Read a selection of your colleagues’ postings.
Respond to two of your colleagues in one or more of the following ways:
· Compare how you and your colleague view the elements needed to support creativity in the workplace.
· Share a relevant experience where you or your organization tried to implement an element or a practice in an effort to create an environment for employees to be more creative.
· Explore a way you might want to implement an element shared by your colleague at your organization or within your industry.
Responses to Classmates Template (Must use for response to both Collegues)
Compare how you and your colleague view the elements needed to support creativity in the workplace.
Share a relevant experience where you or your organization tried to implement an element or a practice in an effort to create an environment for employees to be more creative.
Explore a way you might want to implement an element shared by your colleague at your organization or within your industry.
APA References
1st Colleague to respond to:
A description of three organizational principles at Pixar that support a workplace environment where employees can implement creative solutions to problems.
After reading the article on the way, that Pixar fosters creativity the three principles that I resonated with would have to be the peer culture, communication is essential for everyone, and postmortems. These principles would be great for any workplace environment. They would help the environment implement creative solutions to any problem. As Catmull, (2008) states, “you get great creative people, you bet big on them, you give them enormous leeway and support, and you provide them with an environment in which they can get honest feedback from everyone” p.5. These three principles, encompass the companies overall philosophy.
Having your work evaluated by your peer is a big help in the fact that they will give you blatantly honest reviews and ideas that you never thought of. Pixar’s group of “brain trust” (Catmull, 2008, p.6) shows just how the company uses divergent thinking to get feedback about a project. This way they can fix an issue or delve deeper into a certain branch of their feedback.
Communication is an essential part of all companies' environment. When teams communicate, well it makes the environment have less tension and work productivity is higher. Giving members the ability to not have to worry about whom they approach about getting feedback or input from for a project is a great way to show not only inclusion but trust in the employees. It shows that the company values all employees' input.
Being able to reflect on not only the good but also the negative is an important part of growing. For the company to realize that they are not just confronting the unpleasant that they are learning a lesson from going back over their work is a highly valuable principle to have.
Choose one of these principles or another principle that you are familiar ...
Due Finals weekContent 3-4 + cover and refrence page = 5-6.docxsagarlesley
Due Finals week
Content 3-4 + cover and refrence page = 5-6
· In text citation
INDIVIDUAL FINAL PAPER (100 points)
· 5-7 pages; including cover page and references page (abstract not necessary for this paper)
· APA Format - Double-spaced - appropriate headers - use in-text citations/references where necessary
· Sections to include:
· Introduction (this should introduce your paper - what the paper is going to tell the reader)
· Analysis of Organizational Behavior (this should include an analysis of the final presentation created with your group.
· Compelling Components - Things I Found Most Interesting
· Difficult Components - Things I Didn't Fully Understand
· How I May Utilize What I've Learned in my Career
Graded on the ability to describe and synthesize what you've learned throughout the course and how you might utilize this new knowledge in the business world. Grammar, spelling, and format (neatness) are taken into consideration.
Example: A 5 page paper with some grammatical and spelling errors with no more than answers to the questions and little synthesizing would result in a C letter grade. A 7-page paper, well formatted, well thought out, grammatically correct and a couple of solid in-text citations and references to support what you're saying would result in an A letter grade.
PLEASE COMPLETE THIS IN MS WORD - There will be a spot for you to hand it in within Blackboard.
1
Running head: THE Marriage of Finance and Organization
7
THE MARRIAGE OF FINANCE AND ORGANIZATION
The Marriage of Finance and Organization: A Reflection Paper
The Marriage of Finance and Organization: A Reflection Paper
When someone encounters the word organization, first comes to mind would probably be chart-boxes, arrows, and functions. A chart represents what organization is, and how it functions. My entire course in Organizational Behavior, however, has thought me how to understand and look beyond what is seen in a chart. This paper describes what I’ve learned in the entire term including the things that I find most interesting and the things I wish to be improved on. More importantly, I am going to share how the knowledge in organization behavior will help me in the practice of my major.
Analysis of Organizational Behavior
A shared goal is the purpose why organization exists. In achieving this goal, an organization uses different techniques or methods in achieving them. Not able to do so follows the failure of the goal. It also important to note that organizational behavior does not only explain what organization is, but also gives careful elaborations on how organization works and why some fail. In this course, the importance of every member of organization is realized; that an organization’s success is not just because of a single person but how harmonious a group is. Different leadership styles, ethical performance of responsibilities, and effective motivations are just some of the few ...
1
5
Innovation/Entrepreneurial Change Annotated Bibliography
Innovation/Entrepreneurial Change Annotated Bibliography
Baumgartner, J. (2013). Innovation Management. Retrieved from http://www.innovationmanagement.se/imtool-articles/the-basics-of-creative-problem-solving-cps/
This article discusses creative problem solving plus its procedure. This article states that creative problem is not just brainstorming in which a lot of people associate it with. J. Baumgartner states that creative problem solving is a simple procedure that breaks down the problem to really undersupplies it plus involves generating ideas to find a solution. There stand seven steps involved in this procedure: Clarify plus identify the problem (this is the most important step as it finds the real problem or goal), research the problem (this helps to get a better underutilizing), formulate creative challenges (this is a simple question that will encourage suggestions), generate ideas (brainstorming), combine plus evaluate the ideas (choose ideas that meet the criteria), draw up an action plan (use simple steps), do it! (implement the ideas). The end of this article states that if organizations fail to use the creative problem solving than the systems plus techniques normally fail.
Brpluss, R.F. (2017). Chief Executive. Retrieved from http://chiefexecutive.net/the-key-to-successful-innovation-is-proper-execution/
This article reviews how plus why proper execution is the key to successful innovation. The author explains how execution plus structure a culture of sustainable innovation is critical. Execution can be broken down into three parts comprised of big ideas, people, plus procedure. The big ideas portion consists mainly of promoting innovation, structure the proper culture, plus removing any barriers. The people portion is important because people related issues stand generally barriers to execution. A critical part of implementing innovation is acquiring plus keeping the right people. The proper people will help ensure all employees stand engaged plus contribute to innovation. Procedure is broken down into generating ideas, screening, testing, analysis, beta tests, product expansion technicalities, commercialization, plus post-launch review. The purpose of procedure is to make sure outcomes stand attained, plus the procedure is repeatable from beginning to end.
Dess, Gregory, Alan Eisner, G.T. Lumpkin, Gerry McNamara. Strategic Management: Creating Competitive Advantages, 7th Edition. McGraw-Hill Learning
Solution
s, 09/2013. Vital Book file.
This textbook discusses strategic management plus the competitive advantage. Chapter nine of this text discusses different tactics for motivating with rewards plus incentives plus how to measure it. It discusses what stand reward systems, the latent downside, creating effective reward plus incentive packages, plus setting up boundaries plus constraints. It also discusses reward systems as a way of organizational c ...
Discussion 1Post 1Top of FormToday, data quality and privac.docxcuddietheresa
Discussion 1
Post 1:
Top of Form
Today, data quality and privacy are important components in any organization around the world. Thus , project managers are required to come up with proper ways of ensuring better data quality and privacy to ensure there is availability and improve customer service that will go to the heart of enabling the organization have a proper and functioning system at the end of the day. The managers need to adopt the following recommendations for the business as follows. The first recommendation is the need to have a high level of accuracy and measurement when it comes to degree where the data values are obtained. Data accuracy is very important in the business as wrong values will produce wrong output and this will affect the quality of decision making process at the end of the day (Chiregi & Navimipour, 2016) Another important mechanism is to ensure that all the data is complete and contains all the required attributes that will ensure there is proper data that will used in the decision making process. Also, there is need for the data to be consistency and this means that all the attributes should be uniform and all the instances and references from the set of data (Pearson & Wegener,2013). Thus, all the data collected need to be accurate and all values be consistent form the source. Finally, there is need to have a unique demonstration of the records that will need to be represented within the data sets and this will remove the element of duplicates at the end of the day.
References
Chiregi, M., & Navimipour, N. J. (2016). A new method for trust and reputation evaluation in the cloud environments using the recommendations of opinion leaders' entities and removing the effect of troll entities. Computers in Human Behavior, 60, 280-292.
Pearson, T., & Wegener, R. (2013). Big data: the organizational challenge. Bain Co.
Response1:
Post 2:
Top of Form
Recommendations that IT managers group collectively provide
In the modern workplace, Information Technology Managers (IT Managers) plays a vital role. IT managers helps to implement and administrate technology within their organization. He gives proper direction to the organization, the communications system and the structure. He ensures that the long-term objectives are translated into concrete plans of actions and understood and supported by people working at various levels. Other responsibility of the manager is a system of communications which enables managers throughout the organization to be aware, and the manager responsible for the systems stay informed of the changes that are taking place (How do Managers (Leaders) Contribute to an Organizations?, 2012). Below are some recommendations that an IT Managers provide:
Planning and Assessments: The organization need to identify the strengths, weaknesses and outside threats to work against its success and name the problem or issue that they are concerned about. It should utilize their current network to identify ...
Due Finals weekContent 3-4 + cover and refrence page = 5-6.docxsagarlesley
Due Finals week
Content 3-4 + cover and refrence page = 5-6
· In text citation
INDIVIDUAL FINAL PAPER (100 points)
· 5-7 pages; including cover page and references page (abstract not necessary for this paper)
· APA Format - Double-spaced - appropriate headers - use in-text citations/references where necessary
· Sections to include:
· Introduction (this should introduce your paper - what the paper is going to tell the reader)
· Analysis of Organizational Behavior (this should include an analysis of the final presentation created with your group.
· Compelling Components - Things I Found Most Interesting
· Difficult Components - Things I Didn't Fully Understand
· How I May Utilize What I've Learned in my Career
Graded on the ability to describe and synthesize what you've learned throughout the course and how you might utilize this new knowledge in the business world. Grammar, spelling, and format (neatness) are taken into consideration.
Example: A 5 page paper with some grammatical and spelling errors with no more than answers to the questions and little synthesizing would result in a C letter grade. A 7-page paper, well formatted, well thought out, grammatically correct and a couple of solid in-text citations and references to support what you're saying would result in an A letter grade.
PLEASE COMPLETE THIS IN MS WORD - There will be a spot for you to hand it in within Blackboard.
1
Running head: THE Marriage of Finance and Organization
7
THE MARRIAGE OF FINANCE AND ORGANIZATION
The Marriage of Finance and Organization: A Reflection Paper
The Marriage of Finance and Organization: A Reflection Paper
When someone encounters the word organization, first comes to mind would probably be chart-boxes, arrows, and functions. A chart represents what organization is, and how it functions. My entire course in Organizational Behavior, however, has thought me how to understand and look beyond what is seen in a chart. This paper describes what I’ve learned in the entire term including the things that I find most interesting and the things I wish to be improved on. More importantly, I am going to share how the knowledge in organization behavior will help me in the practice of my major.
Analysis of Organizational Behavior
A shared goal is the purpose why organization exists. In achieving this goal, an organization uses different techniques or methods in achieving them. Not able to do so follows the failure of the goal. It also important to note that organizational behavior does not only explain what organization is, but also gives careful elaborations on how organization works and why some fail. In this course, the importance of every member of organization is realized; that an organization’s success is not just because of a single person but how harmonious a group is. Different leadership styles, ethical performance of responsibilities, and effective motivations are just some of the few ...
1
5
Innovation/Entrepreneurial Change Annotated Bibliography
Innovation/Entrepreneurial Change Annotated Bibliography
Baumgartner, J. (2013). Innovation Management. Retrieved from http://www.innovationmanagement.se/imtool-articles/the-basics-of-creative-problem-solving-cps/
This article discusses creative problem solving plus its procedure. This article states that creative problem is not just brainstorming in which a lot of people associate it with. J. Baumgartner states that creative problem solving is a simple procedure that breaks down the problem to really undersupplies it plus involves generating ideas to find a solution. There stand seven steps involved in this procedure: Clarify plus identify the problem (this is the most important step as it finds the real problem or goal), research the problem (this helps to get a better underutilizing), formulate creative challenges (this is a simple question that will encourage suggestions), generate ideas (brainstorming), combine plus evaluate the ideas (choose ideas that meet the criteria), draw up an action plan (use simple steps), do it! (implement the ideas). The end of this article states that if organizations fail to use the creative problem solving than the systems plus techniques normally fail.
Brpluss, R.F. (2017). Chief Executive. Retrieved from http://chiefexecutive.net/the-key-to-successful-innovation-is-proper-execution/
This article reviews how plus why proper execution is the key to successful innovation. The author explains how execution plus structure a culture of sustainable innovation is critical. Execution can be broken down into three parts comprised of big ideas, people, plus procedure. The big ideas portion consists mainly of promoting innovation, structure the proper culture, plus removing any barriers. The people portion is important because people related issues stand generally barriers to execution. A critical part of implementing innovation is acquiring plus keeping the right people. The proper people will help ensure all employees stand engaged plus contribute to innovation. Procedure is broken down into generating ideas, screening, testing, analysis, beta tests, product expansion technicalities, commercialization, plus post-launch review. The purpose of procedure is to make sure outcomes stand attained, plus the procedure is repeatable from beginning to end.
Dess, Gregory, Alan Eisner, G.T. Lumpkin, Gerry McNamara. Strategic Management: Creating Competitive Advantages, 7th Edition. McGraw-Hill Learning
Solution
s, 09/2013. Vital Book file.
This textbook discusses strategic management plus the competitive advantage. Chapter nine of this text discusses different tactics for motivating with rewards plus incentives plus how to measure it. It discusses what stand reward systems, the latent downside, creating effective reward plus incentive packages, plus setting up boundaries plus constraints. It also discusses reward systems as a way of organizational c ...
Discussion 1Post 1Top of FormToday, data quality and privac.docxcuddietheresa
Discussion 1
Post 1:
Top of Form
Today, data quality and privacy are important components in any organization around the world. Thus , project managers are required to come up with proper ways of ensuring better data quality and privacy to ensure there is availability and improve customer service that will go to the heart of enabling the organization have a proper and functioning system at the end of the day. The managers need to adopt the following recommendations for the business as follows. The first recommendation is the need to have a high level of accuracy and measurement when it comes to degree where the data values are obtained. Data accuracy is very important in the business as wrong values will produce wrong output and this will affect the quality of decision making process at the end of the day (Chiregi & Navimipour, 2016) Another important mechanism is to ensure that all the data is complete and contains all the required attributes that will ensure there is proper data that will used in the decision making process. Also, there is need for the data to be consistency and this means that all the attributes should be uniform and all the instances and references from the set of data (Pearson & Wegener,2013). Thus, all the data collected need to be accurate and all values be consistent form the source. Finally, there is need to have a unique demonstration of the records that will need to be represented within the data sets and this will remove the element of duplicates at the end of the day.
