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panles are 'ersity. job. This ,o prepare r-rd estab, ro rTlatter ;ite visits, 's need to practices, ; familiar the con- on about 'e will be . Miscel. rounding reu' staff- ernpioy- ding the ture, job CHAPTER 7 Training Employees Zn, expectations,_selling, performance, and bonus plans. Tlainees shadow more experi- enced co-workers, and.managers provide .ou.hi.rg. The companv l."air, rhis orienta- tion program with enabling agenrs ro increase sales by $4 *iirior-r.a2 orientation programs may combine various rraining methods such as printed and audiovisual materials, classroom instruction, on-the]ob training, and e-learning. Decisions about how to conduct the orientation d.pend on the typ-. of mut"rial to be covered and the number of new employees, among tthe. factors. Diversity Training In response to Equai Employment opportunity laws and market forces, rnany organi- zations today are concemed about managing diversiry-creating an environment that allow's all employees to contribute to o-.gJ.rieational goals ani experience personal growth' This klnd of environment includes access ro ;lb, u, well as fair ancl positl'e treatment of all employees. Chapter 3 described how organizations manage jirrersity by copp$ing with the law Besides these efforts, many organizarions prourt" training designed to reach employees atdtudes and behavio., ,hur"rupport the management of diversity, such as appreciation of cultural differences u.d urroid"r,ce of behiviors rhat isolate or intimidate others. . Tiai'ing designed to change employee attitudes about diversity andfor develop skills needed to u'ork with a Jil,..r" workforce is called diversity training. These programs generally emphasize either attitude awarenes, urrd chunge or Eehavior change. Programs that focus on attitudes have objectives to increase participants' awareness- of cultural and ethnic differences, as well asclifference, l.r p*rrorrui.haructe.irtics and physical characteristics (such as disabilities). These Diversily Training Training designed to change employee attitudes about diversity andlor develop skills needed to work with a diverse workforce. iii 1i: *ln 5 f;i, programs are based on the assumprion that people who become aware of diffe.ences and their srereo- types about those differences will be able to avoid letting srereotypes influence their interactions with people. Many of these programs use video and experiential exerciser to irr.i"nr" employees' awareness- of the negative emotional and perfor- mance effects of stereotypes and resulting ieharr- iors on members of minority groups. A risk of these programs-especially when they define diversiry mainly in terms of race, ethnicity, and sex-is that they may alienate rvhite male employees, who con- clude that if the company values diversity more, ir values them less.43 Diversity training is more likely to get everyone onboard if it emphasizes respecr- ing and valuing all the organization's emplovees in order ro bring out the best.
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![orientation programs may combine various rraining methods
such as printed and
audiovisual materials, classroom instruction, on-the]ob training,
and e-learning.
Decisions about how to conduct the orientation d.pend on the
typ-. of mut"rial to be
covered and the number of new employees, among tthe. factors.
Diversity Training
In response to Equai Employment opportunity laws and market
forces, rnany organi-
zations today are concemed about managing diversiry-creating
an environment that
allow's all employees to contribute to o-.gJ.rieational goals ani
experience personal
growth' This klnd of environment includes access ro ;lb, u, well
as fair ancl positl'e
treatment of all employees. Chapter 3 described how
organizations manage jirrersity
by copp$ing with the law Besides these efforts, many
organizarions prourt" training
designed to reach employees atdtudes and behavio.,
,hur"rupport the management of
diversity, such as appreciation of cultural differences u.d
urroid"r,ce of behiviors rhat
isolate or intimidate others.
. Tiai'ing designed to change employee attitudes about diversity
andfor develop
skills needed to u'ork with a Jil,..r" workforce is called
diversity training. These
programs generally emphasize either attitude awarenes, urrd
chunge or Eehavior
change.](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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Diversity and Inclusion - By Dr. Christine Mc Carthy | TEC Leadership InstituteTEC Leadership Institute
There are four various age cohorts in the workplace. These groups share some traditional work values but differ on such important ones as what community means, what participation means, the role of management, employer / employee loyalty, telecommuting, technical competence, and what constitutes a good day’s work. You will learn more on diversity and inclusion at business in this presentation. For a better understanding on same, please visit TEC Leadership Institute website.Diversity And Its Impact In An Organization
Diversity and inclusion in the workplace leads to improved business outcomes. Companies with diverse executive teams are more profitable - those with gender diverse teams are 33% more likely to outperform, and those with ethnically/culturally diverse teams are 21% more likely. However, organizations often fail to implement diversity initiatives effectively and sustain them over time. To ensure diversity and inclusion, companies must define their goals, develop mentoring programs, address unconscious biases, empower learning, and take measurable steps like auditing their spaces and policies. Sustaining initiatives requires ongoing efforts like community involvement and taking stands on important issues.
