microsoft Word (.doc or .docx). If these formats are not available, other acceptable formats are ASCII (.txt), rich text format (.rtf), Open Office (.odt), and PDF. Make sure you proofread your papers for incorrect grammar, spelling, punctuation, and other errors.
The Midterm Paper is due at 11:59 pm CT Sunday of Week 4.
Midterm Paper Outline
Introduction (First Paragraph)
In the first paragraph, called the introduction, you will include:
An identification of the work of art you selected: The name of the artist, title (which is underlined or italicized every time you use the title in your paper), date, and medium.
Your initial interpretation of the subject based on your initial observations.
Description
Describe how each of the following is used in the piece you selected.
Visual Elements
:
Line: what types of lines do you see in the piece? Provide examples.
Shape: what types of shapes do you see? Provide examples.
Mass: How is mass implied?
Space: How is the illusion of space created in the piece?
Time and Motion: Are time and motion evident in tis piece? How so?
Light: How is light used here?
Color: How does the artist use color?
Texture: How does the artist create the illusion of texture, or incorporate actual texture
Principles of Design
Unity and Variety: In what way is this pi.
Miami Florida is considered ground zero for climate change, in parti.docxjessiehampson
Miami Florida is considered ground zero for climate change, in particular rising seas will not only drown coastal sections of the city but will disrupt our local supply of drinking water.
Based on what you have learned so far from this class, discuss the following:
Explain where the drinking water from South Florida primarily comes from and why would rising sea levels disrupt this supply?
What efforts can be made and are being made to mitigate the effects of rising seas on our drinking water?
If you were a local politician, what advice would you give to state and federal officials on the best way to ensure residents in South Florida had a steady supply of drinking water for many years to come?
.
MGT230 v6Nordstrom Case Study AnalysisMGT230 v6Page 2 of 2.docxjessiehampson
MGT/230 v6
Nordstrom Case Study Analysis
MGT/230 v6
Page 2 of 2
Nordstrom Case Study Analysis
Nordstrom—“High Touch” with “High Tech”
How does Nordstrom stay profitable despite dips in consumer spending, changing fashion trends, and intense competition among retailers? One answer: Acute attention to detail and well-laid plans.
All in the Family
The fourth generation of family members that runs Nordstrom has brought the store’s time-honored and successful retail practices into a new era. “Nordstrom, it seems, is that rarity in American business: an enterprise run by a founding family that hasn’t wrecked it,” says one business writer. The company provides a quality customer experience via personalized service, a compelling merchandise offering, a pleasant shopping environment, and increasingly better management of its inventory.
Secret of Success
The secret of this company’s success lies in its strategic planning efforts and the ability of its management team to set broad, comprehensive, and longer-term action directions, all of which are focused on the customer experience. The current generation of Nordstrom family members was quick to spearhead an ultramodern multimillion-dollar, Web-based inventory management system. This upgrade helped the company meet two key goals: (1) correlate purchasing with demand to keep inventory as lean as possible, and (2) give customers and sales associates a comprehensive view of Nordstrom’s entire inventory, including every store and warehouse.
Demand Planning
Instead of relying on one-day sales, coupon blitzes, or marking down entire lines of product, Nordstrom discounts only certain items. “Markdown optimization” software assists in planning more profitable sale prices. According to retail analyst, Patricia Edwards, this helps Nordstrom calculate what will sell better at different discounts and forecast which single items should be marked down. If a style is no longer in demand, the company can ship it off to its Nordstrom Rack outlet stores. It’s all part of Nordstrom’s long-term investment in efficiency. “If we can identify what is not performing and move it out to bring in fresh merchandise,” says Pete Nordstrom, “that’s a decision we want to make.”
Inventory Planning
Although inventory naturally fluctuates, Nordstrom associates can easily locate any item in another store or verify when it will return to stock. Customers on their smart phones and associates behind sales counters see the same thing—the entire inventory of Nordstrom’s stores is presented as one selection, which the company refers to as perpetual inventory. “Customer service is not just a friendly, helpful, knowledgeable salesperson helping you buy something,” says Robert Spector, retail expert and author of The Nordstrom Way. “Part of customer service is having the right item at the right size at the right price at the right time. And that’s something perpetual inventory will help with.”
