Running head: RISK 1
RISK6
Risk Analysis
Mark Lasky
MGMT 495
American Public University
Professor Davis
March 29, 2018
Organizations face a lot of problems during their operation. Communication problem, performance, and interpersonal relations are among the problems that face many organizations. The proposed solution for these problems includes conducting the biweekly meeting and setting up training programs. An organization could be in a dilemma of deciding which solution to implement, therefore, assessing the possible risks of every solution and deciding which solutions could yield the best results is very important. It is also important to evaluate the possible risks to predict what could happen if the organization implement the solution. The following information will enable the leader to make the final decision for every proposed solution.
Conducting Biweekly Meeting
Conducting a biweekly meeting may sometimes be very overwhelming and confusing. Therefore, employees should need the following new skills to benefit from the meetings; willingness to share their goals with the manager and the rest of the members. By telling the manager what specifically they are working on, or what they are aspiring to work on so they can get help and get wherever they want. Another new skill that employees need is the readiness to describe their achievement in the organization. Communication of goals to the members of the meeting will enable the members to take the initiative to help the employee.
Willingness to ask for advice and input is also an important skill for an employee. It is important for employees to come to the meeting prepared with many questions that will require the manager to offer advice and take the role of mentorship. The other new skill is a readiness to discuss other issues connected to career development. Employees should be ready to discuss other issues connected to career development. After an employee has shared his/her direction and focus with the rest of the members, it is important to enrich the meeting in other ways. That is a good time for employees to ask about their strengths or weakness and where they need to improve.
The financial cost of conducting a biweekly meeting will be economical. There will be no financial costs for hiring conference rooms because they will conduct the meeting in a social room owned by the organization. This will enable the organization to save the money and spend it on other issues. If the organization will implement this solution communication barrier will decrease. This kind of meetings will encourage employees from different sections to interact. The interaction among workers will make them free with each other and enable them to communicate in a freer manner. This form of meetings will improve the flow of communication in both directions. This strategy will enable workers to communicate their challenges and give the organization a chance to completely understand their i.
The MBA Dissertation Example on CEO Coaching procedures will require that some resources are used from within the organization. The main resources that will be required from the organization include time and human resource. To get more information please visit http://www.mbadissertation.org/sample-paper-on-organizational-behaviour/
7 Important Corporate Training Topics for Success in the Business World.pdfHRMC Matrix
Corporate training topics are very much important things which should be selected very carefully. Corporate training is a vital aspect of any successful business. It helps employees develop the skills and knowledge needed to meet the demands of their job, as well as providing an opportunity for growth and career advancement of the employees.
Unit VIII Homework Conduct a phone or personal interview wi.docxaryan532920
Unit VIII Homework
Conduct a phone or personal interview with a current or past manager. Ask this person to describe the role that training plays in the company and where he or she thinks the future of training is headed for the organization. Do you agree with the manager? Please justify your response.
Use Microsoft Word to create your response. The write up should be between three to five pages in length, and all sources used need to be cited according to APA format.
BHR 4680, Training and Development 1
Course Learning Outcomes for Unit VIII
Upon completion of this unit, students should be able to:
7. Compare and contrast internal and external validity.
7.1 Identify future trends that will affect training.
7.2 Explain how benchmarking can help determine if change is necessary.
7.3 Discuss the future skills and competencies of trainers.
10. Analyze the results of a training needs analysis (TNA) to determine the content, methods, and
instructional media necessary for a given training requirement.
10.1 Define re-engineering and explain the process.
10.2 Discuss the key issues in implementing change.
Reading Assignment
Chapter 11:
The Future of Training and Development
Unit Lesson
What are some of the future trends that might affect training?
Greater use of new technologies for training delivery
Increased demand for training for virtual work arrangements
Increased emphasis on speed in design, focus in content, and use of multiple delivery methods
Increased emphasis on capturing and sharing intellectual capital
Increased use of true performance support
Increased emphasis on performance analysis and learning for business enhancement
Increased use of training partnerships and outsourcing training
A change model perspective to training and development
There will be an increase in the use of new technologies for several reasons:
The cost of new technologies will decrease.
Technology will help employees to better serve customers and generate new business.
It can reduce training costs.
It allows trainers to build the desirable features of a learning environment into training.
Training can be delivered at any place and time.
Based on how quickly technology is growing, there is an increased demand for training in virtual work
arrangements. The location, organization structure, and employment relationships are not limiting factors in
virtual work arrangements. There are two major training challenges—companies must invest in training
delivery methods that facilitate digital collaboration, and teams and employees must be provided with tools
needed for finding knowledge.
There is an increased emphasis on the speed in the design, content, and use of multiple delivery methods.
Rapid instructional design (RID) is a group of techniques that allows training to be built more quickly and
efficiently. Although there are a number of principles that are ...
Chick-fil-A Training Program DevelopmentRunning head .docxchristinemaritza
Chick-fil-A Training Program Development
Running head: CHIK-FIL-A TRAINING PROGRAM DEVELOPMENT
1
CHIK-FIL-A TRAINING PROGRAM DEVELOPMENT
2
Chick-fil-A Training Program Development
Introduction
Chick-fil-A is an organization that continues to grow and expand nationwide and as a result, the organization must develop a training program that can be utilized at every location. As a consultant, one of the first steps to complete when starting a new project is to assemble a SWOT Analysis as well as to prepare a Balanced Scorecard and Casual Chain Score card.
SWOT analysis
To ensure a successful consulting project the consultants must conduct an in depth analysis of the company and where the training program will lead it. The analysis of strengths, weakness, opportunities and threats will provide guidance to develop the program and other tools to evaluate its performance. The consulting project strengths will attract new customers and maintain already existing fans. The consulting project will add to their current position in the industry by focusing on personalized customer service. The second strength is employee involvement. Involvement of all levels will provide higher approval and success percentages. The program will also provide employees a completion timeline, and require them to evaluate the training they received. Evaluation will provide feedback on the training programs pertinence to restaurant operations.
One of Chik-fil-A’s weaknesses is the public relations nightmare which occurred when the CEO, Dan Cathy, admitted to opposing same-sex marriage. As a result the company faced public scorn and a lost profits. Employees and customers alike also took this as acceptance of bigoted behavior towards LGBT employees or customers. The new training program will need to address the side effects of their CEOs comments. The consultant’s must ensure the program addresses a culture of inclusion and acceptance to counteract the CEO’s comments. Failure to do so could exacerbate the public’s view of the company’s attitude towards the communities they serve. The program’s second weakness will be the time required for each employee to complete the training program, learning the new procedures and standards of performance, and then any time spent afterwards providing an evaluation.
The company has various opportunities such as the increase of menu items, expansion and customer service improvement. The consulting project will develop a training program focused on adding to the customer experience. The biggest opportunity offered by the training program is the opportunity to develop a way to evaluate employee’s performance. Finding a way to evaluate performance is essential to evaluating overall productivity (Markham, 2005, p.33).
It will also allow the company to improve on operational processes affecting customer service. Re-enforcing the customer service experience by new training procedures will increase the market share and brand relevanc ...
Employee Communication & Engagement (ECE) - A Tailored Approach for Measuring Communication, Engagement, and Execution to Make a Meaningful , Sustained, & Continuously Improved Impact.
Employee Communication & Engagement (ECE) are essential elements of a Talent Management System (TMS).
Talent Management is a set of integrated organizational HR processes & practices designed to attract, develop, motivate, and retain productive, engaged employees, in support of becoming the “Provider of Choice” & the “Employer of Choice” in the markets we serve. Talent Management Systems (TMS’s) typically work in four key stages: define, implement, measure, & improve.
Through a customized Employee Engagement Program, we will tailor an approach, tools, and methodologies for measuring engagement, articulating the concepts across the Company, clarifying accountability related to engagement and finally, making a meaningful and sustained impact on people’s commitment to the success of the Company, and their own personal success at the same time. Most successful employee engagement initiatives use a multi-faceted approach.
Employee Communication & Engagement (ECE) Focuses on Enhanced Business Outcomes:
- Highly engaged business units have less absenteeism, lower turnover and greater productivity, a more aligned organization, and lower risk management
- Result in greater profitability
- Outperform peers measuring earnings per share
- Enables high quality, timely organizational communication through an Employee Engagement & Communication (ECE) Platform (ECE) platform;
- Continuously improves (modernize, streamline, measure).
- Enables high quality, timely organizational communication through an Employee Engagement & Communication (ECE) Platform (ECE) platform.
The MBA Dissertation Example on CEO Coaching procedures will require that some resources are used from within the organization. The main resources that will be required from the organization include time and human resource. To get more information please visit http://www.mbadissertation.org/sample-paper-on-organizational-behaviour/
7 Important Corporate Training Topics for Success in the Business World.pdfHRMC Matrix
Corporate training topics are very much important things which should be selected very carefully. Corporate training is a vital aspect of any successful business. It helps employees develop the skills and knowledge needed to meet the demands of their job, as well as providing an opportunity for growth and career advancement of the employees.
Unit VIII Homework Conduct a phone or personal interview wi.docxaryan532920
Unit VIII Homework
Conduct a phone or personal interview with a current or past manager. Ask this person to describe the role that training plays in the company and where he or she thinks the future of training is headed for the organization. Do you agree with the manager? Please justify your response.
Use Microsoft Word to create your response. The write up should be between three to five pages in length, and all sources used need to be cited according to APA format.
BHR 4680, Training and Development 1
Course Learning Outcomes for Unit VIII
Upon completion of this unit, students should be able to:
7. Compare and contrast internal and external validity.
7.1 Identify future trends that will affect training.
7.2 Explain how benchmarking can help determine if change is necessary.
7.3 Discuss the future skills and competencies of trainers.
10. Analyze the results of a training needs analysis (TNA) to determine the content, methods, and
instructional media necessary for a given training requirement.
10.1 Define re-engineering and explain the process.
10.2 Discuss the key issues in implementing change.
Reading Assignment
Chapter 11:
The Future of Training and Development
Unit Lesson
What are some of the future trends that might affect training?
Greater use of new technologies for training delivery
Increased demand for training for virtual work arrangements
Increased emphasis on speed in design, focus in content, and use of multiple delivery methods
Increased emphasis on capturing and sharing intellectual capital
Increased use of true performance support
Increased emphasis on performance analysis and learning for business enhancement
Increased use of training partnerships and outsourcing training
A change model perspective to training and development
There will be an increase in the use of new technologies for several reasons:
The cost of new technologies will decrease.
Technology will help employees to better serve customers and generate new business.
It can reduce training costs.
It allows trainers to build the desirable features of a learning environment into training.
Training can be delivered at any place and time.
Based on how quickly technology is growing, there is an increased demand for training in virtual work
arrangements. The location, organization structure, and employment relationships are not limiting factors in
virtual work arrangements. There are two major training challenges—companies must invest in training
delivery methods that facilitate digital collaboration, and teams and employees must be provided with tools
needed for finding knowledge.
There is an increased emphasis on the speed in the design, content, and use of multiple delivery methods.
Rapid instructional design (RID) is a group of techniques that allows training to be built more quickly and
efficiently. Although there are a number of principles that are ...
Chick-fil-A Training Program DevelopmentRunning head .docxchristinemaritza
Chick-fil-A Training Program Development
Running head: CHIK-FIL-A TRAINING PROGRAM DEVELOPMENT
1
CHIK-FIL-A TRAINING PROGRAM DEVELOPMENT
2
Chick-fil-A Training Program Development
Introduction
Chick-fil-A is an organization that continues to grow and expand nationwide and as a result, the organization must develop a training program that can be utilized at every location. As a consultant, one of the first steps to complete when starting a new project is to assemble a SWOT Analysis as well as to prepare a Balanced Scorecard and Casual Chain Score card.
SWOT analysis
To ensure a successful consulting project the consultants must conduct an in depth analysis of the company and where the training program will lead it. The analysis of strengths, weakness, opportunities and threats will provide guidance to develop the program and other tools to evaluate its performance. The consulting project strengths will attract new customers and maintain already existing fans. The consulting project will add to their current position in the industry by focusing on personalized customer service. The second strength is employee involvement. Involvement of all levels will provide higher approval and success percentages. The program will also provide employees a completion timeline, and require them to evaluate the training they received. Evaluation will provide feedback on the training programs pertinence to restaurant operations.
One of Chik-fil-A’s weaknesses is the public relations nightmare which occurred when the CEO, Dan Cathy, admitted to opposing same-sex marriage. As a result the company faced public scorn and a lost profits. Employees and customers alike also took this as acceptance of bigoted behavior towards LGBT employees or customers. The new training program will need to address the side effects of their CEOs comments. The consultant’s must ensure the program addresses a culture of inclusion and acceptance to counteract the CEO’s comments. Failure to do so could exacerbate the public’s view of the company’s attitude towards the communities they serve. The program’s second weakness will be the time required for each employee to complete the training program, learning the new procedures and standards of performance, and then any time spent afterwards providing an evaluation.
The company has various opportunities such as the increase of menu items, expansion and customer service improvement. The consulting project will develop a training program focused on adding to the customer experience. The biggest opportunity offered by the training program is the opportunity to develop a way to evaluate employee’s performance. Finding a way to evaluate performance is essential to evaluating overall productivity (Markham, 2005, p.33).
It will also allow the company to improve on operational processes affecting customer service. Re-enforcing the customer service experience by new training procedures will increase the market share and brand relevanc ...
Employee Communication & Engagement (ECE) - A Tailored Approach for Measuring Communication, Engagement, and Execution to Make a Meaningful , Sustained, & Continuously Improved Impact.
Employee Communication & Engagement (ECE) are essential elements of a Talent Management System (TMS).
Talent Management is a set of integrated organizational HR processes & practices designed to attract, develop, motivate, and retain productive, engaged employees, in support of becoming the “Provider of Choice” & the “Employer of Choice” in the markets we serve. Talent Management Systems (TMS’s) typically work in four key stages: define, implement, measure, & improve.