Optimizing Global Work Teams
This document discusses developing cultural training programs to optimize global work teams. It begins by explaining the difference between cross-cultural training, which focuses on differences between cultural groups, and intercultural training, which focuses on interactions between cultural groups. It then outlines three steps to developing an effective cultural training program: 1) create cultural awareness within the organization, 2) promote cultural self-awareness among employees, and 3) develop a framework for cross-cultural team interactions. The document provides examples of how companies can implement cultural training programs.
white paper 2105 Optimizing Global Work Teams
This document discusses optimizing global work teams through cultural training. It explains that as companies increase their use of short-term assignments, business travelers, and virtual teams, there is a greater need for intercultural training to improve cross-cultural understanding and interactions. The document outlines the differences between cross-cultural training, which focuses on specific cultural groups, and intercultural training, which focuses on how individuals from different cultures interact and communicate. It then provides three key steps to developing an effective cultural training program: creating cultural awareness, promoting cultural self-awareness, and developing an operating framework for cross-cultural teams.
Workplace Harmony: D&I Training in Canada
To achieve this, many companies have turned to specialized training programs aimed at promoting diversity, inclusivity, and understanding. Let's delve deeper into the significance of diversity and inclusion training and its impact on workplaces worldwide.
Mirza Azam Baig Module 7 Diversity & Equity.pdf
Diversity initiatives and equity policies aim to promote fairness and inclusion in the workplace. Diversity initiatives create a more diverse workforce through recruitment strategies, training, employee resource groups, mentorship programs, and data collection on representation. Equity policies ensure equal opportunities, treatment, and compensation for all employees through practices like pay audits, anti-discrimination policies, accommodation policies, and unconscious bias training. The goal of both diversity initiatives and equity policies is to foster an inclusive environment and address systemic biases.
Moving Beyond Mobility
Intercultural training focuses on improving interactions between cultural groups and developing skills to recognize and address cultural differences. While diversity training aims to reduce discrimination, intercultural training teaches employees to leverage differences to improve organizational performance. The document argues that intercultural training, which results in changed behaviors, is needed for organizations to create environments where differences are respected and used to foster innovation. It provides examples of how understanding cultural differences can improve team collaboration and competitive advantage.
Employee development: More Than Just a 'Train' of Thought
This is a white paper that is focused on the comprehensive and systemic view of how I see employee development and how it differs from simply employee training. Emphasis is made on the importance of understanding employees are invested in a holistic approach to career development and desire opportunities for education, learning, development, and training to leverage the full strength of their knowledge, skills, and competencies to advantageous performance based outcomes for organizations.
chapter 7Training of HRM
This document discusses training practices in human resource management. It covers how training can contribute to business strategy and competitive advantage. The manager's role in identifying needs, evaluating readiness, and supporting on-the-job training is examined. Different training methods like presentations, hands-on, and group approaches are assessed. The document also addresses evaluating training programs, designing cross-cultural preparation, and developing diversity management.
Training 111024223009-phpapp02
This document discusses training practices in human resource management. It covers how training can contribute to business strategy and competitive advantage. The manager's role in identifying needs, evaluating readiness, and supporting on-the-job training is examined. Different training methods like presentations, hands-on, and group approaches are assessed. The document also addresses evaluating training programs, designing cross-cultural preparation, and developing diversity management.
Training 111024223009-phpapp02
This document discusses training practices in human resource management. It covers how training can contribute to business strategy and competitive advantage. The manager's role in identifying needs, evaluating readiness, and supporting on-the-job training is examined. Different training methods like presentations, hands-on, and group approaches are assessed. The document also addresses evaluating training programs, designing cross-cultural preparation, and developing diversity management.