The upgraded inventory management system was an .
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
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.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
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 Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Media and SocietyMedia HistoryJOHN DEWEY – 185.docx
1. Media and Society
Media History
JOHN DEWEY – 1859-1952
Harold A. Innis
1894-1952
Marshall McLuhan – 1911-1980
2. Walter J. Ong, S.J.
1912-2003
Robert W. McChesney – 1952-
Three Historical Narratives:
Oral to Electronic Culture
Oral Culture – all interactions take place in face-to-face
discussions.
Written Culture – a shared system of inscription in a literate
society exists so that communication can take place outside of
face-to-face discussions across time and space.
Print Culture – an expansion of Written Culture that
encompasses the consequent social and cultural changes that
result from the proliferation of printer material.
Electronic Culture – communication transcends time and space.
3. There is a different sense of time in Oral Culture, according to
Ong.
Since there are no records, memory cannot be recorded. History
can only reside in the present, in the telling of the story.
Memory
is thematic and formulaic. The story may vary very little from
telling to
telling over time, but the words and phrases used may differ.
Performance is the key to authorship. Every time a story is told
or a work is
performed, it is shaped by the performer and provides a new
model for future performances.
Oral cultures are relatively homogeneous with respect to
knowledge and social norms but public and shared across
generations.
Written Culture, according to McLuhan , has been the means of
creating
‘civilized man.’
According to Innis, written communication allowed societies to
persevere through time by creating durable texts which could be
handed down and referred to. This allowed for control of
knowledge by certain hierarchies and also allowed for
centralized control to expand over a wider area.
4. Audiences could be remote in time and space, and the
communicator could guarantee that the message received is
identical to the one sent without having to rely on the memory
of the messenger. The communicator could reach a wider and
more disparate audience.
Print Culture – the ability to mechanically reproduce text freed
writing
from its reliance on an elite group of individuals and guaranteed
that
each copy of the text would be identical to every other copy.
Printing was instrumental in the development of a secular
society and in the establishment of a democracy among the
upper classes in early
modern Europe, according to historian, Elizabeth Eisenstein.
Printing reinforced the sense of individuality and privacy and
makes
Introspection possible.
Printing enabled the emergence of the newspaper and the novel,
and
altered the very structure of human consciousness and thought.
5. Electronic Culture – the telegraph reorganized people’s
perception of space and time; it enabled the transmission of
messages across space, and it fostered a rational reorganization
of time. The telegraph also separated transportation from
communication.
According to Innis, electronic culture allows for a new form of
empire expanded across space; information beamed across space
becomes more difficult to control. It reinforced the sense of
individuality and privacy to create new forms of what McLuhan
called the ‘global village.’
Awareness of space and time have been transformed: space
could be measured in temporal terms and time could be
fractured and discontinuous.
Information and power can be both centralized and
decentralized at the same time.
Technological Determinism: the belief that technology is the
principal, if not the only, cause of historical change. McLuhan,
for example, believed that people’s normal use of technology
necessarily modifies their consciousness, that the forms of
communication technology (oral, print, electronic) available to
people at a particular historical moment determine the ways in
which they can perceive reality and the logic they use to
understand it. To McLuhan, the content of the media, the actual
messages, are irrelevant, thus “The Medium is the Message.”
According to Raymond Williams, however, communications
technologies have been sought in the context of solving
6. particular social needs and that technological determinism
ignores the active role of people and social institutions.
Theories of the Masses
from Social Relationship to Culture
Mass society theory holds that as a result of various social
changes,
including industrialization, both the nature of social life and the
form of
social interaction were fundamentally altered for the worse.
The Industrial Revolution prompted a transformation from a
rural, agrarian society in which people knew each other
intimately and personally (Gemeinschaft) to an urban,
mechanical society in which people did not know their
neighbors except in terms of professional function
(Gesellschaft).