Through a customized Employee Engagement Program, we will tailor an approach, tools, and methodologies for measuring engagement, articulating the concepts across the Company, clarifying accountability related to engagement and finally, making a meaningful and sustained impact on people’s commitment to the success of the Company, and their own personal success at the same time. Most successful employee engagement initiatives use a multi-faceted approach.
Employee Communication & Engagement (ECE) Focuses on Enhanced Business Outcomes:
- Highly engaged business units have less absenteeism, lower turnover and greater productivity, a more aligned organization, and lower risk management
- Result in greater profitability
- Outperform peers measuring earnings per share
- Enables high quality, timely organizational communication through an Employee Engagement & Communication (ECE) Platform (ECE) platform;
- Continuously improves (modernize, streamline, measure).
- Enables high quality, timely organizational communication through an Employee Engagement & Communication (ECE) Platform (ECE) platform.
How Employee Learning and Development Can Drive Business Growth.pdfMenTutor
Investing in employee learning and development can lead to business growth. Discover the benefits, strategies, and best practices for effective employee training programs, including mentorship, alignment with company goals, and creating a culture of continuous learning. Overcome challenges such as limited budget and resistance to change to improve employee productivity, quality of work, customer satisfaction, innovation, and more.
Is your training paying dividends: employee development, behavioral change, and or better leadership? Smart CEOs realize that organizational success really begins and ends with the employees’ development that supports day-to-day actions that sustain organizational success. Today, due to the Internet and the ability to conduct evaluations, online surveys, multi-rater 360˚ feedback, webinar training, and live streaming, programed learning modules create formats for on-going talent and training development. So many opportunities, so little behavioral change! Why isn’t training working?
A Complete Guide to Employee and Organizational DevelopmentAnayaGrewal
In this guide, we will look at what organization development is and its goals.
We’ll explore common interventions that organizations use to improve their effectiveness through OD processes, such as strategic planning or training programs for employees who work in different departments across the company’s hierarchy.
Running head ABC INTERNATIONAL, INC.1ABC International, Inc..docxtoddr4
Running head: ABC INTERNATIONAL, INC. 1
ABC International, Inc. 5
ABC International, Inc.
Marquita Watkins
HRM5000 | Strategic Human Resource Management
South University - Online
April 20, 2020
A balanced scorecard (BBC) is a management system and strategic planning performance metric that organizations use to identify and enhance different internal functions and their external outcomes. A balanced scorecard was first introduced by Robert Kaplan and David Norton in 1992. They took previous performance metrics and reformed them to incorporate nonfinancial information. This paper will, therefore, evaluate the purpose of a balanced scorecard, recognise the categories on the balanced scorecard, defend the significance of a balanced scorecard, and, lastly, design a supplemental graphic of a balanced scorecard.
Purpose of a Balanced Scorecard
BSC has several purposes. Organizations can use BSC to communicate what they want to accomplish. They can also use a balanced scorecard to prioritize products, services, and projects (balancedscorecard.org). Besides that, they can use the balanced scorecard to monitor and measure progress and to align the everyday work that every employee is doing with the company’s strategy.
Many large companies all over the world use the balanced scorecard. More than half big companies in Asia, Europe, and the U.S. are using a balanced scorecard, with the use increasing in those areas as well as Africa and the Middle East. According to recent research, BSC is among the top ten mostly largely used performance metric around the world (balancedscorecard.org). Harvard Business Review editors have also selected BSC as one of the most influential management tools of the past seventy-five years.
Categories on the BSC
Traditional Categories
The four categories of BSC are customer, learning and growth, internal, and financial perspective. The financial perspective is normally traditional measures. They usually seek to answer the following question: how should an organization appear to shareholders in order to thrive financially? Financial measures usually convey the economic results for the specific actions already undertaken by the company and focus on measures that relate to profitability (Malgwi & Dahiru, 2014). Under financial perspectives, the most common measures used include Cash Flow, Revenue Growth, Net Operating Income, and Return on Investment. Financial Data such as expenditures, income, and sales are used to understand and evaluate financial performance.
Communication Flow
The content of an organizational BSC must be communicated to all stakeholders in a clear, timely, correct, structured, complete, and honest manner to arouse company-wide commitment and to gain buy-in for it. When the BSC has been communicated in this manner, the entire company will realize the significance of continuous improvement, strategic thinking, learning, and personal development.
The Role of HR Professionals
HR professional.
Running head SHORT TITLE OF PAPER (= 50 CHARACTERS)TitleAu.docxtodd521
Running head: SHORT TITLE OF PAPER (<= 50 CHARACTERS)
Title
Author
Author Affiliation
Title of Paper
Begin your paper with the introduction. The active voice, rather than passive voice, should be used in your writing.
This template is formatted according to APA Style guidelines, with one inch top, bottom, left, and right margins; Times New Roman font in 12 point; double-spaced; aligned flush left; and paragraphs indented 5-7 spaces. The page number appears one inch from the right edge on the first line of each page, excluding the Figures page.
In this introduction, you will describe the purpose of your paper (the first rubric element) – in other words, what your paper sets out to do. This video provides some guidance on how to structure an introductory paragraph. In this case, you are providing a microeconomic analysis of a particular company and you will analyze different microeconomic criteria related to your company and the market in which it operates. This analysis will then inform your recommendations for how the company can be successful in the future. Be sure to provide some specifics about what you will be analyzing so the reader knows what to expect – use the outline provided in the Final Project Document as your guide. Lastly, make sure that the company you choose is well suited for this kind of analysis. Please see the suggested list provided in your course for ideas and email your instructor your choice. Any company not on the list will need prior approval.History of the Company
Use headings and subheadings to organize the sections of your paper. The first heading level is formatted with initial caps and is centered on the page. Do not start a new page for each heading. This first heading aligns with the second rubric element which gives an overview of the company’s history. Be sure to personalize this heading to reflect your company. In this section, include you will summarize the history of the firm and also provide an overview of what the firm does and what goods/services it sells. Be sure to include sufficient detail here. Your company’s website is the best place to find this information. This section should be about one page long.
Supply and Demand Conditions
There are two rubric elements to be included in this section and combined they should be about 2 pages in length, perhaps longer if you present more than one graph/table. The first element asks you to evaluate the trends in demand over time and explain their impact on the industry and on the firm. To do this, you can consider market demand. Market demand is the demand by all the consumers of a given good or service. Find out who your customers are and provide detail on them. Use annual sales data to find out how much of the product is purchased. Here is a video explaining each of the following determinants of market demand that you could examine for your company’s market:
· Income
· Price of related goods
· Tastes
· Population and Demographics
· Expected F.
Running head SHORT TITLE OF PAPER (50 CHARACTERS OR LESS) .docxtodd521
Running head: SHORT TITLE OF PAPER (50 CHARACTERS OR LESS)
1
SHORT TITLE OF PAPER (50 CHARACTERS OR LESS)
2Title of PaperYour Name
Liberty UniversityTitle of Paper
Begin your paper here. Double space the entire document. Be sure to indent the first line of each paragraph between five and seven spaces by pressing the Tab key one time on the keyboard. Happy writing!
References
This is a hanging indent. To keep the hanging indent format, simply delete this line of text using the backspace key, and replace the information with your reference entry.
APA Workshop
LaRee Moody DHA, RN
Paper Setup
*
Paper Setup Margins:1.0” all aroundThe left margin must be flush left and the right margin must be “ragged”
*
Paper Setup No boldface
or underlining in text Use italics in text only for technical terms, statistics, certain headings, books, and other titles Do not double space between paragraphsSet spacing to zero
*
Paper Setup Font 12 pt Double-spaced Times New Roman Only one space after commas, colons, and semicolons Space twice after punctuation at the end of a sentence Pagination: top right, beginning with title page
*
Paper Preparation
*
Transformational Leadership
LaRee Moody
Liberty University
Running head: TRANSFORMATIONAL LEADERSHIP 1
*
Introduction
Repeat the title of the paper centered at the top of page 2 exactly as it appears on the title page
No “Introduction” heading; the first paragraph is assumed to be an introduction
*
Body
Delivers what is described in the introduction
Organize your ideas to flow in logical sequence
Organize major points using headings
State ideas clearly and concisely
*
Headings
Level 1: Centered, Boldface, Uppercase and Lowercase Heading
Level 2: Flush Left, Boldface, Uppercase and Lowercase Heading
Level 3: Indented, boldface, lowercase paragraph heading ending with a period (first letter of first word upper case).
Level 4: Indented, boldface, italicized, lowercase paragraph heading, ending with a period.
Level 5: Indented, italicized, lowercase paragraph heading ending with a period.
*
Writing
*
Examples of Non-academic Writing
Avoid bias in language
Be sensitive to labels-Gay men
Avoid stereotypes such as firemen, nurse, or man suggesting that all are the same. Use individual references.
Racial and ethnic identity-capitalize proper nouns (Black, Hispanic)
Avoid language that equates persons with their disabilities such as ‘neurotics’
Avoid slang/colloquial language
“Fills the gap”
“As a bonus”
“Bridging the gap”
“Corner the market”
*
WritingAvoid jargon-a technical vocabulary Avoid metaphors: e.g., “Keep the company on an even keel” Avoid redundancy-use no more words than necessary Avoid anthropomorphism-giving objects human qualities
*
Active vs. Passive WritingUse active rather than passive voice: Passive: The interview was conducted in a hospital setting.Active: The researcher conduc.
Running head SHORT TITLE OF PAPER (50 CHARACTERS OR LESS) .docxtodd521
Running head: SHORT TITLE OF PAPER (50 CHARACTERS OR LESS) 1
SHORT TITLE OF PAPER (50 CHARACTERS OR LESS) 6
Paper Title
Author
Institutional Affiliation
Abstract
The abstract (in block format) begins on the line following the Abstract heading. The abstract is a one-paragraph, self-contained summary of the most important elements of the paper. Nothing should appear in the abstract that is not included in the body of the paper. Word limits for abstracts are set by individual journals. Most journals have word limits for abstracts between 150 and 250 words. All numbers in the abstract (except those beginning a sentence) should be typed as digits rather than words. The abstract (in block format) begins on the line following the Abstract heading. This is an example. This is an example of what 150 words looks like. This is an example of what 150 words looks like. This is an example of what 150 words looks like. This is an example of what 150 words looks like. This is an example of what 150 words looks like.
Title of Paper
The introduction of the paper begins here. Double-space throughout the paper, including the title page, abstract, body of the document, and references. The body of the paper begins on a new page (page 3). Subsections of the body of the paper do not begin on a new page. The title of the paper (in uppercase and lowercase letters) is centered on the first line below the running head. The introduction (which is not labeled) begins on the line following the paper title. Headings are used to organize the document and reflect the relative importance of sections. For example, many empirical research articles utilize Methods, Results, Discussion, and References headings. In turn, the Method section often has subheadings of Participants, Apparatus, and Procedure. Main headings (when the paper has either one or two levels of headings) use centered, boldface, uppercase and lowercase letters (e.g., Method, Results). Subheadings (when the paper has two levels of headings) use flush left, boldface, uppercase and lowercase letters (e.g., Participants, Apparatus).
Text citations. Source material must be documented in the body of the paper by citing the author(s) and date(s) of the sources. This is to give proper credit to the ideas and words of others. The reader can obtain the full source citation from the list of references that follows the body of the paper. When the names of the authors of a source are part of the formal structure of the sentence, the year of the publication appears in parenthesis following the identification of the authors, e.g., Eby (2001). When the authors of a source are not part of the formal structure of the sentence, both the authors and years of publication appear in parentheses, separated by semicolons, e.g. (Eby and Mitchell, 2001; Passerallo, Pearson, & Brock, 2000). When a source that has three, four, .
Running head: SEMESTER PAPER 1
SEMESTER PAPER 4
Semester Paper
Crystal D. Campbell
Palm Beach Atlantic University
Semester Paper OUTLINE
The health of freedom in American society today
Freedom ( choice, lack of coercion, liberalism, democracy isn’t the only way to freedom but is an outward expression of freedom) in the relation to democracy, how to over throw tyranny and terror (sh)
Democracy is ruled by the majority, though this is in place in American society today it deffinelty paves the way for free thought and choice among individuals. More fair than one person’s rule, its an collective rule by the community.
Elections (frequent elections and the more opportunity to do so is an expression of freedom)
Voting is one of the pillars of democracy and a modern view of the “good life” (Lesson3)
Though there are minor restrictions there such as age and criminal history or mental health (Political equality= they should be no restriction on race or gender)
Different view points (political positions) there must be choice
And free market media ( Truth=informed choice) no political censorship
Sharansky= “A lack of moral clarity is also the tragedy that has befallen efforts to advance peace and security in the world. Promoting peace and security is fundamentally connected to promoting freedom and democracy” (p.xix)
2. ?
3. ?
Economic freedom
1. The free market
Three major threats to freedom
Moral relativism
Develops into Is totalitarianism = rejecting religious heritage and objective standards
No moral truths which is no intrinsic value of an individual
There is an absence of standards and the forces decides what is right
Thus freedom is not enjoyed
2. Soft Deposition
Handing over ones freedom for safety and security
The government has full control to make the people happy
3. The decline for Americans to utilize their freedom in America. If American rights are not exercised daily it will soon be taken away.
Solution
s to these threats
Obtaining civic values
Encouraging Americans to exercise their rights
3. Have a government that continues to be structured to be for the people and to protect the rights of citizens
References
Page 1Page 2Page 3Page 4Page 5Page 6Page 7
Page 1Page 2Page 3Page 4Page 5Page 6Page 7Page 8Page 9Page 10Page 11Page 12Page 13Page 14Page 15Page 16Page 17Page 18Page 19
6/24/19, 11)04 PM4.1 Reading | Constitution Article 1: PLS-3003-OL Freedom in American Society
Page 1 of 5https://pba.instructure.com/courses/10259/pages/4-dot-1-reading-%7C-constitution-article-1?module_item_id=231602
4.1 Reading | Constitution Article 1
To-Do Date: May 20 at 11:59pm
Read Article I of the Constitution of the United States.