How to Enhance The Employability Skill Development in India
Employability skills development are a set of personal qualities, attitudes, and behaviors that make an individual capable of getting and keeping a job and advancing in their career. These skills are also known as soft skills or transferable skills and can be applied in various industries and job roles.
One of the most important employability skills is communication. Effective communication is crucial for success in any job, as it helps individuals to convey ideas, give and receive feedback, and interact with colleagues, clients, and customers. This includes both verbal and written communication, and the ability to adapt communication style to different situations and audiences.
PrefaceTraditionally, training and development were not viewed a.docx
Preface
Traditionally, training and development were not viewed as activities that could help companies create “value” and successfully deal with competitive challenges. Today, that view has changed. Companies that use innovative training and development practices are likely to report better financial performance than their competitors that do not. Training and development also help a company develop the human capital needed to meet competitive challenges. Many companies now recognize that learning through training, development, and knowledge management helps employees strengthen or increase their skills in order to improve or make new products, generate new and innovative ideas, and provide high-quality customer service. Also, development activities and career management are needed to prepare employees for managerial and leadership positions and to attract, motivate, and retain talented employees at all levels and in all jobs. An emphasis on learning through training, development, and knowledge management is no longer in the category of “nice to do”—they are a “must do” if companies want to gain a competitive advantage and meet employees’ expectations.
Businesses today must compete in the global marketplace, and the diversity of the workforce continues to increase. As a result, companies need to train employees to work with persons from different cultures, both within the United States and abroad. Technologies, such as social media, and tablet computers, such as the iPad, reduce the costs associated with bringing employees to a central location for training. At the same time, the challenge is ensuring that these training methods include the necessary conditions (practice, feedback, self-pacing, etc.) for learning to occur. Through the blended learning approach, companies are seeking the best balance between private, self-paced, technology-based training (such as online learning), and methods that allow interpersonal interaction among trainees (such as classroom instruction or active learning). Employees from the millennial generation are well versed in informal learning, especially through collaboration facilitated by social media such as Facebook and Twitter. Also, their gaming experiences lead them to expect that learning experiences will be fun, multidimensional, challenging, and provide immediate feedback and rewards.
The role of training has broadened beyond training program design. Effective instructional design remains important, but training managers, human resource experts, and trainers are increasingly being asked to create systems to motivate employees to learn, not only in programs but informally on the job; create knowledge; and share that knowledge with other employees in the company. Training has moved from an emphasis on a one-time event to the creation of conditions for learning that can occur through collaboration, online learning, traditional classroom training, or a combination of these methods. There is increased recog.
Training and development by Neeraj Bhandari (Surkhet,Nepal)
This document discusses training and development in organizations. It begins by defining training and development, noting that training is designed to provide employees with skills for their current jobs while development focuses on long-term learning beyond the present job. Several objectives of training are outlined, including imparting new knowledge and skills, improving performance, and fulfilling organizational goals. The document then details the typical process of training including needs analysis, program development, delivery, and evaluation. It concludes by describing various training methods such as classroom lectures, role playing, case studies, and apprenticeships.
Career Development: 5 Best Strategies and Tools for Continuous Growth | Enter...
Here Are 5 Best Strategies for Career Development: 1. Goal Setting, 2. Continuous Learning, 3. Networking and Relationship Building, 4. Embracing Challenges and Change, 5. Seeking Feedback and Self-Reflection.
Learning and development industry
The document provides an overview of learning and development as an industry. It discusses what learning and development aims to achieve, why it is required for organizations, and its scope within an organizational context. It also outlines the key types of learning and development projects/activities, discusses market size and trends, and lists some major players in the technology learning and development domain. Specifically, it notes that:
- Learning and development aims to improve individual and group performance through increasing skills and knowledge.
- It is designed to align individual, group and organizational goals.
- The global learning and development market was valued at $403 billion in 2017 and is forecast to grow to $446.1 billion by 2020.