In the Gesellschaft, rather than being bound to one another by
tradition and custom, mutual regard, and understanding, people
now constitute a society only by formal, contractual relations –
the individual becomes part of a mass.
from Culture to Society
7. Two totalitarian societies: Germany under Hitler’s Nazism and
the Soviet Union under Stalin’s communism.
The United States emerges as a mass society after WWII – can
it be a totalitarian society?
What is the relationship between a mass culture and a
democratic society? How do we define the United States in
terms of a mass society? The most popular response to these
questions defined American society as fundamentally liberal
due to the diversity of American culture and the plurality of
audiences for a range of cultural products: high culture, mass
culture, popular culture, folk culture, middlebrow culture
from Modernity to Postmodernity
When did the Modern period begin?
Modernization describes the broad spectrum of interrelated
historical forces
that radically changed the world since the beginning of the
Industrial
Revolution, capitalism, and colonialism in Europe and America.
Modernism refers to the cultural forms, discourses, practices,
and relations –
both elite and popular. Both commercial and folk – with which
people attempted to make sense of, represent, judge, rail
against, surrender to, intervene into, navigate through, or escape
from the new worlds of modernization.
8. Modernity refers to the changing structure and nature of the
lived social realities
to which modernism and modernization responded and which
were themselves shaped by both modernism and modernization.
The Postmodern
When did the Postmodern period begin?
The commercialism of culture and communication characterized
by the return to the small and the flexible, the commitment to
maximizing profit by developing systems of production and
distribution that can respond quickly to the different demands of
smaller groups of consumers, and the construction and
celebration of identities as multiple, fragmented subjects
defined entirely by consumer and lifestyle choices; the
increasing mobility of human populations around the world; the
rapid development of new communication technologies,
particularly the computer and other information media. In the
postmodern text, only surfaces matter, only images are real.
9. 15
Strategic HR
What It Is, Why It Is Important, and Why It
Is Often Difficult
T he War for Talent was an influential book published in 2001
that emphasized the growing impact that workforce quality
has on business performance. The book noted that “in 1900 only
17 percent of jobs required knowledge workers, now over 60
percent
do. . . As the economy becomes more knowledge based, the
differ-
ential value of highly talented people continues to mount.”1
Since
that book appeared, the importance of attracting, hiring,
develop-
ing, using, and retaining high-quality talent has steadily grown.
Business success is becoming less about having better business
strat-
egies and more about having the talent to execute these
strategies
effectively. Winning does not just come from knowing what to
do; it
comes from doing it faster and better than everyone else.
A company that does not have employees who can support its
strategies will
fail, no matter how good its strategies are. This realization that
people are very
often the most important competitive differentiator is forcing
organizations to
12. 60 percent of the operating cost in most companies.2 Companies
must realize
a high level of return on the sizable investment that they make
in people. This
means maximizing employee performance.
• Attracting, developing, and retaining high-performing
employees. It is often
said that employees are a company’s most valuable asset. This
is true if you
are talking about high-performing employees. These employees
typically
generate three times or more revenue than average employees.3
But the
things that make employees high performers also make them a
retention risk
(e.g., achievement orientation, marketable skills). Companies
must be able to
both hire and keep high-performing talent to compete in the
labor market.
• Identifying and addressing low-performing employees.
High-performing
employees may be a company’s most valuable asset, but low-
performing
employees can be a company’s most expensive liability. Low
performers dam-
age the revenue stream, decrease the productivity of coworkers,
and drive
away high-performing employees. Tolerating low performance
drags down
company profitability, business growth, and employee morale.
The only way to meet these challenges is to ensure managers
are:
13. 1. Employing the right people: They hire employees who can
effectively per-
form their jobs and will stay with the company long enough to
justify the
cost of hiring them.
2. Focusing people on the right things: They make sure that
employees are
working on things that support strategic business priorities and
do not
spend time on activities that do not align with company needs.