Running Head Sherry’s Personal Leadership Plan1Sherry’s P.docxtodd521
Running Head: Sherry’s Personal Leadership Plan 1
Sherry’s Personal Leadership Plan 3
Sherry’s Personal Leadership Plan
Sherry Brown
Dr. Ben Bruce
April 17, 2020
Introduction: What is currently standing in my way of achieving these goals?I intend to do is a complete turnaround and modification of behavior and perspective in how to be better in leadership. One of the first crucial changes involves changing my habits and specifically ensuring that I am well informed on issues that affect the individuals under my leadership. This is in line with opening communication more and avoiding seclusion and being alone as it is the role of a leader to be always communicating or around his followers at most times. More crucial is to change how I conduct decision making and implement more logical and practical consideration to every situation as it is always good to find an advantage for everybody. To lead the mission to a fruitful conclusion, a leader must establish priorities and utilize the talents, creativity, resources and energy of his followers, generally imperfect individuals, and empower them to rise to and occasionally beyond their previously assumed potential. Great leaders establish a plan, a map to help them organize and ensure they have an appropriate and effective team in place, clearly communicate the plan to and lead their followers to the destination (Jackson, 2012)
Personal values: Needless to say, “all leaders, all human beings, have values. Values are beliefs that represent an individual’s ideas about what is right, good or desirable (Robbins, S. P. & Judge T. A., 2011, p. 144). My philosophy on leadership is founded on my collective life experiences, reflections, successes, and failures. I see a great correlation in terms of how leaders and followers come to meet and get a way forward. As such, I should express more respect for the leaders and followers that are able to listen and interact with me as it shows they support some of my opinions in terms of strength through relationships. I intend to essentially align and try to use my values as a guideline in everything I participate in and everything I say in my work, my relationships and in my family. Also, it is the nature of humans to make errors once in a while but not too often. As such, it is important to be more compassionate and understanding in order to provide an opportunity for them and me to learn from it as their failures are my failures. The manner in which contribution is usually provided is at times not appreciated and as a leader it is crucial to recognize efforts made in a team work setting.
What do I want to make out of my life? This requires a clear vision in order for it to be implemented. This means that I have to lay own my agenda and goals in order to be more accurate in achieving the overall development and growth. This should be in line with my work ethic and beliefs in order for it to be effective and more professional. This would provide me .
Running Head SHARING CLINICAL DATASHARING CLINICAL DATA.docxtodd521
Running Head: SHARING CLINICAL DATA
SHARING CLINICAL DATA7
SHARING CLINICAL DATA
STUDENT’S NAME:
LECTURER:
DATE:
Introduction
Electronic Health Record (EHR) is the computerized storage and sharing of patients’ health information to help in continuous monitoring of the patients’ health (Shickel B., 2017). This is a system developed to enable health clinics share information that can help in providing effective medication to the patients with different kinds of health needs. The data on patients is stored and accessed by the clinics during visits from the patient which will help in care management of the patients. An electronic health record system can be helpful as the information stored consist of medical history of a patient, laboratory tests, treatment plans, immunization dates and various allergies of the patients. This is helpful when the patient visits different clinic health providers where they will not need to explain the situations over and over again.
Electronic health record system automates information sharing and reduces the traditional paper work which was tiresome and had a great risk of losing information. With the HER, information on patients is kept in a secure system where only authorized persons can access it. Errors are minimized in provision of health care since the information kept can be more accurate and available at any given time.
Wasatch Family Clinic will greatly benefit from this strategy of recording, keeping and sharing of information on patients. The nurses can use the system to easily record the patients’ names, numbers and all other critical information required during scheduling for clinical attendance of any patient. Tracing of the information will be easier compared to using the traditional form of papers in storing information for a patient.
Need to share data
Information on health status of a patient has to be kept with care and only authorized persons can be able to access them. This helps in building ethical handling of patients’ information which creates their trust on the health care providers (Drazen J., 2015).
Wasatch Family Clinic needs to share their health data with the patients for them to understand their health issues. The clinic also needs to share data with other health facilities in order to increase the patient’s safety and a great care.
Duplicate registrations will be avoided by sharing data in the different departments of the health care center. A real-time link can be created for the patients from registration, through consultation, testing and final medication. This can save Wasatch family Clinic from traditional paper work which took most time when searching for medical records of a patient at every stage in the clinic. Time can also be saved when the information of the patient is a system shared by the departments of the clinic health center.
Wasatch Family Clinic will also benefit economically when the data is shared improving service time and hence reducing.
More Related Content
Similar to Running head RISK 1RISK6Risk Analys.docx
How Employee Learning and Development Can Drive Business Growth.pdfMenTutor
Investing in employee learning and development can lead to business growth. Discover the benefits, strategies, and best practices for effective employee training programs, including mentorship, alignment with company goals, and creating a culture of continuous learning. Overcome challenges such as limited budget and resistance to change to improve employee productivity, quality of work, customer satisfaction, innovation, and more.
Is your training paying dividends: employee development, behavioral change, and or better leadership? Smart CEOs realize that organizational success really begins and ends with the employees’ development that supports day-to-day actions that sustain organizational success. Today, due to the Internet and the ability to conduct evaluations, online surveys, multi-rater 360˚ feedback, webinar training, and live streaming, programed learning modules create formats for on-going talent and training development. So many opportunities, so little behavioral change! Why isn’t training working?
A Complete Guide to Employee and Organizational DevelopmentAnayaGrewal
In this guide, we will look at what organization development is and its goals.
We’ll explore common interventions that organizations use to improve their effectiveness through OD processes, such as strategic planning or training programs for employees who work in different departments across the company’s hierarchy.
Running head ABC INTERNATIONAL, INC.1ABC International, Inc..docxtoddr4
Running head: ABC INTERNATIONAL, INC. 1
ABC International, Inc. 5
ABC International, Inc.
Marquita Watkins
HRM5000 | Strategic Human Resource Management
South University - Online
April 20, 2020
A balanced scorecard (BBC) is a management system and strategic planning performance metric that organizations use to identify and enhance different internal functions and their external outcomes. A balanced scorecard was first introduced by Robert Kaplan and David Norton in 1992. They took previous performance metrics and reformed them to incorporate nonfinancial information. This paper will, therefore, evaluate the purpose of a balanced scorecard, recognise the categories on the balanced scorecard, defend the significance of a balanced scorecard, and, lastly, design a supplemental graphic of a balanced scorecard.
Purpose of a Balanced Scorecard
BSC has several purposes. Organizations can use BSC to communicate what they want to accomplish. They can also use a balanced scorecard to prioritize products, services, and projects (balancedscorecard.org). Besides that, they can use the balanced scorecard to monitor and measure progress and to align the everyday work that every employee is doing with the company’s strategy.
Many large companies all over the world use the balanced scorecard. More than half big companies in Asia, Europe, and the U.S. are using a balanced scorecard, with the use increasing in those areas as well as Africa and the Middle East. According to recent research, BSC is among the top ten mostly largely used performance metric around the world (balancedscorecard.org). Harvard Business Review editors have also selected BSC as one of the most influential management tools of the past seventy-five years.
Categories on the BSC
Traditional Categories
The four categories of BSC are customer, learning and growth, internal, and financial perspective. The financial perspective is normally traditional measures. They usually seek to answer the following question: how should an organization appear to shareholders in order to thrive financially? Financial measures usually convey the economic results for the specific actions already undertaken by the company and focus on measures that relate to profitability (Malgwi & Dahiru, 2014). Under financial perspectives, the most common measures used include Cash Flow, Revenue Growth, Net Operating Income, and Return on Investment. Financial Data such as expenditures, income, and sales are used to understand and evaluate financial performance.
Communication Flow
The content of an organizational BSC must be communicated to all stakeholders in a clear, timely, correct, structured, complete, and honest manner to arouse company-wide commitment and to gain buy-in for it. When the BSC has been communicated in this manner, the entire company will realize the significance of continuous improvement, strategic thinking, learning, and personal development.
The Role of HR Professionals
HR professional.
Similar to Running head RISK 1RISK6Risk Analys.docx (16)
Running head SHORT TITLE OF PAPER (= 50 CHARACTERS)TitleAu.docxtodd521
Running head: SHORT TITLE OF PAPER (<= 50 CHARACTERS)
Title
Author
Author Affiliation
Title of Paper
Begin your paper with the introduction. The active voice, rather than passive voice, should be used in your writing.
This template is formatted according to APA Style guidelines, with one inch top, bottom, left, and right margins; Times New Roman font in 12 point; double-spaced; aligned flush left; and paragraphs indented 5-7 spaces. The page number appears one inch from the right edge on the first line of each page, excluding the Figures page.
In this introduction, you will describe the purpose of your paper (the first rubric element) – in other words, what your paper sets out to do. This video provides some guidance on how to structure an introductory paragraph. In this case, you are providing a microeconomic analysis of a particular company and you will analyze different microeconomic criteria related to your company and the market in which it operates. This analysis will then inform your recommendations for how the company can be successful in the future. Be sure to provide some specifics about what you will be analyzing so the reader knows what to expect – use the outline provided in the Final Project Document as your guide. Lastly, make sure that the company you choose is well suited for this kind of analysis. Please see the suggested list provided in your course for ideas and email your instructor your choice. Any company not on the list will need prior approval.History of the Company
Use headings and subheadings to organize the sections of your paper. The first heading level is formatted with initial caps and is centered on the page. Do not start a new page for each heading. This first heading aligns with the second rubric element which gives an overview of the company’s history. Be sure to personalize this heading to reflect your company. In this section, include you will summarize the history of the firm and also provide an overview of what the firm does and what goods/services it sells. Be sure to include sufficient detail here. Your company’s website is the best place to find this information. This section should be about one page long.
Supply and Demand Conditions
There are two rubric elements to be included in this section and combined they should be about 2 pages in length, perhaps longer if you present more than one graph/table. The first element asks you to evaluate the trends in demand over time and explain their impact on the industry and on the firm. To do this, you can consider market demand. Market demand is the demand by all the consumers of a given good or service. Find out who your customers are and provide detail on them. Use annual sales data to find out how much of the product is purchased. Here is a video explaining each of the following determinants of market demand that you could examine for your company’s market:
· Income
· Price of related goods
· Tastes
· Population and Demographics
· Expected F.
Running head SHORT TITLE OF PAPER (50 CHARACTERS OR LESS) .docxtodd521
Running head: SHORT TITLE OF PAPER (50 CHARACTERS OR LESS)
1
SHORT TITLE OF PAPER (50 CHARACTERS OR LESS)
2Title of PaperYour Name
Liberty UniversityTitle of Paper
Begin your paper here. Double space the entire document. Be sure to indent the first line of each paragraph between five and seven spaces by pressing the Tab key one time on the keyboard. Happy writing!
References
This is a hanging indent. To keep the hanging indent format, simply delete this line of text using the backspace key, and replace the information with your reference entry.
APA Workshop
LaRee Moody DHA, RN
Paper Setup
*
Paper Setup Margins:1.0” all aroundThe left margin must be flush left and the right margin must be “ragged”
*
Paper Setup No boldface
or underlining in text Use italics in text only for technical terms, statistics, certain headings, books, and other titles Do not double space between paragraphsSet spacing to zero
*
Paper Setup Font 12 pt Double-spaced Times New Roman Only one space after commas, colons, and semicolons Space twice after punctuation at the end of a sentence Pagination: top right, beginning with title page
*
Paper Preparation
*
Transformational Leadership
LaRee Moody
Liberty University
Running head: TRANSFORMATIONAL LEADERSHIP 1
*
Introduction
Repeat the title of the paper centered at the top of page 2 exactly as it appears on the title page
No “Introduction” heading; the first paragraph is assumed to be an introduction
*
Body
Delivers what is described in the introduction
Organize your ideas to flow in logical sequence
Organize major points using headings
State ideas clearly and concisely
*
Headings
Level 1: Centered, Boldface, Uppercase and Lowercase Heading
Level 2: Flush Left, Boldface, Uppercase and Lowercase Heading
Level 3: Indented, boldface, lowercase paragraph heading ending with a period (first letter of first word upper case).
Level 4: Indented, boldface, italicized, lowercase paragraph heading, ending with a period.
Level 5: Indented, italicized, lowercase paragraph heading ending with a period.
*
Writing
*
Examples of Non-academic Writing
Avoid bias in language
Be sensitive to labels-Gay men
Avoid stereotypes such as firemen, nurse, or man suggesting that all are the same. Use individual references.
Racial and ethnic identity-capitalize proper nouns (Black, Hispanic)
Avoid language that equates persons with their disabilities such as ‘neurotics’
Avoid slang/colloquial language
“Fills the gap”
“As a bonus”
“Bridging the gap”
“Corner the market”
*
WritingAvoid jargon-a technical vocabulary Avoid metaphors: e.g., “Keep the company on an even keel” Avoid redundancy-use no more words than necessary Avoid anthropomorphism-giving objects human qualities
*
Active vs. Passive WritingUse active rather than passive voice: Passive: The interview was conducted in a hospital setting.Active: The researcher conduc.
