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Respond & Disagree ! Try to choose a post that you respectfully disagree with. Respond from the perspective of either a union member or the manager of an organization. If your peer provided a real-world example, respond from the opposing perspective referred to in your peer's post. How does the role and purpose of the modern union need to be redefined to effectively serve its membership? “Unions must work to maximize solidarity by empowering unit members, and prioritizing issues based on worker perspectives, unit composition, and geography” (Herbert, 2019). With the option to opt out of the union along with the dues (in the public sector), the employee needs to see the value of remaining in the bargaining unit. This means that the union must be responsive to members concerns at the local level. How does the presence of a union influence the job of the HR professional? In my current position as an HR professional, I work with 8 different unions as well as a group that is unrepresented. Each group has its own pay scales and benefits package that they have negotiated. I have to make sure that they are implemented and maintained correctly. This can be complicated with each group having different rules for overtime, step increases, longevity, paid time off, and special pay for certain duties. We have policies but the collective bargaining agreements (CBA) supersede some of them. When an issue arises, I look at the appropriate CBA and relevant policies to determine the correct course of action. When supervisors meet with employees and the meeting could lead to corrective action, the employee has the right to have a representative from the union at the meeting. This requires that meetings be planned and scheduled. When a contract comes up for bargaining, HR is at the table and it requires significant work in preparing data and negotiating. We also have to make sure that our non-represented group has fair and equitable treatment even though they are not represented. .
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International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Unit V Lesson Notes It is understood that a labor union is an.docx
Unit V: Lesson Notes
It is understood that a labor union is an organization that acts as a filter between its members and the organization in which the members are employed. It has also been identified that the main purpose of labor unions is to give employees the opportunity and power to negotiate for better working conditions, decent wages, and other benefits through collective bargaining. Now that the foundation of collective bargaining has been laid, it is now time to look a little further into some of the issues that employees bargain for.
Whether working in a union or non-union environment, what would be one of your major concerns with employment? When addressing this question, many of you would probably state “compensation/wages” would be the main topic of interest. Sure, there are other perks that you would look for; however, most would not consider employment or would consider leaving current employer for better wages.
According to the textbook, “wages and benefits represent the heart of the collective bargaining process. Guarantee of a certain standard of living and a reasonable return for their productive efforts is the major concern for most union members” (Carrell & Heavrin, 2013, p. 278). This second part of this statement can be said to be true for non-union workers as well. Although there are similarities among non-union and union environments, there are differences in how wages and benefits are determined and implemented.
Non-Union Environment: Most non-union employees do not have the opportunity to negotiate their wages. Most of these organizations have a set pay rate or pay range for all positions. Many organizations conduct job analysis and job evaluations to determine appropriate pay rates. When offered a job, some may try to negotiate on the front end with the hiring manager and/or human resources a certain pay rate. Sometimes, the employee does succeed and the organization may meet the applicant half-way or offer a little more to display true interest in the applicant. However, there are some organizations that will not budge and the applicant would be forced to accept or decline the offer. Even if the applicant does accept the offer, there may be limits on how often raises are given or if they are given at all. Based on experience, sometimes the applicant will accept the job and continue to look at organizations that offer better wages and benefits. Unlike union environments, wages can also differ tremendously among individuals who have the same job title and perform the same duties. This can have a major impact on the organization.
Union Environment: Wages within union environments are negotiated. Pay rates/ranges, along with pay raises, are determined and outlined within the collective bargaining agreement. The pay rates/ranges are set for each job covered under the agreement. Many organizations will conduct job evaluations, wage surveys, and other methods when making wage decisions. Management must look ...
Aligning Strategy with PracticeChapter 14L.docx
Aligning Strategy with Practice
Chapter 14
Learning Objectives
After reading this chapter you should be able to:
Explain the concepts of vertical and horizontal alignment.
Identify the specific human resource practices that fit within each of the basic HR strategies.
Understand how basic competitive and HR strategies can vary, what role human resources can play in strategy formulation, and why human resource management is important for small organizations.
Describe how the field of human resource management is likely to change in upcoming years.
How Can Alignment of HR Practices Make an Organization Effective?
Each human resource practice is in alignment when it is in its proper place relative to other practices and strategic objectives.
Two Types of Alignment
Vertical
Horizontal
Each human resource practice is in alignment when it is in its proper place relative to other practices and strategic objectives.
There are two basic forms of alignment that are commonly discussed as part of strategic management.
Vertical
Horizontal
WHAT ARE TWO BASIC FORMS OF STRATEGIC ALIGNMENT? (LO1)
Figure 14.1 Vertical and Horizontal Alignment
Vertical Alignment
Refers to the positioning of an organization’s human resource management strategy to support the competitive business strategy.
For example the organization might be out of vertical alignment if it seeks to differentiate its products through innovation but adopts a Bargain Laborer HR strategy
Horizontal Alignment
This alignment is concerned with the coordination of parts within the organization.
In human resource management, horizontal alignment refers to the fit of specific practices with other practices.
The selection practice of hiring team players aligns with the performance appraisal practice of reducing competition among employees.
The other form of fit, known as horizontal alignment, concerns the coordination of parts within the organization.
In the specific case of human resource management, horizontal alignment refers to the fit of specific practices with other practices.
The selection practice of seeking employees who are likely to be team players aligns with the performance appraisal practice of reducing competition among employees, for example.
In contrast, practices would not be horizontally aligned if the selection practice focused on hiring team players but the performance appraisal practice emphasized competition and individual achievement.
The selection practice of seeking employees who are likely to be team players aligns with the performance appraisal practice of reducing competition among employees,
HOW DO HR PRACTICES ALIGN WITH ONE ANOTHER? (LO2)
Core Human Resource Practices
Core Human Resource Practices
HR Practices
WHAT ARE SOME OTHER HR ISSUES? (LO3)
Turnaround Strategy
Companies using this strategy lay off employees and look for new approaches to production.
This strategy is compatible with.
HR, 3eAngelo S. DeNisi, Ricky W. GriffnThe amount of value.docx
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The amount of value people create for an organization and what the organization gives them as compensation for that value are important determinants of organizational competitiveness. If employers pay too much for the value created by workers, then profits (and hence competitiveness) will suffer. But if they pay too little or demand too much from their workers for what they are paying, they will suffer in different ways: lower-quality workers, higher turnover, or employee fatigue and stress. Clearly, then, managing compensation and benefits are important activities for any organization. And just as clearly, Nucor managers have a keen understanding of the relationship between worker compensation and company performance.
Compensation and benefits refer to the various types of outcomes employees receive for their time at work. Compensation is the set of rewards that organizations provide to individuals in return for their willingness to perform various jobs and tasks within the organization. Benefits are the various rewards, incentives, and other items of value that an organization provides to its employees beyond wages, salaries, and other forms of financial compensation. The term total compensation is sometimes used to refer to the overall value of financial compensation plus the value of additional benefits that the organization provides.
Compensationis the set of rewards that organizations provide to individuals in return for their willingness to perform various jobs and tasks within the organization.
Benefitsgenerally refer to various rewards, incentives, and other things of value that an organization provides to its employees beyond their wages, salaries, and other forms of direct financial compensation.
In this chapter, we cover the basic concepts of compensation and benefits. We start by examining how compensation strategies are developed, and then we turn to the administration of compensation programs and how organizations evaluate their compensation programs. We look at benefits, discussing the basic reasons for benefit plans and describing different types of benefit plans typically found in organizations. Next we consider the often controversial topic of executive compensation, discussing the basic components of executive-compensation packages and why they are so controversial. We conclude with a discussion of legal issues associated with compensation and benefits and the ways in which organizations can evaluate their compensation and benefit programs.
9-1 DEVELOPING A COMPRATION STRATEGY
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Unit V Lesson Notes It is understood that a labor union is an.docx
Unit V: Lesson Notes
It is understood that a labor union is an organization that acts as a filter between its members and the organization in which the members are employed. It has also been identified that the main purpose of labor unions is to give employees the opportunity and power to negotiate for better working conditions, decent wages, and other benefits through collective bargaining. Now that the foundation of collective bargaining has been laid, it is now time to look a little further into some of the issues that employees bargain for.
Whether working in a union or non-union environment, what would be one of your major concerns with employment? When addressing this question, many of you would probably state “compensation/wages” would be the main topic of interest. Sure, there are other perks that you would look for; however, most would not consider employment or would consider leaving current employer for better wages.
According to the textbook, “wages and benefits represent the heart of the collective bargaining process. Guarantee of a certain standard of living and a reasonable return for their productive efforts is the major concern for most union members” (Carrell & Heavrin, 2013, p. 278). This second part of this statement can be said to be true for non-union workers as well. Although there are similarities among non-union and union environments, there are differences in how wages and benefits are determined and implemented.
Non-Union Environment: Most non-union employees do not have the opportunity to negotiate their wages. Most of these organizations have a set pay rate or pay range for all positions. Many organizations conduct job analysis and job evaluations to determine appropriate pay rates. When offered a job, some may try to negotiate on the front end with the hiring manager and/or human resources a certain pay rate. Sometimes, the employee does succeed and the organization may meet the applicant half-way or offer a little more to display true interest in the applicant. However, there are some organizations that will not budge and the applicant would be forced to accept or decline the offer. Even if the applicant does accept the offer, there may be limits on how often raises are given or if they are given at all. Based on experience, sometimes the applicant will accept the job and continue to look at organizations that offer better wages and benefits. Unlike union environments, wages can also differ tremendously among individuals who have the same job title and perform the same duties. This can have a major impact on the organization.
Union Environment: Wages within union environments are negotiated. Pay rates/ranges, along with pay raises, are determined and outlined within the collective bargaining agreement. The pay rates/ranges are set for each job covered under the agreement. Many organizations will conduct job evaluations, wage surveys, and other methods when making wage decisions. Management must look ...
Aligning Strategy with PracticeChapter 14L.docx
Aligning Strategy with Practice
Chapter 14
Learning Objectives
After reading this chapter you should be able to:
Explain the concepts of vertical and horizontal alignment.
Identify the specific human resource practices that fit within each of the basic HR strategies.
Understand how basic competitive and HR strategies can vary, what role human resources can play in strategy formulation, and why human resource management is important for small organizations.
Describe how the field of human resource management is likely to change in upcoming years.
How Can Alignment of HR Practices Make an Organization Effective?
Each human resource practice is in alignment when it is in its proper place relative to other practices and strategic objectives.
Two Types of Alignment
Vertical
Horizontal
Each human resource practice is in alignment when it is in its proper place relative to other practices and strategic objectives.
There are two basic forms of alignment that are commonly discussed as part of strategic management.