- Major types of learning
Similar to panles areersity.job. This,o preparer-rd estab,ro.docx (20)
Diversity and Inclusion - By Dr. Christine Mc Carthy | TEC Leadership Institute
Diversity and Inclusion - By Dr. Christine Mc Carthy | TEC Leadership Institute
Employee development: More Than Just a 'Train' of Thought
Employee development: More Than Just a 'Train' of Thought
How to Enhance The Employability Skill Development in India
How to Enhance The Employability Skill Development in India
PrefaceTraditionally, training and development were not viewed a.docx
PrefaceTraditionally, training and development were not viewed a.docx
Training and development by Neeraj Bhandari (Surkhet,Nepal)
Training and development by Neeraj Bhandari (Surkhet,Nepal)
Career Development: 5 Best Strategies and Tools for Continuous Growth | Enter...
Career Development: 5 Best Strategies and Tools for Continuous Growth | Enter...
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For this assignment, students will need to observe the activities that take place in a courtroom setting. Find a video on YouTube... Pay attention to the courtroom actors including the judge, jury, attorneys, and defendant. Complete a one page reflection of your experience. Provide details about the case/cases you heard and note if anything surprised you during your observation.
Use APA format for this assignment.
.
For this assignment, select a human service organization from .docx
For this assignment, select a human service organization from a public, nonprofit, or government sector that you are familiar with, or one that you find interesting. You will use this organization to complete all of the course assignments. You must be able to access information about the organization’s governance, financial sources and practices, mission, population served, and its political and social landscape. Review all the assignments now to verify the types of information you will need about the organization in order to complete them.
The following list provides examples of acceptable types of organizations. You can select an organization of the types included on this list or propose another type of organization to your instructor. The organization must provide human service program services. The selected organization will be included in all your assignments, so you will look at leadership and collaboration practices for that organization through several areas of focus.
Possible Organization Types
City, county, or state human services or mental health programs.
State hospitals (Western State Hospital, Milwaukee County Hospital, or another state or county hospital in your area).
School-based human services or case management programs.
Private mental health organizations.
Employee assistance programs.
For-profit hospital or health care organizations (Humana, Kaiser-Permanente, Aurora, etcetera).
Catholic community services.
Lutheran Social Services.
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For this Assignment, read the case study for Claudia and find tw.docx
For this Assignment, read the case study for Claudia and find two to three scholarly articles on social issues surrounding immigrant families.
By Day 7
In a 2- to 4-page paper, explain how the literature informs you about Claudia and her family when assessing her situation.
Describe two social issues related to the course-specific case study for Claudia that inform a culturally competent social worker.
Describe culturally competent strategies you might use to assess the needs of children.
Describe the types of data you would collect from Claudia and her family in order to best serve them.
Identify other resources that may offer you further information about Claudia’s case.
Create an eco-map to represent Claudia’s situation. Describe how the ecological perspective of assessment influenced how the social worker interacted with Claudia.
Describe how the social worker in the case used a strengths perspective and multiple tools in her assessment of Claudia. Explain how those factors contributed to the therapeutic relationship with Claudia and her family.
Support your Assignment with specific references to the resources. Be sure to provide full APA citations for your references.
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For this assignment, download the A6 code pack. This zip fil.docx
For this assignment, download the
A6 code pack
. This zip file contains several files:
main.cpp
- the predetermined main.cpp. This file shows the usage and functionality that is expected of your program. You are not allowed to edit this file. You will not be submitting this file with your assignment.
CMakeLists.txt
- the preset CMake file to build with your functions files.
input/greeneggsandham.txt
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input/aliceChapter1.txt
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output/greeneggsandham.out
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greeneggsandham.txt
file
output/aliceChapter1.out
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aliceChapter1.txt
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functions.h
and
functions.cpp
to make the program work as intended.
You will want to make your program as general as possible by not having any assumptions about the data hardcoded in. Two public input files have been supplied with the starter pack. We will run your program against a third private input file.
