Read a selection of your colleagues’ postings.
Respond 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.
Must use Responses Template below for each Colleague
Question Not Used by Colleague with Suggestions
Comparison of Colleagues Findings with Others and Your Own
Colleagues Workplace Unique Challenges. Use Dyer, et. Al., Rational
Insights to Colleagues on Value of the Process
APA References
1st Colleague to Respond to:
When it comes to my place of employment, I believe there are a few status quos that could be changed/improved, from the day to day tasks I deal with to little things that could be done differently. With having this in mind, I have come up with the following:
Ten Questions That Challenge the status Quo at Your Current Workplace
- Why is it not as easy for employees whom are not supervisors/leaders to have a say in change?
- How can we improve what is discussed during team meetings?
- What would it take for us to get a day for paperwork without being penalized?
- What can we do to improve our outcomes with our clients?
- How can we better show improvement in gained and developed skills?
- How can we increase the support provided by higher ups?
- How can we work on better managing time?
- Why do we make it difficult for employees to move up in this work field?
- How can we increase profit within each department?
- How can we increase productivity among employees?
One Question for Further Analysis and Importance
After thinking and reading through my questions, I would feel that the best question I choose for further analysis and importance is the first one, which is: Why is it not as easy for employees whom are not supervisors/leaders to have a say in change?. I personally feel that this question takes place within each of the other questions I chose. The questions I chose originated from the perspective of a third party view, but also from my own perspective as a current employee. As a curren.
BDPA Cincinnati brought three (3) experienced IT recruiters to the roundtable. They answered all of the questions you’ve always wanted to ask … but, were afraid to do. It was an outstanding opportunity for anyone, from college interns to entry-level IT professionals to experienced technicians, managers, or executives. The audience received the ‘inside scoop’ on what it takes to successfully land a job, promotion, or have a successful career in the IT industry.
Our panel included:
- Karen Cooper (owner, SmartIT)
- Karen Lipscomb (senior talent acquisition manager, L3-Communications)
- Linda Mullen (assistant VP, Fifth Third Bank)
Corporate America is rebounding from the Great Recession and unemployment continues to lag at levels that are much too high in the Black community and the Greater Cincinnati area. As such, we want to lift the curtain of secrecy about the recruitment process so that BDPA members and supporters have every advantage to advance their careers in the IT industry.
In this file, you can ref useful information about meaning of performance appraisal such as meaning of performance appraisal methods, meaning of performance appraisal tips, meaning of performance appraisal forms, meaning of performance appraisal phrases … If you need more assistant for meaning of performance appraisal, please leave your comment at the end of file.
Nucleus - Creating a structured interview processJon Surman
You have set outreach templates and steps in place to source the best candidates. The onboarding process always follows a strict system to ensure new hires feel connected and confident as they settle into their roles
BDPA Cincinnati brought three (3) experienced IT recruiters to the roundtable. They answered all of the questions you’ve always wanted to ask … but, were afraid to do. It was an outstanding opportunity for anyone, from college interns to entry-level IT professionals to experienced technicians, managers, or executives. The audience received the ‘inside scoop’ on what it takes to successfully land a job, promotion, or have a successful career in the IT industry.
Our panel included:
- Karen Cooper (owner, SmartIT)
- Karen Lipscomb (senior talent acquisition manager, L3-Communications)
- Linda Mullen (assistant VP, Fifth Third Bank)
Corporate America is rebounding from the Great Recession and unemployment continues to lag at levels that are much too high in the Black community and the Greater Cincinnati area. As such, we want to lift the curtain of secrecy about the recruitment process so that BDPA members and supporters have every advantage to advance their careers in the IT industry.
In this file, you can ref useful information about meaning of performance appraisal such as meaning of performance appraisal methods, meaning of performance appraisal tips, meaning of performance appraisal forms, meaning of performance appraisal phrases … If you need more assistant for meaning of performance appraisal, please leave your comment at the end of file.
Nucleus - Creating a structured interview processJon Surman
You have set outreach templates and steps in place to source the best candidates. The onboarding process always follows a strict system to ensure new hires feel connected and confident as they settle into their roles
Word of Mouth RecruitingExternal RecruitmentInternal Recruit.docxhelzerpatrina
Word of Mouth Recruiting
External Recruitment
Internal Recruitment
Job Fair
Diverse Workforce
Classified Ads /Newspaper Ads
Social Media
Job Sites
Linked in and Indeed or Monster
Pros
And cons
Cons their request of candidate may be the same nationality and gender.
Cons more training and orientation. Not aware of their personality or strengths and weaknesses. Higher salaries
Pros new ideas. May get company to excel
Pros do not have to figure out the candidates’ strengths and weaknesses after working with them for a while. Moral and engagement may rise, less orientation and training. Do not have to worry about higher salaries
Cons posting for candidates can be a waste of time, since they already know who they want. When an inside candidate is rejected, they are upset or discontented.
Pros face to face networking and exchange business cards and share resume
Can provide Candidate Resume Feedback such as suggestions on what else could help enhance it.
Con if it’s a large job fair the competition can be very big.
It takes time to prep for a job fair and spend lots of time and money for the job fair.
Pros assist woman to have a chance at employment due to some male dominating occupations. Fills any gaps that may have workforce that do not have women. Allow single parents to get a chance at employment to help with their possible one income. Minorities can have a priority in job opportunity if they are qualified for the position.
Pros Creative Freedom, Can fit in your budget due to picking size of ad.Great
for people seeking a job. Great Compliment to online recruitment
Cons
Not many people read newspapers, Response rate is considered low. After going through the process of getting your ad submitted at a certain time there is no way make an urgent correction. Not enough space, if you do not have enough money
Pros Can easily rule of many of the candidates
Can check to see if candidate may not be who they appear to be
Cons Information can be outdated or not accurate
Invasion of privacy
Pros for jobs sites i
Legal / employment laws
Do the method limit qualified applicants from applying
Follow Title VII
Yes, but there are policies that garden promotion from within
Legally the employees have legal rights to access the information about them
HR Analytic: Forecasting Tool
May affect how the
If the Skills Inventory system do not work or is inadequate. then looking for external can be the next step.
Skills Inventory system helps to easily find someone internally with the skill set you are looking for, experience and more.
Reason for using this recruiting method
It is considered normal active advertisement. When people are just in a casual conversation and they are looking a job, word of mouth helps a small portion of recruitment
The reason is due to people needing another route to getting candidates, to avoid any bias within the company. They provide a different view towards company’s success.
It’s considered the best opt ...
Running head PROBLEMS IN THE WORKPLACE .docxtoltonkendal
Running head: PROBLEMS IN THE WORKPLACE
PROBLEMS IN THE WORKPLACE 14
Justification Report Part 3-Final
Problems in the Workplace
Phabian Smith
Strayer University
ENG 315 – Professional Communications
July 20, 2017
Letter of Transmittal
Date: July 27, 2017
Name of Professor: Julie Davenport
Name of the University: Strayer University
Subject: Letter of Transmittal
Dear Sir,
As part of the English program and the faculty of Strayer University, it is with immense pleasure that I submit to you this research report. With due respect, I submit the Justification Report, which you mandated.
Though I’m still pursuing the course, through this report, I have gained significant insight into the ideas involved in preparing a Justification report. As a learner, the experience was challenging and interesting. I’m grateful to the support that you provided through the ideas about preparing a Justification Report. Your judicious advice helped me to accomplish the task.
Yours’ sincerely,
Phabian Smith
SU200201853
ENG 315: Professional Communications
Table of Contents
Executive Summary 3
Problem Statement 5
Major Sections of the Report 6
Alternatives 6
Criteria. 6
General Methods. 6
Major conclusions. 6
Scope and Limitations of the Research 9
Criteria 9
Methods 9
Overview of Alternatives 9
Evaluation of Alternatives 9
Criterion 1. 9
Criterion 2 9
Findings and Analysis . 11
Recommendations 14
References 15
Executive Summary
This report was commissioned to analyze and evaluate alternative measures that can be applied to address the problem of increased employee turnover in one of America’s favorite restaurant. The analysis and evaluation used in the report followed criteria that focus on the productivity, cost, company image, employee morale, and practicality of the alternative. The result shows that there are several options that the organization can adopt to address the issue, which include teleworking and floating holidays. However, it identifies teleworking as the most appropriate for the particular organization. Consequently, it recommends the adoption of teleworking as a means of addressing the organizational problem. The challenge was the fact that the impact of the various alternative reflected small variations that made it difficult to arrive at the best alternative.Introduction
Numerous of the corporations nowadays are encountering the difficult of raised employee turnover as they move into a system in which they get a working environment that is better, benefits, opportunities and perks. The management of the organization where I work is concerned that there is high employee turnover and seeks to address the problem. This re ...