References
Chiregi, M., & Navimipour, N. J. (2016). A new method for trust and reputation evaluation in the cloud environments using the recommendations of opinion leaders' entities and removing the effect of troll entities. Computers in Human Behavior, 60, 280-292.
Pearson, T., & Wegener, R. (2013). Big data: the organizational challenge. Bain Co.
Response1:
Post 2:
Top of Form
Recommendations that IT managers group collectively provide
In the modern workplace, Information Technology Managers (IT Managers) plays a vital role. IT managers helps to implement and administrate technology within their organization. He gives proper direction to the organization, the communications system and the structure. He ensures that the long-term objectives are translated into concrete plans of actions and understood and supported by people working at various levels. Other responsibility of the manager is a system of communications which enables managers throughout the organization to be aware, and the manager responsible for the systems stay informed of the changes that are taking place (How do Managers (Leaders) Contribute to an Organizations?, 2012). Below are some recommendations that an IT Managers provide:
Planning and Assessments: The organization need to identify the strengths, weaknesses and outside threats to work against its success and name the problem or issue that they are concerned about. It should utilize their current network to identify ...
Due Tomorrow 10amAshford UniversityMGT 601 The Functions of .docxsleeperharwell
Due Tomorrow 10am
Ashford University
MGT 601 The Functions of Modern Managemen
TURNITIN SIMILARITY REPORTS
Dr Shelton
4/19/2017 7:12:39 AM
Class---The Turnitin similarity reports have not been working properly these last prior weeks. The system worked for many of the submissions for week 5. Please do not copy material and not cite your sources correctly. Please understand the differences between citing direct quotes and paraphrasing. Please do not get another students paper and use it. Please do not copy material from the web. The system will catch you. I am supposed to turn these submissions into the university for evaluation, when the system tells me to do so and if cited for a violation is entered into your record. Please do not copy material. Every submission that I have turned into the university has been cited for plagiarism ethics violation with no exception.
This last submission is critical. Please do not get a zero on it for not giving credit to your sources. This applied to the discussion question posts too. Good luck this last week.
TEXT BOOK
Bierman, L., Ferrell, O. C., & Ferrell, L. (2016).
Management: Principles and applications, custom edition
[Electronic version]. Solon, OH: Academic Media
Solution
s
Learning Outcomes
This week students will:
Describe the difference between data and knowledge in terms of the executive information system (EIS).
Analyze
the four step
s in the control process as it relates to the six elements of input.
Develop an organizational plan.
Introduction
For Week Six, the focus will be the six elements of organizational input (mission statement, strategic plans, tactical plans, past experience, feedback from external environment, and control system design), and how each of these elements influences the four steps of the organizational control process. This week’s content will also explore the difference between data and knowledge in terms of the executive information system (EIS) and how the executive manager can use the EIS to make effective decisions and develop organizational strategy.
Instructor Guidance
A Complete Paradigm Shift (Leadership and Power)
I peruse YouTube frequently and look for business related topics and discussions. I happened to come across this particular video a while back and really thought it should be the focal point of my last guidance for our class.
I believe that in today’s business environment, corporations and leaders need to rethink their business approaches, models, theories and strategies.
Leaders are currently operating under a paradigm of what is in it for me syndrome and focused on short term profits and returns for stakeholders
. This business model is leader driven and places no real true value on employees outside of being used and abused to accomplish business objectives.
Fortunately we are now starting to see a major shift from operating under this type of business strategy and leadership perspective into a new paradigm now focu.
Please use HeadingsTemplates provided below when responding to th.docxstilliegeorgiana
Please use Headings/Templates provided below when responding to the 2 Colleagues. Use APA citations and References
Read a selection of your colleagues’ postings.
Respond to two of your colleagues in one or more of the following ways:
· Sharing an insight you gained from reading your colleagues’ postings and exploring how you will apply this insight to your professional career and managerial practices.
· Based on details of a colleague’s analysis, sharing from your own observations or experiences related to the challenges of successfully leading a diverse group in a unified direction and offering lessons you learned from those observations or experiences.
· Suggesting an alternate or modified approach to leading diverse groups towards success and illustrating why those might work better.
You are required to organize your response to your colleagues’ discussion posts using this template. These headings are mandatory! Put your thoughts under each heading.
Sharing an insight you gained from reading your colleagues' postings and exploring how you will apply this insight to your professional career and managerial practices.
Based on details of a colleague's analysis, sharing from your own observations or experiences related to the challenges of successfully leading a diverse group in a unified direction and offering lessons you learned from those observations or experiences.
Suggesting an alternate or modified approach to leading diverse groups towards success and illustrating why those might work better.
APA References
*1st Colleague to respond to:
An analysis of the barriers that prevented the group from leveraging their differences and creating innovative ideas.
The first obvious barrier in preventing this group from creating innovative ideas is lack of communication, followed by difficulty in creating an initial plan. Although these four employees were in fact thrown together with no apparent strategic thinking, as coworkers, it is their job to effectively work together to meet the goals laid out from their employer. It seems they have already started the project on the wrong foot and need to actively work together in order to be successful with this project.
Three suggested ways that their process could be improved, despite their different styles.
1. Establish a project roadmap and plan. “When there are no clearly defined goals for the team to achieve, the team members do not have a way of utilizing their individual talents and they have no way of pooling those talents toward achieving a common result” (Root, n.d.). In this step, the team should add necessary steps to “clarify the problem, generate ideas, develop solutions and implement the plan” (Puccio, n.d.).
2. Identify and use each team member’s knowledge, experience and ideas to the fullest. Although a variation in creative styles can lead to barriers as displayed here, it can also lead to success. Leveraging the different types of creative styles is to the team’s best interest for ...
Organization Health Care Inc.Employees 15-20 thousand worldw.docxgerardkortney
Organization: Health Care Inc.
Employees: 15-20 thousand worldwide
Employee Occupations: Nurses, IT Specialist, Human Resources, Administration Staff, Management, Nursing Assistants (various levels & positions)
Goal of team: The business needs to expand to remain competitive in the worldwide marketplace. A team needs to be created to help the organization evaluate, justify, and propose ideas.
Business Module: Contract Nurses and Nursing Assistants to organizations worldwide.
DUE WEDNESDAY BY MIDNIGHT EST!!
LDR 504 Fall 2016
Guidelines and Format for Writing-up Your OD Change Proposal
Background
The OD Change Proposal (OCP) is developed directly from your field observations and journaling. In your field observation you are using Bolman & Deal’s assumptions for the four frames (structural, human resources, political and symbolic) to analyze your organization or a unit within your organization. From those observations your are journaling whether the assumptions are “operative” in your organization and if so recording a couple of examples. The field observation and journaling is also designed to give you perspective, understanding and insight into the organization that goes beyond limited or technical problem solving to an adaptive organizational change strategy.
Step One
Select one or two issues (these may be problems or other dysfunctional behaviors and actions in a variety of areas –planning, decision-making, communication, leadership, etc., as well, as opportunities or need for adaptive change – responding to client/customer/community needs, improving and developing new programs, etc.) and follow these through the four perspectives.
We will discuss these issues in our telephone consultations.
Step Two
You will use your observation and analysis formulated during the course and posted on the Student Dialogue Forum to develop recommendations, and design interventions to address these issues using one assumption from each of the four frames.
Step Three
Write-up your recommendations and design intervention that reflects your application of the four frames and the understanding and rationale for the change. Here you also want to connect any underlying resistance to change and what needs to happen to move the project forward.
So you are looking at:
1) A presenting issue(s), problem or opportunity in your organization;
2) How does one of the assumptions from each of the four frames relate to that issue? The assumption drives the rationale for the change.
3) Your recommendations and design for what you feel will make an effective proposal for change.
4) What is the potential resistance and/or obstacles you see in implementing this change?
Format and other important information about the Paper
· Please use a standard font, 12-point size and 1 ½ line space. One page of text in this format is approximately 275 words.
· This paper does not require outside sources. It does require a solid understanding and application of the texts we use in.
1BUILDING THE RIGHT CULTURE FOR THE REMOTE TEAM IN AMAZON EttaBenton28
1
BUILDING THE RIGHT CULTURE FOR THE REMOTE TEAM IN AMAZON
COMPANY IN UNITED STATES.
Trae Clavo
Doctor of Business Administration (Candidate)
Current Topics in Leadership and Management (Bus-8010-X007)
Dr. Robert Roller
Sept 11, 2022
2
Table of Contents
INTRODUCTION………………………………………………………….2
Objectives………………………………………………………………….3.0
Research problem………………………………………………………….3.1
LITERATURE REVIEW……………………………………………………4.0
Organizational Adaptation Theory……………………………………………4.1
The Transactional Theory…………………………………………………….4.2
Analysis……………………………………………………………………….5
Methodology………………………………………………………………….6
Research Design……………………………………………………………….6.1
Target Population……………………………………………………………….6.2
Demographic Analysis………………………………………………………….6.3
Limitations………………………………………………………………………8
Conclusion………………………………………………………………………9
3
BUILDING THE RIGHT CULTURE FOR THE REMOTE TEAM IN AMAZON
COMPANY IN UNITED STATES.
Introduction
The ability to work remotely, from anywhere in the world, is a potential boom for
businesses. It can help them recruit and retain employees and lower their costs by giving them
access to skilled workers who might otherwise price out of their markets. However, when
companies opt for remote work as their only option, they may find a workforce that does not
coordinate well due to differences in location or time zone. To build the right culture for remote
teams, the use of virtual workspaces can create a better work experience for everyone involved.
Objectives
This study investigates whether the right culture can be built remotely.
The specific purposes of this research are:
1. To determine what factors influence whether a remote team can build the right culture
for their organization.
2. To determine what factors influence whether a remote team can build the right culture
for their organization.
3. To determine how those factors affect the ability of the remote team to build the right
culture for their organization.
Research Problem
The main problem with this is that remote work requires communication between teams
across long distances, which means people need to be able to communicate frequently and quickly
(Davenport, 2013). If those conversations are happening over Slack or email instead of face-to-face
meetings and phone calls, then it is unlikely that team members will understand each other well
BobRoller
Highlight
Should be centered.
BobRoller
Highlight
This is a repeat of number 1.
BobRoller
Highlight
This is a mini literature review, not an empirical study. You have set this up as if it were an empirical study, and that is not what you are being asked to do.
BobRoller
Highlight
Once again, this is not an empirical study, so you do not have a "Research Problem." You should have thesis statement, though.
4
enough to get things done effectively (Aleong, 2022). It can lead to less-than-ideal productivity
levels from both ends of the spectrum: employees are not getting anything ...
IntroductionTeam Development ModelFrom .docxvrickens
Introduction
Team Development Model
From a personal perspective, I will use the forming, storming, norming, performing, and adjourning model of team development. Wright (2013) indicates that Bruce Tuckman developed this team development model and maintained that the five stages were important for team growth. Also, the phases can enable teams to face up to problems, to tackle and solve problems, to plan work, as well as to deliver results. During the forming stage, members get acquainted with one another and understand the scope of a project. They establish ground rules by finding out acceptable behaviors with respect to interpersonal relations and the project. The storming phase is marked with high level of internal conflict while the norming stage is characterized by close relationship development and group cohesiveness. Performing stage is associated with fully functional and acceptable team that aims to accomplish project goals. During adjourning phase, a team prepares for its disbandment.
1
Models of Team Development
5 Stages of Team Development
Forming
Storming
Norming
Performing
Adjourning
The Forming Phase, this is the initial phase. Teammates are introduced and take the time to understand the scope of the project they are undertaking. During this phase, ground rules are established, and acceptable behaviors are found. The Storming Phase, the second phase is known as the Storming Phase. This phase marks when defined roles are established for each team members. This phase is marked with a high level of internal conflict. The Norming Phase, the third phase in series is called the Norming Phase. During the Norming phase, the team is characterized by developing close relationships and working towards group cohesiveness. The Performing Phase, the fourth phase is the Performing Phase. The Performing phase is associated with the team being fully acceptable and functional to accomplish any goals within the project. The Adjourning Phase, the final stage in this model is the Adjourning Phase. In this final phase, a team prepares for adjourning or disbandment. If a team is able to form, storm, norm, and perform in the ways identified above, they are sure to benefit immensely and grow as a unit.
2
Preparation for the Team
First, I will establish ground rules for the team’s operations. To be effective, team members must be clear about how they work together. A team must have a common identity, share same values, goals, plus objectives. Great communication skills are required to instill that each member of the team is well informed. Ground rules will provide guidance for needed behaviors and expectations. Once the ground rules have been established and agreed upon, a team will define each member’s roles and responsibilities. Decision making is also an important aspect of teamwork. With this in mind, team members will determine decision making process and conflict resolution approach. Moreover, I will outline the tea ...
Read a selection of your colleagues’ postings.Respond by Day.docxniraj57
Read
a selection of your colleagues’ postings.
Respond
by
Day 5
, to two or more of your colleagues in one or more of the following ways:
Select a question offered by your colleague that he/she did not use and suggest potential ways that your colleague or the organization might drive innovation and overcome the barriers and status quo.
Compare your colleague's findings to those of others and your own. If you see similarities, explain why the status quo might appear similar across different workplaces and industries. Do not limit your responses solely to budgetary or resourcing constraints.
Identify any challenges at a colleague's workplace that seem unique or that you have not encountered before. Offer your ideas about why you think those are important and which discovery skill from Dyer, et al., would best enable your colleague and/or the organization to drive innovation and overcome the barriers and status quo. Be sure to provide your rationale for your choice.
Offer your insights to your colleague about the value of this process and importance of using it to identify opportunities for innovation or opportunities to challenge the status quo.
POST1
Ten Questions that challenge the status quo at my current workplace:
1. What if we allowed customers 24/7 access to our model homes, would this increase our sales?
2. What if started a program that allowed customers to stay for one night in our model homes so that they could get a feel for the home (see if it’s a good match)?
3. What if home loans were easier to get and builders covered more costs for the customers?
4. What if my organization stopped focusing intensively on the sale and more on the actual customers’ needs as a homeowner?
5. What if all employees tried to help one another versus helping themselves? What affect would this type of partnership have on the company and its customers?
6. What if we built more than the traditional clubhouse, pool house, and common areas in our communities? What if we offered something that isn’t common such as a community go-kart track or skating rink?