3. Ensuring people do things the right way: They take steps so
that high per-
formance is recognized and encouraged and poor performance is
identi-
fied and addressed.
4. Giving people the right development: They provide
employees with develop-
ment opportunities that enable them to perform their current
roles more
effectively and progress into future roles that support the
company’s long-
term business needs.
The purpose of strategic HR is to provide organizations with
tools, knowl-
edge, and guidance that ensure these four things are being done
in an effective
and consistent manner. I refer to these as the 4Rs of strategic
HR: hire the right
Hunt, Steven T.. Common Sense Talent Management : Using
Strategic Human Resources to Improve Company Performance,
15. ad
er
sh
ip
. A
ll
rig
ht
s
re
se
rv
ed
.
Strategic HR 17
people, focus them on the right things, ensure they are doing
things the right
way, and foster the right development.
2.1 THE FUNDAMENTAL PROCESSES OF STRATEGIC HR
Strategic HR is ultimately about maximizing workforce
productivity. Workforce
productivity requires making sure a company has the employees
it needs to sup-
port its business strategies and that these employees are
performing their jobs
16. in a manner that supports the business needs of the
organization. Strategic HR
increases workforce productivity by providing methods that
help companies
find and place people in jobs where they will be effective (e.g.,
staffing, succes-
sion management), improve employees’ current job performance
(e.g., by per-
formance management or training), and retain and develop
employees over
time (e.g., through compensation and career development). The
one thing that
links all strategic HR methods is a focus on predicting and
increasing job per-
formance to ensure people are placed in roles where they will
succeed, improve
productivity in current roles, and build capabilities needed for
future roles.
Figure 2.1 illustrates the basic components of job performance
and the fun-
damental strategic HR processes used to influence them.
Increasing job perfor-
mance ultimately depends on managing three things:
• Goals that define the business outcomes associated with an
employee’s job
(e.g., achieving sales quotas, minimizing accidents, maintaining
productivity
levels, processing documents). Goals define the reason that a
job exists. People
are employed to do something; goals clarify what they are
employed to do.
• Competencies that describe behaviors that employees are
expected to display
17. on the job—building relationships, planning and organizing,
solving prob-
lems, and other activities that influence success or reflect
important cultural
values of the company. People often distinguish goals from
competencies
using the concept of “what versus how.” Goals define what a
person is sup-
posed to do in the job, and competencies describe how they are
expected
to do it.
• Attributes are characteristics of employees that are
associated with job suc-
cess. They include qualifications (e.g., job experience,
education, certifica-
tions), aptitudes (e.g., personality and ability traits), and
interests (e.g., career
aspirations, salary preferences, work schedule expectations).
Attributes define
Hunt, Steven T.. Common Sense Talent Management : Using
Strategic Human Resources to Improve Company Performance,
Center for Creative
Leadership, 2014. ProQuest Ebook Central,
http://ebookcentral.proquest.com/lib/ashford-
ebooks/detail.action?docID=827115.
Created from ashford-ebooks on 2020-03-24 17:12:28.
C
op
yr
ig
ht
19. re
se
rv
ed
.
Commonsense Talent Management18
who employees are in terms of their knowledge, skills, and
abilities. The
attributes employees possess influence the competencies they
display, which
determine the goals they can achieve.
The relationship of attributes, competencies, and goals can be
summed up
as, “Who you are (attributes) influences how you act
(competencies), which
determines what you achieve (goals).” Any effort to increase
workforce pro-
ductivity must ultimately influence employee attributes,
competencies, or goals
to be successful. All processes that increase employee
performance, engage-
ment, retention, or any other variable associated with the
productivity of indi-
vidual employees will at some point focus on aligning,
clarifying, or developing
employee attributes, competencies, and goals.