Performance Management and AppraisalMEDICAL CENTERThis healt.docxkarlhennesey
Performance Management and Appraisal
MEDICAL CENTER
This healthcare organization provides a wide array of services including inpatient services, transitional care services, and outpatient treatment and testing.
A few years ago, the facility changed its performance appraisal methodology. It shifted from a subjective performance appraisal system to a more objective rating system that focused on the actions and behaviors of the employee. This shift can be considered as a good move because the use of behavior-based scales tends to overcome evaluation errors that plague more subjective evaluations. Employee evaluations in this organization were performed once a year.
The performance appraisal system was instituted in this healthcare organization as a four-step process:
Step 1: The employee performs a self-appraisal first by completing an appraisal sheet and then submitting it to his or her supervisor. Employees generally welcome use of self-appraisal, and it tends to decrease defensiveness about the process.
Step 2: The supervisor then responds to the same questions the employee had previously answered based on his or her perceptions and observations of the employee’s performance.
Step 3: Finally, the supervisor and employee meet and discuss the ratings on the evaluation.
Step 4: The results of the evaluation are intended to then be used as a guiding tool to determine the annual raise of the employee.
The questions in the performance evaluation questionnaire were divided into two sections. The first section was based on the overall organizational standards that had been set for the entire hospital. Areas addressed in this section include professionalism, efficiency, and quality of work, respect, and service. Every employee, full-time and part-time, has to complete this section of the performance appraisal. The second section of the appraisal consisted of various competencies for each individual position. These competencies were specific to the tasks required to fulfill the duties of the individual in their respective positions. The competencies, varying greatly from position to position, were based strictly on duties required for that position. This is important, as having similarly situated employees evaluated on like criteria improves the consistency of the appraisal process.
In this healthcare organization, both the employee and the supervisor were instructed on the evaluation instrument to rate the employee on each of the areas on the following scale:
0 = Not Applicable
1 = Does Not Meet Expectations
2 = Meets Expectations
3 = Exceeds Expectations
This system was implemented to improve performance appraisals and make them more objective. The use of the same evaluation form throughout the organization improved the consistency in the evaluation process.
The healthcare organization also used some guidelines regarding what should be done if an employee obtained a certain score. Here is a brief description of the organization’s policies. If ...
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
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 ...
Recognizing the fact usernames passwords are the weakest link in an.docxdanas19
Recognizing the fact usernames passwords are the weakest link in an organization’s security system because username and password are shareable, and most passwords and usernames are vulnerable and ready to be cracked with a variety of methods using adopting a record number of devices and platforms connected to the Internet of Things daily and at an alarming rate.
Provide the all-inclusive and systematic narratives of the impact of physical biometric operations on the current and future generation.
An Integrated Approach of Physical Biometric Authentication System
Objective
Per Fennelly (2017), every human being is created differently with physical and behavioral traits that are unique; and everyone’s fingerprints, iris, facial feature and body types are entirely different from one another. The effective and efficient use of biometric technology will play a key role in automating a new method of identifying living person based on individual physiological and behavioral characteristics. Protecting sensitive information from vulnerable access by unauthorized users is paramount in our digital world and attempting to identify and mitigating such operation is becoming very challenging and troubling to the entire human society.
Biometric authentication-based identity is playing a vital role in security operations. Traditional authentication approach used to identity logon, logout, username, passwords are no longer enough to battle the identity and security crisis. Physical Biometric processes often allow the authentication of an individual personal data to be stored in a document format for future references. The comparison is often used to determine whether the biometric characteristics of individual match the previously information recorded in the document. Physical biometric systems have proven to be very effective in verification and identification processes.
Physical biometric identification and recognition processes are classified in three groupings including acquisition, feature extraction and comparison. Traditionally, biometric characteristics are acquired through measurements, such as a camera, microphone, fingerprint scanner, gathering of specific characteristics and creation of digital representation, photograph, a voice recording and scanned fingerprint. Most naturally significant areas supporting physical biometric process include corners of the eyes, mouth, nose, chin and likely to be identified by human inspection and through an automated biometric process.
Biometric Access Control is a security system used to provides conditional access after scanning for unique physical characteristics including installing Biometric Access at ATM’s and other public facilities to safeguard financial data. Indeed, when faces, fingers, irises and veins are scanned such data are converted into digital format and a complex algorithm is used to make a match. Such physical biometric processes .
Recognizing Fallacies
Constructing sound arguments requires valid logic and reasoning. If your premises (reasoning) are incorrect they are considered to be “fallacies”. There are several different types of fallacies that exist. Once you recognize the fallacies you are more likely to avoid them in your reasoning.
(Hint: refer to textbook Chapter 11 for more information on fallacies.)
1.
Match
each fallacy with its definition in the chart below.
A. Begging the question
G. Appeal to fear
H. Questionable cause
B. Hasty generalization
C. False dilemma
I. Two wrongs make a right
D Slippery slope J. Misidentification of the cause
E. Appeal to authority
F. Bandwagon
___
.
Also known as circular reasoning because the reasoning assumes the conclusion is true.
___
.
Sometimes occurs due to “peer pressure” or groupthink phenomenon when you may be influenced to conform to the opinion of the group.
___
.
A causal situation where we are unsure of the actual root cause of the issue. It’s possible to ignore a possible cause or to incorrectly assume a common cause.
___
.
This argument states that the action (or conclusion) is a justified response to another wrong action (or conclusion).
___
.
This occurs when there is no real evidence for the argument. Superstitions are a good example of this.
___
.
The “either/or” fallacy – the argument presents only two extreme alternatives and does not allow for alternative options.
___
.
Indicates that one negative action will lead to another, and then another worse one, and so on and so forth all leading to a terrible end result
___
.
Basing a belief on a source or person who is not qualified to give an expert opinion on the subject.
___
.
The argument supports its conclusion not by evidence, but by demands or threats of punishment or misfortune.
___
.
A general conclusion is reached based on a very small sample, so the reasons provide weak support for the conclusion.
Deductive Argument
In a deductive argument, the premises (reasoning) provide such strong support for the conclusion that, if the premises are true, then it would be impossible for the conclusion to be false. Deductive arguments are VALID or INVALID.
EXAMPLE:
Valid
– All children are young.
Johnny is a child.
Therefore, Johnny is young.
Invalid – All children are young.
Johnny is a child.
Therefore, all children are Johnny.
Complete each deductive argument below with a valid conclusion.
2.
Premise 1: All humans are mortal.
Premise 2: I am human.
Conclusion: Therefore, I am _______________
3.
Premise 1: All birds have feathers.
Premise 2: Cardinals are birds.
Conclusion: Therefore, cardinals have _______________
4.
Premise 1: There is a party at work today.
Premise 2: Jimmy is sick and not at work today.
Con.
Recognizing Written ArgumentFor this weeks discussion, Id like.docxdanas19
Recognizing Written Argument
For this week's discussion, I'd like you to respond to ONE of the short articles that appear at the end of Chapter 3: Marybeth Gasman's "To Educate a Diverse Nation, Topple the Ivory Tower," (92-93), Randy Cohen's "When Texting is Wrong" (96-97), or "Flag Protection: A Brief History of Recent Supreme Court Decisions" (101-102) . After reading the articles, select one to analyze, focusing on a few (not all) of the following questions:
1) What is the main issue in the article? 2) What are the author's attitudes toward the subject at issue? 3) What supporting material favors the author's point of view? 4) What is the author's intention in this article? To explain? To convince? 5) What does the author hope you will conclude when you finish reading? 6) How does the author establish his or her authority? 7) What qualities make the article effective or ineffective as an argument? 8) What are your personal reactions to the essay? 9) How much common ground do you have with the author? 10) What do you like or dislike about it? Justify your answer with evidence from the article.