7. What if we decorated the exterior of our central office, including our showroom, in themes each week to excite and attract customer’s attention? Imagine the word-of-mouth advertising we would generate.
8. What if we built a home for the local homeless people to stay in and take up donations for them to get back on their feet?
9. What if we gave one house a year away to someone in need? This type of generosity may attract customers who can appreciate us giving back to the community.
10. What if washed people cars, cut their grass, take out their trash, etc. in exchange for a donation to a local charity?
The one question I chose is #5: “What if all employees tried to help one another versus helping themselves? What affect would this type of partnership have on the company and its customers?”
This question is important because there is more strength in numbers meaning the mo ...
Organisational Development - Effective Strategies MP Sriram
Transcript of the talk given by M.P. Sriram , Partner ,Aventus Partners at the “National Seminar on
Innovation and Strategic Business Practices” conducted by SNGIST on 15.10.14
[Type text][Type text][Type text]HAME502 Building High-Per.docxodiliagilby
[Type text] [Type text] [Type text]
HAME502: Building High-Performing Teams
Cornell UniversityCourse Project
Part One: Diagnosing Your Team
Instructions:
In this project, you will outline strategic elements critical in leading your team. In doing so, you will map a plan for diagnosing the team’s needs, building collaboration, generating conflict, managing virtual team space, and finally, shifting your own leadership role. This plan will enable you to thoughtfully provide your team with the leadership it needs to perform at its highest levels.
First, identify if the team is new or if you are new to the team. (Or alternatively, you and the team may have been working with one another for awhile. If so, think of your team as new all over again and try to look at it with fresh eyes.) Next, complete the appropriate chartin order to identify areas of development or needs for your team.
If the team is new,engage (or reengage) your team in a discussion of its vision and mission. What is the desired future state and the overall purpose of your team? What does the organization need the team to accomplish? Identify members’ roles and responsibilities. Prepare between 3-5 long-term and short-term goals. Enter your results into Chart A.
If you are new to the team, collect data. Interview at least five team members. Observe the team working. What do you notice? What is the work pattern? Based on your analysis of your data, identify and discuss between 3-5 actions/behaviors that the team needs from you.Enter your results into Chart B.
Chart A: Building Your Team
when the team is new
Team Goals
With your team, identify what your organization needs your team to accomplish. Outline 3-5 of your short-term and long-term goals here.
Member Roles & Responsibilities
Identify key roles and responsibilities that will achieve and support your team in reaching your goals. List these roles and state who will be responsible for each.
If you have completed Chart A, you have completed part one of your course project. You do not need to complete Chart B.
Chart B: Building Your Team
when you are new to your team
Interview Findings
After interviewing five members of your team, summarize your findings based on each category below:
What actions or processes are working well?
What actions or processes can be improved?
Overall, how effective do they think your team is?
Observations of Team
After observing your team working, what do you notice? What work patterns can you identify?
Recommendations
Based on your findings, identify 3-5 recommendations you have for your team. Outline how you will or have communicated these recommendations.
1.
2.
3.
4.
5.
Part Two: Building Collaboration
Instructions:
In this module, we put the lens on you to consider both how your team members act and interact, as well as how you engage your team.
For part two of your project, map a plan for how you want to engage with your team, moving forward. Prepare a list of id ...
The Role of Business Ethics in Employee Engagement Novembe.docxoreo10
The Role of Business Ethics in Employee Engagement
November 04, 2009
//By Tom Monahan, CEO of the Corporate Executive Board
My focus on ethical management reminds me that I still own a box full of business cards with
my name from a company that no longer exists.
My first job out of college was with Arthur Andersen. At the time, it was a single organization
and I worked in a division that became Andersen Consulting, and is now Accenture. Arthur
Andersen had one of the most ethical cultures I have seen; the best people, the best business
systems, and a holistic commitment to performance ethics. Yet, it went from being one of the
leading professional services organizations to only a Wikipedia entry in a matter of months, due
to unethical behaviors in a reasonably small niche of the firm. The disappearance of my first
employer due to ethical failures is a powerful lesson I bring to work everyday.
While this is a somber example of the potential downside from an ethics or compliance failure, I
have the opportunity at CEB to see how much upside a manager and leader can create with a
focus on this issue. One of CEB’s core strengths is a voracious appetite for quantifying the
drivers of corporate performance. We ask ourselves: what do the best companies do to create
inordinate value? We have gathered and analyzed millions of data points about employee
perceptions and behavior and rigorously tied them to key drivers of corporate productivity. What
we found is a strong link between ethical cultures and employee engagement. If an employee
works for a company they consider having a strong ethical culture they work harder, stay longer,
and are less likely to leave. Collectively, this data points to a 9% productivity boost from ethical
leadership in the management ranks. That’s a stunning figure, and for me, maybe even more
compelling than the business cards.
While there is a strong link, both ethical behaviors and employee engagement are at risk. What
we see happening, across hundreds of thousands of employees at the world’s largest companies,
is a perfect storm brewing composed of three different factors.
First, we see heightened employee cynicism about commitment of management to ethical
principles and compliance standards, as management teams wrestle with critical issues elsewhere
in the business.
Second, unhappy employees are unable to leave their current roles. In a normal economy, if an
employee does not like their boss, they can leave. However, today unsatisfied employees are
unable to move because of limited opportunities. This results in what we estimate to be about a 7
percent productivity shortfall in most companies as a result of low engagement levels.
Third, employee disengagement is particularly pronounced with the highest potential employees
within an organization. These employees are three times as likely to leave as a normal employee
once the economy improves. Mos ...
11 Tips & Tricks for effective teamwork at your workplace!Prasanjit Das
Looking for the mantra to effective teamwork ?
What is the secret that some organizations seem to grow while others don't ? How are some teams better than others ? What are the attributes of a good team ?
Search no more. Here are your answers:
Reword this APA
1. (10 pts.) Discuss how organizational architecture and corporate culture are related. Use an example of a real-life firm and discuss how its corporate culture blends with its organizational architecture.
Organizational architecture involves the decision rights within the organization, how employees and teams are evaluated, and how this groups and individuals are rewarded for their efforts. On the other hand, corporate culture is concern with the same three aspects but also takes into consideration such things as the organizations customs, models, and rituals, which are considered the softer elements in the corporate culture. In addition, corporate culture also includes employee’s actions and how these actions can affect the organization culture. Therefore, both concepts are interdependent and support one another. A real life example of how corporate culture blends with its organizational architecture is Google. The organizational architecture for Google is for the most part flat, and divided in to teams that collaborate in projects along side with other teams throughout the organization. As a reflection of this organizational architecture, the corporate culture at Google is very relaxed, and easygoing. There are not strict dress codes, they are open to all cultures and rituals, and employees have the freedom to collaborate in other team projects even though they are not directly assigned to them Brickley, Smith, & Zimmerman, 2016)
2. (10 pts.) Billy Riggan is in charge of all technical developments at Always Round Tire. He makes all the choices concerning product innovations in the company. He finds that he is overworked and that several of his research scientists seem to be spending work hours playing tennis. What is going on?
This student considers that Billy Riggan is facing several problems. First, if he is the person in charge, he is not delegating or balancing the workload correctly within his team. Trying to do all of the work by himself shows his lack of confidence in his team, which will cause even more demotivation and will cause an even bigger lost in productivity. Secondly, If he has a manager that oversee his work, then his manager is overlooking the wok load that Billy has, putting quality, productivity, and innovation, which Billy is in charge of, at risk. Many organizations rely on innovation to remain competitive in the marketplace, and then overworking Billy causing him to burn out could affect the organization profitability. Lastly, a common problem in organizations where work is assigned to teams is the free-ride issue, where some of Billy’s team members simply let him do the work while sharing the benefit. The free-ride problem could also cost a drop in productivity, hence in profitability. Brickley, Smith, & Zimmerman, 2016)
3. (10 pts.) Always Round Tire tries to base its promotions on seniority (where education and training requirements are not necessary). The company finds that this ...
This is a presentation on the best practices of our dream company and we have to apply these best practices to solve the problems which occur in other companies.
Mr. Bush, a 45-year-old middle school teacher arrives at the emergen.docxaudeleypearl
Mr. Bush, a 45-year-old middle school teacher arrives at the emergency department by EMS ground transport after he experienced severe mid-sternal chest pain at work. On arrival to the ED:
a. What priority interventions would you initiate?
b. What information would you require to definitively determine what was causing Mr. Bush’s chest pain?
.
Movie Project Presentation Movie TroyInclude Architecture i.docxaudeleypearl
Movie Project Presentation: Movie: Troy
Include: Architecture in the movie. Historical research to figure out if the movie did a good job of representing the art historical past of not. Anything in the movie that are related to art or art history. And provide its outline and bibliography (any website source is acceptable as well)
.
More Related Content
Similar to Read a selection of your colleagues’ postings.Respond to two of .docx
Due Tomorrow 10amAshford UniversityMGT 601 The Functions of .docxsleeperharwell
Due Tomorrow 10am
Ashford University
MGT 601 The Functions of Modern Managemen
TURNITIN SIMILARITY REPORTS
Dr Shelton
4/19/2017 7:12:39 AM
Class---The Turnitin similarity reports have not been working properly these last prior weeks. The system worked for many of the submissions for week 5. Please do not copy material and not cite your sources correctly. Please understand the differences between citing direct quotes and paraphrasing. Please do not get another students paper and use it. Please do not copy material from the web. The system will catch you. I am supposed to turn these submissions into the university for evaluation, when the system tells me to do so and if cited for a violation is entered into your record. Please do not copy material. Every submission that I have turned into the university has been cited for plagiarism ethics violation with no exception.
This last submission is critical. Please do not get a zero on it for not giving credit to your sources. This applied to the discussion question posts too. Good luck this last week.
TEXT BOOK
Bierman, L., Ferrell, O. C., & Ferrell, L. (2016).
Management: Principles and applications, custom edition
[Electronic version]. Solon, OH: Academic Media
Solution
s
Learning Outcomes
This week students will:
Describe the difference between data and knowledge in terms of the executive information system (EIS).
Analyze
the four step
s in the control process as it relates to the six elements of input.
Develop an organizational plan.
Introduction
For Week Six, the focus will be the six elements of organizational input (mission statement, strategic plans, tactical plans, past experience, feedback from external environment, and control system design), and how each of these elements influences the four steps of the organizational control process. This week’s content will also explore the difference between data and knowledge in terms of the executive information system (EIS) and how the executive manager can use the EIS to make effective decisions and develop organizational strategy.
Instructor Guidance
A Complete Paradigm Shift (Leadership and Power)
I peruse YouTube frequently and look for business related topics and discussions. I happened to come across this particular video a while back and really thought it should be the focal point of my last guidance for our class.
I believe that in today’s business environment, corporations and leaders need to rethink their business approaches, models, theories and strategies.
Leaders are currently operating under a paradigm of what is in it for me syndrome and focused on short term profits and returns for stakeholders
. This business model is leader driven and places no real true value on employees outside of being used and abused to accomplish business objectives.
Fortunately we are now starting to see a major shift from operating under this type of business strategy and leadership perspective into a new paradigm now focu.
Please use HeadingsTemplates provided below when responding to th.docxstilliegeorgiana
Please use Headings/Templates provided below when responding to the 2 Colleagues. Use APA citations and References
Read a selection of your colleagues’ postings.
Respond to two of your colleagues in one or more of the following ways:
· Sharing an insight you gained from reading your colleagues’ postings and exploring how you will apply this insight to your professional career and managerial practices.
· Based on details of a colleague’s analysis, sharing from your own observations or experiences related to the challenges of successfully leading a diverse group in a unified direction and offering lessons you learned from those observations or experiences.
· Suggesting an alternate or modified approach to leading diverse groups towards success and illustrating why those might work better.
You are required to organize your response to your colleagues’ discussion posts using this template. These headings are mandatory! Put your thoughts under each heading.
Sharing an insight you gained from reading your colleagues' postings and exploring how you will apply this insight to your professional career and managerial practices.
Based on details of a colleague's analysis, sharing from your own observations or experiences related to the challenges of successfully leading a diverse group in a unified direction and offering lessons you learned from those observations or experiences.
Suggesting an alternate or modified approach to leading diverse groups towards success and illustrating why those might work better.
APA References
*1st Colleague to respond to:
An analysis of the barriers that prevented the group from leveraging their differences and creating innovative ideas.
The first obvious barrier in preventing this group from creating innovative ideas is lack of communication, followed by difficulty in creating an initial plan. Although these four employees were in fact thrown together with no apparent strategic thinking, as coworkers, it is their job to effectively work together to meet the goals laid out from their employer. It seems they have already started the project on the wrong foot and need to actively work together in order to be successful with this project.
Three suggested ways that their process could be improved, despite their different styles.
1. Establish a project roadmap and plan. “When there are no clearly defined goals for the team to achieve, the team members do not have a way of utilizing their individual talents and they have no way of pooling those talents toward achieving a common result” (Root, n.d.). In this step, the team should add necessary steps to “clarify the problem, generate ideas, develop solutions and implement the plan” (Puccio, n.d.).
2. Identify and use each team member’s knowledge, experience and ideas to the fullest. Although a variation in creative styles can lead to barriers as displayed here, it can also lead to success. Leveraging the different types of creative styles is to the team’s best interest for ...
Organization Health Care Inc.Employees 15-20 thousand worldw.docxgerardkortney
Organization: Health Care Inc.
Employees: 15-20 thousand worldwide
Employee Occupations: Nurses, IT Specialist, Human Resources, Administration Staff, Management, Nursing Assistants (various levels & positions)
Goal of team: The business needs to expand to remain competitive in the worldwide marketplace. A team needs to be created to help the organization evaluate, justify, and propose ideas.
Business Module: Contract Nurses and Nursing Assistants to organizations worldwide.
DUE WEDNESDAY BY MIDNIGHT EST!!
LDR 504 Fall 2016
Guidelines and Format for Writing-up Your OD Change Proposal
Background
The OD Change Proposal (OCP) is developed directly from your field observations and journaling. In your field observation you are using Bolman & Deal’s assumptions for the four frames (structural, human resources, political and symbolic) to analyze your organization or a unit within your organization. From those observations your are journaling whether the assumptions are “operative” in your organization and if so recording a couple of examples. The field observation and journaling is also designed to give you perspective, understanding and insight into the organization that goes beyond limited or technical problem solving to an adaptive organizational change strategy.
