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Team 5 Presentation Owen, Rushil, Josh, Xiaohan, Jerry Problem Solution Lack of organization in the Office of Sustainability Develop leadership within the Office of Sustainability Rationale For Choice Missing Director of Sustainability Org Chart: No position Operations and Resilience Cause Neglect Org Chart structure Potential of reporting to CFO Effects Public Opinion Student faith Difficult to achieve goals Example: Car pool forum STARS Rating : Expired Website structure, shows to be outdated Our rationale for coming to the conclusion that RRU is missing structure in the Office of Sustainability is due to the confirmation from the HR department providing the schools organization chart, and their recognition that there is no current individual in that role. Also they gave us confirmation that the department is overseen by the Operations and Resilience Office. This tell us that sustainability is being implemented by a department that is already trying to operate they school as a whole, and thus leaving obvious time restraints to focus on RRU sustainability. We determined that the causes for this lack of leadership is due to neglect, and possibly because of the structure that the org chart. Where there is no sitting sustainability position currently. Effects of this, could cause the school to obtain a negative public image. Student body could lose faith in the legitimacy of their seriousness towards sustainability. And goals will be more difficult to achieve without a leader driving the bus. And example would be the schools failure to meet their own goal of achieving a carpool forum by 2016. It appears they attempted but if you try and open up the link it give you “page not found error”. Additionally while reviewing the schools website we found it to lack structure when trying to obtain information from their sustainability page, as its videos and pictures were outdated and wouldn’t load. And when you are to click on the ”Office of Sustainability“ link, it opens up a article about “how to change the Bee’s, and to BEE the change” References Royal Roads University. (2015). Sustainability Plan 2015-2020. Office of Sustainability. Retrieved from http://media.royalroads.ca/media/marketing/viewbooks/2015/sustainability-plan/mobile/index.html#p=14 Royal Roads University. (2019) Organizational chart. Human Resource Department RRU Organizational Chart At RRU There is no specific sustainability department/office, only environmental officer which has nothing to do with sustainability. There is no one reporting to VP or President, which as we know is important to making an impact. Based on this, our recommendation for hiring a program head is changing the structure of the RRU organizational chart to make sustainability a bigger priority, maximizing its effectiveness and our impact as a school. References Royal Roads University. (2019) Organizational chart. Human Resource Department References Royal Roads Univer.
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Secondly, different firms have different training systems tasked with the primary role of preparing the workers to tackle their tasks and enhance the achievement of the firm’s objectives r goals. In the case of ABC Company, it is vividly clear that the organization has a sophisticated training system that is preventing the firm from achieving human resource demands. In such circumstances, employees and staff fail to come to terms with the goals of training that the organization is championing for. This has had a tremendous impact on the quality of production. Finally, the is the lack of teamwork amongst workers. This is further fueled by the lack of understanding the importance as well as the value of teamwork which presents a concern with the best interest of the organization at heart. For ABC to develop and serve the proper functions and goals that are set out to be achieved, there must be an assessment of the concerns addressed to set up an avenue for better and prosperous organizational future.
With regard to the issues raised, it is recommended that the organization pioneers and invests in helping its workers understand the organizational goals of the workers across the different ranks. Most importantly the junior workers must show a clear understanding of the direction that the organization is striving to take as well as a pre-conceived destination or direction. The best approach to accomplish this is to improve communication channels and standards among the leaders of the firm and the employees. When leaders create a communication barrier between the administration and the workers which can be characterized as a one-way communication or a top to bottom type of communication, it becomes difficult for the provision of the reverse type o ...
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The value of the research, best practices, and examples is determined by how they can change your supply chain leadership. Following is a list of potential actions you could take today to make a difference in your organization and business results.
1. Get it on business leader scorecards. Work with your general managers/business leaders to ensure holistic measures are on the business/general manager scorecards. Profit and cost are consistently on these high-level scorecards, but quality, cash, and customer service may not be. Including supply chain excellence measures on the business scorecard enables you to lead based on business priorities.