Running head SHORT TITLE OF PAPER (50 CHARACTERS OR LESS) .docxtodd521
Running head: SHORT TITLE OF PAPER (50 CHARACTERS OR LESS) 1
SHORT TITLE OF PAPER (50 CHARACTERS OR LESS) 6
Paper Title
Author
Institutional Affiliation
Abstract
The abstract (in block format) begins on the line following the Abstract heading. The abstract is a one-paragraph, self-contained summary of the most important elements of the paper. Nothing should appear in the abstract that is not included in the body of the paper. Word limits for abstracts are set by individual journals. Most journals have word limits for abstracts between 150 and 250 words. All numbers in the abstract (except those beginning a sentence) should be typed as digits rather than words. The abstract (in block format) begins on the line following the Abstract heading. This is an example. This is an example of what 150 words looks like. This is an example of what 150 words looks like. This is an example of what 150 words looks like. This is an example of what 150 words looks like. This is an example of what 150 words looks like.
Title of Paper
The introduction of the paper begins here. Double-space throughout the paper, including the title page, abstract, body of the document, and references. The body of the paper begins on a new page (page 3). Subsections of the body of the paper do not begin on a new page. The title of the paper (in uppercase and lowercase letters) is centered on the first line below the running head. The introduction (which is not labeled) begins on the line following the paper title. Headings are used to organize the document and reflect the relative importance of sections. For example, many empirical research articles utilize Methods, Results, Discussion, and References headings. In turn, the Method section often has subheadings of Participants, Apparatus, and Procedure. Main headings (when the paper has either one or two levels of headings) use centered, boldface, uppercase and lowercase letters (e.g., Method, Results). Subheadings (when the paper has two levels of headings) use flush left, boldface, uppercase and lowercase letters (e.g., Participants, Apparatus).
Text citations. Source material must be documented in the body of the paper by citing the author(s) and date(s) of the sources. This is to give proper credit to the ideas and words of others. The reader can obtain the full source citation from the list of references that follows the body of the paper. When the names of the authors of a source are part of the formal structure of the sentence, the year of the publication appears in parenthesis following the identification of the authors, e.g., Eby (2001). When the authors of a source are not part of the formal structure of the sentence, both the authors and years of publication appear in parentheses, separated by semicolons, e.g. (Eby and Mitchell, 2001; Passerallo, Pearson, & Brock, 2000). When a source that has three, four, .
Running head: SEMESTER PAPER 1
SEMESTER PAPER 4
Semester Paper
Crystal D. Campbell
Palm Beach Atlantic University
Semester Paper OUTLINE
The health of freedom in American society today
Freedom ( choice, lack of coercion, liberalism, democracy isn’t the only way to freedom but is an outward expression of freedom) in the relation to democracy, how to over throw tyranny and terror (sh)
Democracy is ruled by the majority, though this is in place in American society today it deffinelty paves the way for free thought and choice among individuals. More fair than one person’s rule, its an collective rule by the community.
Elections (frequent elections and the more opportunity to do so is an expression of freedom)
Voting is one of the pillars of democracy and a modern view of the “good life” (Lesson3)
Though there are minor restrictions there such as age and criminal history or mental health (Political equality= they should be no restriction on race or gender)
Different view points (political positions) there must be choice
And free market media ( Truth=informed choice) no political censorship
Sharansky= “A lack of moral clarity is also the tragedy that has befallen efforts to advance peace and security in the world. Promoting peace and security is fundamentally connected to promoting freedom and democracy” (p.xix)
2. ?
3. ?
Economic freedom
1. The free market
Three major threats to freedom
Moral relativism
Develops into Is totalitarianism = rejecting religious heritage and objective standards
No moral truths which is no intrinsic value of an individual
There is an absence of standards and the forces decides what is right
Thus freedom is not enjoyed
2. Soft Deposition
Handing over ones freedom for safety and security
The government has full control to make the people happy
3. The decline for Americans to utilize their freedom in America. If American rights are not exercised daily it will soon be taken away.
Solution
s to these threats
Obtaining civic values
Encouraging Americans to exercise their rights
3. Have a government that continues to be structured to be for the people and to protect the rights of citizens
References
Page 1Page 2Page 3Page 4Page 5Page 6Page 7
Page 1Page 2Page 3Page 4Page 5Page 6Page 7Page 8Page 9Page 10Page 11Page 12Page 13Page 14Page 15Page 16Page 17Page 18Page 19
6/24/19, 11)04 PM4.1 Reading | Constitution Article 1: PLS-3003-OL Freedom in American Society
Page 1 of 5https://pba.instructure.com/courses/10259/pages/4-dot-1-reading-%7C-constitution-article-1?module_item_id=231602
4.1 Reading | Constitution Article 1
To-Do Date: May 20 at 11:59pm
Read Article I of the Constitution of the United States.
Running Head Sherry’s Personal Leadership Plan1Sherry’s P.docxtodd521
Running Head: Sherry’s Personal Leadership Plan 1
Sherry’s Personal Leadership Plan 3
Sherry’s Personal Leadership Plan
Sherry Brown
Dr. Ben Bruce
April 17, 2020
Introduction: What is currently standing in my way of achieving these goals?I intend to do is a complete turnaround and modification of behavior and perspective in how to be better in leadership. One of the first crucial changes involves changing my habits and specifically ensuring that I am well informed on issues that affect the individuals under my leadership. This is in line with opening communication more and avoiding seclusion and being alone as it is the role of a leader to be always communicating or around his followers at most times. More crucial is to change how I conduct decision making and implement more logical and practical consideration to every situation as it is always good to find an advantage for everybody. To lead the mission to a fruitful conclusion, a leader must establish priorities and utilize the talents, creativity, resources and energy of his followers, generally imperfect individuals, and empower them to rise to and occasionally beyond their previously assumed potential. Great leaders establish a plan, a map to help them organize and ensure they have an appropriate and effective team in place, clearly communicate the plan to and lead their followers to the destination (Jackson, 2012)
Personal values: Needless to say, “all leaders, all human beings, have values. Values are beliefs that represent an individual’s ideas about what is right, good or desirable (Robbins, S. P. & Judge T. A., 2011, p. 144). My philosophy on leadership is founded on my collective life experiences, reflections, successes, and failures. I see a great correlation in terms of how leaders and followers come to meet and get a way forward. As such, I should express more respect for the leaders and followers that are able to listen and interact with me as it shows they support some of my opinions in terms of strength through relationships. I intend to essentially align and try to use my values as a guideline in everything I participate in and everything I say in my work, my relationships and in my family. Also, it is the nature of humans to make errors once in a while but not too often. As such, it is important to be more compassionate and understanding in order to provide an opportunity for them and me to learn from it as their failures are my failures. The manner in which contribution is usually provided is at times not appreciated and as a leader it is crucial to recognize efforts made in a team work setting.
What do I want to make out of my life? This requires a clear vision in order for it to be implemented. This means that I have to lay own my agenda and goals in order to be more accurate in achieving the overall development and growth. This should be in line with my work ethic and beliefs in order for it to be effective and more professional. This would provide me .
Running Head SHARING CLINICAL DATASHARING CLINICAL DATA.docxtodd521
Running Head: SHARING CLINICAL DATA
SHARING CLINICAL DATA7
SHARING CLINICAL DATA
STUDENT’S NAME:
LECTURER:
DATE:
Introduction
Electronic Health Record (EHR) is the computerized storage and sharing of patients’ health information to help in continuous monitoring of the patients’ health (Shickel B., 2017). This is a system developed to enable health clinics share information that can help in providing effective medication to the patients with different kinds of health needs. The data on patients is stored and accessed by the clinics during visits from the patient which will help in care management of the patients. An electronic health record system can be helpful as the information stored consist of medical history of a patient, laboratory tests, treatment plans, immunization dates and various allergies of the patients. This is helpful when the patient visits different clinic health providers where they will not need to explain the situations over and over again.
Electronic health record system automates information sharing and reduces the traditional paper work which was tiresome and had a great risk of losing information. With the HER, information on patients is kept in a secure system where only authorized persons can access it. Errors are minimized in provision of health care since the information kept can be more accurate and available at any given time.
Wasatch Family Clinic will greatly benefit from this strategy of recording, keeping and sharing of information on patients. The nurses can use the system to easily record the patients’ names, numbers and all other critical information required during scheduling for clinical attendance of any patient. Tracing of the information will be easier compared to using the traditional form of papers in storing information for a patient.
Need to share data
Information on health status of a patient has to be kept with care and only authorized persons can be able to access them. This helps in building ethical handling of patients’ information which creates their trust on the health care providers (Drazen J., 2015).
Wasatch Family Clinic needs to share their health data with the patients for them to understand their health issues. The clinic also needs to share data with other health facilities in order to increase the patient’s safety and a great care.
Duplicate registrations will be avoided by sharing data in the different departments of the health care center. A real-time link can be created for the patients from registration, through consultation, testing and final medication. This can save Wasatch family Clinic from traditional paper work which took most time when searching for medical records of a patient at every stage in the clinic. Time can also be saved when the information of the patient is a system shared by the departments of the clinic health center.
Wasatch Family Clinic will also benefit economically when the data is shared improving service time and hence reducing.
Running head SERIAL KILLER-JEFFREY DAHMER1SERIAL KILLER.docxtodd521
Running head: SERIAL KILLER-JEFFREY DAHMER
1
SERIAL KILLER-JEFFREY DAHMER
Serial Killer-Jeffrey Dahmer
Shanee’ Ellington
Liberty University
25 April 2019
Serial murderer – an introduction
The crime of manslaughter has been known for a long time, to be specifically the early 1600’s but the initial case of a serial murderer was in the year 1888, named, Jack the Ripper, who killed and mutilated five prostitutes in the East London. Field experts have stated that at any time, the United States has around 50 active serial murderers, owing to the fact that arroba the year multiple homicides have occurred. Now the question arises, who is a serial killer?
A person possessing a specific emotional drive to kill mercilessly is termed as a serial murderer. These murders, killings, manslaughters, or homicides are generally done in a different way that distinguishes one serial murderer from another. The killer often has a sign that they are distinguished with. Serial murderers are kept in the page as being mass- slayers. The only difference being that serial murderers do not naturally kill the way mass murderers/ slayers do, i.e. mass slayers don’t leave breaks in committing the merciless murders. On the other hand, serial murderers tend to have a distinct feature that reflects the fact that they are murderers with a psychotic overdrive (Ellens, 2011).
Jeffrey Dahmer
Nearly 25 years ago, one of America’s most infamous serial murderers, Jeffrey Dahmer, a paedophile, and a cannibal, was confronted, attacked and mercilessly slayed while cleaning the bathroom of a prison. His span of crime ranged from June 18, 1978 till July 19, 1991.
Jeffrey Dahmer, also known as Milwaukee Cannibal or the Milwaukee Monster, was an American serial murderer and a sex criminal who brutally raped and then killed 17 men and boys between the years 1978 to 1991. Several of those later homicides consisted of preservation of several body parts of the victims, necrophilia and cannibalism. Though he was initially diagnosed with several mental diseases like borderline personality disorder, a psychotic disorder, and schizotypal personality disorder, Dahmer was found to be legitimately stable at his probation.
He was sentenced for fifteen terms of life custody on February 15, 1992 for the fifteen of the sixteen homicides that he had committed in Wisconsin. Later, he was condemned to a sixteenth term of life custody for an additional slaughter in 1978 in Ohio. Dahmer was crushed to death by Christopher Scarver On November 28th, 1994 at the Columbia Correctional Institution (Martens, 2011).
Jeffery’s move into criminality- early years
It is reported by witnesses that as an infant, Dahmer was deprived of attention and love that a child expects from his parents. It is also reported that his mother was identified as a stressed, covetous, and argumentative lady who often quarrelled with her husband and their neighbours. As Dahmer entered the first grade, his mother .
Running Head Sexuality education in schoolsSexuality .docxtodd521
Running Head: Sexuality education in schools
Sexuality Education in Schools
Sexuality education in schools
1. Audience for webinar
The audience for the webinar is divided into three age groups. The school going students are the audience. First audience group is the middle child, the second audience group is early childhood and the third group is early adolescence forth is emerging adults. The webinar content will be highly useful because it will educate the audience about the sexuality. The sexual harassments, teenage pregnancy, and many more issues are associated with it, so there is the necessity for such type of education. The webinar content will be characterized specifically according to each age group. The middle childhood and early adolescence need some specific and limited awareness but the adolescence and emerging adults need the detailed awareness.
2. Intended Focus
The webinar focus is on that audience which doesn’t need the higher consideration of the webinar topic. There is a need to educate immature children, teenagers and adults about sexuality. It’s all about creating awareness. Today the world is modernized. The difference between male and female doesn’t matter. The co-education system created a lot of issues along its benefits. There is need to educate the students including girl and boys so they can avoid all bad activities which can lead them towards destruction. Sexuality is not all about the willingness of two people but it sometimes happened in terms of harassments.
The focus is based on the education of immature younger and teenager students who are living in the global world, studying in co-education. Parents are not advising them about the fact that they should avoid such type of relationships, predict the harassments and prevent themselves for being victimized. So, the major focus is to provide awareness to them so they can prevent all that approaches and secure themselves. The webinar focused the school educational system in which such type of awareness sessions are necessary. It has many benefits and our children can take decisions with complete consideration of good and bad.
3. Research Into Webinar Topic
The webinar topic is “Sexuality education in schools”. In recent past years, there are many issues which are get promoted without any awareness and education about sexuality. Entire families are facing a different kind of issues (Shirai, Tsujimura, Abdelhamed, & Horie, 2018). Some families children faced sexual harassments, some victimized by a rapist, some faced the teenage pregnancy, and many facing the diseases which are prevailing with sexual relationships. Sexuality education is necessary, it can eliminate the fantasy factor in which our teenager is living (Breuner, Mattson, & Health., 2016). Innocent adolescence is not aware that how much it could destroy them. How someone can make them victim without there any type of notice and awareness. In innocence and unawareness lot of children f.