There are four basic ways to influence employee attributes,
competencies, and
20. goals, and they correspond to the 4Rs of strategic HR:
1. Hire the right people. Staff positions with employees whose
personal attri-
butes match the competencies and goals associated with their
jobs. This is
Competencies
Attributes
(Skills, Aptitudes,
Interests)
Right Development
Succession, Career
Planning, Training
Right People
Staffing, Promotions, and
Workforce Planning
Right Way
Performance Management
and Merit Compensation
Right Things
Goal Management and
Variable Compensation
How you act
Create learning through experience
Who you are
23. the primary focus of recruiting, workforce planning, and certain
aspects of
succession management and compensation.
2. Focus employees on the right things. Clearly identify and
communicate the
goals you want employees to achieve, and measure and reward
employees
against these goals. This is the focus of goal management, goal-
based com-
pensation, and variable pay.
3. Make sure people are doing their job the right way. Define
the compe-
tencies employees must display to achieve their job goals or
support the
desired company culture, and provide feedback and other
resources that
encourage them to demonstrate these competencies. This is the
primary
focus of performance management and merit-based
compensation.
4. Provide job experiences and resources that drive the right
development.
Create a work environment that helps employees develop the
attributes
that influence competency performance and goal
accomplishment. Put
people in jobs, assign them goals, and provide them with
training and
learning resources that build their capabilities to more
effectively per-
form their current role and progress into future job roles. This is
the pri-
24. mary focus of career development and certain aspects of
succession
management.
Right people, right things, right way, and right development:
these are the
fundamental processes that define strategic HR. They roughly
correspond with
the traditional talent management processes of staffing, goal
management, per-
formance management, and succession management and career
development.4
However, the 4R model is not based on human resources. It is
based on the psy-
chology of employee behavior. These four processes reflect
basic psychological
mechanisms that influence human performance: matching
individual differences
to task demands (right people), focusing motivation and
attention (right things),
providing feedback on behavior (right way), and enabling
learning through
experience (right development). These mechanisms reflect
elemental methods
for predicting and changing people’s behavior.
Because the 4R model is based on well-established
psychological princi-
ples, it can be used to define strategic HR methods for any
company as long as
it employs people (and I’ve yet to encounter a company that
does not employ
at least one or two humans). The relative importance of the four
factors will
change depending on a company’s business needs, but the basic
structure of
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the 4R model remains consistent across industries, cultures, and
workforces.
Furthermore, the 4R model will be just as relevant for defining
strategic HR fifty
years from now as it is today. Even if the concept of strategic
HR disappears,
these four fundamental processes will continue to represent the
basic mecha-
27. nisms for improving workforce productivity. This is because the
4R model is
rooted in basic human psychology. As I like to say, “People
don’t evolve at the
same pace that business fads come and go.”
2.2 WHY DO WE NEED STRATEGIC HR DEPARTMENTS?
The 4R processes are given the label of “strategic HR” because
they are typically
managed by HR departments. However, these processes must be
used by line
managers and employees to be effective. The role of strategic
HR departments
is to provide tools and methods that help leaders, managers, and
employees
increase their productivity. The reason we need strategic HR
departments is that
many managers struggle to manage people. Ideally, managers
would excel at hir-
ing the right people, focusing them on the right things, and
giving them the right
development without any help from a centralized HR function.
But the world
is not ideal. Strategic HR departments play an important role in
business per-
formance by designing and deploying processes to help
managers do an effec-
tive job hiring, evaluating, rewarding, motivating, and
developing the people
they manage.
The reasons we need strategic HR departments are similar to the
reasons
we need financial departments. One could ask, “Why do we
need finance and
accounting?” or “Why do companies force managers to keep
28. track of budgets
and money under the guidance of a centralized finance
department?” People are
likely to respond to these questions with two observations:
• Finance is a specialized area of expertise, and it is
unrealistic to expect man-
agers to create effective accounting and budgeting processes on
their own.
• Financial resources aren’t owned by managers; they are
owned by the com-
pany, and managers are allowed to use them. As such, the
organization
needs to create processes to ensure managers are allocating and
using these
resources appropriately.
These are the same reasons that companies need strategic HR
departments.