Vertical
Horizontal
WHAT ARE TWO BASIC FORMS OF STRATEGIC ALIGNMENT? (LO1)
Figure 14.1 Vertical and Horizontal Alignment
Vertical Alignment
Refers to the positioning of an organization’s human resource management strategy to support the competitive business strategy.
For example the organization might be out of vertical alignment if it seeks to differentiate its products through innovation but adopts a Bargain Laborer HR strategy
Horizontal Alignment
This alignment is concerned with the coordination of parts within the organization.
In human resource management, horizontal alignment refers to the fit of specific practices with other practices.
The selection practice of hiring team players aligns with the performance appraisal practice of reducing competition among employees.
The other form of fit, known as horizontal alignment, concerns the coordination of parts within the organization.
In the specific case of human resource management, horizontal alignment refers to the fit of specific practices with other practices.
The selection practice of seeking employees who are likely to be team players aligns with the performance appraisal practice of reducing competition among employees, for example.
In contrast, practices would not be horizontally aligned if the selection practice focused on hiring team players but the performance appraisal practice emphasized competition and individual achievement.
The selection practice of seeking employees who are likely to be team players aligns with the performance appraisal practice of reducing competition among employees,
HOW DO HR PRACTICES ALIGN WITH ONE ANOTHER? (LO2)
Core Human Resource Practices
Core Human Resource Practices
HR Practices
WHAT ARE SOME OTHER HR ISSUES? (LO3)
Turnaround Strategy
Companies using this strategy lay off employees and look for new approaches to production.
This strategy is compatible with.
HR, 3eAngelo S. DeNisi, Ricky W. GriffnThe amount of value.docx
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The amount of value people create for an organization and what the organization gives them as compensation for that value are important determinants of organizational competitiveness. If employers pay too much for the value created by workers, then profits (and hence competitiveness) will suffer. But if they pay too little or demand too much from their workers for what they are paying, they will suffer in different ways: lower-quality workers, higher turnover, or employee fatigue and stress. Clearly, then, managing compensation and benefits are important activities for any organization. And just as clearly, Nucor managers have a keen understanding of the relationship between worker compensation and company performance.
Compensation and benefits refer to the various types of outcomes employees receive for their time at work. Compensation is the set of rewards that organizations provide to individuals in return for their willingness to perform various jobs and tasks within the organization. Benefits are the various rewards, incentives, and other items of value that an organization provides to its employees beyond wages, salaries, and other forms of financial compensation. The term total compensation is sometimes used to refer to the overall value of financial compensation plus the value of additional benefits that the organization provides.
Compensationis the set of rewards that organizations provide to individuals in return for their willingness to perform various jobs and tasks within the organization.
Benefitsgenerally refer to various rewards, incentives, and other things of value that an organization provides to its employees beyond their wages, salaries, and other forms of direct financial compensation.
In this chapter, we cover the basic concepts of compensation and benefits. We start by examining how compensation strategies are developed, and then we turn to the administration of compensation programs and how organizations evaluate their compensation programs. We look at benefits, discussing the basic reasons for benefit plans and describing different types of benefit plans typically found in organizations. Next we consider the often controversial topic of executive compensation, discussing the basic components of executive-compensation packages and why they are so controversial. We conclude with a discussion of legal issues associated with compensation and benefits and the ways in which organizations can evaluate their compensation and benefit programs.
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Industrial Psychology MHR 6901, Compensation Management 1 Course Learning O.docx
MHR 6901, Compensation Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the role of employees, employers, unions, and the government in the development of
compensation programs.
1.1 Describe issues that influence an individual’s decision to apply for or accept a specific job.
1.2 Explain how compensation plans can influence the success of an organization.
1.3 Explore how influences outside an organization can affect its compensation plan.
2. Assess the impact of the Civil Rights Act of 1964, the Bennett Amendment, and Executive Order
11246 on compensation practices.
2.1 Outline the provisions of the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246.
2.2 Establish the reasons why the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246 were implemented.
Course/Unit
Learning Outcomes
Learning Activity
1.1 Unit I Essay
1.2 Unit I Essay
1.3 Unit I Essay
2.1 Unit I Essay
2.2 Unit I Essay
Reading Assignment
Chapter 1: Strategic Compensation: A Component of Human Resource Systems
Chapter 2: Contextual Influences on Compensation Practice
Unit Lesson
Hello, and welcome to this course. This course is an introduction to the area of compensation management.
This course looks at how compensation is developed, evaluated, and managed within an organization. You
will examine different theories of compensation management, why employees and non-employees are paid,
the manner in which they are paid, and different types of pay programs.
This course will be broken down into six different parts, which include strategic compensation, bases for pay,
designing compensation systems, employee benefits, compensation challenges, and compensation issues
around the world. When studying bases for pay, you will look at the traditional bases of pay, which include
merit pay, seniority pay, incentive pay, and person-focused pay. You will review pay systems that recognize
employee contributions, are internally consistent, and are competitive within the market. When reviewing
employee benefits, you will review both discretionary benefits and legally required benefits. Compensation
challenges will include the controversy surrounding executive compensation in the United States and paying
contingent or flexible employees. Finally, you will address compensation systems around the word and
compensating expatriates. As you can see, a wide array of compensation issues are present in today’s
workforce.
In this unit, we will concentrate on strategic compensation and some influences on compensation. So, what
do you think of when you hear the words compensation and strategic compensation? Most people think of
UNIT I STUDY GUIDE
Strategic Compensation
MHR 6901, Compensation Management 2
UNIT x STUDY GUIDE
Title
compensation as their pay and benefits, which is basically correct. The ...
Employee relations assignment help
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BUILDING THE TEAM 1BUILDING T.docx
BUILDING THE TEAM 1
BUILDING THE TEAM 9
BUILDING THE TEAM
xxxxxxxx
Strategies for Change
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2 April 2019
Building the Team Strategies for Change
According to Kotter and Cohen, the second stage of change; an organization should build a guiding team to bring the right mastermind people with desired characters on board to effect change within an organization (Hughes, 2016). All employers working in a given organization have different characters with different perception and ideas about change about a specific issue. This stage allows leaders to integrate the minds of all workers and create a team that will foster change and leads it within the organization.
Building a team to address change
There are some ways through which leaders can build their teams in preparation for a change in an organization. First, employers should ensure that there is clarity of issues to the team members team will readily embrace a change when they all understand why, how, when, what and where the change is expected. Also clarifying to the members that the change is likely to affect the organization, employees, chains as well as the customers will make them desire to work in line to effect the change as expected by the management (Harrison, 2017). Clarity is very critical in building teamwork as it addresses “what if” situations enabling the team to plan well as act effectively towards a change. Also, it allows team members to analyze the risks and potential outcomes form a clear line of thoughts and take a perfect path in making the anticipated change a reality. Secondly, in building teams, leaders should embrace thoughts from different members to cultivate the diversity of thinking and acting through innovation. The collaboration of ideas creates an environment where people can connect, share and analyze situations concerning the desired and anticipated change with an entity. Thirdly, the management should encourage critical and strategic thinking in the run to achieving or effecting change. Critical thinking builds strategies since ideas are embraced (Hughes, 2016). The courageous aspect of thinking allows team members to see opportunities in various fields critically, anticipate for the unexpected risks, unleash the hidden excellence pursuit, and work with the motive of charitable purposes thus bringing the managerial change desired by many(Harrison, 2017). Additionally, employers should know the right composition of a team and the aggressiveness of the members of the coalition team.
Showing enthusiasm and commitment to team members
Building a guiding coalition in bringing change to an organization requires a high degree of enthusiasm and commitment. To show enthusiasm and commitment leaders should first consider the level of an organization and the weight if the change anticipated. Through this, leaders may decide to choose a group of 10, 20, or more members to a gu.
Virginia Commonwealth University Region III CRP-RCEP Fact Sheet
The person who assists individuals with disabilities to find and maintain employment using supported employment services has been referred to by a number of different titles. This includes such titles as employment specialist, employment consultant, personal representative, job developer, job-site trainer, and job coach. Regardless of the title, a job coach wears many different hats when supporting an individual in finding and maintaining employment.
The most important roles are those associated with supporting an individual with a disability in finding "real work for real pay", while also providing valuable services to businesses (Wehman, Inge, Revell, & Brooke 2007). As such, a job coach has two customers: the individual with a disability and the employer who will hire the job seeker. These two roles require unique and different skills. A job coach must have the ability to represent the job seeker as a valuable asset to businesses while also being able to identify and facilitate the necessary supports for the individual to become a successful employee.
Some Community Rehabilitation Providers (CRPs) choose to divide these roles into two positions: one of job developer and one of job coach. This can be problematic in that the job developer may know the skills and needs of the individual with a disability, while the job coach may not fully understand the needs of the business. As such, CRPs must realize that splitting the roles of a job coach into multiple positions can create issues that need to be identified and resolved.
This fact sheet discusses the roles of job coaches who work in supported employment programs. The information is presented with the assumption that the job coach who is supporting the job seeker with a disability is also representing this individual to the business. Hopefully, job coaches will use this resource to assist individuals with disabilities in achieving integrated employment outcomes. Additional resources can be found online at VCU's CRP-RCEP website: http://www.crp-rcep.org.
Discussion post AssignmentPlease review lecture notes to ass.docx
Discussion post Assignment
Please review lecture notes to assist with questions
Week 2 Lecture
In Week 2, this course will discuss the uses of incentive pay plans including the pros and cons of the various employee pay plans. This week will also discuss the relationship between performance management and compensation.
Employee incentive compensation programs grew from the philosophy that employees will be driven by rewards. As a result, organizations use incentive compensation programs to produce their targeted results. Organizations reward employees who produce. Organizations need to improve or keep employee motivation and the key is finding out what employees want and value as incentives. There are a variety of incentive pay plans. A few such plans are discretionary bonus plans, annual pay increase plan, profit sharing, retention bonusses and project-based bonus. A common compensation plan is based on the employee’s seniority and hence called “seniority pay.” An employee under this plan receives compensation due to the length of time he/she has been with the organization or tenure with the organization. Many times, this type of plan is found in unionized workforces, however it can be found in many different types of organizations as well. The one issue with this type of plan is the increase in compensation may not be appropriate, especially if the employee is not performing and as a result, it may have a negative impact on the organization. The employee may have an expectation of an increase regardless of performance or organizational productivity. If the organization doesn’t produce, the employee will expect an increase regardless. Another incentive plan is the “merit plan” where employees are paid based on past performance usually during a specific period. The merit plan pays employees for meeting standards or performance goals and can be utilized in conjunction with annual performance evaluations. For this type of pay plan to work, the organization needs to set goals that are obtainable and realistic. Some organizations utilize SMART goals. SMART goals are goals that are set that are specific, measurable, attainable, relevant and time framed. Additionally, employees need to be made aware of the terms of the merit pay plan so they know how and when to reach their goals. Goals should be aligned with the organizational mission, vision and guiding principles. Merit pay programs are not appropriate for all companies and for the plan to be successful, top management must agree to reward the top performers with meaningful pay differentials that match the levels of the employee performance (Martocchio, 2017). Another incentive plan is the “person-centered pay” which is a plan that rewards employees for acquiring job related knowledge, skills or competencies (Martocchio, 2017). The person-centered play plan is not based on job performance. This plan is a means of rewarding employees for their actions acquiring skills. Furthermore, person-ce.