(page 92-93) ESSAY #2 TO EDUCATE A DIVERSE NATION, TOPPLE THE IVORY TOWER*
*“To Educate a Diverse Nation, Topple the Ivory Tower,” by Marybeth Gasman, from The Huffington Post, November 2, 2015. Reproduced by permission.
Marybeth Gasman
The author is a professor of education at the University of Pennsylvania’s Graduate School of Education and is also a regular contributor to The Huffington Post.
Visit a U.S. college campus today and you’ll see a more diverse student body than ever before. Over the last 30 years, the number of Hispanic students has risen five-fold, Asian and Pacific Islander enrollment has tripled, black enrollment has risen 150 percent and Native American enrollment has doubled.
But the graduation rate for minority students falls far below the nationwide average. Our colleges and universities are not succeeding at educating students with diverse backgrounds. In an increasingly competitive global economy, our country cannot afford this waste of time, money and talent.
There are solutions to this problem, but they’re found outside the ivory tower. Over the past three years, we visited a dozen minority-serving institutions or MSIs—from Paul Quinn, a historically black college in Dallas, to Salish Kootenai, a tribal college in Montana, and San Diego City College. We learned a number of lessons—all of which run counter to mainstream higher education thinking.
First and most important, these colleges acknowledge that traditionally underrepresented students face challenges that go far beyond paying tuition. These range from family obligations to fear and uncertainty about the meaning of college to “math shame” and speaking English as a second language. In response, the colleges have toppled the traditional hierarchies and responsibilities of faculty, staff, and students. Everyone is expected to understand the challenges.
More Related Content
Similar to Read a selection of your colleagues’ postings.Respond to two or .docx
Word of Mouth RecruitingExternal RecruitmentInternal Recruit.docxhelzerpatrina
Word of Mouth Recruiting
External Recruitment
Internal Recruitment
Job Fair
Diverse Workforce
Classified Ads /Newspaper Ads
Social Media
Job Sites
Linked in and Indeed or Monster
Pros
And cons
Cons their request of candidate may be the same nationality and gender.
Cons more training and orientation. Not aware of their personality or strengths and weaknesses. Higher salaries
Pros new ideas. May get company to excel
Pros do not have to figure out the candidates’ strengths and weaknesses after working with them for a while. Moral and engagement may rise, less orientation and training. Do not have to worry about higher salaries
Cons posting for candidates can be a waste of time, since they already know who they want. When an inside candidate is rejected, they are upset or discontented.
Pros face to face networking and exchange business cards and share resume
Can provide Candidate Resume Feedback such as suggestions on what else could help enhance it.
Con if it’s a large job fair the competition can be very big.
It takes time to prep for a job fair and spend lots of time and money for the job fair.
Pros assist woman to have a chance at employment due to some male dominating occupations. Fills any gaps that may have workforce that do not have women. Allow single parents to get a chance at employment to help with their possible one income. Minorities can have a priority in job opportunity if they are qualified for the position.
Pros Creative Freedom, Can fit in your budget due to picking size of ad.Great
for people seeking a job. Great Compliment to online recruitment
Cons
Not many people read newspapers, Response rate is considered low. After going through the process of getting your ad submitted at a certain time there is no way make an urgent correction. Not enough space, if you do not have enough money
Pros Can easily rule of many of the candidates
Can check to see if candidate may not be who they appear to be
Cons Information can be outdated or not accurate
Invasion of privacy
Pros for jobs sites i
Legal / employment laws
Do the method limit qualified applicants from applying
Follow Title VII
Yes, but there are policies that garden promotion from within
Legally the employees have legal rights to access the information about them
HR Analytic: Forecasting Tool
May affect how the
If the Skills Inventory system do not work or is inadequate. then looking for external can be the next step.
Skills Inventory system helps to easily find someone internally with the skill set you are looking for, experience and more.
Reason for using this recruiting method
It is considered normal active advertisement. When people are just in a casual conversation and they are looking a job, word of mouth helps a small portion of recruitment
The reason is due to people needing another route to getting candidates, to avoid any bias within the company. They provide a different view towards company’s success.
It’s considered the best opt ...
Running head PROBLEMS IN THE WORKPLACE .docxtoltonkendal
Running head: PROBLEMS IN THE WORKPLACE
PROBLEMS IN THE WORKPLACE 14
Justification Report Part 3-Final
Problems in the Workplace
Phabian Smith
Strayer University
ENG 315 – Professional Communications
July 20, 2017
Letter of Transmittal
Date: July 27, 2017
Name of Professor: Julie Davenport
Name of the University: Strayer University
Subject: Letter of Transmittal
Dear Sir,
As part of the English program and the faculty of Strayer University, it is with immense pleasure that I submit to you this research report. With due respect, I submit the Justification Report, which you mandated.
Though I’m still pursuing the course, through this report, I have gained significant insight into the ideas involved in preparing a Justification report. As a learner, the experience was challenging and interesting. I’m grateful to the support that you provided through the ideas about preparing a Justification Report. Your judicious advice helped me to accomplish the task.
Yours’ sincerely,
Phabian Smith
SU200201853
ENG 315: Professional Communications
Table of Contents
Executive Summary 3
Problem Statement 5
Major Sections of the Report 6
Alternatives 6
Criteria. 6
General Methods. 6
Major conclusions. 6
Scope and Limitations of the Research 9
Criteria 9
Methods 9
Overview of Alternatives 9
Evaluation of Alternatives 9
Criterion 1. 9
Criterion 2 9
Findings and Analysis . 11
Recommendations 14
References 15
Executive Summary
This report was commissioned to analyze and evaluate alternative measures that can be applied to address the problem of increased employee turnover in one of America’s favorite restaurant. The analysis and evaluation used in the report followed criteria that focus on the productivity, cost, company image, employee morale, and practicality of the alternative. The result shows that there are several options that the organization can adopt to address the issue, which include teleworking and floating holidays. However, it identifies teleworking as the most appropriate for the particular organization. Consequently, it recommends the adoption of teleworking as a means of addressing the organizational problem. The challenge was the fact that the impact of the various alternative reflected small variations that made it difficult to arrive at the best alternative.Introduction
Numerous of the corporations nowadays are encountering the difficult of raised employee turnover as they move into a system in which they get a working environment that is better, benefits, opportunities and perks. The management of the organization where I work is concerned that there is high employee turnover and seeks to address the problem. This re ...
Performance Management and AppraisalMEDICAL CENTERThis healt.docxkarlhennesey
Performance Management and Appraisal
MEDICAL CENTER
This healthcare organization provides a wide array of services including inpatient services, transitional care services, and outpatient treatment and testing.
A few years ago, the facility changed its performance appraisal methodology. It shifted from a subjective performance appraisal system to a more objective rating system that focused on the actions and behaviors of the employee. This shift can be considered as a good move because the use of behavior-based scales tends to overcome evaluation errors that plague more subjective evaluations. Employee evaluations in this organization were performed once a year.
The performance appraisal system was instituted in this healthcare organization as a four-step process:
Step 1: The employee performs a self-appraisal first by completing an appraisal sheet and then submitting it to his or her supervisor. Employees generally welcome use of self-appraisal, and it tends to decrease defensiveness about the process.
Step 2: The supervisor then responds to the same questions the employee had previously answered based on his or her perceptions and observations of the employee’s performance.
Step 3: Finally, the supervisor and employee meet and discuss the ratings on the evaluation.
Step 4: The results of the evaluation are intended to then be used as a guiding tool to determine the annual raise of the employee.