Function Requirements
The requirements of each function are given below. The input, output, and task of each function is described. The functions are:
promptUserForFilename()
openFile()
readWordsFromFile()
removePunctuation()
capitalizeWords()
filterUniqueWords()
alphabetizeWords()
countUniqueWords()
printWordsAndCounts()
countLetters()
printLetterCounts()
printMaxMinWord()
printMaxMinLetter()
promptUserForFilename()
Input
: None
Output
: A string
Task
: Prompt the user to enter a filename.
openFile()
Input
: (1) The input file stream (2) The string filename to open
Output
: True if the file successfully opened, False if the file could not be opened
Task
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readWordsFromFile()
Input
: The input file stream
Output
: A vector of strings
Task
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removePunctuation()
Input
: (1) A vector of strings (2) A string of all the punctuation characters to remove
Output
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Task
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capitalizeWords()
Input
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Output
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filterUniqueWords()
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For this assignment, create infographic using the Canva website. Pictorially and using short phrases, depict the way in which an organization you are affiliated (Charter School) with celebrates its achievements.
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Then, explain how leaders could build upon or improve purposeful celebrations within the organization. Make sure that you utilize scholarly literature and document supportive research for the short phrases identified and used in your Canva infographic.
Length: 1 infographic and 2–3 page essay, not including references or title page.
References: Minimum of five scholarly resources
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For this assignment, compare California during the Great Depression and Great Recession. Provide historical details about California during the Great Depression. What did Californians go through? Think economic, social, political, etc., for the historical details. Describe (at least) one similarity and one difference between the two eras.
You may also compare the Great Depression to the economic problems caused by Covid-19 in 2020. Focus on California, not the United States.
Requirements: 500 words
Plagiarism check
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For this assignment, create a 10- to 12-slide presentation in Microsoft PowerPoint that addresses the following points:
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How and when did these conflicts come into existence?
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Identify which nations are predominantly Sunni and which are Shia. Illustrate with a map.
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For this assignment, begin by reading chapters 12-15 in Dr. Bells t.docx
For this assignment, begin by reading chapters 12-15 in Dr. Bell's text. Then, consider and respond to the following questions.
The SALT talks accomplished little, but it was important to keep both parties talking. Does the evidence of the 1970s and 1980s support this thesis? Support your opinion with at least three examples.
Critics of "Star Wars" argued that an effective nuclear defense shield would have increased the dangers of nuclear war. How so?
During much of the 1970s, the Soviets became increasingly dependent on US grain in order to feed their people. These exports were popular with American farmers, but played a more ambiguous role in American efforts to control the Soviets. If you had been a presidential advisor for Presidents Ford and Carter, what economic strategy would you have recommended?
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For this assignment, assume you are the new Secretary of Homeland Security. You are drafting a Policy Document referred to as a “White Paper” for the Biden Administration to highlight the impact of open/closed borders in the age of COVID-19 on migration, asylum seekers, and economic recovery. In this white paper, consider the following to frame your paper.
Define what YOU believe an “OPEN” vs “CLOSED” border means especially when dealing with those seeking asylum. Reminder that you can provide your opinion without using “I think” or something similar.
How do you believe illegal migrants can be treated humanely and with dignity/inclusion?
How does an “open” vs a “closed” border impact the United States economy?
What are your recommendations for the next 12-24 months on specific steps that the new administration needs to take?
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For this assignment, address the following prompts:
Introductory paragraph to topic about unemployment.
Write an introductory paragraph with at least 150 words that clearly explains the topic, the importance of further research, and ethical implications.
My thesis statement:
Unemployment and lack of economic opportunity have social consequences creating anxiety and added stress because it allows for reduced economic growth and directly influences our society's mental, physical, and emotional well-being
(A thesis statement should be a concise, declarative statement. The thesis statement must appear at the end of the introductory paragraph.)
Annotated bibliography.
Develop an annotated bibliography to indicate the quality of the sources you have read.
Summarize in your own words how the source contributes to the solution of the global societal issue for each annotation.
Address fully the purpose, content, evidence, and relation to other sources you found on this topic (your annotation should be one to two paragraphs long—150 words or more.
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For this assignment, analyze the play by focusing on one of the .docx
For this assignment, analyze the play by focusing on
one
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Othello
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To cite the text, place
A
ct,
S
cene, and
L
ine numbers in parentheses at the end of your quotation. Example: “Your quotation here” (1.3.5).
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For this assignment I would like you to answer these questions
1. Explain what a black hole is, describe its characteristics (size, mass), and give a detailed explanation on how they form. Make sure to explain what the Schwarzschild radius and event horizon are. Describe the two types of black holes.