Running Head SEXUALLY TRANSMITTED DISEASESSEXUALLY TRANSMIT.docxtodd521
Running Head: SEXUALLY TRANSMITTED DISEASES
SEXUALLY TRANSMITTED DISEASES
3
Sexually Transmitted Diseases
Summary of teaching plan
Title: Sexually Transmitted Diseases
Overview
Sexually Transmitted Diseases are diseases that are transmitted from one person to another during oral, anal and vaginal sexual activities. STDs are very common especially among sexually active teenagers and a number of them don’t have the symptoms making it hard to tell if one has contacted one. STDs are very dangerous to one’s health however, it can be detected when one is tested and majority of them have a cure (Bouchery, Harwood, and Brewer, 2014). STDs are preventable with abstinence and safe sexual practices; one is likely not to contract the disease. Examples of the STDs are: chlamydia, genital warts, gonorrhea, hepatitis B, herpes, HIV and AIDS, Human Papillomavirus, scabies, syphilis and trichomoniais (Stingler, Neusel, and Perry, 2013).
Objectives
1. To help the teenagers understand what STDs are as well as ways one can contract them
2. To teach the teenagers some of the preventive measures of contracting STDs.
3. To educate the teenagers on measures on should take incase exposed to an environment one is likely to contract STDs
4. To help the teenagers differentiate the myths from the facts regarding STDs
Materials
Video clips featuring adults and teenage experts, Graphic power point presentations
STD pamphlets, Writing materials: Pens and Plain papers, Teacher’s laptop, overhead screen
Estimated cost: Overhead screen will be offered by the church, additional materials needed about $45-$80
Directions
The learning sessions was grouped into four different sessions lasting approximately 30 to 45 minutes. In the first session, it was purely teaching session where I addressed all the objectives in a classroom setting and the teenagers were allowed to take notes. Teaching was enhanced with graphic power points to help create a visual understanding of the different concepts put across. The second session on the other hand was purely audio visual where the teenagers were allowed to view different Video clips featuring adults and teenage experts expounding on sexually, transmitted disease. The audio-visual session also addressed all the objectives just as the case was in the classroom set up in session one.
The third session was an open forum where the teenagers were allowed to ask questions, seek clarification on different issues or add more insight on concept learned. This session was an interactive one where all disturbing questions was addressed. The end of this session was marked by satisfactory response to all questions and insight brought forward by both the teacher and the teenagers.
The fourth and final session was an examination setup where each of the participants were given a quick test to test their understanding for the concepts learnt. Those who performed exemplary were awarded certificates and gifts and the whole were issued pa.
Running head SETTING UP RESEARCH1 Chapter 6 Methods of Measu.docxtodd521
Running head: SETTING UP RESEARCH
1 Chapter 6 Methods of Measuring Behavior
WHAT YOU’LL LEARN ABOUT IN THIS CHAPTER:
· • The use of different methods of measuring behavior and collecting data
· • What a test is
· • How different types of tests are designed to assess different types of behavior
· • The use of achievement tests in the behavioral and social sciences
· • The design of multiple-choice items
· • How to do an item analysis
· • The application of attitude scales
· • The difference between Thurstone and Likert attitude scales
In Chapter 5, you got a healthy dose of the theoretical issues that provide the foundation for the science of measurement, why measurement is crucial to the research process, how reliability and validity are defined, and how each of these can be established.
In this chapter, you will begin learning about the application of some of these principles as you read about different methods that can be used to measure behavior, including the ubiquitous test, the questionnaire, the interview, and other techniques.
As you read this chapter, keep several things in mind. Your foremost concern in deciding what method you will use to measure the behavior of interest should be whether the tool you intend to use is a reliable and valid one. This is equally true for the best-designed test and for the most informal-appearing interview. If your test does not “work,” then virtually nothing else will.
Second, the way in which you ask your question will determine the way in which you go about measuring the variables that interest you. If you want to know about how people feel toward a particular issue, then you are talking about attitudinal scales. If you want to know how much information people have about a particular subject, then you are talking about an achievement test or some other measure of knowledge. The focus of a study (such as the effects of unemployment on self-esteem) might be the same, whether you measure attitude or achievement, but what you use to assess your outcome variable depends on the question you ask. You need to decide the intent of your research activity, which in turn reflects your original research question and hypothesis.
Third, really efficient researchers are fully onboard for using whatever method helps them answer the questions that are being asked. This might include a mixed-methods model where one aspect of a research program might include qualitative methods while another might include qualitative methods (see Chapter 10). As research questions and their associated hypotheses become more intricate and complex, the creative side of using a particular research method correctly becomes more important.
Finally, keep in mind that methods vary widely in the time it takes to learn how to use them, in the measurement process itself, and in what you can do with the information once you have collected it. For example, an interview might be appropriate to determine how teachers feel about chang.
Running head SEx as a protected class 1SEx as a protected clas.docxtodd521
Running head: SEx as a protected class 1
SEx as a protected class 2
NP1. University of Redlands
NP2. BUSB-300-SD12
NP3. Dr. Laura Rodriguez-O’Quinn
NP4. Sex as a Protected Class
NP5. March 22, 2020
NP6. Introduction
NP7. This paper will analyze the question, would removing the protected class designation on 'sex' make a more robust, more competitive workforce, by equalizing the playing the field for men and women. 8. Addressing the question will involve defining and applying moral imagination, moral courage, Dr. Laura's Three Prerequisites for Assigning Moral Credit of Culpability, Utilitarianism, Kantian Ethics, Intersecting Circle's Corporate Social Responsibility (CSR) Model, Strict Liability Theory, Kohlberg's Moral Development Model, Maslow's Hierarchy of Needs Model, and Equal Employment Opportunity Commission (EEOC).
NP9. EEOC Laws and Protected Classes
NP10. Protected classes are the groups protected from employment discrimination by law. 11. These groups include men and women based on sex; any group which shares a common race, religion, color, or national origin; people over 40; and people with physical or mental handicaps” 11a. (NARA, 2020, para 36). 12. The designation of a protected class requires employers to abide by the EEOC Laws. 13. The EEOC Laws are “five laws which prohibit discrimination based on race, color, religion, sex, national origin, physical handicap and mental handicap in any terms, conditions, or privileges of employment” 13a. (NARA, 2020, para 16). 14. The applicable laws were designed to “correct a history of unfavorable treatment of women and minority group members” 14a. (NARA, 2020, para 36). 15. Although men and women cannot be discriminated against based on sex, the protected class of sex was designed to prevent discrimination of women in the workplace. 16. The analysis throughout the paper will focus on this fact, and decide if removing sex as a protected class will make the workforce more competitive.
NP17. Moral Courage and Moral Imagination
NP18. Looking at removing a protected class will involve looking at the question from multiple perspectives, this requires moral imagination. 19. Biasucci, Hernandez, and Prentice, 19a. (2020, para 1) say, "Moral imagination, according to philosopher Mark Johnson, means envisioning the full range of possibilities in a particular situation in order to solve an ethical challenge." 20. One view is that the workforce is handing out jobs to women over men, for fear of discriminating accusations. 21. If sex is no longer a protected class, then companies would be able to select the qualified individual without fear of reprisal. 22. Another way of looking at the issue is from the actual definition of protected classes. 23. Sex is a protected class, meaning that both men and women are technically protected from discrimination. 24. From this viewpoint, companies could be accused by both men and women if they feel they employers actively discriminated against them. 25. .
Running head SETTING UP COMPANY 1SETTING UP .docxtodd521
Running head: SETTING UP COMPANY 1
SETTING UP A COMPANY 2
Setting Up a Company
Name:
Institution:
Date:
Name if the company: Instant Technologies
Vision
To provide the world with the best software and hardware items and within the set time frame after an order has been made.
Brand story
Instant technologies is an international company which is involved in provision of solutions to the modern hardware and software across different countries. Instant Technologies is involved in these practices in the endeavour of solving a problem of unnecessary delays in the delivery of essential products and solutions to items involved in production of commodities in various sectors. The main difference between Instant Technologies and other companies in the same field is that Instant Technologies is time sensitive and provides the required technological solutions in the shortest time possible.
Product planning
To be ready for the next step, the most important thing is to gain trust from my clients since without trust it can be hard to transact with them. Also, I will need a well-planned schedule of how to provide solutions to individuals in various parts of the world to avoid inconveniencing any person. The company is offering new services of delivering technological products to other countries. Initially, it dealt with provision of such solutions only within the country but it’s now expanding to other countries. The customers will be early adopters.
Communications
The three components which I will use in my integrated marketing include promotions, events and partnering with other organizations and especially the ones in other countries. Through events such as the tradeshows, the company’s brand name will be established and thus attracting more clients. Through promotions, potential clients will contact the company in anticipation of gaining the benefits of the promotion while through partnering, the company will be in a position of entering the markets in the foreign countries more easily.
The problem the company will encounter will involve packing items into the various means which will be used in transporting them to other countries in the endeavour of providing the best solutions.
Email: To: [email protected]
Subject: Packing services
Instant Technologies is in need of your services on a renewable contract deal of 9 months.
Marketing
Name of the company
Instant Tacnologes
The vision of the company
To provide the user with the best experience of modern hardware and software solutions.
Values
i. Collection of information applicable information from other relevant sources and
through assessment
ii. Consideration of the alternatives that will assist in the achievement of the objectives
of the company
iii. Picking the perfect choice after considering all other factors
The essential consideration in making decision
The most crucial thing, in this.
Running head SERVING LEARNING ORGANIZATION ROUGH DRAFT1SERVI.docxtodd521
Running head: SERVING LEARNING ORGANIZATION ROUGH DRAFT 1
SERVING LEARNING ORGANIZATION ROUGH DRAFT 2
Serving Learning Organization – Rough Draft
Ray Wilson
University
Combatting Senior Isolation with Volunteerism
Senior isolation is a social issue that many of our senior citizens face today. It is estimated that 40% of our senior population suffers from senior isolation. Senior isolation in the elderly has been linked to an increase in illnesses, mortality, depression, elder abuse and a higher incidence of the elderly needing long term care services. It is one of the largest risks to our aging senior’s health and well-being. Volunteer work can help combat senior isolation and have a positive impact on a senior’s health. Senior citizens make up 15.2 percent of the total population of the United States according to the 2016 census bureau and it is reported that by 2060 the number of senior citizens will double. Senior volunteer programs that promote involvement can assist in combating isolation and the negative health consequences while keeping our seniors healthy and active within their communities.
Senior Corps is an organization that currently engages roughly 220,000 older adults between the ages of 55 and above within America in service to their communities through its Foster Grandparent, Senior companion and RSVP programs according to Nationalservice.gov. Utilizing the strengths and assets of our seniors today not only keeps our seniors from isolation but also benefits the communities in which they live. The primary focus of Senior corps is to utilize the strengths, skills and attributes of seniors 55 and above to help tutor, mentor, care for and volunteer to meet the needs of others within their community while also having mutually positive benefits to the health and wellness of the aging senior population. Senior Corp programs not only improve the lives of those served but also the lives of the senior volunteers. Service learning opportunities within Senior Corps could produce beneficial outcomes for the American communities that Senior Corps volunteers, the partnering universities and the student service learners reside. The collegiate service learning students can play an instrumental role in increasing awareness with marketing strategies including recruitment events and informative meetings to promote participation, and enrollment into the programs. Creating and implementing marketing plans while utilizing their technology skills and social media platforms, collegiate service learners can assist Senior Corps in increasing the number of senior volunteers enrolled within each of the programs. Intergenerational learning can promote valuable relationships and partnerships that help bridge the generation gap. Service learners in intergeneration settings report “positive outcomes related to a better understanding of the older generation, enjoyment of interacting with the elders, appreciation of the life exp.
Running Head SETTING A BUDGET1SETTING A BUDGET 6.docxtodd521
Running Head: SETTING A BUDGET 1
SETTING A BUDGET 6
SETTING A BUDGET
Ashley Cook
HMSV8304
The American Red Cross is an organization with immeasurable commitment to provision of compassionate care to people who are in need in America. As such, this is their mission and their budget epitomizes this. The largest chunk of the income that is mainly received from grants from governments and organizations as well as donations from organizations is spent on humanitarian activities. For the year 2018, 91.85% of the $0.5 billion that was raised from the aforementioned sources was used in humanitarian activities. These included helping people who needed care in in disasters in the shortest notice, ensuring and maintaining community health especially by being in the frontline to deliver blood to patients who needed it in our health facilities. The organization recognizes the importance of mitigating disasters before they happen and therefore set aside $1,659,000 that was used to keep teams ready to stop a disaster before it happened or minimize injury or loss of life as much as possible. This is in line with the organizations principle of being proactive rather than react to disasters when they happen.
The American Red Cross has a total 12,534 permanent employees spread all over the nation to offer humanitarian help whenever and wherever it is needed (Hutchinson, 2018). These are selfless individuals who are always risking their lives to save others’. The organization therefore aims at giving the employees the best working conditions given the circumstances and making sure that they stay safe as much as possible while delivering help. As such, American Red Cross buys the best equipment and vehicles to help the employees as well as volunteers in humanitarian work to get to sites of disasters in the shortest time possible and safely. This is why the company has invested in top notch ambulances that have lifesaving equipment that may be used by the employees to save lives in an occurrence of a disaster.
As indicated above, funds that are used by the organization to finance its operations as well as management are received from state and federal government, and international organizations as grants or from the public as donations. Often times, the funders wish to know how the funds that they give out the cause of saving human lives through humanitarian assistance is used (Schnupp & Möller 2018). The organization therefore posts its official budget on its official website where it can be accessed by all people. In the last 5 years, the donations have been on the rise and this is a good indicator that the people who fund the organizations are happy about how the money they give to it is being used.
One of the key strengths in the company is the manner in which the employees relate with each other and the organization at large. The organization appreciates the selflessness of the people working there. As such, employee retreats are held.
Running Head SERVANT LEADERSHIP1SERVANT LEADERSHIP2.docxtodd521
Running Head: SERVANT LEADERSHIP 1
SERVANT LEADERSHIP 2
Servant Leadership
Annotated Bibliography
Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The Leadership Quarterly, 30(1), 111-132.