Step One
Select one or two issues (these may be problems or other dysfunctional behaviors and actions in a variety of areas –planning, decision-making, communication, leadership, etc., as well, as opportunities or need for adaptive change – responding to client/customer/community needs, improving and developing new programs, etc.) and follow these through the four perspectives.
We will discuss these issues in our telephone consultations.
Step Two
You will use your observation and analysis formulated during the course and posted on the Student Dialogue Forum to develop recommendations, and design interventions to address these issues using one assumption from each of the four frames.
Step Three
Write-up your recommendations and design intervention that reflects your application of the four frames and the understanding and rationale for the change. Here you also want to connect any underlying resistance to change and what needs to happen to move the project forward.
So you are looking at:
1) A presenting issue(s), problem or opportunity in your organization;
2) How does one of the assumptions from each of the four frames relate to that issue? The assumption drives the rationale for the change.
3) Your recommendations and design for what you feel will make an effective proposal for change.
4) What is the potential resistance and/or obstacles you see in implementing this change?
Format and other important information about the Paper
· Please use a standard font, 12-point size and 1 ½ line space. One page of text in this format is approximately 275 words.
· This paper does not require outside sources. It does require a solid understanding and application of the texts we use in.
1BUILDING THE RIGHT CULTURE FOR THE REMOTE TEAM IN AMAZON EttaBenton28
1
BUILDING THE RIGHT CULTURE FOR THE REMOTE TEAM IN AMAZON
COMPANY IN UNITED STATES.
Trae Clavo
Doctor of Business Administration (Candidate)
Current Topics in Leadership and Management (Bus-8010-X007)
Dr. Robert Roller
Sept 11, 2022
2
Table of Contents
INTRODUCTION………………………………………………………….2
Objectives………………………………………………………………….3.0
Research problem………………………………………………………….3.1
LITERATURE REVIEW……………………………………………………4.0
Organizational Adaptation Theory……………………………………………4.1
The Transactional Theory…………………………………………………….4.2
Analysis……………………………………………………………………….5
Methodology………………………………………………………………….6
Research Design……………………………………………………………….6.1
Target Population……………………………………………………………….6.2
Demographic Analysis………………………………………………………….6.3
Limitations………………………………………………………………………8
Conclusion………………………………………………………………………9
3
BUILDING THE RIGHT CULTURE FOR THE REMOTE TEAM IN AMAZON
COMPANY IN UNITED STATES.
Introduction
The ability to work remotely, from anywhere in the world, is a potential boom for
businesses. It can help them recruit and retain employees and lower their costs by giving them
access to skilled workers who might otherwise price out of their markets. However, when
companies opt for remote work as their only option, they may find a workforce that does not
coordinate well due to differences in location or time zone. To build the right culture for remote
teams, the use of virtual workspaces can create a better work experience for everyone involved.
Objectives
This study investigates whether the right culture can be built remotely.
The specific purposes of this research are:
1. To determine what factors influence whether a remote team can build the right culture
for their organization.
2. To determine what factors influence whether a remote team can build the right culture
for their organization.
3. To determine how those factors affect the ability of the remote team to build the right
culture for their organization.
Research Problem
The main problem with this is that remote work requires communication between teams
across long distances, which means people need to be able to communicate frequently and quickly
(Davenport, 2013). If those conversations are happening over Slack or email instead of face-to-face
meetings and phone calls, then it is unlikely that team members will understand each other well
BobRoller
Highlight
Should be centered.
BobRoller
Highlight
This is a repeat of number 1.
BobRoller
Highlight
This is a mini literature review, not an empirical study. You have set this up as if it were an empirical study, and that is not what you are being asked to do.
BobRoller
Highlight
Once again, this is not an empirical study, so you do not have a "Research Problem." You should have thesis statement, though.
4
enough to get things done effectively (Aleong, 2022). It can lead to less-than-ideal productivity
levels from both ends of the spectrum: employees are not getting anything ...
IntroductionTeam Development ModelFrom .docxvrickens
Introduction
Team Development Model
From a personal perspective, I will use the forming, storming, norming, performing, and adjourning model of team development. Wright (2013) indicates that Bruce Tuckman developed this team development model and maintained that the five stages were important for team growth. Also, the phases can enable teams to face up to problems, to tackle and solve problems, to plan work, as well as to deliver results. During the forming stage, members get acquainted with one another and understand the scope of a project. They establish ground rules by finding out acceptable behaviors with respect to interpersonal relations and the project. The storming phase is marked with high level of internal conflict while the norming stage is characterized by close relationship development and group cohesiveness. Performing stage is associated with fully functional and acceptable team that aims to accomplish project goals. During adjourning phase, a team prepares for its disbandment.
1
Models of Team Development
5 Stages of Team Development
Forming
Storming
Norming
Performing
Adjourning
The Forming Phase, this is the initial phase. Teammates are introduced and take the time to understand the scope of the project they are undertaking. During this phase, ground rules are established, and acceptable behaviors are found. The Storming Phase, the second phase is known as the Storming Phase. This phase marks when defined roles are established for each team members. This phase is marked with a high level of internal conflict. The Norming Phase, the third phase in series is called the Norming Phase. During the Norming phase, the team is characterized by developing close relationships and working towards group cohesiveness. The Performing Phase, the fourth phase is the Performing Phase. The Performing phase is associated with the team being fully acceptable and functional to accomplish any goals within the project. The Adjourning Phase, the final stage in this model is the Adjourning Phase. In this final phase, a team prepares for adjourning or disbandment. If a team is able to form, storm, norm, and perform in the ways identified above, they are sure to benefit immensely and grow as a unit.
2
Preparation for the Team
First, I will establish ground rules for the team’s operations. To be effective, team members must be clear about how they work together. A team must have a common identity, share same values, goals, plus objectives. Great communication skills are required to instill that each member of the team is well informed. Ground rules will provide guidance for needed behaviors and expectations. Once the ground rules have been established and agreed upon, a team will define each member’s roles and responsibilities. Decision making is also an important aspect of teamwork. With this in mind, team members will determine decision making process and conflict resolution approach. Moreover, I will outline the tea ...
Read a selection of your colleagues’ postings.Respond by Day.docxniraj57
Read
a selection of your colleagues’ postings.
Respond
by
Day 5
, to two or more of your colleagues in one or more of the following ways:
Select a question offered by your colleague that he/she did not use and suggest potential ways that your colleague or the organization might drive innovation and overcome the barriers and status quo.
Compare your colleague's findings to those of others and your own. If you see similarities, explain why the status quo might appear similar across different workplaces and industries. Do not limit your responses solely to budgetary or resourcing constraints.
Identify any challenges at a colleague's workplace that seem unique or that you have not encountered before. Offer your ideas about why you think those are important and which discovery skill from Dyer, et al., would best enable your colleague and/or the organization to drive innovation and overcome the barriers and status quo. Be sure to provide your rationale for your choice.
Offer your insights to your colleague about the value of this process and importance of using it to identify opportunities for innovation or opportunities to challenge the status quo.
POST1
Ten Questions that challenge the status quo at my current workplace:
1. What if we allowed customers 24/7 access to our model homes, would this increase our sales?
2. What if started a program that allowed customers to stay for one night in our model homes so that they could get a feel for the home (see if it’s a good match)?
3. What if home loans were easier to get and builders covered more costs for the customers?
4. What if my organization stopped focusing intensively on the sale and more on the actual customers’ needs as a homeowner?
5. What if all employees tried to help one another versus helping themselves? What affect would this type of partnership have on the company and its customers?
6. What if we built more than the traditional clubhouse, pool house, and common areas in our communities? What if we offered something that isn’t common such as a community go-kart track or skating rink?
7. What if we decorated the exterior of our central office, including our showroom, in themes each week to excite and attract customer’s attention? Imagine the word-of-mouth advertising we would generate.
8. What if we built a home for the local homeless people to stay in and take up donations for them to get back on their feet?
9. What if we gave one house a year away to someone in need? This type of generosity may attract customers who can appreciate us giving back to the community.
10. What if washed people cars, cut their grass, take out their trash, etc. in exchange for a donation to a local charity?
The one question I chose is #5: “What if all employees tried to help one another versus helping themselves? What affect would this type of partnership have on the company and its customers?”
This question is important because there is more strength in numbers meaning the mo ...
Organisational Development - Effective Strategies MP Sriram
Transcript of the talk given by M.P. Sriram , Partner ,Aventus Partners at the “National Seminar on
Innovation and Strategic Business Practices” conducted by SNGIST on 15.10.14
[Type text][Type text][Type text]HAME502 Building High-Per.docxodiliagilby
[Type text] [Type text] [Type text]
HAME502: Building High-Performing Teams
Cornell UniversityCourse Project
Part One: Diagnosing Your Team
Instructions:
In this project, you will outline strategic elements critical in leading your team. In doing so, you will map a plan for diagnosing the team’s needs, building collaboration, generating conflict, managing virtual team space, and finally, shifting your own leadership role. This plan will enable you to thoughtfully provide your team with the leadership it needs to perform at its highest levels.
First, identify if the team is new or if you are new to the team. (Or alternatively, you and the team may have been working with one another for awhile. If so, think of your team as new all over again and try to look at it with fresh eyes.) Next, complete the appropriate chartin order to identify areas of development or needs for your team.
If the team is new,engage (or reengage) your team in a discussion of its vision and mission. What is the desired future state and the overall purpose of your team? What does the organization need the team to accomplish? Identify members’ roles and responsibilities. Prepare between 3-5 long-term and short-term goals. Enter your results into Chart A.
If you are new to the team, collect data. Interview at least five team members. Observe the team working. What do you notice? What is the work pattern? Based on your analysis of your data, identify and discuss between 3-5 actions/behaviors that the team needs from you.Enter your results into Chart B.
Chart A: Building Your Team
when the team is new
Team Goals
With your team, identify what your organization needs your team to accomplish. Outline 3-5 of your short-term and long-term goals here.
Member Roles & Responsibilities
Identify key roles and responsibilities that will achieve and support your team in reaching your goals. List these roles and state who will be responsible for each.
If you have completed Chart A, you have completed part one of your course project. You do not need to complete Chart B.
Chart B: Building Your Team
when you are new to your team
Interview Findings
After interviewing five members of your team, summarize your findings based on each category below:
What actions or processes are working well?
What actions or processes can be improved?
Overall, how effective do they think your team is?
Observations of Team
After observing your team working, what do you notice? What work patterns can you identify?
Recommendations
Based on your findings, identify 3-5 recommendations you have for your team. Outline how you will or have communicated these recommendations.
1.
2.
3.
4.
5.
Part Two: Building Collaboration
Instructions:
In this module, we put the lens on you to consider both how your team members act and interact, as well as how you engage your team.
For part two of your project, map a plan for how you want to engage with your team, moving forward. Prepare a list of id ...
The Role of Business Ethics in Employee Engagement Novembe.docxoreo10
The Role of Business Ethics in Employee Engagement
November 04, 2009
//By Tom Monahan, CEO of the Corporate Executive Board
My focus on ethical management reminds me that I still own a box full of business cards with
my name from a company that no longer exists.
My first job out of college was with Arthur Andersen. At the time, it was a single organization
and I worked in a division that became Andersen Consulting, and is now Accenture. Arthur
Andersen had one of the most ethical cultures I have seen; the best people, the best business
systems, and a holistic commitment to performance ethics. Yet, it went from being one of the
leading professional services organizations to only a Wikipedia entry in a matter of months, due
to unethical behaviors in a reasonably small niche of the firm. The disappearance of my first
employer due to ethical failures is a powerful lesson I bring to work everyday.
While this is a somber example of the potential downside from an ethics or compliance failure, I
have the opportunity at CEB to see how much upside a manager and leader can create with a
focus on this issue. One of CEB’s core strengths is a voracious appetite for quantifying the
drivers of corporate performance. We ask ourselves: what do the best companies do to create
inordinate value? We have gathered and analyzed millions of data points about employee
perceptions and behavior and rigorously tied them to key drivers of corporate productivity. What
we found is a strong link between ethical cultures and employee engagement. If an employee
works for a company they consider having a strong ethical culture they work harder, stay longer,
and are less likely to leave. Collectively, this data points to a 9% productivity boost from ethical
leadership in the management ranks. That’s a stunning figure, and for me, maybe even more
compelling than the business cards.
While there is a strong link, both ethical behaviors and employee engagement are at risk. What
we see happening, across hundreds of thousands of employees at the world’s largest companies,
is a perfect storm brewing composed of three different factors.
First, we see heightened employee cynicism about commitment of management to ethical
principles and compliance standards, as management teams wrestle with critical issues elsewhere
in the business.
Second, unhappy employees are unable to leave their current roles. In a normal economy, if an
employee does not like their boss, they can leave. However, today unsatisfied employees are
unable to move because of limited opportunities. This results in what we estimate to be about a 7
percent productivity shortfall in most companies as a result of low engagement levels.
Third, employee disengagement is particularly pronounced with the highest potential employees
within an organization. These employees are three times as likely to leave as a normal employee
once the economy improves. Mos ...
11 Tips & Tricks for effective teamwork at your workplace!Prasanjit Das
Looking for the mantra to effective teamwork ?
What is the secret that some organizations seem to grow while others don't ? How are some teams better than others ? What are the attributes of a good team ?
Search no more. Here are your answers:
Reword this APA
1. (10 pts.) Discuss how organizational architecture and corporate culture are related. Use an example of a real-life firm and discuss how its corporate culture blends with its organizational architecture.
Organizational architecture involves the decision rights within the organization, how employees and teams are evaluated, and how this groups and individuals are rewarded for their efforts. On the other hand, corporate culture is concern with the same three aspects but also takes into consideration such things as the organizations customs, models, and rituals, which are considered the softer elements in the corporate culture. In addition, corporate culture also includes employee’s actions and how these actions can affect the organization culture. Therefore, both concepts are interdependent and support one another. A real life example of how corporate culture blends with its organizational architecture is Google. The organizational architecture for Google is for the most part flat, and divided in to teams that collaborate in projects along side with other teams throughout the organization. As a reflection of this organizational architecture, the corporate culture at Google is very relaxed, and easygoing. There are not strict dress codes, they are open to all cultures and rituals, and employees have the freedom to collaborate in other team projects even though they are not directly assigned to them Brickley, Smith, & Zimmerman, 2016)
2. (10 pts.) Billy Riggan is in charge of all technical developments at Always Round Tire. He makes all the choices concerning product innovations in the company. He finds that he is overworked and that several of his research scientists seem to be spending work hours playing tennis. What is going on?