The questions in the performance evaluation questionnaire were divided into two sections. The first section was based on the overall organizational standards that had been set for the entire hospital. Areas addressed in this section include professionalism, efficiency, and quality of work, respect, and service. Every employee, full-time and part-time, has to complete this section of the performance appraisal. The second section of the appraisal consisted of various competencies for each individual position. These competencies were specific to the tasks required to fulfill the duties of the individual in their respective positions. The competencies, varying greatly from position to position, were based strictly on duties required for that position. This is important, as having similarly situated employees evaluated on like criteria improves the consistency of the appraisal process.
In this healthcare organization, both the employee and the supervisor were instructed on the evaluation instrument to rate the employee on each of the areas on the following scale:
0 = Not Applicable
1 = Does Not Meet Expectations
2 = Meets Expectations
3 = Exceeds Expectations
This system was implemented to improve performance appraisals and make them more objective. The use of the same evaluation form throughout the organization improved the consistency in the evaluation process.
The healthcare organization also used some guidelines regarding what should be done if an employee obtained a certain score. Here is a brief description of the organization’s policies. If ...
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
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 ...
Recognizing the fact usernames passwords are the weakest link in an.docxdanas19
Recognizing the fact usernames passwords are the weakest link in an organization’s security system because username and password are shareable, and most passwords and usernames are vulnerable and ready to be cracked with a variety of methods using adopting a record number of devices and platforms connected to the Internet of Things daily and at an alarming rate.
Provide the all-inclusive and systematic narratives of the impact of physical biometric operations on the current and future generation.
An Integrated Approach of Physical Biometric Authentication System
Objective
Per Fennelly (2017), every human being is created differently with physical and behavioral traits that are unique; and everyone’s fingerprints, iris, facial feature and body types are entirely different from one another. The effective and efficient use of biometric technology will play a key role in automating a new method of identifying living person based on individual physiological and behavioral characteristics. Protecting sensitive information from vulnerable access by unauthorized users is paramount in our digital world and attempting to identify and mitigating such operation is becoming very challenging and troubling to the entire human society.
Biometric authentication-based identity is playing a vital role in security operations. Traditional authentication approach used to identity logon, logout, username, passwords are no longer enough to battle the identity and security crisis. Physical Biometric processes often allow the authentication of an individual personal data to be stored in a document format for future references. The comparison is often used to determine whether the biometric characteristics of individual match the previously information recorded in the document. Physical biometric systems have proven to be very effective in verification and identification processes.
Physical biometric identification and recognition processes are classified in three groupings including acquisition, feature extraction and comparison. Traditionally, biometric characteristics are acquired through measurements, such as a camera, microphone, fingerprint scanner, gathering of specific characteristics and creation of digital representation, photograph, a voice recording and scanned fingerprint. Most naturally significant areas supporting physical biometric process include corners of the eyes, mouth, nose, chin and likely to be identified by human inspection and through an automated biometric process.
Biometric Access Control is a security system used to provides conditional access after scanning for unique physical characteristics including installing Biometric Access at ATM’s and other public facilities to safeguard financial data. Indeed, when faces, fingers, irises and veins are scanned such data are converted into digital format and a complex algorithm is used to make a match. Such physical biometric processes .
Recognizing Fallacies
Constructing sound arguments requires valid logic and reasoning. If your premises (reasoning) are incorrect they are considered to be “fallacies”. There are several different types of fallacies that exist. Once you recognize the fallacies you are more likely to avoid them in your reasoning.
(Hint: refer to textbook Chapter 11 for more information on fallacies.)
1.
Match
each fallacy with its definition in the chart below.
A. Begging the question
G. Appeal to fear
H. Questionable cause
B. Hasty generalization
C. False dilemma
I. Two wrongs make a right
D Slippery slope J. Misidentification of the cause
E. Appeal to authority
F. Bandwagon
___
.
Also known as circular reasoning because the reasoning assumes the conclusion is true.
___
.
Sometimes occurs due to “peer pressure” or groupthink phenomenon when you may be influenced to conform to the opinion of the group.
___
.
A causal situation where we are unsure of the actual root cause of the issue. It’s possible to ignore a possible cause or to incorrectly assume a common cause.
___
.
This argument states that the action (or conclusion) is a justified response to another wrong action (or conclusion).
___
.
This occurs when there is no real evidence for the argument. Superstitions are a good example of this.
___
.
The “either/or” fallacy – the argument presents only two extreme alternatives and does not allow for alternative options.
___
.
Indicates that one negative action will lead to another, and then another worse one, and so on and so forth all leading to a terrible end result
___
.
Basing a belief on a source or person who is not qualified to give an expert opinion on the subject.
___
.
The argument supports its conclusion not by evidence, but by demands or threats of punishment or misfortune.
___
.
A general conclusion is reached based on a very small sample, so the reasons provide weak support for the conclusion.
Deductive Argument
In a deductive argument, the premises (reasoning) provide such strong support for the conclusion that, if the premises are true, then it would be impossible for the conclusion to be false. Deductive arguments are VALID or INVALID.
EXAMPLE:
Valid
– All children are young.
Johnny is a child.
Therefore, Johnny is young.
Invalid – All children are young.
Johnny is a child.
Therefore, all children are Johnny.
Complete each deductive argument below with a valid conclusion.
2.
Premise 1: All humans are mortal.
Premise 2: I am human.
Conclusion: Therefore, I am _______________
3.
Premise 1: All birds have feathers.
Premise 2: Cardinals are birds.
Conclusion: Therefore, cardinals have _______________
4.
Premise 1: There is a party at work today.
Premise 2: Jimmy is sick and not at work today.
Con.
Recognizing Written ArgumentFor this weeks discussion, Id like.docxdanas19
Recognizing Written Argument
For this week's discussion, I'd like you to respond to ONE of the short articles that appear at the end of Chapter 3: Marybeth Gasman's "To Educate a Diverse Nation, Topple the Ivory Tower," (92-93), Randy Cohen's "When Texting is Wrong" (96-97), or "Flag Protection: A Brief History of Recent Supreme Court Decisions" (101-102) . After reading the articles, select one to analyze, focusing on a few (not all) of the following questions:
1) What is the main issue in the article? 2) What are the author's attitudes toward the subject at issue? 3) What supporting material favors the author's point of view? 4) What is the author's intention in this article? To explain? To convince? 5) What does the author hope you will conclude when you finish reading? 6) How does the author establish his or her authority? 7) What qualities make the article effective or ineffective as an argument? 8) What are your personal reactions to the essay? 9) How much common ground do you have with the author? 10) What do you like or dislike about it? Justify your answer with evidence from the article.
(page 92-93) ESSAY #2 TO EDUCATE A DIVERSE NATION, TOPPLE THE IVORY TOWER*
*“To Educate a Diverse Nation, Topple the Ivory Tower,” by Marybeth Gasman, from The Huffington Post, November 2, 2015. Reproduced by permission.
Marybeth Gasman
The author is a professor of education at the University of Pennsylvania’s Graduate School of Education and is also a regular contributor to The Huffington Post.
Visit a U.S. college campus today and you’ll see a more diverse student body than ever before. Over the last 30 years, the number of Hispanic students has risen five-fold, Asian and Pacific Islander enrollment has tripled, black enrollment has risen 150 percent and Native American enrollment has doubled.
But the graduation rate for minority students falls far below the nationwide average. Our colleges and universities are not succeeding at educating students with diverse backgrounds. In an increasingly competitive global economy, our country cannot afford this waste of time, money and talent.
There are solutions to this problem, but they’re found outside the ivory tower. Over the past three years, we visited a dozen minority-serving institutions or MSIs—from Paul Quinn, a historically black college in Dallas, to Salish Kootenai, a tribal college in Montana, and San Diego City College. We learned a number of lessons—all of which run counter to mainstream higher education thinking.
First and most important, these colleges acknowledge that traditionally underrepresented students face challenges that go far beyond paying tuition. These range from family obligations to fear and uncertainty about the meaning of college to “math shame” and speaking English as a second language. In response, the colleges have toppled the traditional hierarchies and responsibilities of faculty, staff, and students. Everyone is expected to understand the challenges.
Recognizing the fact usernames passwords are the weakest link in.docxdanas19
Recognizing the fact usernames passwords are the weakest link in an organization’s security system because username and password are shareable, and most passwords and usernames are vulnerable and ready to be cracked with a variety of methods using adopting a record number of devices and platforms connected to the Internet of Things daily and at an alarming rate.