Strategic HR is a specialized area of expertise. Most managers
do not fully
Hunt, Steven T.. Common Sense Talent Management : Using
Strategic Human Resources to Improve Company Performance,
Center for Creative
Leadership, 2014. ProQuest Ebook Central,
http://ebookcentral.proquest.com/lib/ashford-
ebooks/detail.action?docID=827115.
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Strategic HR 21
understand how to effectively hire, evaluate, motivate, and
develop employees.
Nor do managers “own” the talent in their departments.
Employees are far too
costly a resource to risk being mishandled by managers who
lack knowledge and
expertise in strategic HR methods.
2.3 WHAT MAKES STRATEGIC HR DIFFICULT
The goal of strategic HR is to help leaders and managers get the
right people
in the right jobs doing the right things to make a business
succeed. This goal
may sound straightforward, but it is often difficult to achieve.
This is because it
involves helping managers master the often subtle art and
science of predicting
and improving job performance. It also requires building
processes that have a
powerful but often complex and indirect relationship to business
outcomes.
31. One of the things that makes strategic HR challenging is that it
requires fore-
casting and changing the day-to-day behavior of individual
employees—for
example, predicting what someone is likely to do if she is put in
a new job or
helping employees change their focus in order to support a new
business strat-
egy. Predicting and influencing human behavior is difficult.5
The divorce rate
and weight-loss industries provide some sense of how hard it is
for people to
predict and change their own behavior even when their personal
health and
happiness are clearly at stake.
Being effective at strategic HR requires helping managers
understand how
employees’ motives, abilities, and behaviors interact to
influence business results.
Managers often ask themselves, “Why is that employee acting
that way?” A man-
ager’s success is tied to the performance of his or her
employees, so managers want
their employees to be productive. Even extremely incompetent
managers usually
think that what they are doing is going to help increase
employee performance.
The abusive manager who insults employees often thinks that
this will make peo-
ple work harder.6 A major part of strategic HR is helping
managers learn how to
effectively influence employee behavior and avoid practices
that decrease produc-
tivity, and make sure that people who lack the talent needed to
effectively manage
34. Another challenge to strategic HR is its often indirect
relationship to business
results. Strategic HR practices, whether focused on staffing,
compensation, per-
formance management, or career development, all share the
same goal of getting
managers and employees to do things that support the
company’s business strat-
egies and objectives. But HR practices do not affect employee
behavior directly.
Employee behaviors are directly determined by attributes of the
employees
themselves—their knowledge, attitudes, motives, and so on.
These attributes are
a result of employees’ personalities, abilities, and values,
combined with aspects
of their work environment such as incentives, resources, and
their coworkers.
This is where strategic HR processes come into play. Strategic
HR processes sup-
port the hiring of certain kinds of employees and the creation of
certain kinds
of work environments. This increases the probability that
employees will dis-
play behaviors that support the company’s strategic direction.
Over time, these
behaviors lead to improved business results.
Aligning employee behaviors with a company’s business needs
is where the
rubber meets the road in terms of strategic HR. But the indirect
relationship
between strategic HR practices and business results increases
the risk of creat-
ing strategic HR programs that sound good in principle but fail
35. to effectively
influence employee behaviors. For example, a 360-degree
survey feedback pro-
cess that works well in a company with a historically supportive
and open cul-
ture might have negative consequences if used in a company
with a less-trusting,
more cynical workforce.7 Or consider the example of pay for
performance, a phi-
losophy that employees should receive different amounts of
compensation based
on their level of job performance. It is rooted in a belief the
people will be more
productive if they are paid for their results. But implementing a
pay-for-per-
formance compensation structure does not directly lead to
improved business
results.8 What it does is provide managers with tools to reward
employees based
on goals that support the company’s strategy. This is done with
the assumption
that employees will be motivated to display behaviors
associated with achiev-
ing these goals. But this assumption may not be true. Pay for
performance
will work only if (1) employees understand their goals, (2)
employees see the
rewards as adequate incentive for pursuing these goals, (3)
employees feel they
are capable of achieving the goals, and (4) the methods
employees use to achieve
these goals support the needs of the business. If these
conditions are not met,
then pay-for-performance programs may actually decrease
workforce produc-
tivity by demotivating employees or encouraging
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(see the discussion: “Why Paying Employees to Be Safe Can Be
Unhealthy”). A
well-designed pay-for-performance process must take these
factors into account
to ensure it motivates rather than alienates employees.