This student considers that Billy Riggan is facing several problems. First, if he is the person in charge, he is not delegating or balancing the workload correctly within his team. Trying to do all of the work by himself shows his lack of confidence in his team, which will cause even more demotivation and will cause an even bigger lost in productivity. Secondly, If he has a manager that oversee his work, then his manager is overlooking the wok load that Billy has, putting quality, productivity, and innovation, which Billy is in charge of, at risk. Many organizations rely on innovation to remain competitive in the marketplace, and then overworking Billy causing him to burn out could affect the organization profitability. Lastly, a common problem in organizations where work is assigned to teams is the free-ride issue, where some of Billy’s team members simply let him do the work while sharing the benefit. The free-ride problem could also cost a drop in productivity, hence in profitability. Brickley, Smith, & Zimmerman, 2016)
3. (10 pts.) Always Round Tire tries to base its promotions on seniority (where education and training requirements are not necessary). The company finds that this ...
This is a presentation on the best practices of our dream company and we have to apply these best practices to solve the problems which occur in other companies.
Mr. Bush, a 45-year-old middle school teacher arrives at the emergen.docxaudeleypearl
Mr. Bush, a 45-year-old middle school teacher arrives at the emergency department by EMS ground transport after he experienced severe mid-sternal chest pain at work. On arrival to the ED:
a. What priority interventions would you initiate?
b. What information would you require to definitively determine what was causing Mr. Bush’s chest pain?
.
Movie Project Presentation Movie TroyInclude Architecture i.docxaudeleypearl
Movie Project Presentation: Movie: Troy
Include: Architecture in the movie. Historical research to figure out if the movie did a good job of representing the art historical past of not. Anything in the movie that are related to art or art history. And provide its outline and bibliography (any website source is acceptable as well)
.
Motivation and Retention Discuss the specific strategies you pl.docxaudeleypearl
Motivation and Retention
Discuss the specific strategies you plan to use to motivate individuals from your priority
population to participate in your program and continue working on their behavior change.
You can refer to information you obtained from the Potential Participant Interviews. You
also can search the literature for strategies that have been successfully used in similar
situations; be sure to cite references in APA format.
.
Mother of the Year In recognition of superlative paren.docxaudeleypearl
Mother of the Year
In recognition of superlative parenting
Elizabeth Nino
is awarded
2012 Mother of the Year
May 9, 2012
MOM
Smash That Like Button: Facebook’s Chris Cox Is Messing with One of the Most Valuable Features on the Internet
Inside Facebook’s Decision to Blow Up the Like Button
The most drastic change to Facebook in years was born a year ago during an off-site at the Four Seasons Silicon Valley, a 10-minute drive from headquarters. Chris Cox, the social network’s chief product officer, led the discussion, asking each of the six executives around the conference room to list the top three projects they were most eager to tackle in 2015. When it was Cox’s turn, he dropped a bomb: They needed to do something about the “like” button.
The like button is the engine of Facebook and its most recognized symbol. A giant version of it adorns the entrance to the company’s campus in Menlo Park, Calif. Facebook’s 1.6 billion users click on it more than 6 billion times a day—more frequently than people conduct searches on Google—which affects billions of advertising dollars each quarter. Brands, publishers, and individuals constantly, and strategically, share the things they think will get the most likes. It’s the driver of social activity. A married couple posts perfectly posed selfies, proving they’re in love; a news organization offers up what’s fun and entertaining, hoping the likes will spread its content. All those likes tell Facebook what’s popular and should be shown most often on the News Feed. But the button is also a blunt, clumsy tool. Someone announces her divorce on the site, and friends grit their teeth and “like” it. There’s a devastating earthquake in Nepal, and invariably a few overeager clickers give it the ol’ thumbs-up.
Changing the button is like Coca-Cola messing with its secret recipe. Cox had tried to battle the like button a few times before, but no idea was good enough to qualify for public testing. “This was a feature that was right in the heart of the way you use Facebook, so it needed to be executed really well in order to not detract and clutter up the experience,” he says. “All of the other attempts had failed.” The obvious alternative, a “dislike” button, had been rejected on the grounds that it would sow too much negativity.
Cox told the Four Seasons gathering that the time was finally right for a change, now that Facebook had successfully transitioned a majority of its business to smartphones. His top deputy, Adam Mosseri, took a deep breath. “Yes, I’m with you,” he said solemnly.
Later that week, Cox brought up the project with his boss and longtime friend. Mark Zuckerberg’s response showed just how much leeway Cox has to take risks with Facebook’s most important service. “He said something like, ‘Yes, do it.’ He was fully supportive,” Cox says. “Good luck,” he remembers Zuckerberg telling him. “That’s a hard one.”
The solution would eventually be named Reactions. It will arrive .
Mrs. G, a 55 year old Hispanic female, presents to the office for he.docxaudeleypearl
Mrs. G, a 55 year old Hispanic female, presents to the office for her annual exam. She reports that lately she has been very fatigued and just does not seem to have any energy. This has been occurring for 3 months. She is also gaining weight since menopause last year. She joined a gym and forces herself to go twice a week, where she walks on the treadmill at least 30 minutes but she has not lost any weight, in fact she has gained 3 pounds. She doesn’t understand what she is doing wrong. She states that exercise seems to make her even more hungry and thirsty, which is not helping her weight loss. She wants get a complete physical and to discuss why she is so tired and get some weight loss advice. She also states she thinks her bladder has fallen because she has to go to the bathroom more often, recently she is waking up twice a night to urinate and seems to be urinating more frequently during the day. This has been occurring for about 3 months too. This is irritating to her, but she is able to fall immediately back to sleep.
Current medications:
Tylenol 500 mg 2 tabs daily for knee pain. Daily multivitamin
PMH:
Has left knee arthritis. Had chick pox and mumps as a child. Vaccinations up to
date.
GYN hx:
G2 P1. 1 SAB, 1 living child, full term, wt 9lbs 2 oz. LMP 15months ago. No history of abnormal Pap smear.
FH:
parents alive, well, child alive, well. No siblings. Mother has HTN and father has high cholesterol.
SH:
works from home part time as a planning coordinator. Married. No tobacco history, 1-2 glasses wine on weekends. No illicit drug use
Allergies
: NKDA, allergic to cats and pollen. No latex allergy
Vital signs
: BP 129/80; pulse 76, regular; respiration 16, regular
Height 5’2.5”, weight 185 pounds
General:
obese female in no acute distress. Alert, oriented and cooperative.
Skin
: warm dry and intact. No lesions noted
HEENT:
head normocephalic. Hair thick and distribution throughout scalp. Eyes without exudate, sclera white. Wears contacts. Tympanic membranes gray and intact with light reflex noted. Pinna and tragus nontender. Nares patent without exudate. Oropharynx moist without erythema. Teeth in good repair, no cavities noted. Neck supple. Anterior cervical lymph nontender to palpation. No lymphadenopathy. Thyroid midline, small and firm without palpable masses.
CV
: S1 and S2 RRR without murmurs or rubs
Lungs
: Clear to auscultation bilaterally, respirations unlabored.
Abdomen
- soft, round, nontender with positive bowel sounds present; no organomegaly; no abdominal bruits. No CVAT.
Labwork:
CBC
:
WBC 6,000/mm3 Hgb 12.5 gm/dl Hct 41% RBC 4.6 million MCV 88 fl MCHC
34 g/dl RDW 13.8%
UA:
pH 5, SpGr 1.013, Leukocyte esterase negative, nitrites negative, 1+ glucose; small protein; negative for ketones
CMP:
Sodium 139
Potassium 4.3
Chloride 100
CO2 29
Glucose 95
BUN 12
Creatinine 0.7
GFR est non-AA 92 mL/min/1.73 GFR est AA 101 mL/min/1.73 Calcium 9.5
Total protein 7.6 Bilirubin, total 0.6 Alkaline.
Mr. Rivera is a 72-year-old patient with end stage COPD who is in th.docxaudeleypearl
Mr. Rivera is a 72-year-old patient with end stage COPD who is in the care of Hospice. He has a history of smoking, hypertension, obesity, and type 2 Diabetes. He is on Oxygen 2L per nasal cannula around the clock. His wife and 2 adult children help with his care. Develop a concept map for Mr. Rivera. Consider the patients Ethnic background (he and his family are from Mexico) and family dynamics. Please use the
concept map
form provided.
.
Mr. B, a 40-year-old avid long-distance runner previously in goo.docxaudeleypearl
Mr. B, a 40-year-old avid long-distance runner previously in good health, presented to his primary provider for a yearly physical examination, during which a suspicious-looking mole was noticed on the back of his left arm, just proximal to the elbow. He reported that he has had that mole for several years, but thinks that it may have gotten larger over the past two years. Mr. B reported that he has noticed itchiness in the area of this mole over the past few weeks. He had multiple other moles on his back, arms, and legs, none of which looked suspicious. Upon further questioning, Mr. B reported that his aunt died in her late forties of skin cancer, but he knew no other details about her illness. The patient is a computer programmer who spends most of the work week indoors. On weekends, however, he typically goes for a 5-mile run and spends much of his afternoons gardening. He has a light complexion, blonde hair, and reports that he sunburns easily but uses protective sunscreen only sporadically.
Physical exam revealed: Head, neck, thorax, and abdominal exams were normal, with the exception of a hard, enlarged, non-tender mass felt in the left axillary region. In addition, a 1.6 x 2.8 cm mole was noted on the dorsal upper left arm. The lesion had an appearance suggestive of a melanoma. It was surgically excised with 3 mm margins using a local anesthetic and sent to the pathology laboratory for histologic analysis. The biopsy came back Stage II melanoma.
1. How is Stage II melanoma treated and according to the research how effective is this treatment?
250 words.
.
Moving members of the organization through the change process ca.docxaudeleypearl
Moving members of the organization through the change process can be quite difficult. As leaders take on this challenge of shifting practice from the current state to the future, they face the obstacles of confidence and competence experienced by staff. Change leaders understand the importance of recognizing their moral purpose and helping others to do the same. Effective leaders foster moral purpose by building relationships, considering other’s perspectives, demonstrating respect, connecting others, and examining progress (Fullan & Quinn, 2016). For this Discussion, you will clarify your own moral perspective and how it will impact the elements of focusing direction.
To prepare:
· Review the Adams and Miskell article. Reflect on the measures taken in building capacity throughout the organization.
· Review Fullan and Quinn’s elements of Focusing Direction in Chapter 2. Reflect on aspects needed to build capacity as a leader.
· Analyze the two case examples used to illustrate focused direction in Chapter 2.
· Clarify your own moral purpose, combining your personal values, persistence, emotional intelligence, and resilience.
A brief summary clarifying your own moral imperative.
· Using the guiding questions in Chapter 2 on page 19, explain your moral imperative and how you can use your strengths to foster moral imperative in others.
· Based on Fullan’s information on change leadership, in which areas do you feel you have strong leadership skills? Which areas do you feel you need to continue to develop?
Learning Resources
Required Readings
Fullan, M., & Quinn, J. (2016).
Coherence: The right drivers in action for schools, districts, and systems
. Thousand Oaks, CA: Corwin.
Chapter 2, “Focusing Direction” (pp. 17–46)
Florian, L. (Ed.). (2014).
The SAGE handbook of special education
(2nd ed.). London, England: Sage Publications Ltd.
Chapter 23, “Researching Inclusive Classroom Practices: The Framework for Participation” (389–404)
Chapter 31, “Assessment for Learning and the Journey Towards Inclusion” (pp. 523–536)
Adams, C.M., & Miskell, R.C. (2016). Teacher trust in district administration: A promising line of inquiry. Journal of Leadership for Effective and Equitable Organizations, 1-32. DOI: 10.1177/0013161X1665220
Choi, J. H., Meisenheimer, J. M., McCart, A. B., & Sailor, W. (2016). Improving learning for all students through equity-based inclusive reform practices effectiveness of a fully integrated school-wide model on student reading and math achievement. Remedial and Special Education, doi:10.1177/0741932516644054
Sailor, W. S., & McCart, A. B. (2014). Stars in alignment. Research and Practice for Persons with Severe Disabilities, 39(1), 55-64. doi: 10.1177/1540796914534622
Required Media
Grand City Community
Laureate Education (Producer) (2016c).
Tracking data
[Video file]. Baltimore, MD: Author.
Go to the Grand City Community and click into
Grand City School District Administration Offices
. Revie.
Mr. Friend is acrime analystwith the SantaCruz, Califo.docxaudeleypearl
Mr. Friend is a
crime analyst
with the Santa
Cruz, California,
Police
Department.
Predictive Policing: Using Technology to Reduce Crime
By Zach Friend, M.P.P.
4/9/2013
Nationwide law enforcement agencies face the problem
of doing more with less. Departments slash budgets
and implement furloughs, while management struggles
to meet the public safety needs of the community. The
Santa Cruz, California, Police Department handles the
same issues with increasing property crimes and
service calls and diminishing staff. Unable to hire more
officers, the department searched for a nontraditional
solution.
In late 2010 researchers published a paper that the
department believed might hold the answer. They
proposed that it was possible to predict certain crimes,
much like scientists forecast earthquake aftershocks.
An “aftercrime” often follows an initial crime. The time and location of previous criminal activity helps to
determine future offenses. These researchers developed an algorithm (mathematical procedure) that
calculates future crime locations.1
Equalizing Resources
The Santa Cruz Police Department has 94 sworn officers and serves a population of 60,000. A
university, amusement park, and beach push the seasonal population to 150,000. Department personnel
contacted a Santa Clara University professor to apply the algorithm, hoping that leveraging technology
would improve their efforts. The police chief indicated that the department could not hire more officers.
He felt that the program could allocate dwindling resources more efficiently.
Santa Cruz police envisioned deploying officers by shift to the most targeted locations in the city. The
predictive policing model helped to alert officers to targeted locations in real time, a significant
improvement over traditional tactics.
Making it Work
The algorithm is a culmination of anthropological and criminological behavior research. It uses complex
mathematics to estimate crime and predict future hot spots. Researchers based these studies on
In Depth
Featured Articles
- IAFIS Identifies Suspect from 1978 Murder Case
- Predictive Policing: Using Technology to Reduce
Crime
- Legal Digest Part 1 - Part 2
Search Warrant Execution: When Does Detention Rise to
Custody?
- Perspective
Public Safety Consolidation: Does it Make Sense?