Provide the all-inclusive and systematic narratives of the impact of physical biometric operations on the current and future generation.
.
Recognizing ArgumentsIn this assignment, you will apply key co.docxdanas19
Recognizing Arguments
In this assignment, you will apply key concepts covered in the module readings. You will identify the component parts of arguments and differentiate between various types of arguments such as strict, loose, inductive, and deductive. You will then construct specific, original arguments.
There are
two
parts to the assignment. Complete both parts.
Part 1
1a: Identify Components of Arguments
Identify the component parts of the argument, premises and conclusion, for the following passages. Where applicable, highlight key words or phrases that identify a claim as a premise or a conclusion.
Refer to the following example:
“All men are mortal. Socrates is a man. Therefore, Socrates is mortal.”
All men are mortal.
Premise
Socrates is a man.
Premise
Therefore
, Socrates is mortal.
Conclusion
“Therefore” is a key word indicating the claim is the conclusion.
1.
Sue is pregnant and will give birth to one child. We know already this child has no genetic anomalies. If Sue’s baby is a boy, he will be named Mark. If Sue’s baby is a girl, she will be named Margaret. Sue will have either a boy or a girl. So we know Sue’s baby will be named Mark or Margaret.
2.
If the library has
The
Lord of the Rings,
you won’t find it on the first floor. This is because all fantasy novels are fiction and all works of fiction are housed on the second floor of the library. Of course, I am assuming that all the books are properly shelved at this time.
3.
“After a year, brain scans showed that among the walkers, the hippocampus had increased in volume by about 2 percent on average; in the others, it had declined by about 1.4 percent. Since such a decline is normal in older adults, ’a 2 percent increase is fairly significant,’ said the lead author, Kirk Erickson, a psychologist at the University of Pittsburgh. Both groups also improved on a test of spatial memory, but the walkers improved more. While it is hard to generalize from this study to other populations, the researchers were delighted to learn that the hippocampus might expand with exercise” (Span, 2011).
Reference
Span, P. (2011, February 7). Fitness: A walk to remember? Study says yes.
The New York Times
. Retrieved from
http://www.nytimes.com/2011/02/08/health/research/08fitness.html?src=me&ref=general
1b: Identify Arguments as Strict or Loose
Identify the arguments as strict or loose for the following passages:
1.
I was late for class because my car ran out of gas and I could not find a gas station.
2.
It’s a good idea to drink more cranberry juice. It’s a good source of vitamin C and they say it helps keep the kidneys healthy.
3.
“Researchers from the National Institutes of Health have found that less than an hour of cell phone use can speed up brain activity in the area closest to the phone antenna, raising new questions about the health effects of low levels of radiation emitted from cell phones.
Recognition, Reification, and Practices of ForgettingEthica.docxdanas19
Recognition, Reification, and Practices of Forgetting:
Ethical Implications of Human Resource Management
Gazi Islam
Received: 3 June 2011 / Accepted: 28 July 2012 / Published online: 17 August 2012
� Springer Science+Business Media B.V. 2012
Abstract This article examines the ethical framing of
employment in contemporary human resource management
(HRM). Using Axel Honneth’s theory of recognition and
classical critical notions of reification, I contrast recogni-
tion and reifying stances on labor. The recognition
approach embeds work in its emotive and social particu-
larity, positively affirming the basic dignity of social
actors. Reifying views, by contrast, exhibit a forgetfulness
of recognition, removing action from its existential and
social moorings, and imagining workers as bundles of
discrete resources or capacities. After discussing why
reification is a problem, I stress that recognition and reifi-
cation embody different ethical standpoints with regards to
organizational practices. Thus, I argue paradoxically that
many current HRM best practices can be maintained while
cultivating an attitude of recognition. If reification is a type
of forgetting, cultivating a recognition attitude involves
processes of ‘‘remembering’’ to foster work relations that
reinforce employee dignity.
Keywords Human resources � Recognition � Dignity �
Frankfurt School � Critical theory � Reification
Introduction
The rapid growth of Human Resource Management (HRM)
has involved attempts to frame HRM’s role in under-
standing the human consequences of the contemporary
world of work (Heery 2008). Such attempts have generated
discussions around the ethics of HRM (Pinnington et al.
2007), varying from principled and ‘‘purist’’ perspectives
drawn from moral theory and philosophy (Rowan 2000) to
more ‘‘user-friendly’’ approaches that mix ethical-theoret-
ical foundations and formulate managerial guidelines for
practice (Winstanley and Woodall 2000; Heery 2008).
More recent approaches to HRM have begun to emerge
from critical theory, focusing on ideological and exploit-
ative aspects of HRM, and challenging mainstream
approaches to ethics by combining a practice-based
approach with a critical lens (Greenwood 2002).
The growing importance of critical ethical approaches
brings with it an increased focus on ‘‘macro’’ critiques of
HRM (Townley 1993; Islam and Zyphur 2008), calling into
question the ethical grounding of the field in general
(Greenwood 2002). While traditional views frame human
resources as costs to be minimized or resources to be
deployed strategically, critical ethical views highlight the
potentially problematic idea of ‘‘using’’ people (Green-
wood 2002), inherent in such framings. In Simon’s (1951)
seminal work, the employee is defined as one who ‘‘permits
his behavior to be guided by a decision reached by another,
irrespective of his own judgment as to the merits of that
decision’’ (p. 21), a characte.
Recipe Format for Café Laura (and HM courses)Header Information.docxdanas19
Recipe Format for Café Laura (and HM courses)
Header Information:
Name of Recipe and Author – recipe name should have enough detail to clearly describe the item in simple terms.
Yield Information - # of Portions (how many people this will serve), Recipe Yield (total volume or weight of the recipe), Portion Size (how much each person will be served), any special notes in “yield description” box. Portion size needs to be specifically detailed so employee would know the exact portion size of all parts of the recipe that will be served. Eg. Turkey = 4 oz, Gravy = ¼ cup NOTE: “1 ea.” typically does not work.
Mise En Place:
Small Equipment: Small equipment and tools for preparation and serving, measuring tools, all holding pans or containers, serving utensils, and dishes, etc. This is listed in the Mise en Place section (Excel) or “author notes” after the Plate and Garnish stage in CulinarE Companion - CEC)
Ingredients: Ingredient mise en place: EP amounts of ingredients, clearly described, listed in order of use in Ingredient Section (Excel) or under Preparation Stage (CEC), with specific preparation instructions for each ingredient. Eg. Red Bell Pepper, fresh, medium dice or Black Pepper, course grind
List all with EP amounts – this is a measure that would be exactly the same every time you make the recipe! Don’t forget the garnish! CEC - you must choose ingredients from the pop-up menus…you can’t just type the ingredient name in the box. Additional detailed ingredient information and simple or minor ingredient preparation can be given in the “preparation” space to the right of each ingredient. Eg. Fresh, Canned, Frozen, Peeled and ½” dice, lightly beaten, brunoise, julienne, or other information specific to just the ingredient.
Procedures:
Preparation (Title of First Stage):
Procedures are consecutively numbered steps to be implemented in the preparation of the recipe up until service time. Think: Anything that you can do ahead of time that doesn’t negatively affect the quality of the end product!
These steps typically should NOT include ingredient amounts, except for batch amounts, if needed. Remember steps include – doing something to ingredient(s), putting in a specific pan or container that will be stored or go to the line, and instructions for taking to a specific location in the kitchen (Café Laura in this case.) Don’t forget CCPs and limits. Also remember any pre-heating of equipment or heating/chilling plates, etc. needs to go in this section if it hasn’t already been detailed under mise en place.
If you find a specific procedure is too complicated to explain in words you can use something like “see kitchen manager for demonstration”, but then be prepared to demonstrate! You can also use sub-stages if necessary for more complicated preps.
Line Prep/Service (Title of a Stage):
This is what is happening during the hours Café Laura is open for service! This section has instructions for batch amounts/instructions fo.