I need someoe to complete the replies for these two posts. Be cert.docx
I need someoe to complete the replies for these two posts.
Be certain you acknowledge their interest and support it with at least 2 scholarly references other than the course textbook that identify the importance of their chosen topic. For instance, if a classmate posted that they want to know more about the Fair Labor Standards Act, your reply might include an example of how FLSA impacts organizations and a second that identifies a current issue for organizations with respect to the FLSA (minimum two external references).
of at least 250 words each. Each reply must also cite at least 2 sources. Must be in APA format, no plagiarism.
1
In an increasingly competitive job market it is important that businesses are equipped to offer the best benefit and compensation packages that they can. In studying strategic compensation, we are afforded the opportunity to learn about compensation and benefit design, as well as the laws and regulations that impact the implementation of benefit and compensation packages. There are several topics that are of particular interest, some of which are discussed below.
One topic that is particularly interesting is retirement plans. The type and availability of various retirement plans has changed dramatically over the past few decades. As our text notes, there has been a fairly substantial decline in defined benefit plan participation, while participation in defined participation plans (Martocchio, 2015). The number of companies that offer employer-sponsored pension plans has also decreased dramatically, with many businesses favoring 401k-type programs, which have favorable tax advantages to both employees and employers. It is important to know the types of retirement plans that are attractive to employees, and manageable for employers. The issue of health insurance, as a part of retirement benefits, is also interesting, and merits additional study.
As someone who has worked for many years in what is considered a flexible job, compensating flexible workers is also of particular interest. One advertised benefit of flexible work is the ability to adapt the work schedule to fit personal needs. Another feature touted by many organizations that use flexible workers, is increased pay in lieu of benefits. Despite the lack benefits such as vacation and sick time, those who use flex employers are required to pay overtime for hours worked greater than 40, as well as paying the premiums for workman’s compensation insurance, among other benefits (Martocchio, 2015). It would certainly be beneficial for me to learn additional information about what types of benefits are legally required, and what benefits an employer might consider offering.
The third topic that I would like to learn more about, is building pay structures that reward employee contributions. When considering these types of plans, one would likely think first of the traditional incentive program found in many sales jobs. Indeed, these commission plans .
Respond 1For better detection of the specific fraud I wou.docx
Respond 1:
For better detection of the specific fraud I would have done an intensive approach of the top down structure of the company. While having assessment of the different structural analysis as well as having electronic data management system which can be analyzed plea for observing any kind of destructions into the company would have been my choice for early detection of the specific scandal. By having multiple financial analysis and also having a specific team to analyses the situation as well as having a find eye on the investment from the company would also have been my main motive to create more ethical working environment without any standard.
By implementing new accounting methods and implementing the new risk management strategies would also have been my main concern. Be specific technological advancements as well as implementation of newer strategies into the organization would have directly helped me too early detect this is specific scandal and to overcome the situation.
While having intense Research and analysis over the financial structure of the company, I would have directly increase the level of implementation of risk management strategies as well as analysis strategies which would have been reduced or stopped the specific situation.
Respond 2:
For this weeks discussion, I decided to tackle the Wells Fargo Account Scandals that rocked us back in 2016 that started with then WF CEO Tim Sloan. There were millions of fake accounts that were created so that the bank would look more profitable, all while the higher ups were also taking this money. Many employees were fired as the accounts were created by them under what was dubbed extreme pressure but regardless, employees knew exactly what they were doing was immoral and also very illegal. Personal information was taken from WF customers and credit cards were opened, accounts were opened and the customers didn't find out until they were no longer able to utilize their accounts. What a scummy thing to do and what a terrible way to find out. I have since terminated my banking with WF because I didn't like their customer service and how unhelpful they usually always were. I have also heard from many sources that individuals that work at WF are treated poorly, have poor insurance and the morale is extremely low. So how does it still stay as one of the largest banks? Whistleblowers alerted authorities of stuff like this happening years prior to the scandal. I think that whistleblowers are effective because they never have to feel like there will be repercussions or negativity and it is a way to report and protect your family.
.
Respond to 1 peers Discussion 6200Choose a colleague’s post .docx
Respond to 1 peers Discussion 6200
Choose a colleague’s post and widen the discussion by offering two additional responses to noted indicators. Please use the Learning Resources to support your answer.
Ashleigh Discussion
· After learning about the character in the Parker Family case study, imagine that you were the school social worker. Which indicators would you have looked for and why.
There were several indicators discussed in the Parker Family video. The fact that she was a teenager, depressed, and had a lack of family support are three factors that stood out to me. “Suicide among adolescents continues to be a national concern, with over 1,900 children in the United States under the age of 20 dying by suicide annually” (Miers, Abbott, & Springer, 2012). She was also displaying signs of being depressed with her friends by losing interest in activities. This is a big indicator for possible suicide because she isn’t thinking clearly. Finally, after the attempted suicide, not only is she prone to try again but her family didn’t seem to care and acted like everything was fine. Her cry for help was not heard.
· How would you have responded to each of those indicators?
If I knew she was depressed I would have tried to get her in to see her doctor and possibly suggest an antidepressant. With the lack of family support, she could do individual counseling and group therapy to listen to other survivors of attempted suicide and work on an outside support system for herself.
· What kinds of questions would you have asked and why?
I would ask Stephanie about what kinds of things make her sad and happy. Also asking about what she does to help cope with stressful situations. Being able to learn how cope with stress can help to create healthy habits later on.
SOCW 6051 2 PEERS
Respond
to at least two colleagues who visited a different site and note similarities and differences between what you had learned and what your colleagues had shared about steps for becoming an ally to that group. Explain the impact of what your colleagues shared in their post.
Ashleigh Discusson post
Post a brief description of the website you visited.
The website I chose to visit was called Thorn. This website was created by Ashton Kutcher and Demi Moore in 2012 that helped to create one solution via technology for catching child human trafficking. They are “able to quickly assess whether new technologies can be repurposed to protect children from sexual exploitation through one of our three strategic pillars: 1) accelerating victim identification 2) equipping platforms, and 3) empowering the public” (Defending Children From Sexual Abuse).
Explain how you might support Veronica and other human trafficking victims incorporating the information you have found.
I would help to support Veronica and other victims by working on building trust and working on the issues of PTSD. Since there are no young support groups, I would create a support group specific fo.
Respond substantively to the initial posts of at least two of your p.docx
Respond substantively to the initial posts of at least two of your peers. Use the links provided by your peers to review their programs’ outcomes and their institutions’ missions, visions, and goals. Do you agree with each peer’s evaluation of the alignment? Do you see any opportunities to improve the alignment?
I have attached 2 classmates discussions for you to respond to
Please respond in 1st person to each classmate
.
Respond 1The AICPA Code of Conduct is based on six princi.docx
Respond 1:
The AICPA Code of Conduct is based on six principles; (1) responsibilities (2) serve the public interest (3) integrity (4) objectivity and independence (5) due care and (6) scope and nature of services. These principles are required practices for all certified public accountants who are members of the AICPA.
1. Responsibilities: Every professional has the obligation and duty to perform every action in order to complete the tasks that were assigned. All members need to work together to ensure that all responsibilities are met in a timely and respective manner.
2. Integrity: This principle can be easily violated by professionals as they can perform actions that are deemed inappropriate. Professionals need to be honest in their work and follow the code of conduct principles. Integrity also is a characteristic of the person performing the action.
Respond 2
The Professional conduct standards that the AICPA members must adhere to are Responsibilities, The Public Interest, Integrity, Objectivity and Independence and Due Care. In my opinion the most violated standards are Responsibility and objectivity and independence.
Responsibility: Often times people forget the responsibility they have to report certain things to shareholders and the general public. Sometimes accountants get caught up in pleasing certain shareholders or even trying to gain from a company that they violate the responsibility of reporting the truth and doing what they were hired to do! They have a responsibility to report on mishandling of money or any issues that may raise a red flag, but often times they just turn a blind eye.
Objectivity and independence: Under the AICPA Code of Professional Conduct, in the performance of any professional service, a member must maintain objectivity and integrity, shall be free of conflicts of interest, and shall not knowingly misrepresent facts. It is really hard to be objective and not biases in this day and age. With the internet and social media, you often come across information that causes you to be objective without even realizing it. But they should try not to have conflict of interest and this is the part that most people violate. Conflict of interest can be as simple as having stock in the company you are an accountant for.
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Respond in the following waysAsk a probing question.Share a.docx
Respond in the following ways:
Ask a probing question.
Share an insight from having read your colleague’s posting.
Offer and support an opinion.
Expand on your colleague’s posting.
You can respond by providing a summary and reference to research in the literature.
.
Respond in a paragraph to the discussion board. In your response.docx
Respond in a paragraph to the discussion board. In your response, do not just agree or disagree, tell the reason for your response. Your response must be at least 100 words. Each answer separately. Use APA 7.
Peer1
Anabel Caraza Cruz
One of the common forms of qualitative data that action researchers analyze is interview data, most commonly in the form of a transcript from the audio recording of the interview. To analyze the data collected from student interviews, I will analyze the interview transcript by carefully reading the transcript to identify broad themes emerging from the data that will help answer my research questions. This in-depth, intimate knowledge and examination of the data will allow me to categorize themes and ideas that will contribute to my understanding of the phenomenon under investigation, and possibly I can find answers to the research questions. The following are guideposts for analyzing data: identify themes, develop a coding scheme, code the data, and finally sort the data by themes (or codes) (Mills, 2018).
Concepts maps are a useful strategy that helps action research participants visualize the major influences that have affected the study (Stringer, 1996, as cited in Mills, 2018). For example, what were the perspectives of the students? Parents? Teachers? Administrators? A concept map gives participants an opportunity to display their analysis of the problem and to determine consistencies and inconsistencies that may exist between the disparate groups. The steps for developing a concept map include the following:
List the major influences that have affected the study of your area of focus.
Develop a visual representation of the major influences (factors) connecting the influences with relationships you know exist (using solid lines) and influences you have a “hunch” about (using dotted lines).
Review the concept map to determine any consistencies or inconsistencies that exist among the influences. This forces you back to your data to see “what’s missing”.