2. Champion TVO. It is not enough to talk about the use of total value of ownership with your direct reports. Talk the importance of total value with supplier selection and development as part of your communications (meetings, calls, printed documents, supply chain goals/action plans), participate in supplier selection and development reviews for the most strategic suppliers/materials, and ensure that the rewards for supply chain people are consistent with TVO.
3. Make R&D your best friend. Create a strong partnership with the research and development leader. Consider co-locating your office with the R&D leader to facilitate teamwork and symbolize a seamless technical community. The SC leader and the R&D leader should have common expectations, including active, up-front involvement in new initiative supplier decisions and product design to optimize innovation that delivers consumer, customer, supplier, community, and shareholder needs.
4. Be clear. Set clear expectations for use of multidiscipline teams on supplier selection. Ensure people know what process is expected for what type of suppliers. Do this publicly and in written communications. Enable your multidiscipline teams to do the work. Help your global virtual teams get the tools they need to succeed.
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Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
0601009 employee engagement survey
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
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Develop a 3–4 page research paper based on a selected case study rel.docx
Develop a 3–4 page research paper based on a selected case study related to reproductive choices. Since the processes of reproduction and birth represent one of the potential biological outcomes of heterosexual activity, it is important to examine the biological foundations of human sexuality. This includes knowledge of fertilization and early development, including some of the most recent findings. There is more than a litany of birth control methods; this assessment offers a sound basis for understanding the issues to be weighed in personal decision making about contraception and abortion, which continue to generate debate and controversy.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Apply psychological theories to topics in human sexuality.
Apply psychological theories to a case study in human sexuality.
Competency 2: Apply scholarly research findings to topics in human sexuality.
Apply scholarly research findings to a case study in human sexuality.
Competency 3: Explain how ethics inform professional behavior in the field of human sexuality.
Explain how ethics inform professional behavior in the field of human sexuality.
Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for professionals in the field of psychology.
Write coherently to support a central idea with correct grammar, usage, and mechanics as expected of a psychology professional.
Use APA format and style.
APA Resources
Because this is a psychology course, you need to format this assessment according to APA guidelines. Additional resources about APA can be found in the Research Resources in the left navigation menu of your courseroom. Use the resources to guide your work as needed.
American Psychological Association. (2010).
Publication manual of the American Psychological Association
(6th ed.). Washington, DC: Author.
Available from the
bookstore
.
APA Paper Template [DOCX]
.
Required Resources
The following resource is required to complete the assessment.
Human Sexuality Case Studies: Sexuality Confronts Social Policy
|
Transcript
.
Suggested Resources
The resources provided here are optional and support the assessment. They provide helpful information about the topics. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
PSYC-FP2800 – Introduction to Human Sexuality Library Guide
can help direct your research. The Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.
Human Sexuality and Reproductive Choices
Kelly, G. F. (2015).
Sexuality today
(11th ed.). New York, NY: McGraw-Hill.
Available from the
bookstore
.
Chapter 10, "Reprod.
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Proposal for Organizational Learning Issues
All firms tend to face a wide range of challenges. These challenges hinder the effective delivery of services and objectives. In the organization transition management, some specific concerns in ABC Company have risen threatening the existential integrity of the organization. It is important to note that all firms have goals that determine the courses of their operations. It is also critical to observe that within the organization and among the different ranks of the workers in ABC there are different levels of understanding when it comes to the organizational goals. A good example to illustrate this disparity is the fact that the executives and the top management may understand or have a clear sight of the destination while the junior workers have a hazy blurred sight of the target. In fact, some might not even goals at all. As a result, these workers will operate like rudderless ships and consequently there is a loss of focus and poor productivity in general (Cameron & Green, 2017).
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1. Get it on business leader scorecards. Work with your general managers/business leaders to ensure holistic measures are on the business/general manager scorecards. Profit and cost are consistently on these high-level scorecards, but quality, cash, and customer service may not be. Including supply chain excellence measures on the business scorecard enables you to lead based on business priorities.