- Leadership Spotlight
Leadership Lessons from Home
Archive
- Web and Print
Departments
- Bulletin Notes - Bulletin Honors
- ViCAP Alerts - Unusual Weapons
- Bulletin Reports
Topics in the News
See previous LEB content on:
- Hostage Situations - Crisis Management
- School Violence - Psychopathy
About LEB
- History - Author Guidelines (pdf)
- Editorial Staff - Editorial Release Form (pdf)
Patch Call
Known locally as the
“Gateway to the Summit,”
which references the city’s
proximity to the Bechtel Family
National Scout Reserve. More
The patch of the Miamisburg,
Ohio, Police Department
prominently displays the city
seal surroun.
Mr. E is a pleasant, 70-year-old, black, maleSource Self, rel.docxaudeleypearl
Mr. E is a pleasant, 70-year-old, black, male
Source: Self, reliable source
Subjective:
Chief complaint:
“I urinate frequently.”
HPI:
Patient states that he has had an increase in urination for the past several years, which seems to be worsening over the past year. He estimates that he urinates clear/light yellow urine approximately every 1.5-2 hours while awake and is up 2-4 times at night to urinate. He states some urgency and hesitancy with urination and feeling of incomplete voiding. He denies any pain or blood. Denies any head trauma. Denies any increase in thirst or hunger. He denies any unintentional weight loss.
Allergies
: NKA
Current Mediations
:
Multivitamin, daily
Aspirin, 81 mg, daily
Olmesartan, 20 mg daily
Atorvastatin, 10 mg daily
Diphenhydramine, 50 mg, at night
Pertinent History:
Hypertension, hyperlipidemia, insomnia
Health Maintenance. Immunizations:
Immunizations up to date
Family History:
No cancer, cardiac, pulmonary or autoimmune disease in immediate family members
Social History:
Patient lives alone. He drinks one cup of caffeinated coffee each morning at the local diner. He denies any nicotine, alcohol or drug use.
ROS:
Incorporated into HPI
Objective:
VS
– BP: 118/68, HR: 86, RR: 16, Temp 97.6, oxygenation 100%, weight: 195 lbs, height: 70 inches.
Mr. E is alert, awake, oriented x 3. Patient is clean and dressed appropriate for age.
Cardiac: No cardiomegaly or thrills; regular rate and rhythm, no murmur or gallop
Respiratory: Clear to auscultation
Abdomen: Bowel sounds positive. Soft, nontender, nondistended, no hepatomegaly
Neuro: CN 2-12 intact
Renal/prostate: Prostate enlarged, non-tender. No asymmetry or nodules palpated
Labs:
Test Name
Result
Units
Reference Range
Color
Yellow
Yellow
Clarity
Clear
Clear
Bilirubin
Negative
Negative
Specific Gravity
1.011
1.003-1.030
Blood
Negative
Negative
pH
7.5
4.5-8.0
Nitrite
Negative
Negative
Leukocyte esterase
Negative
Negative
Glucose
Negative
mg/dL
Negative
Ketones
Negative
mg/dL
Negative
Protein
Negative
mg/dL
Negative
WBC
Negative
/hpf
Negative
RBC
Negative
/hpf
Negative
Lab
Pt’s Result
Range
Units
Sodium
137
136-145
mmol/L
Potassium
4.7
3.5-5.1
mmol/L
Chloride
102
98-107
mmol/L
CO2
30
21-32
mmol/L
Glucose
92
70-99
mg/dL
BUN
7
6-25
mg/dL
Creat
1.6
.8-1.3
mg/dL
GFR
50
>60
Calcium
9.6
8.2-10.2
mg/dL
Total Protein
8.0
6.4-8.2
g/dL
Albumin
4.5
3.2-4.7
g/dL
Bilirubin
1.1
<1.1
mg/dL
Alkaline Phosphatase
94
26-137
U/L
AST
25
0-37
U/L
ALT
55
15-65
U/L
Pt’s results
Normal Range
Units
WBC
9.9
3.4 - 10.8
x10E3/uL
RBC
4.0
3.77 - 5.28
x10E6/uL
Hemoglobin
11.5
11.1 - 15.9
g/dL
H.
Motor Milestones occur in a predictable developmental progression in.docxaudeleypearl
Motor Milestones occur in a predictable developmental progression in young children. They begin with reflexive movements that develop into voluntary movement patterns. For the motor milestone of independent walking, there are many precursor reflexes that must first integrate and beginning movement patterns that must be learned. Explain the motor progression of walking in a child, starting with the integration of primitive reflexes to the basic motor skills needed for a child to walk independently. Discuss at which time frame each milestone occurs from birth to walking (12-18 months of age). What are some reasons why a child could be delayed in walking? At what age is a child considered delayed in walking and in need of intervention? What interventions are available to children who are having difficulty walking? Please be sure to use APA citations for all sources used to formulate your answers.
.
Most women experience their closest friendships with those of th.docxaudeleypearl
Most women experience their closest friendships with those of the same sex. Men have suffered more of a stigma in terms of sharing deep bonds with other men. Open affection and connection is not actively encouraged among men. Recent changes in society might impact this, especially with the advent of the meterosexual male. “The meterosexual male is less interested in blood lines, traditions, family, class, gender, than in choosing who they want to be and who they want to be with” (Vernon, 2010, p. 204).
In this week’s reading material, the following philosophers discuss their views on this topic: Simone de Beauvoir, Thomas Aquinas, MacIntyre, Friedman, Hunt, and Foucault. Make sure to incorporate their views as you answer each discussion question. Think about how their views may be similar or different from your own. In at least 250 words total, please answer each of the following, drawing upon your reading materials and your personal insight:
To what extent do you think women still have a better opportunity to forge deeper friendships than men? What needs to change to level the friendship playing field for men, if anything?
How is the role of the meterosexual man helping to forge a new pathway for male friendships?
.
Most patients with mental health disorders are not aggressive. Howev.docxaudeleypearl
Most patients with mental health disorders are not aggressive. However, it is important for nurses to be able to know the signs and symptoms associated with the five phases of aggression, and to appropriately apply nursing interventions to assist in treating aggressive patients. Please read the case study below and answer the four questions related to it.
Aggression Case Study
Christopher, who is 14 years of age, was recently admitted to the hospital for schizophrenia. He has a history of aggressive behavior and states that the devil is telling him to kill all adults because they want to hurt him. Christopher has a history of recidivism and noncompliance with his medications. One day on the unit, the nurse observes Christopher displaying hypervigilant behaviors, pacing back and forth down the hallway, and speaking to himself under his breath. As the nurse runs over to Christopher to talk, he sees that his bedroom door is open and runs into his room and shuts the door. The nurse responds by attempting to open the door, but Christopher keeps pulling the door shut and tells the nurse that if the nurse comes in the room he will choke the nurse. The nurse responds by calling other staff to assist with the situation.
1. What phase of the aggression cycle is Christopher in at the beginning of this scenario? What phase is he in at the end the scenario? (State the evidence that supports your answers).
2. What interventions could have been implemented to prevent Christopher from escalating at the beginning of the scenario?
3. What interventions should the nurse take to deescalate the situation when Christopher is refusing to open his door?
4. If a restrictive intervention (restraint/seclusion) is used, what are some important steps for the nurse to remember?
SCHOLAR NURSING ARTICLE>>>APA FORMAT>>>
.
Most of our class readings and discussions to date have dealt wi.docxaudeleypearl
Most of our class readings and discussions to date have dealt with the issue of ethics and ethical behavior. Various philosophers have made contributions to jurisprudence including how to apply ethical principles (codes of conduct?) to ethical dilemma.
Your task is to watch the Netflix documentary ‘The Social Dilemma.’ If you cannot currently access Netflix it offers a free trial opportunity, which you can cancel after viewing the documentary. Should this not be an option for whatever reason, then please email me and we will create an alternative ethics question.
DUE DATE: Tuesday, Sept. 29, 2020 by noon
SEND YOUR NO MORE THAN 5 PAGE DOUBLE SPACED RESPONSE TO MY EMAIL ADDRESS. LATE PAPERS SUBJECT TO DOWNGRADING
As critics have written, the documentary showcases ways our minds are twisted and twirled by social media companies like Facebook, Twitter, and Google through their platforms and search engines, and the why of what they are doing, and what must be done to stop it.
After watching the movie, respond to the following questions in the order given. Use full sentences and paragraphs, and start off each section by stating the question you are answering. Be succinct.
What are the critical ethical issues identified?
What concerns are raised over the polarization of society and promulgation of fake news?
What is the “attention-extraction model” of software design and why worry?
What is “surveillance capitalism?”
Do you agree that social media warps your perceptions of reality?
Who has the power and control over these social media platforms – software designers, artificial intelligence (Ai), CEOs of media platforms, users, government?
Are social media platforms capable of self-regulation to address the political and ethical issues raised or not? If not, then should government regulate?
What other actions can be taken to address the basic concern of living in a world “…where no one believes what’s true.”
.
Most people agree we live in stressful times. Does stress and re.docxaudeleypearl
Most people agree we live in stressful times. Does stress and reactions to stress contribute to illness? Explain why or why not. Support your opinions with information from the text.
Make sure to reference and cite your textbook as well as any other source you may use to support your answers to the question. Your initial post must include appropriate APA references at the end.
.
Most of the ethical prescriptions of normative moral philosophy .docxaudeleypearl
Most of the ethical prescriptions of normative moral philosophy tend to fall into one of the following three categories: deontology, consequentialism, and virtue ethics. These categories in turn put an emphasis on different normative standards for judging what constitutes right and wrong actions.
Moral psychologists and behavioral economists such as Jonathan Haidt and Dan Ariely take a different approach: focusing not on some normative ethical framework for moral judgment, but rather on the psychological foundations of moral intuition and on the limitations that our human frailty places on real-world honesty, decency, and ethical commitments.
In this context, write a short essay (minimum 400 words) on what you see as the most important differences between the traditional normative philosophical approaches and the more recent empirical approach of moral psychology when it comes to ethics. As part of your answer also make sure that you discuss the implications of these differences.
Deadline reminder:
this assignment is
due on June 14th
. Any assignments submitted after that date will lose 5 points (i.e., 20% of the maximum score of 25 points) for each day that they are submitted late. Accordingly, after June 14th, any submissions would be worth zero points and at that time the assignment inbox will close.
.
Most healthcare organizations in the country are implementing qualit.docxaudeleypearl
Most healthcare organizations in the country are implementing quality improvement programs to save lives, enhance customer satisfaction, and reduce the cost of healthcare services. Limited human and material resources often undermine such efforts. Zenith Hospital in a rural community has 200 beds. Postsurgical patients tend to contract infections at the surgical site, requiring extended hospitalization. Mr. Jones—75 years old—was admitted to Zenith Hospital for inguinal hernia repairs. He was also hypertensive, with a compromised immune system. Two days after surgery, he acquired an infection at the surgical site, with elevated temperature, and then he developed septicemia. His condition worsened, and he was moved to isolation in the intensive care unit (ICU). A day after transfer to the ICU, he went into ventricular arrhythmia and was placed on a respirator and cardiac monitoring machine. Intravenous fluids, antibiotics, and antipyretics could not bring the fever down, and blood analysis continued to deteriorate.
The hospital infection control unit got involved. The team confirmed that postsurgical infections were on the increase, but the hospital was unable to identify the sources of infection. The surgery unit and surgical team held meetings to understand possible sources of infection. The team leader had earlier reported to management that they needed to hire more surgical nurses, arguing that nurses in the unit were overworked, had to go on leave, and often worked long hours without break.
Mr. Jones’ family members were angry and wanted to know the source of his infection, why he was on the respirator in isolation, and why his temperature was not coming down. Unfortunately, his condition continued to deteriorate. His daughter invited the family’s legal representative to find out what was happening to her father and to commence legal proceedings.
Then, the healthcare manager received information that two other patients were showing signs of postsurgical infection. The healthcare manager and care providers acknowledged the serious quality issues at Zenith Hospital, particularly in the surgical unit. The healthcare manager wrote to the Chairman of the Hospital Board, seeking approval to implement a quality improvement program. The Board held an emergency meeting and approved the manager’s request. The healthcare manager has invited you to support the organization in this process.
Please address the following questions in your response:
What are successful approaches for gaining a shared understanding of the problem?
How can effective communication be implemented?
What is a qualitative approach that helps in identifying the quality problem?
What tools can provide insight into understanding the problem?
In quality improvement, what does appreciative inquiry help do?
What is a benefit of testing solutions before implementation?
What is a challenge that is inherent in the application of the plan, do, study, act (PDSA) method?
What .
More work is necessary on how to efficiently model uncertainty in ML.docxaudeleypearl
More work is necessary on how to efficiently model uncertainty in ML and NLP, as well as how to represent uncertainty resulting from big data analytics.
Pages - 4
Excluding the required cover page and reference page.
APA format 7 with an introduction, a body content, and a conclusion.
No Plagiarism
.
Mortgage-Backed Securities and the Financial CrisisKelly Finn.docxaudeleypearl
Mortgage-Backed Securities and the Financial Crisis
Kelly Finn
FNCE 4302
Mortgage-Backed Securities (MBS) are “pass-through” bundles of housing debt sold as investment vehicles
A mortgage-backed security, MBS, is a type of asset-backed security that pays investors regular payments, similar to a bond. It gets the title as a “pass-through” because the security involves several entities in the origination and securitization process (where the asset is identified, and where it is used as a base to create a new investment instrument people can profit off of).
Key Players involved in the MBS Process
[Mortgage] Lenders: banks who sell mortgages to GSE’s
GSE: Government Sponsored Entities created by the US Government to make owning property more accessible to Americans
1938: Fannie Mae (FNMA): Federal National Mortgage Assoc.
1970: Freddie Mac (FHLMC): Federal Home Loan Mortgage Corp.
Increase mortgage borrowing
Introduce competitor to Fannie Mae
1970: Ginnie Mae (GNMA): Government National Mortgage Assoc.
US Government: Treasury: implicit commitment of providing support in case of trouble
The several entities involved in the process make MBS a “pass-through”. Here we have 3 main entities that we’ll call “Key Players” for the purpose of this presentation which aims to provide you with a basic and simple explanation of MBS and their role in the financial crisis.
GSE’s created by the US Government in 1938
Part of FDR’s New Plan during Great Depression
Purpose: make owning property more accessible to more Americans
GSE (ex. Fannie Mae) buys mortgages (debt) from banks, & then pools mortgages into little bundles investors can buy (securitization)
Bank’s mortgage is exchanged with GSE’s cash
Created liquid secondary market for mortgages
Result:
1) Bank has more cash to lend out to people
2) Now all who want to a house (expensive) can get the money needed to buy one!
Where MBS came from & when
Yay for combatting homelessness and increasing quality of life for the common American!