Connecting the data with personal experiences is appropriate because action research is about the teacher researcher's personal teaching practices. The teacher researchers know the study better than anyone else; after all, they have done it in their classroom or school and focused on their students. Interpretations are based on intimate knowledge and understandings of one's school, classroom, teaching, and learning (Mills, 2018). The Highland Park teachers used their prior knowledge of the school's grading system, their students, and their personal grading practices to interpret the data. A second technique for data interpretation involves critical friends. Trusted colleagues may provide the teacher researcher important insights that might have been originally missed. Critical friends may also ask questions about the data that assist the teacher researcher to further clarify the findings. These colleagues may be people that teacher researcher .
Respond in a paragraph the discussion board. In your response,.docx
Respond in a paragraph the discussion board. In your response, do not just agree or disagree, tell the reason for your response. Your response must be at least 100 words. Each answer separately. Use APA 7.
Peer 1
Week 5 Post
Laura Lledo Rodriguez
Week 5 Post
Ethical issues might arise in research that can result in bias outcomes. The researcher faced several ethical issues that were related to the participation of student including nature of participation as well as informed consent. The researcher did not adhere to protocols for informed consent and autonomy to withdraw or participate in the study. Collaboration and participation should be voluntary. Participants should be free to withdraw from the study without consequences. The involuntary nature of participation and lack of informed consent affected the overall results of the study, (Bell, et al., 2018).
The study resulted in an ethical dilemma for the action research team due to the lack of informed consent. One of the ways to resolve this issue is by honoring the participant’s autonomy to make informed decisions concerning participating in the study. Informed consent enables respondents to participate willingly without undue threats or coaching. In addition, it promotes a positive attitude and perception regarding research processes and objectives after and before completing the study. The researcher should also ensure that the principle of beneficence and justice is observed throughout the research procedure.
I believe that research requires extensive knowledge of statistics. Most of the research requires to calculate correlation, mean and medium. The main aim of a study is to identify, describe a concept, and predict or explain a situation or solution to a problem
The duties and responsibilities of researchers include writing proposals and delivering presentations where required (Mills, 2018). Following the strict code of ethics and protecting private and confidential data at all times. Interpreting research specification and coming up with a work plan that satisfies requirements. Conducting research by using books, interviews, gathering data, survey, journal articles, newspaper sources, polls, and questionnaire. Some of the digital research tools that are used by researchers include a blog, skype and wiki. The researcher should interpret, evaluate and analyze trends and patterns.
Record findings by taking written notes and using the appropriate software. Some of the software that the researcher can use include dragon mobile assistance, dragon dictate and dragon dictation. Dragon mobile assistance is a software application used for voice recognition. In addition, the researcher is responsible for protecting and maintaining electronic databases. Assisting with time schedules and budget and anticipating research issues and prompt resolving them. In general, a researcher is responsible for collecting data through experimenting, e.
RESPOND EACH STUDENT 200 WORDSRonnie Sims Week 4 Rodgers vs..docx
RESPOND EACH STUDENT 200 WORDS
Ronnie Sims
Week 4 Rodgers vs. Mackey
Top of Form
Maximizing long term shareholder value is one of the objectives many businesses have in determining their growth and success. Shareholders are regarded as the owners of the companies and so, their worth should always be given the top priority before any other business is considered. However, when corporations act ethically by contributing towards their immediate societies through corporate social responsibility initiatives, they are seen to disregard the shareholder wealth maximization objective. Organizations should strike a balance between community based charity initiatives and taking care of their real owners. Firms that fail to maximize the wealth of their owners have always been at loggerheads and may end up losing their worth in the market. Adding more value to the society than it is to the company may mean lack of understanding of the company and its objectives which is also another recipe for long term failure.
This concept is far more important to businesses, society and individuals in that its understanding facilitates proper coordination between the three extremes. The best position to approach this issue is from Mackey whose ideas stress on the need to balance between organizational objectives and societal needs. According to Hartman, DesJardins, & MacDonald, (2018). When the long-term shareholder value is fully maximized, attention should then focus on the societal needs based on their urgency. Individuals will have a better understanding of the firm, its objectives and the focal areas before its attention is shifted to those outside its realms. Additionally, the society will know where the focus of the organization is and develop a framework that will cater for their needs, instead of depending on the corporation for all their needs.
Bottom of Form
Miguel Bernal
Week 4 Discussion
Top of Form
There are many corporations throughout the world that are successful and some that go under. The ones that survived are the ones that create items that society needs, but also sell their product at a price that people can afford. The job of business managers is to make sure that the company’s investing in technology, buying or maintaining equipment, process running correctly, people are working efficiently, and facilities are in working order. On top of that, workers need to be provided with fair wages and good benefits. If workers feel that they are not getting treated right, they might refuse to work for the company or go on strike. These means that products for that company will not be created and the stock prices start falling. All of these items required money, money helps create the products and money in needed to pay workers. Some of the money is from shareholders, which could also be used for investments. The more shareholders buy stocks, the more money than can flow into the company for expansion of facilities, equipment, human capital, an.
Respond for this posting one paragraph with two references and cita.docx
Respond for this posting one paragraph with two references and citation
Agenda setting is a huge process that involves many steps. According to (Cobb, 2020), agenda setting takes three “streams”, these streams have to work together before a policy problem makes it on the agenda. These three streams are a problem, the solution presented, and the “political will to deal with it.” These three streams can involve a lot of work. First you have a problem, this problem is determined to be a problem by the citizens, government, etc. They prove it is a problem with data to support as evidence. This process alone is lengthy, requires a lot of research and data collection. Next is the solution, sometimes this may be the hardest part. We can have issues with a current policy but, not have a solution to change the policy. Then last you have to have the political support and willingness to deal with the issue. After these three streams are working together, then getting it put on the agenda take persistence and someone to push for it.
Who would be an agenda maker? This could be several people. For one, progressives, these people feel strong about an issue and are persistent to push for change. Senate members also set agendas. They are presented with the problem and solution by regional government officials from state to state. These issues may include for example, the need for a COVID vaccine in Kentucky. This is the problem, with evidence of the number of COVID cases in the region. The solution is to obtain the vaccines, providing the statistics and resources to get them. Then the willingness for the senate member to work with this issue. According to (Milken, 2020), there are several different vaccines available, one being DNA based vaccination and another being inactivated virus. These are two vaccines that will be available in the next couple weeks. This agenda setting was successful, vaccines are being distributed now. The reason for the success was due to the mass casualties and illnesses reported all over the region.
References
Whitman Cobb, W. N. (2020).
Political science today.
(1st ed.). Washington, DC: Sage, CQ Press
Milken Institute. (2020).
Covid-19 Treatment and Vaccine Tracker.
Retrieved from
Milken Institute’s COVID-19 Treatment and Vaccine Tracker tracks the development of treatments and vaccines for COVID-19 at covid-19tracker.milkeninstitute.org #COVID19 #coronavirus #COVID19treatment #COVID19vaccine @MilkenInstitute @FirstPersonSF (Links to an external site.)
.
Respond by Day 7 to at least one of your colleagues postings .docx
Respond by Day 7
to at least
one
of your colleagues' postings in one or more of the following ways:
Ask a probing question.
Share an insight from having read your colleague’s posting.
Offer and support an opinion.
Validate an idea with your own experience.
Make a suggestion.
Expand on your colleague’s posting.
Classmate: Tcj
The two influences that have changed the nature of work are the continually evolving technology and all kinds of researched and invented tests. In the 1990s job performance was still searching for predictors that show workplace standard performance (Borman, Ilgen, & Klimoski, 2003). The world of work most importantly in the industrial and organizational psychology field focuses on human behavior in the workplace with the help of technology. New software’s and fast technologies have made an incredible change in the workplace and how the roles become more efficient and cost-effective in organizations. Databases and networking technology make it possible for operations to function effectively (Bridges, 1994). Additionally, new technology allows us to create automate both assembly and production lines to help cut human labor to increase production. As we grow in our work environments, services and technologies along with new trends have allowed the workforce to emerge and grow. The economy is on the rise with different organizations and firms
Historically providing testing for different reasons still questions the data obtained and the variables. Researchers have done very well isolating tests to perform what it is intended to measure. Testing is used widely to fill certain job positions and seek certain characteristics in an individual for specialized careers. Mr. Alfred Binet who invented the first intelligence test commonly known today as the Binet-Simon scale. The French doctor specialized in a neurological lab in Paris then went to explore the field of psychology (Binet’s Intelligence Test, n.d.).
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Industrial Psychology MHR 6901, Compensation Management 1 Course Learning O.docx
MHR 6901, Compensation Management 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the role of employees, employers, unions, and the government in the development of
compensation programs.
1.1 Describe issues that influence an individual’s decision to apply for or accept a specific job.
1.2 Explain how compensation plans can influence the success of an organization.
1.3 Explore how influences outside an organization can affect its compensation plan.
2. Assess the impact of the Civil Rights Act of 1964, the Bennett Amendment, and Executive Order
11246 on compensation practices.
2.1 Outline the provisions of the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246.
2.2 Establish the reasons why the Civil Rights Act of 1964, the Bennett Amendment, and
Executive Order 11246 were implemented.
Course/Unit
Learning Outcomes
Learning Activity
1.1 Unit I Essay
1.2 Unit I Essay
1.3 Unit I Essay
2.1 Unit I Essay
2.2 Unit I Essay
Reading Assignment
Chapter 1: Strategic Compensation: A Component of Human Resource Systems
Chapter 2: Contextual Influences on Compensation Practice
Unit Lesson
Hello, and welcome to this course. This course is an introduction to the area of compensation management.
This course looks at how compensation is developed, evaluated, and managed within an organization. You
will examine different theories of compensation management, why employees and non-employees are paid,
the manner in which they are paid, and different types of pay programs.
This course will be broken down into six different parts, which include strategic compensation, bases for pay,
designing compensation systems, employee benefits, compensation challenges, and compensation issues
around the world. When studying bases for pay, you will look at the traditional bases of pay, which include
merit pay, seniority pay, incentive pay, and person-focused pay. You will review pay systems that recognize
employee contributions, are internally consistent, and are competitive within the market. When reviewing
employee benefits, you will review both discretionary benefits and legally required benefits. Compensation
challenges will include the controversy surrounding executive compensation in the United States and paying
contingent or flexible employees. Finally, you will address compensation systems around the word and
compensating expatriates. As you can see, a wide array of compensation issues are present in today’s
workforce.
In this unit, we will concentrate on strategic compensation and some influences on compensation. So, what
do you think of when you hear the words compensation and strategic compensation? Most people think of
UNIT I STUDY GUIDE
Strategic Compensation
MHR 6901, Compensation Management 2
UNIT x STUDY GUIDE
Title
compensation as their pay and benefits, which is basically correct. The ...