Recently, several flyers were found near the campus of the Universit.docxdanas19
Recently, several flyers were found near the campus of the University of Colorado Denver advertising a coming "Unite the Right" rally in downtown Denver. Organizers were in the process of filing permits to hold the rally in City Park. The mayor's office responded that the organizers' First Amendment rights would be protected but that violence and/or property destruction would not be tolerated. Recognizing that this is a delicate situation, the mayor's office has called on you to find a way to resolve this situation, and, if possible, to de-escalate tensions before the event even begins.
Your task, for this assignment, is to work in one of three teams representing three groups identified in the
Group Violence Intervention document from the National Network for Safe Communities
. The three groups are: the Law Enforcement Representatives, the Social Service Representatives, and Community Moral Voices. You must work on how best to resolve the situation described above.
Questions to answer: 3 pages
How will your group interact with the organizers and/or attendees of the event?
How will your group interact with any counter-protestors at the event?
For the above two questions, also consider any communication you might have with those groups either before or after the event.
.
Recently, Kathy Smith, a project manager for a large industrial cons.docxdanas19
Recently, Kathy Smith, a project manager for a large industrial construction organization, was assigned to oversee a multimillion-dollar chemical plant construction project in Southeast Asia. Kathy had earned this assignment after completing a number of smaller construction assignments in North America over the past three years. This was her first overseas assignment and she was eager to make a good impression, particularly given the size and scope of the project. Successfully completing this project would increase her visibility within the organization dramatically and earmark her as a candidate for upper management. Kathy had good project management skills; in particular, she was organized and highly self-motivated. Team members at her last two project assignments used to joke that just trying to keep up with her was a full-time job. Kathy wasted no time settling in to oversee the development of the chemical plant. Operating under her normal work approach, Kathy routinely required her staff and the senior members of the project team to work long hours, ignoring weekend breaks if important milestones were coming up, and generally adopting a round the-clock work approach for the project. Unfortunately, in expecting her team, made up of local
residents, to change their work habits to accommodate her expectations, Kathy completely misread the individuals
on her team. They bitterly resented her overbearing style, unwillingness to consult them on key
questions, and aloof nature. Rather than directly confront her, however, team members began a campaign
of passive resistance to her leadership. They would purposely drag their feet on important assignments
or cite insurmountable problems when none, in fact, existed. Kathy’s standard response was to push herself
and her project team harder, barraging subordinates with increasingly urgent communications demanding
faster performance. To her bewilderment, nothing seemed to work. The project quickly became bogged down due
to poor team performance and ended up costing the project organization large penalties for late delivery.
Although Kathy had many traits that worked in her favor, she was seriously lacking in the ability to recognize
the feelings and expectations of others and take them into consideration.
Questions
1. Discuss how Kathy lacked sufficient emotional
intelligence to be effective in her new project
manager assignment.
2. Of the various dimensions of emotional intelligence,
which dimension(s) did she appear to lack
most? What evidence can you cite to support this
contention?
This assignment involves that the student read the case study and answer all questions at the end of the case study in a
4-5 page paper
. Your answers must include substantial support from at least two (2) scholarly journal articles on project management.
Should be written in should be in APA formatting (title page, reference page, NO abstract page, in-text citations, running head, page numbers, Ti.
Recently your facility has had patient complaints about staff posing.docxdanas19
Recently your facility has had patient complaints about staff posing with patents and posting these pictures on social media. You have also noticed many staff members "friending" patients and/or their families.
Your facility has decided to form a social media policy committee to consider establishing policy about the use of social media by staff at your facility.
***Write a policy that covers the following areas. (and the file that I uploaded)***
1. Is posting on social media a violation of any Federal or State Law? Be sure to cite appropriate law in your policy
2. Do you think your facility needs a social media policy?
3. What departments should be included on the social media policy committee?
4. Are there any hospital departments or staff that should be excluded on the social media policy committee?
5. How will you present this new policy to new employees? Existing employees?
6. How will you address social media as an organization? Who will have ownership of this policy?
7. How will you address staff who wish to express their opinions or views about health care issues on social media.
Use correct policy format to include:
Title
Date
Affected
Content
Procedure as applicable
Signature page
.
Recently, I built a floating bed frame for my room. I watched a qu.docxdanas19
Recently, I built a "floating" bed frame for my room. I watched a quick YouTube video and jotted down the dimensions of the bed, the materials I needed, and a mini blue print for how it was going to end up. My notes allowed for me to get everything I needed in one shot at the hardware store and instead of referring back to the video I could just look at my notes. While assembling, I was able to remind myself how certain things went together by looking at my notes allowing for me to complete the bed frame quickly and in an enjoyable way.
While looking at the rubric, I found that the 4 points on the project addressing the course outcomes is most important. it allows for me to understand the main points of the projects before doing it. Also, I believe these will be helpful notes when doing the project to keep me on track of the topic.
Actively listening is something that will be critical while pursuing a business administration degree. It is something that I struggle with and need to work on. I am a visual learner by all means and have trouble actually listening to people when they talk. In the business world, being able to converse and hear others ideas and thoughts is paramount.
.
Recently, a US Circuit Court upheld the enforceability of Website .docxdanas19
Recently, a
US Circuit Court upheld the enforceability of Website Terms of Service (ToS)
, even though the user did not have to click-through to agree.
Identify one positive and one negative implication of this finding.
What terms do you believe are ethically appropriate for such agreements? Explain your position.
.
Recently police departments across the nation has been accused o.docxdanas19
Recently police departments across the nation has been accused on targeting and murdering innocent black men. These departments are now in a position to have to rebuild their reputations. Your job is to analyze this situation and determine ways for them to establish their credibility Use the EBSCO and the INTERNET to locate material on this company. Make sure you integrate the text material.
1) Identify the specific problems the organization faces: support this material with research.
2) What should management’s role be? Relate this section specifically to the text material and apply that material.
3) Determine who their audiences are and what they need to say to each of them.
4) What media should use to get this message across? Be specific.
5) How will the organization evaluate the success of their public relations?
Remember that the point of this assignment is to demonstrate that you understand and can apply the text material. Please write out the questions and then answer them individually. Use the APA method of documentation.
.
Recently Capital One experienced scandal1. Understand what.docxdanas19
Recently Capital One experienced scandal:
1. Understand what happened at
Capital One
– What risks were impacted
2. Understand the
redflags/signs/indications
in this case
3. What did Capital One
fail to do
4. What
could Capital One have done better to protect itself
.
Please prepare
a 10-minute presentation on this topic
.
.
Recall a time when you received bad news, either in your academic or.docxdanas19
Recall a time when you received bad news, either in your academic or professional experience, which was not delivered in a very tactful manner. Or, recall a time when you delivered bad news, which you might have delivered in a more sensitive way. What were the circumstances of the event? What bad news buffering strategies could have lightened the blow of the bad news you received, or, how might you have better buffered the bad news you delivered? Finally, comment on why you think it is important to be sensitive when delivering bad news within organizations and to other organizations? Obviously, there are individual’s feelings to consider, but what are some other important considerations?
.
Recent genetics research on leadership by Dr. Richard Avey suggests .docxdanas19
Recent genetics research on leadership by Dr. Richard Avey suggests about 30% of leadership is born (genetic), 30% is made in the formative years (young in life), and about 30% of leadership is "made" throughout one's life. A quote by Warren Bennis informs this discussion when he said "more leaders have been made by accident, circumstance, sheer grit, or will than have been made by all the leadership courses put together." Do you agree or disagree with this statement, and why? If you agree, how would you design a leadership course differently?
.
Receiving funding from a grant or other source of funds is a great a.docxdanas19
Receiving funding from a grant or other source of funds is a great accomplishment. Once the funding is received, the human services organization must be able to manage the funds effectively. The organization must also develop a plan to sustain the program after the funding period ends or the potential for change from the funded program may be limited.
For this Discussion, review the budget provided in the grant proposal that you discussed in Discussion 1 of this Week. Consider how you would prioritize budgetary needs and fundraise to continue covering costs of this program after the grant period has ended.