W H Y P A Y I N G E M P L O Y E E S T O B E S A F E C
38. A N
B E U N H E A L T H Y
Pay-for-performance programs motivate employees by providing
finan-
cial rewards based on achieving specific goals or outcomes. If
used
correctly, these programs have been shown to significantly
increase
employee productivity.a However, they can create significant
problems
for organizations if they are not carefully thought through. One
exam-
ple comes from efforts to use pay for performance to reduce
workplace
accidents and injuries.
To encourage safe behavior, some manufacturing plants have
given
employees bonuses if there were no accidents or injuries during
a cer-
tain period of time—for example, paying a bonus to employees
for
every week that passed without any accidents. When companies
used
this approach, they discovered that accident rates did not
39. necessarily
go down; what did decrease was employees’ willingness to
report acci-
dents. Rather than reporting accidents, employees would hide
them so
they could achieve their bonuses. Plant managers have told me
about
employees who continued to work with severe injuries, even a
broken
leg, because they did not want to file an accident report. The
employ-
ees did not feel they could effectively control accident rates, so
they
found another way to achieve the rewards.
The lesson to be learned is you often get what you pay for, but
what
you pay for may not actually be what you want.
aPeterson, S. J., & Luthan, F. (2006). The impact of financial
and nonfinancial incentives on business-
unit outcomes over time. Journal of Applied Psychology, 91,
156–165.
The ability to influence employee behavior makes strategic HR
a highly effec-
tive method for driving business results. Small changes in
employee behavior can
42. processes are designed and deployed in a manner that will have
the desired effect
on employee behavior.
2.4 CONCLUSION
Being effective at strategic HR processes requires
understanding the basic fac-
tors that influence employee performance, designing HR
processes based on
how employees truly behave, and recognizing and accepting that
this may be
quite different from how we might wish they would behave. It
requires looking
at strategic HR methods from the combined perspective of the
business, the HR
field, and the field of employee psychology. Strategic HR
demands an apprecia-
tion of employee psychology beyond what it is reasonable to
expect most manag-
ers to have. At the same time, it requires creating processes that
enable managers
to effectively predict and change employee behavior within
their work environ-
ment, reward managers who do this well, and address managers
whose actions
have a negative impact on overall workforce productivity.
What makes strategic HR difficult is the need to think through
all of these
factors when designing and deploying strategic HR methods.
This may seem like
a lot. But as we will see, it is not overly complicated provided
you understand
and work through some basic steps and concepts before
implementing new stra-
tegic HR methods in your organization.
43. NOTES
1. Michaels, E., Hanfield-Jones, H., & Axelrod, B. (2001). The
war for talent.
Boston: Harvard Business School Press, p. 1.
2. Huselid, M. A., Becker, B. E., & Beatty, R. W. (2005). The
workforce score-
card: Managing human capital to execute strategy. Boston:
Harvard
Business School Press.
3. Boudreau, J. W. (1991). Utility analysis in human resource
management
decisions. In M. D. Dunnette & L. M. Hough (Eds.), Handbook
of indus-
trial and organizational psychology (2nd ed., Vol. 2, pp. 621–
745). Palo
Alto, CA: Consulting Psychologists Press. Fitz-Enz, J. (2000).
The ROI of
human capital: Measuring the economic value of employee
performance.
New York: AMACOM.
Hunt, Steven T.. Common Sense Talent Management : Using
Strategic Human Resources to Improve Company Performance,
Center for Creative
Leadership, 2014. ProQuest Ebook Central,
http://ebookcentral.proquest.com/lib/ashford-
ebooks/detail.action?docID=827115.