2. Describe the observational evidence for black holes that are discussed in Chapter 15.
Bonues: Do a little research on the Internet (read a few articles) and summarize how astronomers were able to make this image of a black hole. This came out in April 2019.
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For the Weekly Reports I need 2 reports. For the First two weeks they need to do the weekly report and each report must be a minimum of one page.
For the Final Report Its only 1, But it's pretty much putting all the weeks together to do one final report. It needs to be minimum 2 pages
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For the shortanswer questions,you will need to respo.docx
For the
short
answer questions,
y
ou will need to respond to 7
of the questions
provided (bellow). Each answer should be around
200 words
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Your answers should be expressed in academic English.
You will not be able to use direct quotations from the readings or lecture material.
Explain concepts in your own words; if you cannot clearly explain an idea/concept in your own words, you probably haven’t yet fully grasped its meaning.
To what extent can identities be said to be "integral" to a person (i.e. is a particular identity an essential feature of who you are)?
When thinking sociologically about identity, subject positions are associated with roles learned through socialisation. Explain how individuals learn those roles through socialisation?
According to Benedict Andersen the nation is a cultural artefact and an imagined community. What did he mean by this and what are key means through which the nation is imagined?
Marx described “alienation” as an outcome of capitalist economic relations. Sociologists have since expanded the concept to think about how it might relate to other social processes (i.e. “social alienation”). In what other ways might we be said to experience alienation in society?
Gramsci understood hegemony as a form of rule in which subordinate groups consent to the exercise of power or domination. According to Gramsci how does hegemony operate in capitalist societies?
Weber saw rationalisation as an “iron cage” that increasingly dominated all social life. Discuss how rationalisation shapes higher education.
According to Marxists how do relationships of power operate in capitalist societies?
According to Foucault how does modern disciplinary power differ from traditional sovereign power? (e.g. as exercised by monarchs, kings and emperors)
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For the sake of argument (this essay in particular), lets prete.docx
For the sake of argument (this essay in particular), let's pretend that
Sophia (Links to an external site.)
has discovered a fundamental truth about our concept of the soul: that it is, as she defined it,
the mind's essence
.For this essay, I'd like you to first take a deep dive into
defining
and
elaborating
on what that might mean
(to Sophia, then, as a consequence, to humanity) Then, I'd like you to take into consideration the technologies that have had the greatest impact on how the soul-as-mind's-essence idea expresses itself in our era. Can we have a "virtual afterlife"? A "digital soul"? Can we beat death? If we create nonbiological entities into which we put our identities, and, thus, that entity "thinks" and "feels" like it is "you," well, to what degree can we say that it is "you" and that it is a contemporary version of how Sophia defines the soul? Furthermore, do you think that is what Sophia means--a digital simulacrum of the self? I am hoping you consider how our civilization's ideas are profoundly influenced by our technological world, and that these philosophical questions only exist in the first place because we have invented tools that inevitably create problems for and probe into the most sacred spaces of human identity.
This essay should be 4.5 pages minimum and, as usual, MLA format.
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For the proposal, each student must describe an interface they a.docx
For the proposal, each student must describe an interface they are interested in exploring and developing. The interface can be screen-oriented or other. It may be multi-model, web-based, mobile, etc. Please describe the interface, its intended target audience, and the data collection method you think is most appropriate for developing this system.
Your proposal should be between 1 and 2 pages. Submit the proposal in a word document
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For the project, you will be expected to apply the key concepts of program evaluation to conduct a comprehensive evaluation, using quantitative and qualitative methods, of a health behavior change intervention among residents of a rural or underserved community. Essentially, you will develop, implement and evaluate a small-scale health behavior change intervention among 5-10 individuals residing in a rural or underserved community. You will be asked to choose a specific health behavior (e.g. healthy eating, physical activity, stress management, getting adequate sleep, increased water consumption, following dental hygiene recommendations, reducing distracted driving, etc.) that you can feasibly promote for a duration of two weeks. You may ask family members, friends, co-workers, neighbors or other individuals who you interact with on a regular basis to participate in your intervention as long they reside in a rural or underserved community. The intervention may occur via social media (e.g. posting health education messages on a Facebook page and/or facilitating discussion of health behavior among participants on Facebook), print media, email interaction, phone conversations, text messages, or in person; you may also employ a combination of these techniques. The focus of this project will be on the evaluation of the intervention. You will be expected to identify which evaluation questions you will be exploring, use both quantitative and qualitative methods to collect data, and analyze and interpret your qualitative data. You will be required to submit all of your data as well as expound on the development, implementation and evaluation of your health behavior change intervention in a paper.
should be
4-6 pages and double-spaced using 12- pt. Times Roman or Arial font with 1- inch page margins
.