The paper developed through a systematic review of 285 articles on the topic of servant leadership aimed at comparing servant leadership with other approaches to leadership, the nature of servant leadership and the theoretical basis through which servant leadership developed. As a result, the paper provides a comprehensive overview of servant leadership, its advantages and challenges while also comparing servant leadership to other forms of leadership that individuals use. Subsequently, the paper provides important insights regarding servant leadership, its application compared to other forms of leadership as well as recommendations for future research. This information is crucial in the development of my research paper given that not only does the paper cover and provide important information regarding servant leadership but also because through the systematic review that was used to develop the paper, the authors were able to collect information from many sources increasing not only the validity but also the reliability of the information.
Williams, W. A., Brandon, R. S., Hayek, M., Haden, S. P., & Atinc, G. (2017). Servant leadership and followership creativity. Leadership & Organization Development Journal.
The paper examines how political skills and servant leadership interact to influence employee creativity and workplace culture. In developing the paper, the authors selected a sample of 280 participants comprising both undergraduate and graduate students for the study and collected data across three periods of time. Finding from the study indicate that servant leadership increases the creativity of employees by fostering a proper working environment Moreover, servant leadership according to the study is strengthened based on the political skills of those in leadership. The paper is useful in my research project in that it provides crucial information regarding servant leadership, its association with workplace politics and how leaders practising servant leadership can navigate such workplace challenges.
DeConinck, J., & DeConinck, M. B. (2017). The relationship between servant leadership perceived organizational support, performance, and turnover among business to business salespeople. Archives of Business Research, 5(10).
The paper, developed through responses from a sample of 383 salespersons who trade between businesses in the US explores the influence of servant leadership on the salespersons in terms of outcome performance, organizational support, turnover and turnover intentions. Findings from the study indicate that servant leadership directly influences performance but had an indirect relationship with turnover intentions as w.
Running Head Security Technologies IdentifiedProject .docxtodd521
Running Head: Security Technologies Identified
Project #3: Technology Evaluation
Benson S. John
Practical Applications in Cybersecurity Management & Policy
UMUC
14th April, 2019
Introduction
Bank
Solution
Inc has gained a tremendous advantage over the past couple of years and have extended its operations to 18 item processing facilities with two data centers. The data center is the greatest asset that holds thousands of customers personal and confidential financial information. Bank
.
Running head SELECTING RESEARCH DIRECTION AND QUESTIONS1SELE.docxtodd521
Running head: SELECTING RESEARCH DIRECTION AND QUESTIONS 1
SELECTING RESEARCH DIRECTION AND QUESTIONS 11
Selecting Research Direction and Questions
Name:
Instructor:
Institutional Affiliation:
Article I Journal Title: Achieving consumer trust on Twitter via CSR communication
The research seeks to establish means that can be used by companies to relay information on corporate social responsibility on social media platforms particularly twitter in an effective manner. It suggests that the involvement of the consumers and the consumer’s own processing mechanisms have a very vital role in so far as an evaluation of the trustworthiness of the companies is concerned.
The topic explored is very relevant since we have seen a continuous trend where various organizations are becoming more and more under pressure when it comes to communicating organizational policies and organizational positions as pertains to corporate social responsibility (CSR). Every market segment needs to be informed about the organization’s good intentions as well as actions so as to have an impression that the corporation is trustworthy. This implies that the market demand that their corporations engage them through dialogue. Notably, the existing academic literature does not have empirical research that seeks to examine impact of asymmetric versus symmetric communication strategies to the consumers.
Research Questions
i. Which strategies have corporations used in communication with their stakeholders about social corporate responsibility initiatives?
ii. Which of the two communication strategies, asymmetric communication and symmetric communication is more effective?
iii. What is the role of stakeholder’s personal information processing mechanisms when it comes to evaluation of trustworthiness of corporations?
Hypothesis
The first hypothesis (H1) states: Asymmetric vs. symmetric CSR communication strategies will have differing impacts on consumer trust in the organization. The second hypothesis (H2) states: Consumer trust is higher among the consumers with high involvement (those being a “green” consumer in symmetric communication.
Considering the hypotheses, it clearly emerges that they are closely linked to the study questions. The formulated questions point into integrated communication approach as used in organizations with particular attention being paid to the relevance of the communication approached to corporate social responsibility. They further go on to address and draw parallels between innovative approaches such as symmetric and asymmetric communication techniques and their impacts on the stakeholders. The above are further captured in the hypotheses especially when we look at the consumer concerns about an organization’s initiatives on social corporate responsibility. For instance, scepticism green consumers have on CSR been capture by H2. Generally, green consumers are very much conscious about the environmental impacts of their purchase as we.
Running head SELF-INJURIOUS BEHAVIOR 1SELF-INJURIOUS BEHAVIO.docxtodd521
Running head: SELF-INJURIOUS BEHAVIOR 1
SELF-INJURIOUS BEHAVIOR 5
Self-Injurious Behavior
Name
Capella University
Self-Injurious Behavior
For this final assignment a research of self-injurious behavior has been conducted. Self-injurious behavior, also known as SIB, is described an instance of behavior that results in physical injury to a person’s own body. SIB includes head banging, using objects to cut or puncture self, pinching self, consuming inedible substances, vomiting, pulling own hair, sucking, biting, scratching body parts and use of drugs, among others (Yang, 2003). SIB, is usually displayed by individuals with autism and intellectual disabilities. SIB can result in serious injuries and in severe cases even death. According to Yang (2003), the treatment of SIB has become one of the most serious issues for clinicians and other professionals due to the injury, risk, prevalence, and cost involved.
Article 1
Overview
The first article discussed is "Combination of extinction and protective measures in the treatment of severely self-injurious behavior" by Lizen Yang from Behavioral interventions journal. Yang explores and discusses the advantages of using extinction in conjunction with the non-intrusive protective measures to treat SIB. In the study, extinction in combination with non-intrusive protective measures was selected as the intervention strategy to reduce SIB.
Subjects and setting
The study was conducted on two adolescent females with profound mental retardation and physical disabilities at a state facility. Both subjects exhibited self-injurious behavior (SIB) and had been wearing restrains mechanisms for more than two years to prevent injuries. The treatment sessions were conducted in the morning for one of the subjects and in the afternoon for the other subject in a multipurpose 12’ x 13’room in their residential building. The room contained a table, a desk, and three chairs. Fingernail clippers, a pair of scissors, and a bottle of white petroleum jelly were used, since the target behavior for both subjects was scratching. There was a radio playing soft music at a moderate volume during sessions. There also were several audio and visual activity materials available and placed on the table within the participants’ reach at all times during treatment. During sessions, only the therapist and the participant were in the room.
Design and results
Event recording was used to collect data during each 30 minute treatment session. Two hand held counters were used to record the target behavior. In order to constantly analyze data, and monitor the behavior, as well as avoiding possible medical concerns, each treatment session was divided into three 10 minute intervals. Initially a within-subject reversal design was in which baseline (A) and treatment (B) were alternated in an ABAB sequence, but due to frequent and severe self-injuries and for safety reas.
Running Head SECURITY MODEL 1SECURITY MODEL 7.docxtodd521
Running Head: SECURITY MODEL 1
SECURITY MODEL 7
SECURITY MODEL
Institution Affiliation
Student Name
Date
Abstract
The concept of trusted computing has been in existence for a very long time. It has had an influence on security systems and solutions. In this paper, I will explain the history of TCB. Ways to implement trusted base computing. I will also explain some of the barriers and how to bypass them.
Introduction
The trusted computing base contains hardware, firmware and software that are essential in establishing as well as maintaining security. Moreover, it also includes an operating system with all specific system hardware, in-built security control, software and network hardware, (Ranganathan, 2017). When designing a trusted computing base provision such as access control, giving privileges, user authentication support, authorization of particular processes or systems, backing up information and protection against viruses and malware. It is the responsibility of a trusted computing base to maintain the integrity and confidentiality of information. It monitors the input and output operations.
History
In December 1985, the United States Department of Defense put out the trusted computing system evaluating criteria that well-defined TCB. TCB can be understood when it performs as a centralized, trusted entity, (Scott-Nash, et al., 2016). The structures that get the uppermost level security accredited and certification have a centralized system design. The TCSEC accepted the view of peer trusted nodes describing them as members of the NTCB which protects the network system including the firmware, software and hardware. This combination is responsible for enforcing a security policy.
How is the model implemented?
TCB contains four security mechanisms, including authentication and identification, auditing, labelling and security policy. In order to understand how TCB is implemented and work. Let’s take the example of a bank—one of the most trusted icons in society today. When we make deposits, the money is recorded and safeguarded. It will be available when we want it back. We hardly consider the security mechanism in the back since we trust the banking system. All the mechanisms of TCB are in place. Before withdrawing money from the account, one is required to identify and authenticate themselves to the teller with the account number and signature. There is also discretionary access control that is who is authorized to withdraw money from the account. There are very few clerical problems since all the transactions that take place are audited. In development, the environment has to enforce the security model. Other concepts that are used when developing TCB include memory protection and handle, (Noorman, et al., 2019). This falls under the NIST requirement for assurance. When implementing TCB, it is essential to ensure that the application meets the basic requirements of NIST.
Barriers
The first barr.
Running head SECURITY MECHANISM1SECURITY MECHANISM 2.docxtodd521
Running head: SECURITY MECHANISM 1
SECURITY MECHANISM 2
Security Mechanism
Student Name
Institution Affiliation
Abstract
Many organizations and enterprises have adopted the practice of storage of data in the cloud as it is fast, efficient and reliable. It has eliminated the challenge of loss of data and made it easier to retrieve data. Enterprises are therefore able to thrive in the current era where clients require their needs to be met quickly and in their desired timing. However it is faced with the challenge of security, many do not understand their responsibility of making sure that the data is secure. The storage of data in the clouds has decentralized the IT department because in most cases they are not in control of the data due to the ease of access to the various cloud service providers, different departments within an enterprise which have different service providers. The security mechanisms are not comprehensive to cater to all the service providers. Requiring one to use multiple security measures. Hence there exist several loopholes that can be exploited by criminals impairing the steady operations of the victims. Imposing security on the cloud requires that a mechanism is put in place to not only protect but also detect the threats. This will help in planning how to counter react to any possible threat. It does also ensure that there is a study of the trends of such crimes.
Chapter 13
Counterterrorism
The Options
Counterterrorism and the Use of Force
· Suppression Campaigns
· Military suppression campaigns.
· Case: Operation Enduring Freedom.
· Case: Operation Peace for Galilee.
· Paramilitary suppression campaigns.
· Case: Algeria.
· Case: Colombia.
· Punitive and preemptive strikes.
· Coercive Covert Operations
· “War in the shadows.”
· Case: The Achille Lauro operation.
· Case: Assassinations.
· Case: Israeli Approach
· Case: Armed Drone Aircraft
· Special Operations Forces
· Elite military and police units specializing in unconventional operations.
OOTW: Repressive Options
· Nonviolent Covert Operations
· Encompasses a number of options.
· Inherently secretive. Often creative.
· Examples:
· Infiltration.
· Disinformation.
· Cyberwar
· Intelligence
· SIGINT (Signal Intelligence)
· HUMINT (Human Intelligence)
· OSINT (Open Source Intelligence)
· IMINT (Imagery Intelligence)
· MASINT (Measures and Signatures Intelligence)
· GEOINT (Geospatial Intelligence)
· Enhanced Security
· Target hardening.
· Case: Morocco’s desert wall.
· Case: Israel’s walls on the border.
· Economic Sanctions
· Directed against governments.
· Conditions for success.
· Cooperation must remain firm.
· Trade leaks must be controlled.
· Sanctioned regime must be made to suffer.
· Problems.
· Sanctioned regimes rarely suffer—their people do.
· Coalitions do not always remain firm.
· Leaks are difficult to control.
· OOTW: Conciliatory Options
· Diplomatic Options
· Reasoned dialogue.
· Peace processes.
· Negotiations.
· Social Reform
· Respo.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptx
Running head RISK 1RISK6Risk Analys.docx
1. Running head: RISK 1
RISK6
Risk Analysis
Mark Lasky
MGMT 495
American Public University
Professor Davis
March 29, 2018
Organizations face a lot of problems during their operation.
Communication problem, performance, and interpersonal
relations are among the problems that face many organizations.
The proposed solution for these problems includes conducting
the biweekly meeting and setting up training programs. An
organization could be in a dilemma of deciding which solution
2. to implement, therefore, assessing the possible risks of every
solution and deciding which solutions could yield the best
results is very important. It is also important to evaluate the
possible risks to predict what could happen if the organization
implement the solution. The following information will enable
the leader to make the final decision for every proposed
solution.
Conducting Biweekly Meeting
Conducting a biweekly meeting may sometimes be very
overwhelming and confusing. Therefore, employees should need
the following new skills to benefit from the meetings;
willingness to share their goals with the manager and the rest of
the members. By telling the manager what specifically they are
working on, or what they are aspiring to work on so they can
get help and get wherever they want. Another new skill that
employees need is the readiness to describe their achievement in
the organization. Communication of goals to the members of the
meeting will enable the members to take the initiative to help
the employee.
Willingness to ask for advice and input is also an important
skill for an employee. It is important for employees to come to
the meeting prepared with many questions that will require the
manager to offer advice and take the role of mentorship. The
other new skill is a readiness to discuss other issues connected
to career development. Employees should be ready to discuss
other issues connected to career development. After an
employee has shared his/her direction and focus with the rest of
the members, it is important to enrich the meeting in other
ways. That is a good time for employees to ask about their
strengths or weakness and where they need to improve.