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Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
0601009 employee engagement survey
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
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This document is a project report submitted by Varun Chhibber to fulfill requirements for a Bachelor's degree in Management Studies from Mumbai University. The report explores the topic of employee retention. It begins with an introduction on the importance of employee retention in today's corporate world. It then discusses objectives, scope and methodology of the study. The report will cover strategies around recruitment, compensation, training and development, performance appraisal and exit interviews that companies use to improve employee retention. It also analyzes surveys conducted on retention practices in different industries. The conclusion will highlight aspects to consider for enhancing employee retention strategies.
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Apply psychological theories to a case study in human sexuality.
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Apply scholarly research findings to a case study in human sexuality.
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Write coherently to support a central idea with correct grammar, usage, and mechanics as expected of a psychology professional.
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APA Resources
Because this is a psychology course, you need to format this assessment according to APA guidelines. Additional resources about APA can be found in the Research Resources in the left navigation menu of your courseroom. Use the resources to guide your work as needed.
American Psychological Association. (2010).
Publication manual of the American Psychological Association
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Available from the
bookstore
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APA Paper Template [DOCX]
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The following resource is required to complete the assessment.
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Suggested Resources
The resources provided here are optional and support the assessment. They provide helpful information about the topics. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
PSYC-FP2800 – Introduction to Human Sexuality Library Guide
can help direct your research. The Supplemental Resources and Research Resources, both linked from the left navigation menu in your courseroom, provide additional resources to help support you.
Human Sexuality and Reproductive Choices
Kelly, G. F. (2015).
Sexuality today
(11th ed.). New York, NY: McGraw-Hill.
Available from the
bookstore
.
Chapter 10, "Reprod.
Develop a 5- to 6-slide PowerPoint presentation for a staff meet.docx
Develop a 5- to 6-slide PowerPoint presentation for a staff meeting that addresses the following:
Identify your selected transition of care. ------" Transitions of care” refer to the movement of patients between health care practitioners, settings, and home as their condition and care need change. For example, a patient might receive care from a primary care physician or specialist in an outpatient setting, then transition to a hospital physician and nursing team during an inpatient admission before moving on to yet another care team at a skilled nursing facility. Finally, the patient might return home, where he or she may receive care from a visiting nurse or support from a family member or friend.
Explain how you, as a nurse leader, along with your healthcare team, would apply systems thinking when providing a transition of care aligned with the IHI Quadruple Aim framework in order to improve it. Explain what the fourth aim in your strategy would be and why.
These are the four areas:
Experience of care
Population health
Per capita cost
Care team well-being
Describe the key stakeholders that might be involved in this transition of care and how you would engage and influence them to improve the transition of care processes.
Explain how systems thinking would inform your improvement plan for your transition of care.
.
Develop a 5–10-year strategic plan for achieving specific health.docx
Develop a 5–10-year strategic plan for achieving specific health care quality and safety improvements, based on the analysis you completed in Assessment 1. Use either an AI approach or your SWOT analysis and a chosen strategic planning model.
Note:
Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
SHOW LESS
Evaluation of strategic choices is important. The methods for selecting strategic alternatives help leaders organize significant issues to support decision making. However, it is important that the techniques do not make the decision. Rather, leaders should use the techniques to reveal the inherent situation and to organize their thought processes. This assessment provides you with an opportunity to evaluate and apply some of the techniques for successful strategy development and implementation.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Evaluate qualities and skills that promote effective leadership within health care organizations.
Evaluate the leadership qualities and skills that will be most important to successfully implementing a strategic plan and sustaining strategic direction.
Competency 2: Apply strategies to lead high-performing health care teams to meet organizational quality and safety goals.
Develop strategic goal statements and outcomes that support the achievement of specific quality and safety improvements for a care setting.
Justify the relevance of proposed strategic goals and outcomes in relation to the mission, vision, and values of a care setting.
Competency 3: Apply cultural, ethical, and regulatory considerations to leadership decision making.
Analyze the extent to which strategic goals and outcomes address the use of technology and the ethical, cultural, and regulatory environments.
Competency 4: Integrate leadership and health care theories into the role of the nurse leader.