Please see the following document regarding the required content of the paper:
Required Content for Evaluation Project Paper-1.pdf
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For the past several weeks you have addressed several different areas of telecommunications and information technology in relation to different types of communication across the organizational footprint of Sunshine Health Corporation. Review the work you have done and formulate the Network Security Plan to be implemented across the network footprint. This is not to be an overly detailed report but to address different network concerns and recommendations for improving and securing organizational data, personnel records, intellectual property, and customer records.
Please address the narrative plan as well as a network diagram (no IP addresses, or circuit data required) and what is being done to secure the network at different levels of the OSI model and the organizational structure. Please make sure that you bring in a minimum of two external sources to strengthen and support your presentation.
The assignment should be 5-6 pages of content not counting title page, reference page or appendices (diagrams, budget sheet, equipment list, etc.). Please follow APA format.
Note: it is suggested that as you are reviewing your previous assignments in order to complete this assignment, also be making modifications and refining your previous work in order to successfully complete the week seven assignment, which is a final project report.
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1 page
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Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
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LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UP
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
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panles areersity.job. This,o preparer-rd estab,ro.docx
- 1. panles are 'ersity. job. This ,o prepare r-rd estab, ro rTlatter ;ite visits, 's need to practices, ; familiar the con- on about 'e will be . Miscel. rounding reu' staff- ernpioy- ding the ture, job CHAPTER 7 Training Employees Zn, expectations,_selling, performance, and bonus plans. Tlainees shadow more experi- enced co-workers, and.managers provide .ou.hi.rg. The companv l."air, rhis orienta- tion program with enabling agenrs ro increase sales by $4 *iirior-r.a2
- 2. orientation programs may combine various rraining methods such as printed and audiovisual materials, classroom instruction, on-the]ob training, and e-learning. Decisions about how to conduct the orientation d.pend on the typ-. of mut"rial to be covered and the number of new employees, among tthe. factors. Diversity Training In response to Equai Employment opportunity laws and market forces, rnany organi- zations today are concemed about managing diversiry-creating an environment that allow's all employees to contribute to o-.gJ.rieational goals ani experience personal growth' This klnd of environment includes access ro ;lb, u, well as fair ancl positl'e treatment of all employees. Chapter 3 described how organizations manage jirrersity by copp$ing with the law Besides these efforts, many organizarions prourt" training designed to reach employees atdtudes and behavio., ,hur"rupport the management of diversity, such as appreciation of cultural differences u.d urroid"r,ce of behiviors rhat isolate or intimidate others. . Tiai'ing designed to change employee attitudes about diversity andfor develop skills needed to u'ork with a Jil,..r" workforce is called diversity training. These programs generally emphasize either attitude awarenes, urrd chunge or Eehavior change.