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4. You might wonder where processes focused on increasing
performance
of teams or changing organizational cultures fit into these four
processes.
Each of these four processes can be implemented with a focus
on groups
instead of individuals. For example, team-building exercises can
be con-
sidered group-oriented approaches associated with “doing things
the
right way” and “giving employees the right development.”
There are cer-
tainly differences in how processes are designed when they are
focused
on groups. But since groups are made up of individuals, most
things that
influence individual behavior have parallels to things that
influence group
behavior (e.g., member goals, member attributes, behavioral
feedback).
46. 5. Ackerman, P. L., & Humphreys, L. G. (1990). Individual
differences theory in
industrial and organizational psychology. In M. D. Dunnette &
L. M. Hough
(Eds.), Handbook of industrial and organizational psychology
(pp. 223–
282). Palo Alto, CA: Consulting Psychologists Press. Hunt, S.
T. (2007).
Hiring success: The art and science of staffing assessment and
employee selec-
tion. San Francisco: Jossey-Bass.
6. Sutton, R. I. (2007). The no asshole rule: Building a
civilized workplace and
surviving one that isn't. New York: Business Plus.
7. Morgeson, F. P., Mumford, T. V., & Campion, M. A. (2005).
Coming
full circle: Using research and practice to address 27 questions
about
360-degree feedback programs. Consulting Psychology Journal:
Practice
and Research, 57(3), 196–209.
8. Schaubroeck, J., Shaw, J. D., Duffy, M. K., & Mitra, A.
(2008). An under-
met and over-met expectations model of employee reactions to
merit
raises. Journal of Applied Psychology, 93(2), 424–434.
9. Hunt, S. T. (2007). Hiring success: The art and science of
staffing assessment
and employee selection. San Francisco: Pfeiffer.
Hunt, Steven T.. Common Sense Talent Management : Using
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Hunt, Steven T.. Common Sense Talent Management : Using
Strategic Human Resources to Improve Company Performance,
Center for Creative
Leadership, 2014. ProQuest Ebook Central,
http://ebookcentral.proquest.com/lib/ashford-
ebooks/detail.action?docID=827115.
Created from ashford-ebooks on 2020-03-24 …
Media Studies
Why do we teach/study about the media? What are the pros and
cons?
49. Media Studies cont’d.
Media Studies analyzes the role of the media in society and
studies media technologies, institutions, and the production,
consumption, circulation, and content of media texts.
“Television had shrunk the world and had, in the process,
become a great weapon for eradication ignorance and promoting
democracy.” N. Mandela
Media Studies cont’d.
Pros:
1) Huge range of information
2) People are better educated/informed
3) Media can inspire and develop us
4) Media are truthful and informative
5) Media contribute to democracy and social accountability
3
Media Studies cont’d.
6) Media enable free thought and speech
7) Media are shrinking the globe (global village according to
McLuhan)
8) Media give space/voice to different social groups and
cultures
9) Media are agents for social change
Media Studies cont’d.
Cons:
1) Media offer worthless trivia aimed at lowest intellectual
abilities
50. 2) Media make us passive observers
3) Media corrupt children, desensitize emotions, and encourage
violence and immoral sexual behavior.
4) Media serve minority political interests via false
constructions
Media Studies cont’d.
5) Media principally serve worldwide commercial interests
6) Media control who we are and how we think
7) Make make us all the same
8) Media are a form of cultural imperialism
9) Media maintain the status quo
Media Studies cont’d.
Political economy: the media are determined by a combination
of economic, social, and political factors, particularly
ownership and control.
Cultural imperialism: domination of the world thru the
dissemination of cultural products over traditional cultures and
the intrusion of Western culture and values such as
consumerism.
Media Studies cont’d.
Media homogenization: media products become similar,
standard, and uniform due to financial pressures
Agenda setting: media producers set up the issues that the
media will focus on and that audiences will subsequently
perceive as important.
Newsworthiness: conflict, relevance, locality prominence,
novelty, magnitude.