Employee relations assignment help
Get affordable online HND Assignment Help for Unit 20 Employee Relations Assignment Help, part of Pearson Level 5 HND course taught in most colleges in UK.
BUILDING THE TEAM 1BUILDING T.docx
BUILDING THE TEAM 1
BUILDING THE TEAM 9
BUILDING THE TEAM
xxxxxxxx
Strategies for Change
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2 April 2019
Building the Team Strategies for Change
According to Kotter and Cohen, the second stage of change; an organization should build a guiding team to bring the right mastermind people with desired characters on board to effect change within an organization (Hughes, 2016). All employers working in a given organization have different characters with different perception and ideas about change about a specific issue. This stage allows leaders to integrate the minds of all workers and create a team that will foster change and leads it within the organization.
Building a team to address change
There are some ways through which leaders can build their teams in preparation for a change in an organization. First, employers should ensure that there is clarity of issues to the team members team will readily embrace a change when they all understand why, how, when, what and where the change is expected. Also clarifying to the members that the change is likely to affect the organization, employees, chains as well as the customers will make them desire to work in line to effect the change as expected by the management (Harrison, 2017). Clarity is very critical in building teamwork as it addresses “what if” situations enabling the team to plan well as act effectively towards a change. Also, it allows team members to analyze the risks and potential outcomes form a clear line of thoughts and take a perfect path in making the anticipated change a reality. Secondly, in building teams, leaders should embrace thoughts from different members to cultivate the diversity of thinking and acting through innovation. The collaboration of ideas creates an environment where people can connect, share and analyze situations concerning the desired and anticipated change with an entity. Thirdly, the management should encourage critical and strategic thinking in the run to achieving or effecting change. Critical thinking builds strategies since ideas are embraced (Hughes, 2016). The courageous aspect of thinking allows team members to see opportunities in various fields critically, anticipate for the unexpected risks, unleash the hidden excellence pursuit, and work with the motive of charitable purposes thus bringing the managerial change desired by many(Harrison, 2017). Additionally, employers should know the right composition of a team and the aggressiveness of the members of the coalition team.
Showing enthusiasm and commitment to team members
Building a guiding coalition in bringing change to an organization requires a high degree of enthusiasm and commitment. To show enthusiasm and commitment leaders should first consider the level of an organization and the weight if the change anticipated. Through this, leaders may decide to choose a group of 10, 20, or more members to a gu.
Virginia Commonwealth University Region III CRP-RCEP Fact Sheet
The person who assists individuals with disabilities to find and maintain employment using supported employment services has been referred to by a number of different titles. This includes such titles as employment specialist, employment consultant, personal representative, job developer, job-site trainer, and job coach. Regardless of the title, a job coach wears many different hats when supporting an individual in finding and maintaining employment.
The most important roles are those associated with supporting an individual with a disability in finding "real work for real pay", while also providing valuable services to businesses (Wehman, Inge, Revell, & Brooke 2007). As such, a job coach has two customers: the individual with a disability and the employer who will hire the job seeker. These two roles require unique and different skills. A job coach must have the ability to represent the job seeker as a valuable asset to businesses while also being able to identify and facilitate the necessary supports for the individual to become a successful employee.
Some Community Rehabilitation Providers (CRPs) choose to divide these roles into two positions: one of job developer and one of job coach. This can be problematic in that the job developer may know the skills and needs of the individual with a disability, while the job coach may not fully understand the needs of the business. As such, CRPs must realize that splitting the roles of a job coach into multiple positions can create issues that need to be identified and resolved.
This fact sheet discusses the roles of job coaches who work in supported employment programs. The information is presented with the assumption that the job coach who is supporting the job seeker with a disability is also representing this individual to the business. Hopefully, job coaches will use this resource to assist individuals with disabilities in achieving integrated employment outcomes. Additional resources can be found online at VCU's CRP-RCEP website: http://www.crp-rcep.org.
Discussion post AssignmentPlease review lecture notes to ass.docx
Discussion post Assignment
Please review lecture notes to assist with questions
Week 2 Lecture
In Week 2, this course will discuss the uses of incentive pay plans including the pros and cons of the various employee pay plans. This week will also discuss the relationship between performance management and compensation.
Employee incentive compensation programs grew from the philosophy that employees will be driven by rewards. As a result, organizations use incentive compensation programs to produce their targeted results. Organizations reward employees who produce. Organizations need to improve or keep employee motivation and the key is finding out what employees want and value as incentives. There are a variety of incentive pay plans. A few such plans are discretionary bonus plans, annual pay increase plan, profit sharing, retention bonusses and project-based bonus. A common compensation plan is based on the employee’s seniority and hence called “seniority pay.” An employee under this plan receives compensation due to the length of time he/she has been with the organization or tenure with the organization. Many times, this type of plan is found in unionized workforces, however it can be found in many different types of organizations as well. The one issue with this type of plan is the increase in compensation may not be appropriate, especially if the employee is not performing and as a result, it may have a negative impact on the organization. The employee may have an expectation of an increase regardless of performance or organizational productivity. If the organization doesn’t produce, the employee will expect an increase regardless. Another incentive plan is the “merit plan” where employees are paid based on past performance usually during a specific period. The merit plan pays employees for meeting standards or performance goals and can be utilized in conjunction with annual performance evaluations. For this type of pay plan to work, the organization needs to set goals that are obtainable and realistic. Some organizations utilize SMART goals. SMART goals are goals that are set that are specific, measurable, attainable, relevant and time framed. Additionally, employees need to be made aware of the terms of the merit pay plan so they know how and when to reach their goals. Goals should be aligned with the organizational mission, vision and guiding principles. Merit pay programs are not appropriate for all companies and for the plan to be successful, top management must agree to reward the top performers with meaningful pay differentials that match the levels of the employee performance (Martocchio, 2017). Another incentive plan is the “person-centered pay” which is a plan that rewards employees for acquiring job related knowledge, skills or competencies (Martocchio, 2017). The person-centered play plan is not based on job performance. This plan is a means of rewarding employees for their actions acquiring skills. Furthermore, person-ce.
I need someoe to complete the replies for these two posts. Be cert.docx
I need someoe to complete the replies for these two posts.
Be certain you acknowledge their interest and support it with at least 2 scholarly references other than the course textbook that identify the importance of their chosen topic. For instance, if a classmate posted that they want to know more about the Fair Labor Standards Act, your reply might include an example of how FLSA impacts organizations and a second that identifies a current issue for organizations with respect to the FLSA (minimum two external references).
of at least 250 words each. Each reply must also cite at least 2 sources. Must be in APA format, no plagiarism.
1
In an increasingly competitive job market it is important that businesses are equipped to offer the best benefit and compensation packages that they can. In studying strategic compensation, we are afforded the opportunity to learn about compensation and benefit design, as well as the laws and regulations that impact the implementation of benefit and compensation packages. There are several topics that are of particular interest, some of which are discussed below.
One topic that is particularly interesting is retirement plans. The type and availability of various retirement plans has changed dramatically over the past few decades. As our text notes, there has been a fairly substantial decline in defined benefit plan participation, while participation in defined participation plans (Martocchio, 2015). The number of companies that offer employer-sponsored pension plans has also decreased dramatically, with many businesses favoring 401k-type programs, which have favorable tax advantages to both employees and employers. It is important to know the types of retirement plans that are attractive to employees, and manageable for employers. The issue of health insurance, as a part of retirement benefits, is also interesting, and merits additional study.
As someone who has worked for many years in what is considered a flexible job, compensating flexible workers is also of particular interest. One advertised benefit of flexible work is the ability to adapt the work schedule to fit personal needs. Another feature touted by many organizations that use flexible workers, is increased pay in lieu of benefits. Despite the lack benefits such as vacation and sick time, those who use flex employers are required to pay overtime for hours worked greater than 40, as well as paying the premiums for workman’s compensation insurance, among other benefits (Martocchio, 2015). It would certainly be beneficial for me to learn additional information about what types of benefits are legally required, and what benefits an employer might consider offering.
The third topic that I would like to learn more about, is building pay structures that reward employee contributions. When considering these types of plans, one would likely think first of the traditional incentive program found in many sales jobs. Indeed, these commission plans .
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Discussion post AssignmentPlease review lecture notes to ass.docx
Discussion post AssignmentPlease review lecture notes to ass.docx
I need someoe to complete the replies for these two posts. Be cert.docx
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More from peggyd2
Respond 1For better detection of the specific fraud I wou.docx
Respond 1:
For better detection of the specific fraud I would have done an intensive approach of the top down structure of the company. While having assessment of the different structural analysis as well as having electronic data management system which can be analyzed plea for observing any kind of destructions into the company would have been my choice for early detection of the specific scandal. By having multiple financial analysis and also having a specific team to analyses the situation as well as having a find eye on the investment from the company would also have been my main motive to create more ethical working environment without any standard.
By implementing new accounting methods and implementing the new risk management strategies would also have been my main concern. Be specific technological advancements as well as implementation of newer strategies into the organization would have directly helped me too early detect this is specific scandal and to overcome the situation.
While having intense Research and analysis over the financial structure of the company, I would have directly increase the level of implementation of risk management strategies as well as analysis strategies which would have been reduced or stopped the specific situation.
Respond 2:
For this weeks discussion, I decided to tackle the Wells Fargo Account Scandals that rocked us back in 2016 that started with then WF CEO Tim Sloan. There were millions of fake accounts that were created so that the bank would look more profitable, all while the higher ups were also taking this money. Many employees were fired as the accounts were created by them under what was dubbed extreme pressure but regardless, employees knew exactly what they were doing was immoral and also very illegal. Personal information was taken from WF customers and credit cards were opened, accounts were opened and the customers didn't find out until they were no longer able to utilize their accounts. What a scummy thing to do and what a terrible way to find out. I have since terminated my banking with WF because I didn't like their customer service and how unhelpful they usually always were. I have also heard from many sources that individuals that work at WF are treated poorly, have poor insurance and the morale is extremely low. So how does it still stay as one of the largest banks? Whistleblowers alerted authorities of stuff like this happening years prior to the scandal. I think that whistleblowers are effective because they never have to feel like there will be repercussions or negativity and it is a way to report and protect your family.
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Respond to 1 peers Discussion 6200Choose a colleague’s post .docx
Respond to 1 peers Discussion 6200
Choose a colleague’s post and widen the discussion by offering two additional responses to noted indicators. Please use the Learning Resources to support your answer.
Ashleigh Discussion
· After learning about the character in the Parker Family case study, imagine that you were the school social worker. Which indicators would you have looked for and why.