Thanks Uncle Sam!
MBS have been around for a long time. Officially in the US, they have their origins in government. During the Great Depression in the 1930s, President Franklin Delano Roosevelt signed into creation Fannie Mae that was brought about to help ease American citizen’s difficulty in becoming homeowners. The sole purpose of a GSE thus was to not make profit, but to promote citizen welfare in regards to housing. Seeing that it was created by regulatory government powers, it earned the title of Government Sponsored Entity, which we will abbreviate as GSE. 2 other GSE’s in housing were created in later decades like Freddie Mae, to further stimulate the mortgage market alongside Fannie, and Ginnie which did a similar thing but only for certain groups of people (Veterans, etc) and to a much smaller scale.
How MBS works: Kelly is a homeowner looking to borrow a lot of money
*The Lender, who issued Kelly the mor.
Moral Development Lawrence Kohlberg developed six stages to mora.docxaudeleypearl
Moral Development:
Lawrence Kohlberg developed six stages to moral behavior in children and adults. Punishment and obedience orientation, interpersonal concordance, law and order orientation, social contract orientation, and universal ethics orientation. All or even just one of these stages will make a good topic for your research paper or you could just do the research paper on Kohlberg.
.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Embracing GenAI - A Strategic ImperativePeter 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.
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
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
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?
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.
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
The French Revolution Class 9 Study Material pdf free download
Read a selection of your colleagues’ postings.Respond to two of .docx
1. Read a selection of your colleagues’ postings.
Respond to two of your colleagues in one or more of the
following ways:
· Compare how you and your colleague view the elements
needed to support creativity in the workplace.
· Share a relevant experience where you or your organization
tried to implement an element or a practice in an effort to create
an environment for employees to be more creative.
· Explore a way you might want to implement an element shared
by your colleague at your organization or within your industry.
Responses to Classmates Template (Must use for response to
both Collegues)
Compare how you and your colleague view the elements needed
to support creativity in the workplace.
Share a relevant experience where you or your organization
tried to implement an element or a practice in an effort to create
an environment for employees to be more creative.
Explore a way you might want to implement an element shared
by your colleague at your organization or within your industry.
APA References
1st Colleague to respond to:
A description of three organizational principles at Pixar that
support a workplace environment where employees can
implement creative solutions to problems.
After reading the article on the way, that Pixar fosters creativity
the three principles that I resonated with would have to be the
peer culture, communication is essential for everyone, and
2. postmortems. These principles would be great for any
workplace environment. They would help the environment
implement creative solutions to any problem. As Catmull,
(2008) states, “you get great creative people, you bet big on
them, you give them enormous leeway and support, and you
provide them with an environment in which they can get honest
feedback from everyone” p.5. These three principles, encompass
the companies overall philosophy.
Having your work evaluated by your peer is a big help in the
fact that they will give you blatantly honest reviews and ideas
that you never thought of. Pixar’s group of “brain trust”
(Catmull, 2008, p.6) shows just how the company uses divergent
thinking to get feedback about a project. This way they can fix
an issue or delve deeper into a certain branch of their feedback.
Communication is an essential part of all companies'
environment. When teams communicate, well it makes the
environment have less tension and work productivity is higher.
Giving members the ability to not have to worry about whom
they approach about getting feedback or input from for a project
is a great way to show not only inclusion but trust in the
employees. It shows that the company values all employees'
input.
Being able to reflect on not only the good but also the negative
is an important part of growing. For the company to realize that
they are not just confronting the unpleasant that they are
learning a lesson from going back over their work is a highly
valuable principle to have.
Choose one of these principles or another principle that you are
familiar with that could be implemented at your organization or
an organization which with you are familiar to improve
creativity and the implementation of creative solutions.
As of right now, I believe that the organization that I currently
3. work for would benefit greatly if we applied the postmortem to
the work that we do. If we were to implement the practice of
this principle, it would help us come up with solutions that
would possibly last longer than the method we are currently
using. I really would love to bring to the organization Catmull
(2008) technique of “list the five top things they would do again
and the top five things they wouldn’t do” p.9. Just this one
technique would help the implementation of creative solutions
in my opinion.
Explain why it would be beneficial to implement this principle
at the organization you selected.
The practice of the postmortem would help at the organization I
picked because we constantly have to change how we approach
situations. While that is not a bad thing in my line of work, the
turnover of new ideas is a bit too quick. We implement new
ideas about every two months. This, in turn, is burning out the
team fast. The team hardly gets to take time and reflect on what
did work and what did not work. By using this principle, I
believe it would help to generate a solution that would last for a
longer period or even a permanent solution.
Explain how you as a manager might implement this principle
and how you would need to tailor it for the organization you
selected. Support your conclusions with references from this
week's Resources.
If I were to implement this principle at the organization, I
would need the support of others in the organization first. As
Miller &wedel-Wedellsborg (2013), advises “seek support from
managers who are a notch or two above or at your level” p.5. By
having support, it is likely that they will be on the same page as
I am. They are more likely to join in on helping me implement
the practice (Miller & Wedell -Wedellsborg, 2013, p.6). After
getting support, the next step would be to use the “POINt tool”
mentioned in The Innovative Team (Grivas & Puccio (2012) to
4. assist in helping the team see the best part of using the principle
and ways that they principle would best help us in the long run.
APA References
Catmull, E. (2008). How Pixar fosters collective
creativity. Harvard Business Review, 86(9), 64–72.
Grivas, C., & Puccio, G.J. (2012). The innovative team:
Unleashing creative potential for breakthrough results. Chapter
20,” Developing
Solution
s” (pp.215-224)
Miller, P., & Wedell-Wedellsborg, T. (2013). The case for
stealth innovation. Harvard Business Review, 91(3), 90–97.
2nd Colleague to Respond to:
A description of three organizational principles at Pixar that
support a workplace environment where employees can
implement creative solutions to problems.
· Create a Peer Culture: Encourage people throughout your
company to help each other produce their best work (Catmull,
2008).
· Craft a Learning Environment: Reinforce the mind-set that
you’re all learning—and it’s fun to learn together (Catmull,
5. 2008).
· Get More Out of Post-mortems: Many people dislike project
post-mortems. They’d rather talk about what went right than
what went wrong. And after investing extensive time on the
project, they’d like to move on. Structure your post-mortems to
stimulate discussion. (Catmull, 2008).
I specifically chose these organizational principles because
they all have one thing in common, it promotes collaboration.
When you give your team creative freedom to innovative fresh
ideas amongst each other. This gives your team the opportunity
feed off one another (creating a peer culture), develop new
strategies that works best for them/company (craft a learning
environment), and come to a common ground of what benefit
the brand (get more out of post-mortems).
Choose one of these principles or another principle that you are
familiar with that could be implemented at your organization or
an organization which with you are familiar to improve
creativity and the implementation of creative solutions. Explain
why it would be beneficial to implement this principle at the
organization you selected.
· One principle that I am most familiar with is creating a peer
6. culture. Catmull explains that everyone is fully invested in
helping everyone else turn out the best work. Which means your
team really do feel that it’s all for one and one for all. Nothing
exemplifies this more than our creative brain trust and our daily
review process (Catmull, 2008). When you have a great work
relationship with your team, this helps develop trust and
honesty when feedback is needed. Receiving genuine advice on
how to better a task can be uplifting and a challenge to make the
results better.
Explain how you as a manager might implement this principle
and how you would need to tailor it for the organization you
selected. Support your conclusions with references from this
week's Resources.
· I implement this principle by collaborating first with my
management. I am a firm believer in having your management
team on one accord as well as have a great relationship amongst
everyone. As leaders, we are watched and duplicated by our
associates because every day we are setting the standard of what
the company initially want. In the world of retail, this principle
is the first step.
APA References
Catmull, E. (2008). How Pixar fosters collective
9. Alternate Methods for Collecting Data using Digital Devices.
........... 10
Preparation
...............................................................................................
.... 11
Activity 1: Graph and interpret motion data of a moving object
..... 11
Activity 2: Calculate the velocity of a moving object
......................... 12
Activity 3: Graph the motion of an object traveling under
constant
acceleration
...............................................................................................
.. 16
Activity 4: Predict the time for a steel sphere to roll down an
incline 23
Activity 5: Demonstrate that a sphere rolling down the incline is
11. objects moving with a constant velocity or a constant
acceleration. Using these
equations, the future position and velocity of an object can be
predicted. This
investigation will focus on objects moving with a constant
velocity or a constant
acceleration. Data will be collected on these objects, and the
motion of the objects
will be analyzed through graphing these data.
Objectives
velocity or constant
acceleration
tities such as displacement and
acceleration, and scalar
12. quantities such as distance and speed.
constant velocity
or constant acceleration.
ict the motion of
objects moving at
a constant velocity or constant acceleration.
Time Requirements
Preparation
.............................................................................................5
minutes
Activity 1
...............................................................................................
..15 minutes
Activity 2
...............................................................................................
14. Background
Mechanics is the branch of physics that that studies the motion
of objects and the
forces and energies that affect those motions. Classical
Mechanics refers to the motion
of objects that are large compared to subatomic particles and
slow compared to the
speed of light. The effects of quantum mechanics and relativity
are negligible in
classical mechanics. Most objects and forces encountered in
daily life can be
described by classical mechanics, such as the motion of a
baseball, a train, or even a
bullet or the planets. Engineers and other scientists apply the
15. principles of physics in
many scenarios. Physicists and engineers often collect data
about an object and use
graphs of the data to describe the motion of objects.
Kinematics is a specific branch of mechanics that describes the
motion of objects
without reference to the forces causing the motion. Examples
of kinematics include
describing the motion of a race car moving on a track or an
apple falling from a tree,
but only in terms of the object’s position, velocity, acceleration,
and time without
describing the force from the engine of the car, the friction
between the tires and the
track, or the gravity pulling the apple. For example, it is
possible to predict the time it
16. would take for an object dropped from the roof of a building to
fall to the ground using
the following kinematics equation:
� =
1
2
� �2
Where s is the displacement from the starting position at a given
time, a is the
acceleration of the object, and t is the time after the object is
dropped. The equation
does not include any variables for the forces acting on the
object or the mass or energy
of the object. As long as the some initial conditions are known,
such an object’s
position, acceleration, and velocity at a given time, the motion
17. or position of the object
at any future or previous time can be calculated by applying
kinematics. This method
has many useful applications. One could calculate the path of a
projectile such as a
golf ball or artillery shell, the time or distance for a
decelerating object to come to rest,
or the speed an object would be traveling after falling a given
distance.
Early scientists such as Galileo Galilee (1564-1642), Isaac
Newton (1642-1746) and
Johannes Kepler (1571-1630) studied the motion of objects and
developed
mathematical laws to describe and predict their motion. Until
the late sixteenth
century, the idea that heavier objects fell faster than lighter
18. objects was widely
accepted. This idea had been proposed by the Greek
philosopher Aristotle, who lived
around the third century B.C. Because the idea seemed to be
supported by
experience, it was generally accepted. A person watching a
feather and a hammer
dropped simultaneously from the same height would certainly
observe the hammer
falling faster than the feather. According to legend, Galileo
Galilee, an Italian physicist
and mathematician, disproved this idea in a dramatic
demonstration by dropping
objects of different mass from the tower of Pisa to demonstrate
that they fell at the
same rate. In later experiments, Galileo rolled spheres down
inclined planes to slow
20. but not a direction are referred to as a scalar. In kinematics,
vectors are important,
because the goal is to calculate the location and direction of
movement of the object
at any time in the future or past. For example if an object is
described as being 100
miles from a given position traveling at a speed of 50 miles per
hour, that could mean
the object will reach the position in 2 hours. It could also mean
the object could be
located up to 100 miles farther away in 1 hour, or somewhere
between 100 and 200
miles away depending on the direction. The quantity speed,
which refers to the rate of
change in position of an object, is a scalar quantity because no
direction of travel is
defined. The quantity velocity, which refers to both the speed
21. and direction of an
object, is a vector quantity.
Distance, or the amount of space between two objects, is a
scalar quantity.
Displacement, which is distance in a given direction, is a vector
quantity. If a bus
travels from Washington D.C. to New York City, the distance
the bus traveled is
approximately 230 miles. The displacement of the bus is
(roughly) 230 miles North-East.
If the bus travels from D.C to New York and back, the distance
traveled is roughly 460
miles, but the displacement is zero because the bus begins and
ends at the same point.
It is important to define the units of scalar and vector quantities
22. when studying
mechanics. A person giving directions from Washington D.C.
to New York might
describe the distance as being approximately 4 hours. This may
be close to the actual
travel time, but this does not indicate actual distance.
To illustrate the difference between distance and displacement,
consider the following
diagrams in Figures 1-3.
Consider the number line in Figure 1. The displacement from
zero represented by the
arrowhead on the number line is -3, indicating both direction
and magnitude. The
distance from zero indicated by the point on the number line
equals three, which is the
24. The arrows in Figures 2 and 3 represent displacement vectors
for an object. The long
lines represent a displacement with a magnitude of five. This
displacement vector can
be resolved into two component vectors along the x and y axes.
In all four diagrams
the object is moved some distance in either the positive or
negative x direction, and
then some distance in the positive y direction; however, the
final position of the object
is different in each diagram. The total distance between the
object's initial and final
position in each instance is 5 meters, however to describe the
displacement, s, from the
initial position more information is needed.
In Figure 2, the displacement vector can be given by 5 meters
25. (m) at 53.1°. This vector
is found by vector addition of the two component vectors, 3 m
at 0° and 4 m at 90°,
using conventional polar coordinates that assign 0° to the
positive x direction and
progress counterclockwise towards 360°. The displacement in
Figure 3 is 5 m at 143.1°.
In each case the magnitude of the vector is length of the arrow,
that is, the distance
that the object travels. Most texts will indicate that a variable
represents a vector
quantity by placing an arrow over the variable or placing the
variable in bold.
To indicate the magnitude of a vector, absolute value bars are
used. For example the
magnitude of the displacement vector in each diagram is 5 m.
In Figure 2 the
26. displacement is given by:
s = 5 m at 51.3°
The magnitude of this vector may be written as:
| � | = d = 5 m
The displacement vector in Figure 2, s = 5 m at 53.1°, can be
resolved into the
component vectors 3 m at 0° and 4 m at 90°.
Two more terms that are critical for the study of kinematics are
velocity and
acceleration. Both terms are vector quantities.