By Day 4
Post
a brief description of the budget presented in the grant proposal you selected. Describe how you might alter the budget after the grant ended or which budget items you would prioritize as you sought additional funding to continue the program. Explain why you would make these changes or prioritize specific budget items. Finally, explain how you would fundraise to meet the budget priorities.
Support your post with specific references to the resources. Be sure to provide full APA citations for your references.
Required Readings
Lauffer, A. (2011).
Understanding your social agency
(3rd ed.). Washington, DC: Sage.
Chapter 9, “Fundraising and Development” (pp. 285–320)
Bowman, W. (2011). Financial capacity and sustainability of ordinary nonprofits.
Nonprofit Management & Leadership
,
22
(1), 37–51.
LeRoux, K. (2009). Managing stakeholder demands: Balancing responsiveness to clients and funding agents in nonprofit social service organizations.
Administration & Society, 41
(2), 158–184.
Barasa, E. W., Cleary, S., Molyneux, S., & English, M. (2017). Setting healthcare priorities: a description and evaluation of the budgeting and planning process in county hospitals in Kenya.
Health policy and planning, 32
(3), 329-337.
Nelson, D., & Ruffalo, L. (2017). Grant writing: Moving from generating ideas to applying to grants that matter.
The International Journal of Psychiatry in Medicine, 52
(3), 236-244.
Foundation Center. (2018). GrantSpace: Sample documents. Retrieved from https://grantspace.org/resources/sample-documents/
Note:
You will need to create a log-in to the website to access and download the documents. This is a free service.
Required Media
Foundation Center. (2015, September 10).
Introduction to project budgets
[Video file]. Retrieved from https://grantspace.org/training/introduction-to-project-budgets/
Foundation Center. (2015, April 21).
Introduction to proposal writing
[Video file]. Retrieved from https://grantspace.org/training/introduction-to-proposal-writing-3/
Foundation Center. (2015, September 10).
Introduction to fundraising planning
[Video file]. Retrieved from https://grantspace.org/training/introduction-to-fundraising-planning/
Optional Resources
Association for Research on Nonprofit Organizations and Voluntary Action (ARNOVA). (2012). Retrieved from http://www.arnova.org/
Wald.
Recall that the goal of the Kyoto Protocol was to cut developed co.docxdanas19
Recall that the goal of the Kyoto Protocol was to cut developed countries’ carbon dioxide emission to about 5% to 7% below 1990 levels by 2012. This was a crucial first goal, but the IPCC is calling for carbon dioxide emissions in 2050 to be 60%less than the carbon dioxide emission in 1990.
Many countries were previously condemning the United States because the Bush administration and Congress refused to ratify the Kyoto Protocol. Although the U.S. population in 2010 was only 5% of the world population, 18% of world carbon dioxide emissions that year was produced by the United States (see Table 3). The Obama administration has taken a very different path, assumed responsibility, and took numerous actions that led to a significant decrease of the CO2 emission in the US. This course again changed dramatically by the Trump administration.
Critics of the Kyoto Protocol say that a fairer pact would be for all countries to commit to the same level of carbon dioxide emission per person. Recommendations are by 0.9 metric ton per person in 2050. Average annual carbon dioxide emission in 2010 for developing countries was 2.7 metric ton per person, which is 3 times the IPCC’s recommendation. However, the average annual carbon dioxide emission for developed countries was 10.2 metric tons per person, for US 18 (!) metric tons per person, far above IPCC’s recommendation (see Table 4). GNP, the gross national product, is a measure of a country’s economic strength.
With annual carbon dioxide emissions of 18.1 metric tons per person in 2010, the United States would have to reduce emissions by 95% to meet the standard of 0.9 metric ton per person. This means that Americans would be allowed to emit only 5% of the carbon dioxide that they are currently emitting. Imagine driving your car, heating and cooling your home, using your appliances, using your computer, using your lights, and watching TV only 5% (one-twentieth) of the time that you currently do.
Table 3 Table 4
United States and World Population GNP Ranks and Per-Person Carbon Dioxide Emissions
In the strongest action ever taken in the United States to combat climate change, in August 2015 President Obama unveiled a set of environmental actions devised to sharply cut planet-warming greenhouse gas emissions from the nation’s power plants and ultimately transform America’s electricity industry. These new rules alone will not be enough to shave off that future described above. But experts say that if the rules are combined with similar action from the world’s other major economies, as well as additional action by the future administrations, emissions could level off enough to prevent the worst effects of climate change.
The main argument against stronger actions was that the economy would suffer. Many arguments however show that it is possible for emissions to be significantly reduced without harming a country’s economy. Switzerland, Denmark, J.
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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.
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Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
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Read a selection of your colleagues’ postings.Respond to two or .docx
1. Read a selection of your colleagues’ postings.
Respond 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.
Must use Responses Template below for each Colleague
Question Not Used by Colleague with Suggestions
Comparison of Colleagues Findings with Others and Your Own
Colleagues Workplace Unique Challenges. Use Dyer, et. Al.,
Rational
Insights to Colleagues on Value of the Process
APA References
1st Colleague to Respond to:
2. When it comes to my place of employment, I believe there are a
few status quos that could be changed/improved, from the day
to day tasks I deal with to little things that could be done
differently. With having this in mind, I have come up with the
following:
Ten Questions That Challenge the status Quo at Your Current
Workplace
- Why is it not as easy for employees whom are not
supervisors/leaders to have a say in change?
- How can we improve what is discussed during team meetings?
- What would it take for us to get a day for paperwork without
being penalized?
- What can we do to improve our outcomes with our clients?
- How can we better show improvement in gained and developed
skills?
- How can we increase the support provided by higher ups?
- How can we work on better managing time?
- Why do we make it difficult for employees to move up in this
work field?
- How can we increase profit within each department?
- How can we increase productivity among employees?
One Question for Further Analysis and Importance
After thinking and reading through my questions, I would feel
that the best question I choose for further analysis and
importance is the first one, which is: Why is it not as easy for
employees whom are not supervisors/leaders to have a say in
change?. I personally feel that this question takes place within
each of the other questions I chose. The questions I chose
originated from the perspective of a third party view, but also
from my own perspective as a current employee. As a current
employee within agency and department, I find that over time, it
has not been easy to be heard. I'll either receive a smart ass
reply or be surpassed. It is not to say that others' opinions are
not accounted for, but it is occurs at a very minimum. I believe
that if this were not a question, more innovation would take
place. Having this question posed and better explored would be
3. something of going against the status quo.
One discovery skill from Dyer, et al. (2009) to Overcome
Creativity Barriers
I believe that with my posed selected question, that all of the
discovery skills in the article, The Innovator's DNA (Dyer, et
al.,2009) would fit in some sort of way to assist in increasing
innovation. I think that the skills do fit most jobs and
innovations and changes within not only the work field but
within our personal life as well.
For this discussion I have chosen the discovery skill of number
4, which is experimenting. Again, like my chosen question, I
believe that the skill of experimenting incorporates the other
skills of associating, questioning, observing, and networking.
We are always experimenting something throughout different
stages in life - work and personal. I chose this skill for this
discussion because I believe that in order for the organization to
drive innovation and overcome creativity barriers as well as the
status quo, an organization/team must be able to explore the
different ways for this to occur, that-s part of the
experimenting. Giving employees a say for once in change and
ideas and giving them a chance to show what difference can be
made by their selected idea is part of experimenting and
definitely part of the innovation process. As it states in the
article, experimenting is a very important part of the innovation
process and as been used by several CEOs and big companies
such as with Jeff Bezos and Amazon and Steve Jobs and Apple
(Dyer, et al.,2009, pgs 4&5). It raises self-esteem and growth in
the individual and company.
APA References
Dyer, J. H., Gregersen, H. B., & Christensen, C. M. (2009). The
innovator’s DNA. Harvard Business Review, 87(12), 60–67.
2nd Colleague to Respond to:
Ten Questions That Challenge the status Quo at Your Current
Workplace
4. 1. What if every employee understood how they got paid?
2. What if everyone in my department was more acceptance
of change?
3. What if everyone in my department came up with creative
solutions?
4. What if every procedure was systematic and manual
processes where a thing of the past?
5. What if each employee worked at their highest
performance level every day?