The financial cost of conducting a biweekly meeting will be
economical. There will be no financial costs for hiring
conference rooms because they will conduct the meeting in a
social room owned by the organization. This will enable the
organization to save the money and spend it on other issues. If
the organization will implement this solution communication
3. barrier will decrease. This kind of meetings will encourage
employees from different sections to interact. The interaction
among workers will make them free with each other and enable
them to communicate in a freer manner. This form of meetings
will improve the flow of communication in both directions. This
strategy will enable workers to communicate their challenges
and give the organization a chance to completely understand
their issues. This will, therefore, improve interpersonal
relations and reduce communication barriers.
Conducting meetings will also improve the brand of the
organization. Employees from different sections will be able to
relate with each other during the meeting and create good
relations. A good relationship between employees encourages
collaboration and teamwork. Creating a conducive environment
that promotes teamwork and collaboration foster good
performance, since the employee from different sections can be
free with each other and decrease unnecessary competition.
Good performance will improve the brand of the organization.
Setting up Training and Development Programs
The organization faces many challenges during its operation.
Sometimes, the owner of the organization or a key member of
the management team retires becomes incapacitated or dies. It is
important to identify and train new leaders to take over the
organization in the future. Therefore, training programs such as
a leadership training program are essential for coaching future
leaders of the organization. Having top employees credited
leadership training programs can be a great move for an
organization. The purpose of these programs is to help future
leaders acquire a wide set of skills and knowledge that they will
help them guide the firm and gain a complete understanding of
how the organization operates. Setting up training and
development programs will, therefore, make succession
planning easier (Schepker et al, 2018). The most important new
skills that the employees need to gain from training programs
include the following: be flexible, willingness to ask questions
and be confident.
4. Setting up training and development programs will be quite
expensive. The organization will require capital to pay for
professional training and will also need to acquire additional
equipment for carrying out online training. As a result of the
training cost, there will be some changes in the finance
department. The head of the department will increase the budget
of the month to accommodate the cost of training.
Conclusion
In conclusion, the proposed solution for these problems
includes conducting the biweekly meeting and setting up
training programs. An organization could be in a dilemma of
deciding which solution to implement, therefore, assessing the
possible risks of every solution and deciding which solutions
could yield the best results is very important. Communication
of goals to the members of the meeting will enable the members
to take the initiative to help the employee. Therefore, training
programs such as a leadership training program are essential for
coaching future leaders of the organization. Having top
employees credited leadership training programs can be a great
move for an organization. The most important new skills that
the employees need to gain from training programs include the
following: be flexible, willingness to ask questions and be
confident. The organization will require capital to pay for
professional training and will also need to acquire additional
equipment for carrying out online training.
Training and development programs will concentrate on
creating good relations through improved and better
communication and better performance through collaboration
and teamwork. Training and development programs will build a
positive reputation for the organization.
To add on the employees of an organization are the brand
representatives, therefore, when they attend conferences and
seminars they replicate and represent all that is good about the
organization (Frost, 2019).
5. References
Frost, S. (2019, February 5). The Importance of Training &
Development in the Workplace. Retrieved from
https://smallbusiness.chron.com/importance-training-
development-workplace-10321.html
Schepker, D., Nyberg, A., Ulrich, M., & Wright, P. (2018, April
20). Planning for Future
Leadership: Procedural Rationality, Formalized Succession
Processes, and CEO
Influence in CEO Succession Planning Journal. Retrieved from
https://journals.aom.org/doi/abs/10.5465/amj.2016.0071?af=R&
Maryland Technology MTC
Case Study
12/
5
/2018
1
Maryland Technology
Consultants, Inc.Maryland TechnologyConsultants (MTC) is a
successful Information Technology consulting services firm that
utilizes proven IT and management methodologies to achieve
measurable results for its customers. Its customer base includes
small to mid-tier businesses, non-profit organizations and
governmental agencies at the local, state and federal levels.
MTC feels strongly that its success is dependent on the
combination of the talent of
itsIT consultants, the best practices MTC employs, and a
dedication to delivering truly beneficial IT solutions to their
6. clients.
Corporate Profile
Corporate Name: Maryland TechnologyConsultants,Inc.
Founded: May2008
Headquarters: Baltimore, Maryland
Satellite Locations: Herndon, Virginia; Bethesda,
Maryland Number of Employees: 450
Total Annual Gross Revenue: $95,000,000
President and Chief Executive Officer (CEO):Samuel Johnson
Business Areas
MTC provides consulting services in the following areas:•
· Business Process Consulting -Business process redesign,
process improvement
• IT Consulting -IT strategy, analysis, planning,
systemdevelopment, implementation, and network support
• IT Outsourcing Consulting –Requirements analysis; vendor
evaluation, due diligence, selection and performance
management; Service Level Agreements
Business Strategy
MTC's business strategy is to provide extraordinary consulting
services and recommendations
to its customers by employing highly skilled consultants and
staying abreast of new business
concepts and technology and/or
developing new business concepts and best practices of its
own.
Excerpt from the MTC Strategic Business Plan
While the complete strategic plan touches on many areas, below
is an excerpt from MTC’s latest Strategic Business Plan that
identifies a few of MTC's Goals.
7. Goal 1: Increase MTC Business Development by winning new
contracts in the areas of IT consulting.
Goal 2:
Build a cadre of consultants internationally to provide remote
research and analysis support to MTC’s onsite teams in the U.
S.
Goal 3:
Continue to increase MTC’s ability to quickly provide high
quality consultants to awarded contracts to best serve the
clients’ needs.
Goal 4: Increase MTC’s competitive advantage in the IT
consulting marketplace by increasing its reputation for having
IT consultants who are highly skilled in leading edge
technologies and innovative solutions for its clients.
Current Business Environment
MTC provides consultants on-site to work with its clients,
delivering a wide variety of IT-related services. MTC obtains
most of its business through competitively bidding on Requests
for
Proposals issued by business, government and non-profit
organizations. A small but growing portion of its business is
through referrals and follow- on contracts from satisfied clients.
MTC
anticipates it will win two large contracts in the near future and
is preparing proposals for several other large projects.
MTC, as a consulting company, relies on the quality and
expertise of its employees to provide the services needed by the
clients.
When it is awarded a contract, the customer expects MTC
to quickly provide the consultants and begin work on the
project.
MTC, like other consulting companies, cannot afford to carry a
large number of employees that are not assigned to contracts.
Therefore, they need to determine the likelihood of winning a
8. new contract and ensure the appropriately skilled consultantsare
ready to go to work when needed. MTC relies on its Human
Resources(HR)
Department to find and hire the personnel that the line managers
need for upcoming contracts. It is very much a "just in time"
hiring situation.
The Headquarters in Baltimore, Maryland, houses
approximately 350 employees. Satellite offices have been
opened in the last two y
ears in both Herndon, Virginia and Bethesda, Maryland to
provide close proximity to existing clients. It is anticipated that
new pending
contracts would add staff to all locations. The management team
believes there is capacity at all locations, as much of the
consultants' work is done on-site at the customers' locations.
Strategic Direction
As a small to mid-size business (SMB), MTCrecognizes that it
needs to carefully plan its future strategy. Considering the
competitive environment that contains many very large IT
consulting firms, such as Hewlett-Packard (HP), Booz Allen
Hamilton (BAH), and
Science Applications International Corporation (SAIC)
, as well as numerous smaller companies with various skill sets,
market niches, and established customer bases, MTC
will be evaluating how best to position itself for the future and
recognizes that its ability to identify its core competencies,
move with
agility and flexibility, and deliver consistent high quality
service to its clients is critical for continued success. One area
that is critical to a consulting company is the ability to have
employees who possess
the necessary knowledge and skills to fulfill current and future
contracts. Given the intense competition in the IT consulting
sector,
9. MTC is planning to incorporate a few consultants in other
countries to provide remote research and analysis support to the
on-site U. S.
teams. Since MTC has no experience in the global marketplace,
the Director of HR has begun examining international labor
laws to determine where MTC should recruit and hire
employees.
Challenges
The two contracts that MTC expects to win very soon will
require the hiring of an additional 75 consultants very quickly.
The Director of HR is concerned that the current manual process
of recruiting and hiring employees will not allow his department
to be responsive to these needs as well as the demands of future
growth and increased hiring requirements. He is looking for a
near-term solution that will automate many of the manual hiring
process steps and reduce the
time it takes to hire new staff. He is also looking for a solution
that will allow MTC to hire employees located in other
countries around
the world.
Management Direction
The management team has been discussing how toramp up to fill
the requirements of the two new contracts and prepare the
company to continue growing as additional contracts are
awarded in the future.
The company has been steadily growing and thus far hiring of
new
employees has been handled through a process that is largely
manual. The HR Director reported that his staff will be unable
to accommodate the hiring of the 75 new employees in the
timeframe requiredas well as continue to handle the expanded
hiring projections. The Chief Information Officer (CIO) then
recommended that the company look for a commercial off-the-
10. shelf software product that can dramatically improve the hiring
process and shorten the time it takes to hire new employees.
The Chief Financial Officer (CFO) wants to ensure that all
investments are in line with the corporate mission and will
achieve the desired return on investment. She will be looking
for clear information that proposals have been well researched,
provide a needed capability for the organization, and can be
cost
- effectively implemented in a relatively short period of time to
reap the benefits. The CEO has asked the CIO to work with HR
to recommend a solution.
Your Task
As a business analyst in the CIO's department, you have been
assigned to conduct an analysis, develop a set of system
requirements, evaluate a proposed solution, and develop an
implementation plan for an IT solution (applicant tracking
system
or recruiting system) to improve the hiring process.
The CIO has set up a series of interviews for you to collect
information about the current hiring process and the
requirements for a system. He has asked you to produce a
Business Analysis and System Recommendation Report
(BA&SR) as your final deliverable.
Interviews
In the interviews you conduct with the organizational leaders,
you hear the comments recorded below.
CEO: Samuel Johnson
“While I trust my HR staff to address the nuts and bolts of the
staffing processes, what is critically important to me is that the
right people can be in place to fulfill our current contracts and
additional talented staff can be quickly hired to address needs
of future contracts we win. I can’t be out in the market
11. soliciting new business if we can’t deliver on what we’re
selling. Our reputation is largely dependent on having
knowledgeable and capable staff to deliver the services our
clients are paying for and expect from MTC.”
CFO:
Evelyn Liu “So glad we’re talking about this initiative. As
CFO, obviously I’m focused on the bottom line. I also recognize
it’s necessary to invest in certain areas to ensure our viability
moving forward. I recognize that the current manual hiring
process is inefficient and not cost-effective. Having technology
solutions that improve current processes and enable future
functionality is very
important to MTC’s success .We must consider the total cost of
ownership of any technology we adopt.
MTC is run as a lean-and-mean organization and support
processes must be effective but not overbuilt. We do want to
think towards the future as well and don’t want to invest in
technology with a short shelf-
life. Along those lines, we currently have a timekeeping and
payroll system; and to help support our bottom line financially,
any new solution should effectively integratewith, but not
replace, thatsystem.
CIO:
Raj Patel “As a member of the IT Department, you have a good
understanding of our overall architecture and strategy; however,
let me emphasize a few things I want to be sure we keep in mind
for this
project. Any solution needs to be compatible with our existing
architecture and systems as appropriate. Obviously,we have
chosen not to maintain a large software development staff so
building a solution from the ground up does not fit our IT
strategic plan. Our current strategy has been to adopt Software
as a
Service (SaaS) solutions that can be deployed relatively quickly
12. and leverage industry best practices. In addition, our distributed
workforce means we are very dependent on mobile computing –
this brings some challenges in term of portability, maintenance,
and solutions that present well on mobile devices.
We’ve been expanding at a rapid rate and are seeking to expand
internationally so any solution will need to be viable
Globally And last, but certainly not least, MTC’s success is
largely dependent on our ability to satisfy the requirements of
our clients and maintain a reputation of high credibility,
reliability and security.
Any security breach of our applicants’ data could have a
devastating effect to our ability to compete for new business as
well as maintain current clients.I recognize that MTC can no
longer rely on a manual hiring process to meet these needs.”
Director of HR:
Joseph Cummings
“Thanks for talking with me today. I see this effort as very
important to the success of MTC. The rapid growth to date and
future plans for expansion have pushed our recruiting staff, and
we recognize we can no longer meet the hiring and staffing
demands
with manual processes. I’m also interested in solutions that are
easy-
to-use and can interface with our existing systems and enhance
processes. I’m willing to consider a basic system that can grow
as
MTC grows and provide more capabilities in the future.
I’m sure Sofia, our Manager of Recruiting,
can provide more specifics.”
Manager of Recruiting:
Sofia Perez “You don’t know how long I’ve been waiting to
begin the process of finding a technology solution to support
our recruiting processes. In addition to myself, there are 2-3
full-timerecruiters who have been very busy keeping up with the
13. increased hiring at
MTC. It goes without saying that a consulting company is
dependent on having well-qualified employees to deliver to our
customers.
We’re in a competitive market for IT talent and want to be able
to
recruit efficiently, process applicants quickly, and move to
making a job offer to the best candidate before the competition
snaps him/her up. When I talk with my colleagues in other
companies, they mention
applicant tracking systems that have enabled them to reduce
their
hiring time by 15-20%. I’m so envious of them and look
forward to having our new solution in place before the next set
of contracts are won and we need to hire 75 (to as many as 150)
staff in a 3-month
period. I do not think my team can handle such an increase in an
efficient and effective manner. On-going growth at MTC will
continue to increase the demands to hire more consultants
quickly. It really seems like there would be a rapid return on
investment in a technology solution to support and improve the
hiring process.”
Recruiters:
Peter O’Neil (along with Mike Thomas and Jennifer Blackwell)
“This project should have happened 2 years ago but glad it’s
finally getting some attention. As a recruiter, I’m sort of the
middleperson in this process. On one hand, we have the job
applicant who is anxious to know the status of his/her
application and fit for the advertised position. It’s important
that the recruiters represent MTC well, as we want the best
applicants to want to come to work for us.