Explain how relevant leadership and health care theories will be used to help achieve proposed strategic goals and objectives.
Competency 5: Communicate with stakeholders and constituencies to build collaborative partnerships and create inclusive work environments.
Communicate analyses clearly and in a way that demonstrates professionalism and respect for stakeholders and colleagues.
Integrate relevant and credible sources of evidence to support assertions, correctly formatting citations and references using APA style.
Suggested Resources
The resources provided here are optional. You may use other resources of your choice to prepare for this assessment; however, you will need to ensure that they are appropriate, credible, and valid. The
MSN-FP6210: Leadership and Management for Nurse Executives Library Guide
can help direct your res.
Develop a 2–4-page proposal for a policy that should help to imp.docx
Develop a 2–4-page proposal for a policy that should help to improve health care and outcomes for your target population.
Note
: Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
Cost and access to care continue to be main concerns for patients and providers. As technology improves our ability to care for and improve outcomes in patients with chronic and complex illnesses, questions of cost and access become increasingly important. As a master’s-prepared nurse, you must be able to develop policies that will ensure the delivery of care that is effective and can be provided in an ethical and equitable manner.
SHOW LESS
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Design evidence-based advanced nursing care for achieving high-quality population outcomes.
Propose a policy and guidelines that will lead to improved outcomes and quality of care for a specific issue in a target population.
Competency 2: Evaluate the efficiency and effectiveness of interprofessional interventions in achieving desired population health outcomes.
Analyze the potential for an interprofessional approach to implementing a proposed policy to increase the efficiency or effectiveness of the care setting to achieve high quality outcomes.
Competency 3: Analyze population health outcomes in terms of their implications for health policy advocacy.
Advocate the need for a proposed policy in the context of current outcomes and quality of care for a specific issue in a target population.
Competency 4: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with organizational, professional, and scholarly standards.
Communicate proposal in a professional and persuasive manner, writing content clearly and logically with correct use of grammar, punctuation, and spelling.
Integrate relevant sources to support assertions, correctly formatting citations and references using APA style.
CONTEXT:
As a master's-prepared nurse, you have a valuable viewpoint and voice with which to advocate for policy developments. As a nurse leader and health care practitioner, often on the front lines of helping individuals and populations, you are able to articulate and advocate for the patient more than any other professional group in health care. This is especially true of populations that may be underserved, underrepresented, or are otherwise lacking a voice. By advocating for and developing policies, you are able to help drive improvements in outcomes for specific populations. The policies you advocate for could be internal ones (just within a specific department or health care setting) that ensure quality care and compliance. Or they could be external policies (local, st.
Develop a 10- to 12- slide PowerPoint Presentation designed for .docx
Develop a 10- to 12- slide PowerPoint Presentation designed for training the staff at a local high school. The PowerPoint Presentation should focus on strategies that promote communication skills among adolescents.
Students are encouraged to approach the assignment creatively, adding graphics, visuals, charts and/or graphs to their work. Slides should be designed to address the selected topic clearly and concisely. Each slide should be developed with professional presentation style (e.g., bulleted items in brief statements rather than complete sentences). Notes should complement the slides and provide details useful to the speaker if an oral presentation were to be given.
Creating the PowerPoint Presentation
The PowerPoint Presentation:
Must be 10 to 12 slides, and formatted according to APA style as outlined by the Ashford Writing Center.
Must include a title slide with the following:
Title of the training
Student’s name
Course name and number
Instructor’s name
Date submitted
Must present a thesis statement regarding why social skills training would be appropriate for adolescents.
Must explain different types of communication (e.g., aggressive and assertive).
Must share four strategies on how adolescents could improve their communication skills.
Must create at least three hypothetical scenarios of problems that adolescents might encounter, including one that involves cultural/ethnic issues. The scenarios should show how adolescents could use improved communication skills to solve these problems.
Must develop conclusions that reiterate the opening thesis statement, include a summary of the social skills training discussed, and offer evidence of its effectiveness.