There were several indicators discussed in the Parker Family video. The fact that she was a teenager, depressed, and had a lack of family support are three factors that stood out to me. “Suicide among adolescents continues to be a national concern, with over 1,900 children in the United States under the age of 20 dying by suicide annually” (Miers, Abbott, & Springer, 2012). She was also displaying signs of being depressed with her friends by losing interest in activities. This is a big indicator for possible suicide because she isn’t thinking clearly. Finally, after the attempted suicide, not only is she prone to try again but her family didn’t seem to care and acted like everything was fine. Her cry for help was not heard.
· How would you have responded to each of those indicators?
If I knew she was depressed I would have tried to get her in to see her doctor and possibly suggest an antidepressant. With the lack of family support, she could do individual counseling and group therapy to listen to other survivors of attempted suicide and work on an outside support system for herself.
· What kinds of questions would you have asked and why?
I would ask Stephanie about what kinds of things make her sad and happy. Also asking about what she does to help cope with stressful situations. Being able to learn how cope with stress can help to create healthy habits later on.
SOCW 6051 2 PEERS
Respond
to at least two colleagues who visited a different site and note similarities and differences between what you had learned and what your colleagues had shared about steps for becoming an ally to that group. Explain the impact of what your colleagues shared in their post.
Ashleigh Discusson post
Post a brief description of the website you visited.
The website I chose to visit was called Thorn. This website was created by Ashton Kutcher and Demi Moore in 2012 that helped to create one solution via technology for catching child human trafficking. They are “able to quickly assess whether new technologies can be repurposed to protect children from sexual exploitation through one of our three strategic pillars: 1) accelerating victim identification 2) equipping platforms, and 3) empowering the public” (Defending Children From Sexual Abuse).
Explain how you might support Veronica and other human trafficking victims incorporating the information you have found.
I would help to support Veronica and other victims by working on building trust and working on the issues of PTSD. Since there are no young support groups, I would create a support group specific fo.
Respond substantively to the initial posts of at least two of your p.docx
Respond substantively to the initial posts of at least two of your peers. Use the links provided by your peers to review their programs’ outcomes and their institutions’ missions, visions, and goals. Do you agree with each peer’s evaluation of the alignment? Do you see any opportunities to improve the alignment?
I have attached 2 classmates discussions for you to respond to
Please respond in 1st person to each classmate
.
Respond 1The AICPA Code of Conduct is based on six princi.docx
Respond 1:
The AICPA Code of Conduct is based on six principles; (1) responsibilities (2) serve the public interest (3) integrity (4) objectivity and independence (5) due care and (6) scope and nature of services. These principles are required practices for all certified public accountants who are members of the AICPA.
1. Responsibilities: Every professional has the obligation and duty to perform every action in order to complete the tasks that were assigned. All members need to work together to ensure that all responsibilities are met in a timely and respective manner.
2. Integrity: This principle can be easily violated by professionals as they can perform actions that are deemed inappropriate. Professionals need to be honest in their work and follow the code of conduct principles. Integrity also is a characteristic of the person performing the action.
Respond 2
The Professional conduct standards that the AICPA members must adhere to are Responsibilities, The Public Interest, Integrity, Objectivity and Independence and Due Care. In my opinion the most violated standards are Responsibility and objectivity and independence.
Responsibility: Often times people forget the responsibility they have to report certain things to shareholders and the general public. Sometimes accountants get caught up in pleasing certain shareholders or even trying to gain from a company that they violate the responsibility of reporting the truth and doing what they were hired to do! They have a responsibility to report on mishandling of money or any issues that may raise a red flag, but often times they just turn a blind eye.
Objectivity and independence: Under the AICPA Code of Professional Conduct, in the performance of any professional service, a member must maintain objectivity and integrity, shall be free of conflicts of interest, and shall not knowingly misrepresent facts. It is really hard to be objective and not biases in this day and age. With the internet and social media, you often come across information that causes you to be objective without even realizing it. But they should try not to have conflict of interest and this is the part that most people violate. Conflict of interest can be as simple as having stock in the company you are an accountant for.
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Respond in the following waysAsk a probing question.Share a.docx
Respond in the following ways:
Ask a probing question.
Share an insight from having read your colleague’s posting.
Offer and support an opinion.
Expand on your colleague’s posting.
You can respond by providing a summary and reference to research in the literature.
.
Respond in a paragraph to the discussion board. In your response.docx
Respond in a paragraph to the discussion board. In your response, do not just agree or disagree, tell the reason for your response. Your response must be at least 100 words. Each answer separately. Use APA 7.
Peer1
Anabel Caraza Cruz
One of the common forms of qualitative data that action researchers analyze is interview data, most commonly in the form of a transcript from the audio recording of the interview. To analyze the data collected from student interviews, I will analyze the interview transcript by carefully reading the transcript to identify broad themes emerging from the data that will help answer my research questions. This in-depth, intimate knowledge and examination of the data will allow me to categorize themes and ideas that will contribute to my understanding of the phenomenon under investigation, and possibly I can find answers to the research questions. The following are guideposts for analyzing data: identify themes, develop a coding scheme, code the data, and finally sort the data by themes (or codes) (Mills, 2018).
Concepts maps are a useful strategy that helps action research participants visualize the major influences that have affected the study (Stringer, 1996, as cited in Mills, 2018). For example, what were the perspectives of the students? Parents? Teachers? Administrators? A concept map gives participants an opportunity to display their analysis of the problem and to determine consistencies and inconsistencies that may exist between the disparate groups. The steps for developing a concept map include the following:
List the major influences that have affected the study of your area of focus.
Develop a visual representation of the major influences (factors) connecting the influences with relationships you know exist (using solid lines) and influences you have a “hunch” about (using dotted lines).
Review the concept map to determine any consistencies or inconsistencies that exist among the influences. This forces you back to your data to see “what’s missing”.
Connecting the data with personal experiences is appropriate because action research is about the teacher researcher's personal teaching practices. The teacher researchers know the study better than anyone else; after all, they have done it in their classroom or school and focused on their students. Interpretations are based on intimate knowledge and understandings of one's school, classroom, teaching, and learning (Mills, 2018). The Highland Park teachers used their prior knowledge of the school's grading system, their students, and their personal grading practices to interpret the data. A second technique for data interpretation involves critical friends. Trusted colleagues may provide the teacher researcher important insights that might have been originally missed. Critical friends may also ask questions about the data that assist the teacher researcher to further clarify the findings. These colleagues may be people that teacher researcher .
Respond in a paragraph the discussion board. In your response,.docx
Respond in a paragraph the discussion board. In your response, do not just agree or disagree, tell the reason for your response. Your response must be at least 100 words. Each answer separately. Use APA 7.
Peer 1
Week 5 Post
Laura Lledo Rodriguez
Week 5 Post
Ethical issues might arise in research that can result in bias outcomes. The researcher faced several ethical issues that were related to the participation of student including nature of participation as well as informed consent. The researcher did not adhere to protocols for informed consent and autonomy to withdraw or participate in the study. Collaboration and participation should be voluntary. Participants should be free to withdraw from the study without consequences. The involuntary nature of participation and lack of informed consent affected the overall results of the study, (Bell, et al., 2018).
The study resulted in an ethical dilemma for the action research team due to the lack of informed consent. One of the ways to resolve this issue is by honoring the participant’s autonomy to make informed decisions concerning participating in the study. Informed consent enables respondents to participate willingly without undue threats or coaching. In addition, it promotes a positive attitude and perception regarding research processes and objectives after and before completing the study. The researcher should also ensure that the principle of beneficence and justice is observed throughout the research procedure.
I believe that research requires extensive knowledge of statistics. Most of the research requires to calculate correlation, mean and medium. The main aim of a study is to identify, describe a concept, and predict or explain a situation or solution to a problem
The duties and responsibilities of researchers include writing proposals and delivering presentations where required (Mills, 2018). Following the strict code of ethics and protecting private and confidential data at all times. Interpreting research specification and coming up with a work plan that satisfies requirements. Conducting research by using books, interviews, gathering data, survey, journal articles, newspaper sources, polls, and questionnaire. Some of the digital research tools that are used by researchers include a blog, skype and wiki. The researcher should interpret, evaluate and analyze trends and patterns.
Record findings by taking written notes and using the appropriate software. Some of the software that the researcher can use include dragon mobile assistance, dragon dictate and dragon dictation. Dragon mobile assistance is a software application used for voice recognition. In addition, the researcher is responsible for protecting and maintaining electronic databases. Assisting with time schedules and budget and anticipating research issues and prompt resolving them. In general, a researcher is responsible for collecting data through experimenting, e.
RESPOND EACH STUDENT 200 WORDSRonnie Sims Week 4 Rodgers vs..docx
RESPOND EACH STUDENT 200 WORDS
Ronnie Sims
Week 4 Rodgers vs. Mackey
Top of Form
Maximizing long term shareholder value is one of the objectives many businesses have in determining their growth and success. Shareholders are regarded as the owners of the companies and so, their worth should always be given the top priority before any other business is considered. However, when corporations act ethically by contributing towards their immediate societies through corporate social responsibility initiatives, they are seen to disregard the shareholder wealth maximization objective. Organizations should strike a balance between community based charity initiatives and taking care of their real owners. Firms that fail to maximize the wealth of their owners have always been at loggerheads and may end up losing their worth in the market. Adding more value to the society than it is to the company may mean lack of understanding of the company and its objectives which is also another recipe for long term failure.
This concept is far more important to businesses, society and individuals in that its understanding facilitates proper coordination between the three extremes. The best position to approach this issue is from Mackey whose ideas stress on the need to balance between organizational objectives and societal needs. According to Hartman, DesJardins, & MacDonald, (2018). When the long-term shareholder value is fully maximized, attention should then focus on the societal needs based on their urgency. Individuals will have a better understanding of the firm, its objectives and the focal areas before its attention is shifted to those outside its realms. Additionally, the society will know where the focus of the organization is and develop a framework that will cater for their needs, instead of depending on the corporation for all their needs.
Bottom of Form
Miguel Bernal
Week 4 Discussion
Top of Form
There are many corporations throughout the world that are successful and some that go under. The ones that survived are the ones that create items that society needs, but also sell their product at a price that people can afford. The job of business managers is to make sure that the company’s investing in technology, buying or maintaining equipment, process running correctly, people are working efficiently, and facilities are in working order. On top of that, workers need to be provided with fair wages and good benefits. If workers feel that they are not getting treated right, they might refuse to work for the company or go on strike. These means that products for that company will not be created and the stock prices start falling. All of these items required money, money helps create the products and money in needed to pay workers. Some of the money is from shareholders, which could also be used for investments. The more shareholders buy stocks, the more money than can flow into the company for expansion of facilities, equipment, human capital, an.