6. What if we truly rearranged the work environment to
influence more creativity?
7. What if everyone respected the Payroll Department?
8. What if employees had more down time to allow for
“idea time?”
9. What if everyone in my department could select their
own individual work schedule?
10. What if there was a better way for employees to contact
the Payroll Department (i.e., a ticket format)?
One Question for Further Analysis and Importance
If I had to select one question for further analysis that I thought
was most important, it would be question number one. What if
every employee understood how they got paid? This question is
not only important because we want every employee to
understand how their contract is paid, but solving this would
also decrease the number of calls and e-mails we get on a daily
basis. If people had more knowledge about how they got paid,
they would in return trust us more and have confidence in our
department. This is currently posing a barrier to innovation
because we spend too much time explaining the same thing over
and over again and we could be using this time for innovative
ideas. This question challenges the status quo of the
organization because there has always been an assumption that
our employees struggle to understand how they are paid and the
only answer given is to “call the Payroll Department” to find
out. For the reasons stated above, this is why I believe question
5. number one is an area that innovation might be needed and
welcomed.
One discovery skill from Dyer, et al. (2009) to Overcome
Creativity Barriers
Even though all five discovery skills are helpful, I was torn
between two to overcome creativity barriers and the status quo
that prompted my question number one to be selected for further
analysis. The first one was the skill of questioning which
challenge common wisdom and question the unquestionable
(Dyer, Gregersen, & Christensen, 2009). The second one was
the skill of networking which find and test ideas through a
network of diverse individuals to give innovators a radically
different perspective (Dyer et al., 2009). I found that the
discovery skill number two, questioning, would suite me best
for this exercise. Questioning enables me to ask things like: If
we did this, what would happen? Why do we do this? Why
should we stop doing this? And what if we did this? (Dyer et
al., 2009). In addition, I truly believe most managers simply
focus on how to make an existing process better, which is just
putting a Band-Aid on an issue instead of actually taking a step
back and challenging the assumptions (Dyer et al., 2009). The
current assumption in my organization is that most people do
not understand how they are paid and the standard protocol is to
wait until you receive your pay check, to then call the Payroll
Department and demand that they explain it to you. This is not
only reactive, no one has ever taken a step back and questioned
how to solve this barrier. Nothing good has come from this
status quo and I am determined to innovate a much needed
solution.
APA References
Dyer, J.H., Gregersen, H.B., & Christensen, C.M. (2009). The
Innovator’s DNA. Harvard Business Review, 87(12), 60-67.
Retrieved
from https://services.hbsp.harvard.edu/lti/links/content-launch
6. Campaign assignment
After 11 years as a police officer and 4 as a county constable,
Steve Radack was elected to represent Precinct 3 on Harris
County Commissioners' Court in 1988, and has served there
ever since. On the last day for candidates to file in December,
2019, Commissioner Radack announced he would not seek
reelection, setting off a scramble of candidates for one of the
most powerful positions in government.
The voters of Precinct 3 have leaned Republican over the past
30 years or so, but growth in the area's minority population
combined with the unpopularity of President Donald Trump
among suburban and exurban voters have made this a
competitive seat in a general election. Republican Donald
Trump carried this area in 2016, despite losing Harris County,
but Democrat Beto O'Rourke carried it in the 2018 senate race.
Before even getting to the general election, though, candidates
have to compete in party primary elections to become their
party's nominee.
For this assignment. You are now the virtual campaign manager
for a candidate for Harris County Commissioner, Precinct 3. If
your client is a Republican, they're trying to win the Republican
Primary. If your client is a Democrat, they're trying to win the
Democratic Primary. Don't worry about the November election
yet. If you were in charge, what would you do to help your
client get elected to this office?
Choose one of the candidates and design a campaign to win the
primary election. Write this assignment as a 2 - 5
page memorandum (memo)(with cited sources) from you, the
campaign manager, to your candidate. Outline the race for them,
how much money you think they need to raise, how you will
raise it for them, what you propose to spend it on, what issues
they should talk about, how you want to deliver their message,
etc.
7. Some things to keep in mind:
· Remember, party primaries are only for that party's voters. If
your candidate's a Republican, you're only campaigning to
Republican voters. If your candidate's a Democrat, you're only
campaigning to Democratic voters.
· Precinct 3 is huge - geographically and demographically. At
1.2 million, it has more people than Montana.
· Nearly half the population is not in the city limits of any city,
meaning county government is the only source of many
government services like law enforcement, parks, libraries and
code enforcement.
· If nobody in your primary race gets a majority (50% plus one)
of the vote, the top two finishers will go to a runoff election on
May 26. Will any voters still be paying attention on May 26?
· Not everybody who lives in Precinct 3 will vote in this
election. Some are under 18 years old, or they're not U.S.
citizens. Some simply won't register or show up. Some voters
just don't vote in party primaries. How do you target people
who are going to vote in this election?
· What sort of people live in your candidate's district. What
motivates them?
· What is your candidate's background and experience? What
will be his or her key issues?
· How much money will you need? How will you raise it? How
will you spend it?
· How will you get your message out? Be cautious about
television. Remember - anybody who lives outside Precinct 3
can't vote for or against your client. You'll waste a lot of money
if you use TV. Same with radio, although radio is a lot cheaper,
so some candidates think it's worth considering. If you use
direct mail, you can mail only to people who are registered to
vote. Or, you can be more surgical - only people registered to
vote who voted in the 2018 general election, for example.
This can be a challenging assignment, but it can also be a lot of
fun. Keep in mind that campaigning is more art than science,
and that there are few absolutely right or wrong answers. If I
8. asked five campaign professionals to do this assignment for the
same candidate, I would probably get five totally different
campaign strategies (and they'd charge me a lot of money).
Hint: Remember, this is a memo to your client, not an
essay about your client. Talk to your client. Do not spend the
first page telling them where they were born, where they went
to college or how many kids they have - they know this already.
Talk to them about your strategy to win the election for them.
Submit in Word. Cite your sources.
Additional Resources
Wait...what's a
"memo?" https://owl.purdue.edu/owl/subject_specific_writing/p
rofessional_technical_writing/memos/sample_memo.html (Links
to an external site.)
Here are the candidates:
Republicans
· Tom Ramsey - https://votetomramsey.com/ (Links to an
external site.)
· Susan Sample - https://votesusansample.com/ (Links to an
external site.)
· Brenda Stardig - https://votebrendastardig.com/ (Links to an
external site.)
Democrats
· Diana Martinez Alexander -
https://www.dianaalexander2020.com/ (Links to an external
site.)
· Zaher Aisa - (no website yet, but he has a Facebook page)
· Erik "Beto" Hassan -
· Michael Moore - https://mooreforcommissioner.com/ (Links to
an external site.)
· Morris Overstreet - (no website yet, but he has a Facebook
page)
· Kristi Thibaut - https://kristithibaut.com/ (Links to an external
site.)
Some facts about Precinct
3: http://www.pct3.com/Portals/45/about/about-
9. pct3.pdf?ver=2019-10-14-085414-447 (Links to an external
site.)
This Harris County Population Report has some useful
information about Precinct
3: https://budget.harriscountytx.gov/doc/Budget/fy2020/approve
d_budget/FY20_Population_Report.pdf (Links to an external
site.)
Here's a more detailed map of Precinct 3 with all the county
facilities: http://www.pct3.com/Portals/45/about/maps/pct3_map
.pdf?ver=2019-10-14-085347-443 (Links to an external site.)
Liberal blogger Charles Kuffner spends a lot of time covering
local elections, including posts of interviews with candidates:
http://offthekuff.com/mt/
Another local blog, Big Jolly Politics, has a lot on local
elections:
http://www.bigjolly.com/
Campaigns and Elections Magazine editor Ron Faucheaux has
an article called "Writing your campaign plan: the seven
components for winning an election":
http://books.google.com/books?id=hWa9QYkFYe4C&lpg=PA66
&ots=fPoZLGe3m2&dq=campaign%20plan%20Faucheux&pg=P
A66#v=onepage&q=campaign%20plan%20Faucheux&f=false