Must use at least four scholarly sources (in addition to the course text), including a minimum of two from the Ashford Online Library. References are to be provided as needed within the slides.
Must include a separate reference slide, formatted according to APA style as outlined in the Ashford Writing Center.
.
DetailsPlease answer the following questions. 1. Desc.docx
Meiosis involves two rounds of cell division that result in four haploid cells from one diploid cell. A cross between a GgBb male and GgBb female would result in a 1:1:1:1 ratio of offspring with green/black, green/brown, purple/black, and purple/brown phenotypes according to a Punnett square. A mating between a normal female and hemophilic male would result in all male offspring being hemophilic according to a Punnett square, with 50% of total offspring being hemophilic. Linked genes are located close together on the same chromosome and may not assort independently during meiosis, but they are not an exception to Mendel's law of
Despite the literature supporting technology use in schools as ben.docx
Despite the literature supporting technology use in schools as beneficial for students, and despite the wide use of social technology, schools continue to be slow to change its integration in the classroom (Livingstone, 2012). It is imperative that teachers increase their use of technology in the classroom in order to prepare our K-12 students referred to as "digital natives," for the 21st century. Though many schools have technology available for use (Alger & Kopcha, 2008), barriers exist in incorporating technology into lesson plans, namely teacher reluctance (Keengwe, Onchwari, & Wachira, 2008). Teachers' hesitation in using technology more frequently is due to a number of factors, such as lack of time to learn new technology and incorporate it into lesson plans, beliefs around using technology in instruction, availability of working technology and technical support, comprehensive professional development, and a culture that promotes using new technology, self-efficacy, and teaching methods (Alger & Kopcha, 2008).
Literature Review
Self-Efficacy toward Technology
According to Bandura (1986) individuals possess a self-system that determines how much effort people will expend on any activity. Bandura also asserts that self-efficacy beliefs may be a strong predictor of related performance. Studies have shown a positive correlation between self-efficacy in technology and technology ability (Anderson & Maninger, 2007; Anderson, Grouulx, & Maninger, 2011). According to the technology acceptance model introduced by Davis (1989), there is a correlation between users' perceived ease of use and predicted adoption of technology. In his study investigating Moodles, Yeou (2016) found self-efficacy to be a critical factor in undergraduates' use of the technology tool. In a similar study investigating pre-service teachers, Albion (2001) found that self-efficacy was the most significant factor in predicting technology use. Pre-service and in-service teachers who possess high self-efficacy in regard to technology are more apt to use technology in the classroom because they are more confident in their ability. In their study investigating teachers' use of technology, Holden and Rada (2011) found that self-efficacy directly influenced individuals' ease of use and usability of technology.
Need for Technology Integration
With the adoption of the National Education Technology Plan (NETP), providing access to technology is no longer sufficient; the NETP stresses that schools are expected to ensure "all students understand how to use technologies as a tool to engage in creative, productive, lifelong learning" (p. 16 Herold, 2016). A key element in the plan is the need to move from passive to active use of technology. Often referred to as the "digital use and divide," a gap exists between learners who are using technology in active, creative ways to support their learning and those who predominantly use technology for passive content consumption.
To develop .
Details httpsource.sakaiproject.orgviewsvnview=rev&rev=39.docx
This document contains notifications from Sakai's version control system about recent changes made in Source code repositories. It describes 14 separate revisions made between January 4th and 5th, 2008. The revisions include changes to code related to gradebook, site management, messaging, and other tools.
DescriptionCh .17Newborn transitioningCh. 18Nursing manag.docx
Description:
Ch .17:
Newborn transitioning
Ch. 18:
Nursing management of the
newborn
Ch.19:
Nursing Management at risk:
Pregnancy-related complications
Ch.20:
Nursing Management of the
Pregnancy at Risk: Health
conditions and vulnerable populations
Ch. 21:
Nursing management of
labor and birth at risk
Ch. 22:
Nursing management of the
postpartum woman at risk
.