Respond for this posting one paragraph with two references and cita.docx
Respond for this posting one paragraph with two references and citation
Agenda setting is a huge process that involves many steps. According to (Cobb, 2020), agenda setting takes three “streams”, these streams have to work together before a policy problem makes it on the agenda. These three streams are a problem, the solution presented, and the “political will to deal with it.” These three streams can involve a lot of work. First you have a problem, this problem is determined to be a problem by the citizens, government, etc. They prove it is a problem with data to support as evidence. This process alone is lengthy, requires a lot of research and data collection. Next is the solution, sometimes this may be the hardest part. We can have issues with a current policy but, not have a solution to change the policy. Then last you have to have the political support and willingness to deal with the issue. After these three streams are working together, then getting it put on the agenda take persistence and someone to push for it.
Who would be an agenda maker? This could be several people. For one, progressives, these people feel strong about an issue and are persistent to push for change. Senate members also set agendas. They are presented with the problem and solution by regional government officials from state to state. These issues may include for example, the need for a COVID vaccine in Kentucky. This is the problem, with evidence of the number of COVID cases in the region. The solution is to obtain the vaccines, providing the statistics and resources to get them. Then the willingness for the senate member to work with this issue. According to (Milken, 2020), there are several different vaccines available, one being DNA based vaccination and another being inactivated virus. These are two vaccines that will be available in the next couple weeks. This agenda setting was successful, vaccines are being distributed now. The reason for the success was due to the mass casualties and illnesses reported all over the region.
References
Whitman Cobb, W. N. (2020).
Political science today.
(1st ed.). Washington, DC: Sage, CQ Press
Milken Institute. (2020).
Covid-19 Treatment and Vaccine Tracker.
Retrieved from
Milken Institute’s COVID-19 Treatment and Vaccine Tracker tracks the development of treatments and vaccines for COVID-19 at covid-19tracker.milkeninstitute.org #COVID19 #coronavirus #COVID19treatment #COVID19vaccine @MilkenInstitute @FirstPersonSF (Links to an external site.)
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Respond by Day 7 to at least one of your colleagues postings .docx
Respond by Day 7
to at least
one
of your colleagues' postings in one or more of the following ways:
Ask a probing question.
Share an insight from having read your colleague’s posting.
Offer and support an opinion.
Validate an idea with your own experience.
Make a suggestion.
Expand on your colleague’s posting.
Classmate: Tcj
The two influences that have changed the nature of work are the continually evolving technology and all kinds of researched and invented tests. In the 1990s job performance was still searching for predictors that show workplace standard performance (Borman, Ilgen, & Klimoski, 2003). The world of work most importantly in the industrial and organizational psychology field focuses on human behavior in the workplace with the help of technology. New software’s and fast technologies have made an incredible change in the workplace and how the roles become more efficient and cost-effective in organizations. Databases and networking technology make it possible for operations to function effectively (Bridges, 1994). Additionally, new technology allows us to create automate both assembly and production lines to help cut human labor to increase production. As we grow in our work environments, services and technologies along with new trends have allowed the workforce to emerge and grow. The economy is on the rise with different organizations and firms
Historically providing testing for different reasons still questions the data obtained and the variables. Researchers have done very well isolating tests to perform what it is intended to measure. Testing is used widely to fill certain job positions and seek certain characteristics in an individual for specialized careers. Mr. Alfred Binet who invented the first intelligence test commonly known today as the Binet-Simon scale. The French doctor specialized in a neurological lab in Paris then went to explore the field of psychology (Binet’s Intelligence Test, n.d.).
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Respond by providing at least two contributions for improving .docx
Respond
by providing at least two contributions for improving or including in their Parent Guide and at least two things that you like about their guide.
NOTE: Positive comment
Main Discussion
ADHD Parent Guide
Attention-deficit/hyperactivity disorder (ADHD) is defined as a chronic neurological disorder characterized by a persistent pattern of inattention and/or hyperactivity/impulsivity. In 2016, it is estimated that 6.1 million or 9.4% of children had a diagnosis of ADHD (
Centers for Disease Control and Prevention
, n.d.). A diagnosis of ADHD can be both confusing and welcomed. Confusing because the details of the diagnosis are unknown but welcomed because the parents and child finally have a “why” for the child’s difficulties. This parent guide will discuss the pathophysiolology, diagnosing, signs/symptoms, treatment options, and other aspects involved in an ADHD diagnosis.
Pathophysiology
Many research studies suggest ADHD may be caused by interactions between genes and environmental or non-genetic factors. Many cases of ADHD have a genetic origin. A child is 50% more likely to have ADHD if their parent was diagnosed with the condition and 25% of the children with ADHD have parents who have met the criteria for a diagnosis of ADHD. Other factors that can contribute to ADHD is substance use, low birth weight, brain injuries and exposure to some environmental toxins.
ADHD is a result of neurotransmitter disease dysfunction, that effect dopamine and norepinephrine. Dopamine has a role in a person's ability to learn and reinforcing trained response to various situations. Dopamine also plays and important role in "working memory"(
Attention-deficit Hyperactivity Disorder
, 2004). Norepinephrine effects a person's alertness and attention. Norepinephrine is activated by novel and important stimuli and are quiescent during sleep.
Environmental factors of ADHD is a result of a toxin such as lead or other nuero-toxic substances that may result in delayed development of the child's brain before, during or birth. Substance abuse is a very common cause of pre- and perinatal factors that may result in ADHD. Exposure of the fetus to alcohol is associated with a reduction in the volume of the prefrontal and temporal cortices, the brain areas involved in regulation of attention and control of impulsivity. (
Attention-deficit Hyperactivity Disorder
, 2004)
Diagnosing ADHD
While there is no single test to diagnosis ADHD, there are ways to obtain an accurate diagnosis.
Who diagnosis ADHD?
There are many health care professionals who are qualified to diagnose ADHD. These professionals include but are not limited to psychiatrist, psychiatric mental health nurse practitioner (PMHNP), licensed master social worker (LMSW), licensed professional counselor (LPC), neurologist, pediatricians, and primary care physicians. If there is a concern that a ch.
Respond agree or disagreeVulnerabilities in system design can .docx
Respond agree or disagree
Vulnerabilities in system design can be detrimental to any network, large or small any flaw that can be exploited should not be taken lightly. Engineers generally assume that mechanisms serve their intended purpose. Is that always true? The “smarter” something is, the quicker we lose control and become fully dependent on it (Trofimova & Hoske, 2016).
A vulnerability I found is a trust assumption and that is when a designer is aware of a security weakness and determining that a separate security control would compensate for it. However, trust assumptions are often implicit, such as creating a feature without first evaluating the risks it would introduce (Mozilla, 2018). This is something that when designing your system to not underestimate because as the article stated, these assumptions are often complicit and don't take every risk into account which could leave a window open to your system.
Another is always consider the users, this means when designing your network take into account the people that will be using it on a daily basis (IEEE, 2014) Every system is different and complex and therefore requires the designer to know who his users are. The security stance of a software system is inextricably linked to what its users do with it. It is therefore very important that all security-related mechanisms are designed in a manner that makes it easy to deploy, configure, use, and update the system securely. Remember, security is not a feature that can simply be added to a software system, but rather a property emerging from how the system was built and is operated (IEEE, 2014).
Trofimova, E., & Hoske, M. T. 1. [email protected] co. (2016). Retrieved from https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=aci&AN=117494073&site=ehost-live&scope=site
Mozilla. (2018). Vulnerabilities. Retrieved from https://developer.mozilla.org/en-US/docs/Web/Security/Information_Security_Basics/Vulnerabilities
IEEE. (2014). Avoiding the top 10 software security design flaws. Retrieved from https://pdfs.semanticscholar.org/b291/be7d567d63dc60043a8cb1fbbfcfe8d18c83.pdf
Respond agree or disagree
System design vulnerabilities occurs very often and attackers or exploit hunters are always on the hunt for any opportunities that are presented. During the process a product is being developed it is very important to incorporate cybersecurity and quality control teams. This incorporation has brought a new wave that I have seen and currently experiencing in my current role, DevOps. DevOps is a team where Developers and Operations work together to produce a finished product that has been through QA and cybersecurity teams have also made suggestions and participated during the production.
Developers are great at what they do, but often they forfeit some security best practice to make something on their end work. Also, the risk of developers to forget, or simply disregard any input validation thro.
Respond by Day 5 to at least one of your colleagues postings .docx
Respond by Day 5
to at least
one
of your colleagues' postings in one or more of the following ways:
Ask a probing question.
Share an insight from having read your colleague’s posting.
Offer and support an opinion.
Validate an idea with your own experience.
Make a suggestion.
Expand on your colleague’s posting.
Classmate TH
Being the future of this field it is important to understand, recall, and reflect on the historical significance of those who have pioneered the trails that we shall follow. Within historical bounds it is important to understand and have a working knowledge of the work that those pioneers have performed ahead of us, which will all for a better product of consultation. When I recall historical significance within our field I think of the work of Dr. Stanley Silverman and how he was instrumental in the development of the WARS system. The WARS system was developed in conjunction with the University of Michigan in efforts to identify arrogance within organizational leadership. It has been fabled (and later proven fact) that good team members do not typically leave jobs they enjoy, rather the cause of departure is leadership they have problems. The works of Dr. Stanley have proven these speculations time and time again, through his works with some of the most public institutions known today (ie: Disney Entertainment). Through the development of items such as the WARS system work place synergism has been possible for many organizations when faced with adversity within a chain of command and/or leadership structure.
I have been employed in public service for nearly 20 years (it is truly the only career I have ever known). I like many of my tenured colleagues have rose through our ranks from entry level paramedics to high ranking leadership positions. I no longer have high ranking "brass" ever since I decided to modify my career path in efforts to lessen demands and stress. I now fly on medical helicopters in PA and NJ as a crew member which allows my to pursue my true passions of medicine and aviation. The organization which I was part of the prior leadership structure had many safe guards in place to ensure that we all worked as a team in addition to staying "grounded" as managers with certain types of authorities that the "rank and file" did not. We met twice a year with a consultant from Penn State University who would lead various discussion on effective communication. The results which we experienced in staff satisfaction surveys in addition to annual reviews proved to us that this basic training was needed and was effective.
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Respond agree or disagree There is still an argument that whet.docx
Respond agree or disagree
There is still an argument that whether the cloud system provides better security or not. The author clearly states that, the risk management depends on the deployment factors and security infrastructure existing in the organization. The writer also indicates about risk equation to evaluate the pros and cons of cloud regarding risk management and vulnerability (Lindstrom, 2015).
Pros of Cloud in Risk Management and Vulnerability
Scale and Flexibility: Since the need for cloud increases, the importance of managing vulnerability, considering risk management and other important factors also grows dramatically (Zhang, 2017).
Coverage and Visibility: In cloud system, there is a high possibility of coverage and visibility of assets, security and polices and guidelines that will help to understand the risk management and vulnerability of the cloud (Zhang, 2017)
Proactive Response: Security can be embedded during deployment and will provide a better protection method proactively (Zhang, 2017).