28. variable ∆t represents the time interval t2 -t1. The symbol, ∆, is
the Greek symbol delta,
and refers to a change or difference. ∆t is read, "delta t". Time
in the following
examples is provided in seconds (s). Please be sure that you do
not confuse the “s” unit
for seconds, and the “s “ unit for displacement in these
formulas.
For example if an object is located at a position designated x1 =
2 m and moves to
position x2 = 8 m over a time interval ∆t = 2 s, then the average
speed could be
calculated:
8� − 2�
2s
= 3�/s
The velocity could for this object could be indicated as:
29. � = 3 �/s
Because velocity is a vector quantity, the positive sign indicates
that the object was
traveling in the positive x direction, at a speed of 3 m/s.
Acceleration is defined as the rate of change of velocity. The
magnitude of
acceleration may be described as:
� =
�� − �1
∆�
For example, an object with an initial velocity v1 = 10 m/s
slows to a final velocity of v2 =
30. 1 m/s over an interval of 3 s.
1 � s⁄ − 10
�
�⁄
3s
= −3 � s
s⁄
⁄
The object has an average acceleration of ‒3 meters per second
per second, which
can also be written as ‒3 meters per second squared, or ‒3 �
s2⁄
.
Because only the initial and final positions or velocities over a
32. Included in the Central Materials kit:
Tape Measure
Rubber Bands
Protractor
Included in the Mechanics Module materials kit
Constant Velocity Vehicle
Steel Sphere
Acrylic Sphere
Angle Bar
Foam Board
Block of Clay
33. Needed, but not supplied:
Scientific or Graphing Calculator
or Computer with Spreadsheet Software
Permanent Marker
Masking Tape
Stopwatch, or smartphone able to record
video
Reorder Information: Replacement supplies for the Kinematics
investigation can be
ordered from Carolina Biological Supply Company, kit 580404
35. Safety goggles should be worn while conducting this
investigation.
Read all the instructions for this laboratory activity before
beginning. Follow the
instructions closely and observe established laboratory safety
practices.
Do not eat, drink, or chew gum while performing this activity.
Wash your hands with
soap and water before and after performing the activity. Clean
up the work area
with soap and water after completing the investigation. Keep
pets and children
away from lab materials and equipment.
37. recording measurements for multiple trials helps to minimize
error, but using a digital
device as an alternate method of data collection may further
minimize error.
Many digital devices, smart phones, tablets, etc. have cameras
and software that
allow the user to pause or slow down the video.
If you film the experiment against a scale, such as a tape
measure, you can use your
video playback program to record position and time data for the
carts. This can
provide more accurate data and may eliminate the need for
multiple trials.
If the time on your device’s playback program is not
sufficiently accurate, some
38. additional apps may be available for download.
Another option is to upload the video to your computer.
Different video playback
programs may come with your operating system or software
suite or may be available
for download.
Some apps for mobile devices and computer programs available
for download are
listed below, with notes about their features.
Hudl Technique: http://get.hudl.com/products/technique/
39. -second with slow motion
features
QuickTime http://www.apple.com/quicktime/download/
http://get.hudl.com/products/technique/
http://www.apple.com/quicktime/download/
11
41. The graph of an object's motion can be interpreted and used to
predict the object's
position at a future time or calculate an object's position at a
previous time.
Table 1 represents the position of a train on a track. The train
can only move in one
dimension, either forward (the positive x direction) or in
reverse (the negative x
direction).
Table 1
Time (x-axis), seconds Position (y-axis), meters
0 0
5 20
10 40
42. 15 50
20 55
30 60
35 70
40 70
45 70
50 55
1. Plot the data from Table 1 on a graph using the y-axis to
represent the displacement
from the starting position (y = 0) and the time coordinate on the
x-axis.
2. Connect all the coordinates on the graph with straight lines.
44. seen in Activity 1, this measurement will only provide the
average speed. In this activity,
you will collect time data at several travel distances, plot these
data, and analyze the
graph
1. Find and clear a straight path approximately two meters long.
2. Install the batteries and test the vehicle.
3. Use your tape measure or ruler to measure a track two meters
long. The track should
be level and smooth with no obstructions. Make sure the
surface of the track
provides enough traction for the wheels to turn without
slipping.
Place masking tape across the track at 25 cm intervals.
45. 4. Set the car on the floor approximately 5 cm behind the start
point of the track.
5. Set the stopwatch to the timing mode and reset the time to
zero.
6. Start the car and allow the car to move along the track.
7. Start the stopwatch when the front edge of the car crosses the
start point.
8. Stop the stopwatch when the front edge of the car crosses the
first 25 cm point.
9. Recover the car, and switch the power off. Record the time
and vehicle position on
the data table.
10. Repeat steps #5‒9 for each 25 cm interval marked. Each
trial will have a distance
that is 25 cm longer than the previous trial, and the stopwatch
will record the time
46. for the car to travel the individual trial distance.
11. Record the data in Data Table 1.
Note: The vehicle should be able to travel two meters in a
generally straight path. If
the vehicle veers significantly to one side, you may need to
allow the vehicle to
travel next to a wall. The friction will affect the vehicle's
speed, but the effect will be
uniform for each trial.
Note: Starting the car a short distance before the start point
allows the vehicle to
reach its top speed before the time starts and prevents the short
period of
acceleration from affecting the data.
48. 1.50
1.75
2.00
12. Graph the time and displacement data points on graph paper.
13. Draw a line of best fit through the data points.
14. Calculate the slope of the line.
15. Make a second data table, indicating the velocity of the car
at any time.
Data Table 2
Time (s) Velocity (m/s)
1
49. 2
3
4
5
6
7
8
Note: The points should generally fall in a straight line. If you
have access to a
graphing calculator or a computer with spreadsheet software,
the calculator or
spreadsheet can be programmed to draw the line of best fit, or
trend line.
Note: Based on the equation of a line that cross the y-axis at y =
51. seconds so that it intersects
the line representing the velocity of the car.
18. Draw a second vertical line from the x-axis at the point time
= 4 seconds so that it
intersects the line representing the velocity of the car.
19. Calculate the area represented by the rectangle enclosed by
the two vertical lines
you just drew, the line for the velocity of the car, and the x-
axis. An example is shown
as the blue shaded area in Figure 4.
Figure 4
Note: Because the object in this example, the battery-powered
car, moves with a
constant speed, all the values for the velocity of the car in the
53. Note: In order to calculate the area of this rectangle, you must
multiply the value
for the time interval between time t=2 s and time t=4 s, by the
velocity of the car.
This area represents the distance traveled by the object during
this time interval.
This technique is often referred to as calculating the “area under
the curve”. The
graph of velocity vs. time for an object that is traveling with a
constant
acceleration will not be a horizontal line, but using the same
method of graphing
the velocity vs. time and finding the “area under the curve” in a
given time
interval can allow the distance traveled by the object to be
55. acceleration
Collecting data on freefalling objects requires accurate timing
instruments or access to
a building with heights of several meters where objects can
safely be dropped over
heights large enough to allow accurate measurement with a
stopwatch. To collect
usable data, in this activity you will record the time objects to
roll down an incline. This
reduces acceleration to make it easier to record accurate data on
the distance that
an object moves.
1. Collect the following materials:
Steel Sphere
56. Acrylic Sphere
Angle Bar
Clay
Tape Measure
Timing Device
Protractor
2. Use the permanent marker and the tape measure to mark the
inside of the angle
bar at 1-cm increments.
3. Use the piece of clay and the protractor to set up the angle
bar at an incline
between 5° to 10°. Use the clay to set the higher end of the
anglebar and to
stabilize the system. (Figure 5)
58. end of the track.
6. Repeat steps #4‒5 two more times for a total of three
measurements at a starting
point of 10 cm.
7. Repeat steps #4‒6, increasing the distance between the
starting point and the end
of the track by 10 cm each time.
8. Record your data in Data Table 3.
Note: You are recording the time it takes for the sphere to
accelerate over an
61. Trial 3 =
Trial 1 =
0.6 Trial 2 =
Trial 3 =
Trial 1 =
0.7 Trial 2 =
Trial 3 =
Trial 1 =
0.8 Trial 2 =
Trial 3 =
9. Calculate the average time for each distance and record this
value in Table 4.
63. When data points generate a parabola, it means the y value is
proportional to the
square of the x value, or:
� ∝ �2
That means the equation for a line that fits all the data points
looks like:
� = ��2 + �� + �.
In our experiment, the y-axis is displacement and the x-axis is
time-; therefore
displacement is proportional to the time squared:
� ∝ �2
64. So, we can exchange y in the equation with displacement (s), to
give a formula that
looks like:
� = ��2 + �� + �.
We would know the displacement s, at any time t. We just need
to find the
constants, A, B, and C.
The equation that describes the displacement of an object
moving
with a constant acceleration is one of the kinematics equations:
� =
1
2
�∆�2 + ��∆�
66. point where the line
crosses the y-axis. Because the first data point represents time
zero and
displacement zero, the y-intercept is zero and the equation for
the line simplifies
to:
y = mx
The data collected in Activity 3 showed that:
� ∝ �2
This means that the displacement for the object that rolls down
an inclined plane
is can be represented mathematically as:
67. � = ��2 + c
Where k is an unknown constant representing the slope of the
line, and c is an
unknown constant representing the y-intercept.
The displacement of the sphere as it rolls down the incline can
be calculated
using this equation, if the constants k and c can be found.
Further experimentation indicates that the constant k for an
object in freefall is
one-half the acceleration. If the object is released from rest, the
constant c will
be zero.
So for an object that is released from rest, falling under the
constant
acceleration due to gravity, the displacement from the point of
68. release is given
by:
� =
1
2
��2
Where s is the displacement, t is the time of freefall, and � is
the acceleration.
For objects in freefall near Earth’s Surface the acceleration due
to gravity has a
value of 9.8 �
s2⁄
.
Another way to derive this equation, and find the values for k
and c, is to
consider the velocity vs. time graph for an object moving with a
70. line, as depicted in Figure 7.
Figure 7
By definition, the shaded area is the distance traveled by the
object during the
time interval:
Δ� = �2 − �1
� =
������������
����
=
�
∆�
∴ � = �∆�
71. If an object has a constant acceleration, then by definition:
� =
�� − �1
∆�
Or :
�2 = �∆� + ��
This is equation is in the general form of a line y = mx + b, with
velocity on the y-
axis and time on the x-axis. The graph of this equation would
look like the graph
in Figure 8.
73. �1 = ��∆�
The area A2 can be given by:
�2 =
1
2
(�2 − ��)∆�
Because this is the area of the triangle, where the length of the
base is Δt and the
height of the triangle is (�� − ��),
Adding these two expressions and rearranging:
� =
1
75. �∆�2 + ��∆�
This equation gives the theoretical displacement for an object
undergoing a
constant acceleration, �, at any time t, where s is the
displacement during the
time interval, Δ�, and v1 is the initial velocity.
If the object is released from rest, as in our experiment, v1 = 0
and the equation
simplifies to:
� =
1
2
�∆�2
77. roll down the
inclined track.
First you must solve the previous equation for time:
� = √
2�
�
If the object in our experiment was in freefall you would just
need to substitute
the distance it was falling for s and substitute the acceleration
due to Earth’s
gravity for �, which is
g = 9.8 m/s2
78. In this experiment, however the object is not undergoing
freefall, it is rolling down
an incline.
The acceleration of an object sliding, without friction down an
incline is given by:
� = gSINθ
Where θ is the angle between the horizontal plane (the surface
of your table)
and the inclined plane (the track), and g is the acceleration due
to Earth’s
gravity.
When a solid sphere is rolling down an incline the acceleration
is given by:
79. � = 0.71 gSINθ
The SIN (trigonometric sine) of an angle can be found by
measuring the angle
with a protractor and using the SIN function on your calculator
or simply by
dividing the length of the side opposite the angle (the height
from which the
sphere starts) by the length of the hypotenuse of the right
triangle (the length of
the track). Figure 9 shows the formula for deriving sines from
triangles.
Note: Read the following section carefully.
81. elevation between the track and the table.
2. Rearrange the kinematics equation to solve for time (second
equation), and
substitute the value 0.71 g SINθ for � (third equation). Use a
distance of 80 cm for s.
� =
1
2
�∆�2
� = √
2�
�
� = √
2�
84. 2. Collect rubber bands from the central materials kit. Wrap the
rubber bands around
the width of the foam board so that the rubber bands line up
with the pencil marks
you made at the 5 cm intervals. See Figure 10, left panel.
3. Use a book to prop up the foam board as an inclined plane at
an angle from 5° to
10° from the horizontal.
4. Place the steel sphere at the top of the ramp and allow the
sphere to roll down the
foam board.
5. Remove the rubber bands from the foam board.
6. On the reverse side of the foam board, use a pencil to mark a
line across the short
85. dimension of the board 2 cm from the end. Label this line zero.
Mark lines at the
distances listed in Table 5. Each measurement should be made
from the zero line.
(see Figure 10).
Note: The sound as the steel sphere crosses the rubber bands
will increase in
frequency as the steel sphere rolls down the ramp, indicating
that the sphere is
accelerating. As the sphere continues to roll down the incline,
it takes less time to
travel the same distance.
88. 8. Set the foam board up at the same angle as the previous trial.
9. Roll the steel sphere down the foam board.
Note: The sounds made as the sphere crosses the rubber bands
on the foam board
in the second trial should be at equal intervals. The sphere is
traveling a greater
distance each time it crosses a rubber band, but the time interval
remains constant
meaning the sphere is moving with a constant acceleration.
28
91. PHYS 103
Report 1 Instructions
Kinematics
Download this document and record the results for each table.
Activities 1–3 are to be performed for this exercise. All photos,
data tables, and discussion must be submitted within a single 1–
2-page Word document.
Submit Report 1 by 11:59 p.m. (ET) on Monday of
Module/Week 2.
Activity 1
Submit a photo of the final graph of data table given in Activity
1 labeled with your name and the date.
Activity 2
Record time at various positions below in Activity 2, Table 1
per the details in Activity 2 laboratory exercise instructions.
Graph the points from Activity 2 Table 1 and draw a line of best
fit and determine the slope of the line. Graph paper is included
below or is available by printing from the laboratory exercise
instructions. This is the speed of the car.
92. Submit a photo of the graph and your work to determine the
speed of the car.
Speed of car _________________
After determining the velocity of the car, you may continue to
Activity 3.
Activity 3
Use the steel sphere to make measurements and complete Table
3.
Submit completed table
Submit photo of setup showing inclined angle and the protractor
(similar to Figure 5 in the exercise).
Submit graph of displacement vs time squared from Table 3.
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