- 3. Programs that focus on attitudes have objectives to increase participants' awareness- of cultural and ethnic differences, as well asclifference, l.r p*rrorrui.haructe.irtics and physical characteristics (such as disabilities). These Diversily Training Training designed to change employee attitudes about diversity andlor develop skills needed to work with a diverse workforce. iii 1i: *ln 5 f;i, programs are based on the assumprion that people who become aware of diffe.ences and their srereo- types about those differences will be able to avoid letting srereotypes influence their interactions with people. Many of these programs use video and experiential exerciser to irr.i"nr" employees' awareness- of the negative emotional and perfor- mance effects of stereotypes and resulting ieharr- iors on members of minority groups. A risk of these programs-especially when they define diversiry mainly in terms of race, ethnicity, and sex-is that they may alienate rvhite male employees, who con- clude that if the company values diversity more, ir values them less.43 Diversity training is more likely to get everyone onboard if it emphasizes respecr-
- 4. ing and valuing all the organization's emplovees in order ro bring out the best work from ..r"r1,o.r. to ope_n up the best opportunities for everyone. Programs that focus on behavior aim at chang- ing the organizarional poiicies and individual behaviors that inhibit employees' personal growth and productivity. Sometimes these ptogr.mi id"r,- tify incidents that discourage empilyees from working up ro their potential. Employees work in Diversity training programf like the one contlucted by Haward Pilgrim Health Care, are designed to teach employees attitudes and behaviors that support the management of diversig. l,{hy is i{ impoltant for companies to provide this type of training? 214 PART 2 Acquiring and Preparing Human Resources gfoups to discuss specific promotioll opportunities or managelnent practices that thev believe were handled .,nfairly. Anothei approach starts with the assumption that ail individuals differ in t"ti""t *^Vt ur',d t.ach.. skilis for constfuctively handling-the communication barriers, conflicts, and misunderstandings that necessarily arise when different people try to work rogether.4+ Tiainees rnay be mrre positive
- 5. about receiving .hl, ;;o; ii t*intng than othei kinds of diversity training' Fi.albr some orgauizations provide diversity t*ir1*g in the form o{ culturalimmersion, sending ernpioyees directlv ir-rio .o*^rrrrities *h.rJ they have to interact with persons from different cultures' ,"."r, ur-rd nationaliries. Participants rnight talk lvith community members, work in community organizationr, o. lear. about events that are significant to the communitl in"V "ir..'pep"si addresses behayior change at the highest ler''el of the organization' Senior executives are assigned to b. ,po.rrors for specific ernployee groups' including African Americans, Latinos, Asians, women, ruhiie males' r'votnen of color, disabled ";G.r, and employees who are gay, lesbian, or transgendered. The executives are
- 6. ,"rp."ri6f. {or ,rnderrrar-rdi*g the ,-rJ"i, of th"ir assigned group, for identifying talent' ;;;;"' ;;"toring at least th"r.e of these t*p1ov"e''45 Although rnaiy organizarions have used Jiversity training, few have provided pro- ,r; i;;i"g ,oo.. ,frnr-r a day, and few have researched rheir long- te'n effeclir-e' ;;.* ih; Titrl. ,.r.u..t that exis6 on the subject has provided no sLlpport for a dftt li.rk between di""rtltff-grams and business success, but there is evidence that some characteristics *uk. diu"*ity training more effective.47 Most important, the ir"i"l"g should be tied to business oblective-s, such as understanding customers' The ;;;;;;"J ir-rvolvemenr of rop management, and the involvement of managers at all ieveis, aiso are important. Diversity training should emphasize learning behaviors and ski11s, not blaming employees' Finally, the program should help employees see ;;;;.;';. "pply th?ir.'erv skilis on the job, deliver rewards for performance, be
- 7. ,i.i . .ig""ir^iior"r"1 policies and practices that value diversity, and include a walr to measure the success of the training' An example of a company that gets it- right is Sodexho USA' a food and facili- ries rnanagemenr compa.,y, *hi.h f,rovldes diversity ffaining at ali levels' Senior executives participate in classroom training reinforced with community involve- ment and mentoring relationships. They learn how valuing diversity helps the com' ;;;;,f,|}.6.o,r-r.rr".f,"fi.r-rg"r, u.ra they are assessed for meeting targets to hire ani i.o*oa" a divetse gro.rp of -..npl9Vge-s, as well as for participation in trainiug, men' roring, and commurriti o,rtr.u.h. Mur-rug.rs can paiticipate in learning labs thar ;;i1..-i topics such as cross.cultural communications and generational difference= in the workplace. Empioyees have opportunities to learn
- 8. diversity-related skiils rel' """", ,, ,fr"ir jobs, ,,i.h'u, how to r.tt ,o diverse clients or how to recruit diverse "*fioy""r. Significanilv, Sod""ho also makes a' effort ro measure rhe results ol ;h;;-;;rs."-i. f, f-,". ii";;;il. example, that its mentoring prostam has made a measurable difference ln the productivity and retention of female ernployees anj employees of coior.48 t:.-t *- i,''-: *+- l,j'- {','+' :'f -l t,:'- , I l,o.,,on I I I socisj