Cons of Cloud in Risk Management and Vulnerability
Change in Level of Threat: Due to the availability of the data to more people, there is more activity going on. Attackers use this opportunity to find vulnerability and make an attack. The threat increases once the data is available in the internet (Lindstrom, 2015).
Attackers Cost Benefit: Attackers do not spend more time by research and training. They always calculate their benefit. So, when data is available in the cloud, hackers will get good opportunity to attack the cloud (Lindstrom, 2015).
Deployment Risk: There is a high chance of vulnerability when the application environment is moving from the legacy system to highly distributed, virtualized architecture. The author also explains the possibility of collateral damage simply because the public cloud system is shared with others (Lindstrom, 2015).
Lindstrom, P. (2015). Better Cloud Security: Do the Math. Information security, 12-16. Retrieved from http://eds.a.ebscohost.com.lopes.idm.oclc.org/ehost/detail/detail vid=0&sid=1ad4da93-9ce3-40be-a335-002e2cfe796d%40sdc-v-sessmgr02&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#db=aci&AN=108883675
Zhang, E. (2017, August, 31). Cloud Computing Security Benefits: InfoSec Pros Reveal the Top Benefits of the Cloud. Retrieved from https://digitalguardian.com/blog/cloud computing-security-benefits
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Respond 250 Do you think IGOs create a convergence of state .docx
Respond 250
Do you think IGOs create a convergence of state interest?
Convergence of state interest goes along the same line as socialization with both influenced by interact with other entities (Greenhill 2010, Tanninchev 2015). I think of two examples; US/Soviet cessation of the Cold War (Horelick 1989) and the UK/North Ireland Good Friday Agreement (Mageean and O’Brien 1998).
Since the inception of the Cold War, the US and Soviet Union faced off across the globe both economically (free market versus communism) and militarily (the Cuban Missle Crisis nearly escalated into nuclear war). Robert McNamara, for Secretary of Defense under President Johnson agrued “that the more each reacted to the other’s escalation, the more they had chosen “an insane road to follow.” (Department of State n.d.). Both countries distrusted one another deeply and sought influence around the globe. SALT I and II (never ratified but agreed upon) sought to limit further escalation and stabilize relations (ibid).
The Good Friday Agreements (Kelly n.d.) brought an end to the period known as The Troubles in Northern Ireland. Factions on both sides, Westminister and Belfast, finally agreed to end hostilities with consessions made on both sides. The landmark deal, chaired by Senator George Mitchell at the behest of President Clinton, was the first unification step subsequently follwoed by several other agreements (Landow and Sergie 2020).
This question recalled just one country and its effort towards socialization and that is post WWII Germany. By any reasonable standard, Germany’s post war reconciliation (Rienzi 2015, Johns Hopkins 2015) and reintegration into the global community is the benchmark for other countries to emulate (Evans 2018). Its turn around post-World War II enabled it to be a world leader today. Greenhill (2010) determined, “IGOs can change state behavior through a process of socialization calls for a more optimistic assessment of the effects of participation in international institutions”. In Germany’s case, he is on point though it was considerable internal effort that put the country toward its current status (Rienzi 2015, Johns Hopkins 2015, Evans 2018). His basic point is laying with dogs will get you fleas.
I believe, overall, this is true. Greenhill states, “...socialization effects refer to behavioral changes that presumably come about through changes in the actors’ interest” (2010). However, outliers show the limited effect of OIGs. Russia, North Korea and China, are all members of numerous IGOs but all still have questionable human rights records (HRW n.d.) (HRW n.d.) (HRW n.d.). They are certainly not the only countries with questionable records but, I observe, they are the ones most focused on by the international community. Socialization can occurs but the countries must pursue change, sometimes with help (sanctions) (McMahon 2006), and sometimes with internal forces (Rienzi 2015).
This question certain.
Respiratory Attendance QuestionsDue 114 at 6pPlease an.docx
Respiratory Attendance Questions
Due: 1/14 at 6p
Please answer the 5 questions below for attendance credit. Submit your answers to the proper assignment folder. Please do not share work.
Respiratory illnesses account for the majority of acute illness in children. Typically, four variables influence a child’s respiratory illness. Describe each of these four variables and how they impact a child’s respiratory illness.
You are the nurse tasked with providing Metered Dose Inhaler (MDI) teaching to the parents of an asthmatic child. Please identify key teaching points you would include when presenting this information to the parents.
What is a peak flow meter and what do the results mean in the care of the pediatric patient?
Identify and explain the responsibilities of the members of Interprofessional Care Team necessary for the effective management of a patient with Cystic Fibrosis.
Explain the pathophysiology of Cystic Fibrosis and identify the primary causation for the clinical manifestations a child might experience.
.
Resource Page 69 of Managing Innovation and Entrepreneurship,.docx
Resource:
Page 69 of
Managing Innovation and Entrepreneurship
, Ch. 4 (attached)
Competitive advantage according to Hisrich and Kearney (2014) requires organizations to engage in six processes to maintain innovation. Organizations like Google™, Amazon, Apple®, Android, Facebook®, Siri®, Virgin Group®, Microsoft®, and eBay® have done this successfully.
Select
an organization
other than
those listed above (Google™, Amazon, Apple®, Android, Facebook®, Siri®, Virgin Group®, Microsoft®, and eBay®) to explore competitive advantage and the six processes to maintain innovation discussed in Hisrich and Kearney (2014).
Write
a 700- to 1,050-word paper in which you analyze how the selected organization is meeting the concepts of Competitive Advantages as outlined in Hisrich and Kearney (2014), on page 69 and also include in your analysis information about the following:
The organizational leadership philosophy on innovation.
Activities the organization is actively engaged in to sustain competitive advantage within its industry.
R&D initiatives the organization is involved in for long-term competitive advantage.
Format
your paper consistent with APA guidelines.
.
Respond to one of the following question using the lessons a.docx
Respond to
one
of the following question using the lessons and vocabulary found in the reading.
Project Management Basics
Question 1
Analyze a project you have worked on. The project may have been at home, at work, or in other settings (for example, church or school). Answer the following questions when you describe the project:
Explain how the project originated.
Was the process used to initiate and manage the project formal or informal? Analyze how this affected the outcome.
Describe the difficulties you encountered while completing your project. How did you overcome that?
Evaluate the final outcome of the project.
Evaluate how the project was managed. Provide recommendations on improving the system.
Question 2
Describe the roles of the following project stakeholders: Project manager, Project sponsor, Team members.
Question 3
Describe the relationship between a project manager and a project sponsor. Who is ultimately responsible for the success of a project, the project manager or the project sponsor? Explain.
Question 4
Define the following terms and explain how these terms are specific and unique to the practice of project management: Project, Program, Project management
Question 5
Discuss the various project management process groups (initiating, planning, executing, monitoring and controlling, and closing) and explain how they relate to the phases of a PLC.
The final paragraph (three or four sentences) of your initial post should summarize the one or two key points that you are making in your initial response. Justify your answers with examples and reasoning. Comment on the postings and views of at least two peers.
Your posting should be the equivalent of 1 to 2 pages (500–1000 words) in length.
.
Respond 1Impetigo The purpose of this discussion is to revie.docx
Respond 1
Impetigo
The purpose of this discussion is to review impetigo. Impetigo can be mistaken for other skin conditions such as herpes simplex. Therefore, it is necessary to accurately identify what it is. Impetigo is a skin disorder that is superficial in nature. It can spread from person to person and on other parts of the body (Centers for Disease Control and Prevention [CDC], 2020).
Pathophysiology
The main form of transmission is direct contact. The infection is caused by bacteria (CDC, 2020). Staphylococcus aureus is the main causative agent in older children. Group A beta-hemolytic streptococci also causes impetigo (Hubert & VanMeter, 2018). Interruption in the skin barrier allows the bacteria to access fibronectin receptors in the skin, which is needed for colonization (Nardi & Schaefer, 2020). Infection is further spread by itching due to the irritable nature of the lesions. Autoinoculation with hand creates more vesicles (Hubert & VanMeter, 2018).
The Most Common Presenting Symptoms
Impetigo can be found on any part of the body (CDC, 2020). However, it is mostly seen on the face (Hubert & VanMeter, 2018). Small red vesicles quickly become larger. The vesicles break open and forms a yellowish-brown crust. Liquid with honey colored appearance is seen under the crusts (Hubert & VanMeter, 2018).
Routinely Diagnosed
Impetigo is diagnosed by initial observation of an abnormality in the skin during a physical exam. The diagnosis can be confirmed with a bacterial culture, especially if there is an epidemic or if methicillin-resistant staph aureus (MRSA) is a concern. A biopsy of the skin can be obtained in some cases of untreatable impetigo (Nardi & Schaefer, 2020). Serologic testing for streptococcus antibodies is not done since anti-streptolysin O (ASO) response is not strong enough for diagnosing impetigo in this manner. Nonetheless, it can be used in conditions where
post-streptococcal glomerulonephritis is questioned for patients who had a new outbreak of impetigo (Nardi & Schaefer, 2020). Otherwise lab testing is not needed (CDC, 2020).
Standard Treatment Plan
Impetigo is managed with antibiotics since it is a bacterial infection. Administration of antibiotic drugs is needed in cases where the infection is extensive. Otherwise the topical cream is prescribed when the infection is in a mild state (Hubert & VanMeter, 2018). If left untreated, the infection will resolve on its own. However, treatment with antibiotics decreases complications (Nardi & Schaefer, 2020). Prior to applying topical antibiotic cream, soap and water should be used to remove the crust. The treatment of choice with antibiotic cream are mupirocin, retapamulin, and fusidic acid. Otherwise, preferred treatment with systemic antibiotics are amoxicillin-clavulanate, cephalosporins, dicloxacillin (Nardi & Schaefer, 2020).
Link(s) to Routine Screening and Treatment Guidelines
National screening guidelines for impetigo was not found. Howev.
Respond to the following 2 prompts below..1. According to Maxw.docx
Respond to the following 2 prompts below..
1. According to Maxwell (2007), “…leadership is influence – nothing more, nothing less” (p. 11). Do you agree or disagree? Explain.
2. Maxwell (2007) challenges you to use your responses to the following questions to determine your methods of influence. “What do you rely upon most to persuade people to follow you? Rate yourself 1 (not a factor) to 10 (continual reliance).
o Character – who you are
o Relationships – who you know
o Knowledge – what you know
o Intuition – what you feel
o Experience – where you have been
o Past Success – what you have done
o Ability – what you can do
How can you capitalize on your strong methods of influence (those with high scores)? How can you optimize or better utilize your methods of influence with low scores?
APA format
400 words
Due Friday May 17, 2019
.
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