Then we have the actual hiring manager in one of our business
areas who has issued the job requisition and wants to get the
best applicant hired as quickly as possible. Obviously recruiting
is not
14. the hiring manager’s full-time job, so we’re always competing
for time with other job responsibilities, so we can keep things
moving as quickly as possible. They look to us to screen
resumes and only forward the best qualified applicants to them
so they can quickly identify their top candidates. Working with
Tom, our administrative
assistant, we need interviews to be scheduled to accommodate
everyone’s calendars. After the hiring managers make their
final selections of who they would like to hire, it is our task to
get
the job offers presented to the candidates -hopefully for their
acceptance. Everything is very time sensitive,and the current
process is not nearly as efficient as it could be. Applications
and resumes can get lost in interoffice mail or buried in email;
and,when
a hiring manager calls us, we often can not immediately provide
the
status of where an applicant is in the process.
This can be very frustrating all around. Speaking for myself and
the other recruiters, I have high expectations for this solution.
We need to really be able to deliver world-class service to MTC
in the recruiting and hiring areas to meet the business goals.”
Administrative Assistant: Tom Arbuckle “I support the
recruiters in the hiring process. After the recruiters screen the
resumes and select
the best candidates for a position, my job is to route those
applications and resumes via interoffice mail to the respective
functional/hiring manager, receive his or her feedback on who
to interview and who should be involved in the interviews,
schedule the interviews based on availability of applicants and
the interview team members, collect the feedback from the
interview team and inform the assigned recruiter of the status of
each candidate who was interviewed. Then, after a job offer has
been made and accepted, I coordinate the paperwork for the new
hire with HR and
15. Payroll to ensure everything is ready to go on the first day. As
you
can imagine when hiring volume is up, I’m buried in paperwork
and trying to keep all the applicants and their resumes straight,
track their status in the process, and ensure everyone has
what they need is very challenging. Any tool that would help
the workflow and enable many steps in the process to be done
electronically would be wonderful.”
Hiring Manager (in functional area; this person would be the
supervisor of the new employee and would likely issue the job
requisition to fill a need in his/her department/team):
“While it’s a good problem to have–new business means new
hires --the current method for screening applications,
scheduling interviews, identifying the best qualified applicants,
and getting a job offer to them is not working. My team is
evaluated on the level of service we
provide our clients, and it is very important that we have well
-qualified staff members to fulfill our contracts. Turnover is
common in the IT world and that along with new business
development, makes the need for hiring new staff critical and
time-sensitive. I confess that
sometimes I’m not as responsive to HR as I should be,but this is
only one of several areas I’m responsible for. I look to the
recruiters to stay on top of this for me. In the ideal world, I’d
like an electronic dashboard from which I can see the status of
any job openings in my area, information on all qualified
candidates who have applied and where they are in the pipeline.
Electronic scheduling of interviews on my calendar would be a
real time saver. It’s important that we impress candidates with
our technology and efficiency –after all we are an IT consulting
company—and using manual processes makes us look bad. And
,this system must be easy to use –I don’t have time for training
or reading a 100-page user’s manual. Just need to get my job
done."
16. For this assignment you will prepare the first section of a report
that will ultimately analyze the organization described in the
case study and recommend a system solution. In this section you
will analyze the organization and explain how an IT system
could be used to support its strategies and objectives and
support its decision-making processes. Your report should not
exceed four double-spaced pages, and must include at least two
references. Prior to beginning this assignment, be sure you have
read all of the materials,
Running head: SOLUTIONS1
SOLUTIONS6
Providing
Solution
s
Mark S. Lasky
MGMT 495
Professor Davis
17. American Public University
March 23, 2019
Organizations are faced with problems in daily operations. This
problem needs to be the approach in a manner which should not
bring any further damage to the organization. This requires
carefully designing solutions that are effective in dealing with
the problem. In coming up with an effective solution, one must
be able to fully understand the problem. This means to conduct
thorough research on the course and scope of the problem. The
business is faced with the problem of communication,
performance, and interpersonal relations. This has affected the
business in a great way and needs to be addressed with the most
effective solution. Comment by Will Davis: approached
The communication problem arises due to the model of
communication used in the organization. Workplace
communication in the organization is down from top to down.
This means that the flow of information is from the top to down.
This approach of communication reduces that chance of juniors
participating in a decision that concerns their task. In vertical
communication, juniors only take orders from above without
having the opportunity to give feedback or any response. In
order to eliminate communication problem in this organization,
they must be an environment which healthy fosters an
engagement between various department members and managers
18. (Bucăţa & Rizescu, 2017). Comment by Will Davis: there
One of the strategies in dealing with the communication
problem is having a biweekly meeting between members of the
different department. This meeting will serve the purpose of
bettering communication in the workplace. These gatherings
will accommodate the utilization of both vertical and flat
correspondence modules, enabling each representative to have
the capacity to air their considerations with respect to business
and working environment undertakings. The meetings will be
conducted in the conference hall in the organizational premises.
Also once a month meetings will be held in a less constrictive
environment. This means that engagement will be conducted in
an environment which is out of office and therefore reduces the
perception of seniority of power. Again, this approach makes
financial sense since the meeting will be conducted in the social
hall owned by the organization. There will be no expenses for
hiring conference halls in hotels. This will ensure that the
organization saves money and utilize it in other ways. Having a
biweekly meeting will also encourage members of the different
department to interact. This will improve interpersonal
relations. It has been brought up to have the meetings at the
local state park where families can be off until the conclusion of
the meeting where everyone can participate in a cookout. This
will make the employees free with each other and communicate
in a more freeway.Comment by Will Davis: monthly
19. This means that engagement will be conducted in an
environment which is out of office and therefore reduces the
perception of seniority of power. Again, this approach makes
financial sense since the meeting will be conducted in the social
hall owned by the organization. There will be no expenses for
hiring conference halls in hotels. This will ensure that the
organization saves money and utilize it in other ways. Having a
biweekly meeting will also encourage members of the different
department to interact. This will improve interpersonal
relations.
Meetings will enhance the communication flow in both
directions. This approach will enable employees to
communicate their problems and give management an
opportunity to fully understand their concerns. Employees from
different departments will be able to interact with each other
and create good relationships. Having a good relationship
among employees fosters teamwork and collaboration.
Performance can be improved by creating a conducive
environment that promotes teamwork. The biweekly meetings
will increase performance since the employee can be free with
each other and reduce unhealthy competition.
The other solution is setting up training programs for employees
to be aware of ways to identify, to address and solve business
environment issues. Training is very important especially when
changes happen to an organization. It enables employees to be
20. aware of the changes and ways to deal with issues that may
arise as a result of the change. In the organization, merging two
departments training will be very essential to eliminate
unnecessary competition. Making a pool of broadly trained
workers allows the organization to be prepared in filling vacant
positions when a person leaves the organization or on the off
chance that they receive transfers or promoted to other roles.
Workers can be prepared from the other department which will
increase productivity and efficiency. The training program in
this organization will enhance the employee’s qualities of
cooperation and be able to handle challenges from different
angles.
Training will be conducted via various methods. They will be
online sessions where employees will receive training materials
via emails. These online training sessions will also provide the
user to offer their own solutions and to have interaction with
the trainer and others in the class. They will also use
professional trainers. Training will be conducted at different
locations outside the organization premises. This is very
important to ensure that employees change the environment.
Training programs will focus on creating good relationships
through better communication and improving performance
through teamwork and collaboration. This solution is financially
viable for the organization since productivity will be improved.
This means that the organization will improve its productivity
21. and hence increases its profits.
An effective preparing program gives laborers consistent data
and experience. Access to preparing materials ensures that all
specialists have a solid experience and unsurprising data of
endeavors and methodologies, something which is particularly
basic concerning fundamental association courses of action and
techniques. Ensuring that all specialists have unsurprising
learning ensures that tasks are done on time and without issues.
Representatives can most likely structure groups that assistance
each other in doing their every day exercises. This for the most
part joins administrative philosophy and ethics in the midst of
execution of commitment. With this preparation, leaders of the
distinctive offices can probably team up with one another to
make the running of the association effective. Most specialists
have a couple of inadequacies in their workplace capacities.
This preparation program will empower to fortify those
aptitudes that each laborer needs to enhance. These
shortcomings incorporate relational aptitudes which may
adversely affect efficiency (Carol, 2002).
In conclusion, this has affected the business in a great way and
needs to be addressed with the most effective solution. The
other solution is setting up training programs for employees to
be aware of ways to identify, to address, and to solve business
environment issues. In coming up with an effective solution,
one must be able to fully understand the problem. This solution
22. is financially viable for the organization since productivity will
be improved. One of the strategies in dealing with the
communication problem is having a biweekly meeting between
members of the different departments. The communication
problem arises due to the model of communication used in the
organization. In order to eliminate the communication problem
in this organization, there must be an environment which fosters
a healthy engagement between the various department members
and their managers. The business is faced with the problem of
communication, performance, and interpersonal relations.
Employees from different departments will be able to interact
with each other and create better relationships. Again this
approach makes financial sense since the meeting will be
conducted in a less constrictive environment.
References
Bucăţa, G., & Rizescu, A. (2017, April 22). The Role of
Communication in Enhancing Work
Effectiveness of an Organization : Land Forces Academy
Review. Retrieved from
https://content.sciendo.com/view/journals/raft/22/1/article-
p49.xml
Carole, W. (2002). Developing Effective Training Programs.,
Journal of Research
23. Administration, 2002. Retrieved from
https://eric.ed.gov/?id=EJ657642
Running head: NEEDS1
NEEDS5
Needs Assessment
Mark S. Lasky
American Public University
MGMT 495
24. Professor Davis
March 16, 2019
Objectives of the Needs AssessmentComment by WillieTDavis:
Bold font and center
The problem that the business is facing is due to the merger
between the Sales department and the marketing department.
The merger was formed with the aim of enhancing efficiency in
the two departments. However, this has not been the case
because the merger has brought about conflicts between
members of the two departments. The problems include
communication problems, performance problems and
interpersonal conflicts. This has, in turn, decreased the
productivity of workers in the two departments. The needs
assessment is therefore aimed at improving the productivity of
workers by determining the causes of the conflicts between the
Sales department and the marketing department and developing
strategies to address them (Björnerstedt, 2016). The focus is on
employee productivity not increasing profits because reduced
profits are as a result of poor employee productivity.
Data CollectionComment by WillieTDavis: Level-one headings
should be in bold font
To effectively understand the conflict, questionnaires were
distributed to the employees in the two departments through
email. The completed questionnaires were sent back through the
25. method and various participants from the questionnaires were
invited for an interview which was conducted through Skype.
The questionnaires had fifteen open-ended questions related to
the conflicts between the two departments. The interviews
entailed six brief open-ended questions that were designed in a
way that seeks to discuss the major causes of the conflicts and
how they can be addressed.
Methods of Data Analysis
Thematic analysis was incorporated to evaluate the results from
the questionnaires. Statistical software such as STRATA was
not used due to the diversity of the questions and a qualitative
research approach was adopted. The results of the interviews
were manually analyzed in order to find common words that
could be put together to determine common trends from
employees.
Findings
Majority of the employees who participated in the questionnaire
and interviews associated the conflicts between the two
departments with the management. The mode of communication
in the workplace is vertical communication which means that
communication is from the top to the bottom. Employees are
therefore not given a chance to communicate their views on
various issues because communication from the alternate route
(from the bottom to the top) is not encouraged (Hovenkamp,
2017). Performance problems also enhanced the conflicts
26. between the two departments. The inappropriate competition
was created when managers openly praised the departments that
performed well.
Recommendations
To address the conflict between the two departments, it is
important to evaluate the needs of the business. The business
needs to conduct its operations effectively in order to ensure
that the customers are satisfied. This can only be achieved by
maximizing the productivity of workers. It is therefore
important to develop strategies to address the conflicts between
the two departments which are affecting their productivity. First
and foremost, the business needs to adopt diagonal
communication which will enhance communication between the
employees and the managers. This will improve employee
productivity because the views of employees will be listened to
which will make them feel worthy. Secondly, managers should
provide a framework for the departments which will be used to
determine their performance. This will reduce the inappropriate
competition created because each department knows what it has
to do to perform better than the other (Bettig, 2018). Finally,
the business should consider the advantages and disadvantages
of the departments working as a singular unit or as two units
just as they previously did. In case, the business determines the
departments will be much more efficient when working as two
units, it should do away with the merger.
27. Conclusion
The problem that the business is facing is due to the merger
between the Sales department and the marketing department. To
effectively understand the conflict, questionnaires were
distributed to the employees in the two departments through
email. Thematic analysis was incorporated to evaluate the
results from the questionnaires. Statistical software such as
STRATA was not used due to the diversity of the questions and
a qualitative research approach was adopted. The majority of
the employees who participated in the questionnaire and
interviews associated the conflicts between the two departments
with the management. To address the conflict between the two
departments, it is important to evaluate the needs of the
business. It is therefore important to develop strategies to
address the conflicts between the two departments which are
affecting their productivity.
References
Bettig, R. V. (2018). Copyrighting culture: The political
economy of intellectual property. Routledge.
Björnerstedt, J., & Verboven, F. (2016). Does merger simulation
28. work? Evidence from the Swedish analgesics market. American
Economic Journal: Applied Economics, 8(3), 125-64.
Hovenkamp, H., & Shapiro, C. (2017). Horizontal mergers,
market structure, and burdens of proof. Yale LJ, 127, 1996.
Running head: IDENTIFY1
IDENTIFY5
Identify the Problem
Mark S. Lasky
29. Professor Willie Davis
American Public University
MGMT 495
March 5, 2019
The Problem, Management of the Problem and Possible