Description of the assignment The following 4 men created a p.docx
Description of the assignment:
The following 4 men created a paradigm shift within Western culture: Luther, Columbus, Gutenberg, and Charles Darwin. In this assignment, explain which one of these you deem to have had the most influence on Western culture. Provide concrete reasons that clarify your position. If you include sources, cite them in current APA format. This assignment must be 250–300 words and must include the word count in parentheses. S
.
Description of the AssignmentThis assignment presents a mo.docx
Description of the Assignment
This assignment presents a modified method for conducting a concept analysis of
one
concept that is important and useful to the nurse practitioner role. The concept for this assignment must be supported by a published
nursing
theory. The selected concept is identified and then the elements of the analysis process are applied in order to synthesize knowledge for application as demonstrated through the creation of a model case. Theoretical applications of the concept are also discussed. Non-nursing theories may
not
be used. Scholarly literature is incorporated throughout the analysis.
Only the elements identified in this assignment should be used for this concept analysis.
Possible Concepts:
The following concepts are not required; students may select one of these concepts or find another concept. Each selected concept must be associated with a nursing theory; the use of non-nursing theories is
not
allowed. If you have any questions regarding your concept or the nursing theory, please consult with your faculty member for assistance.
Please note: the concepts of caring or cultural humility are not permitted for this assignment.
Adaptation
Burnout
Civility
Comfort
Compassion
Compassion fatigue
Competence
Empowerment
Engagement
Health
Leadership
Meaningfulness
Modeling
Noise
Pain
Palliative care
Quality of life
Resilience
Self-care
Sensory overload
Situational awareness
Criteria for Content
Definition/Explanation of the selected nursing concept
Defines/explains the concept using scholarly literature (a dictionary maybe used for this section
only
)
Support from nursing literature is required.
2.
Defining attributes:
A minimum of
three (3)
attributes are required.
Support from nursing literature is required.
Explanation: An attribute identifies characteristics of a concept. For this question, the characteristics of the selected nursing concept are identified and discussed.
Antecedent and Consequence
1 antecedent
of the selected nursing concept.
1 consequence
of the selected nursing concept.
Support from nursing literature is required.
Explanation:
An antecedent is an identifiable occurrence that happens before an event. An antecedent precedes a selected nursing concept. A consequence follows or is the result of an event. The selected consequence follows or is the result of the selected nursing concept.
4.
Model Case
1 Model Case
is created by the student and discussed substantively by demonstrating within the case each of the following areas:
Definition
All identified attributes
Theoretical Applications of the Concept
Explain how the concept applies to the selected nursing theory.
Support from nursing literature is required.
Reflection
Reflect on how the concept analysis findings apply to your advanced nursing practice, specifically as an NP.
Self-reflection may be written in first-person.
Preparing the Assi.
Description of theNationalMilitary Strategy2018.docx
Description of the
National
Military
Strategy
2018
The Joint Staff
1
Overview
The 2018 National Military Strategy (NMS) provides the
Joint Force a framework for protecting and advancing U.S.
national interests. Pursuant to statute, it reflects a
comprehensive review conducted by the Chairman with the
other members of the Joint Chiefs of Staff and the unified
combatant commanders.
As an overarching military strategic framework, this
strategy implements the substantial body of policy and
strategy direction provided in the 2017 National Security
Strategy, the 2018 National Defense Strategy (NDS), the
Defense Planning Guidance (DPG), and other documents.
The 2018 NMS provides the Chairman’s military advice for
how the Joint Force implements the defense objectives in
the NDS and the direction from the President and the
Secretary of Defense.
The 2018 NMS also reflects lessons learned from
implementing global integration over the last two years. The
strategy articulates a continuum of strategic direction to
frame global integration into three strategy horizons to meet
the challenges of the existing and future security
environment. Force employment addresses planning, force
management, and decisionmaking to fulfill the defense
objectives of the NDS. Force development adapts functions,
capabilities, and concepts to improve the current Joint
Force. Force design innovates to enable the Joint Force to
do what it does differently to retain a competitive advantage
against any adversary.
The vision of the Joint Force articulated in the 2018 NMS is
a Joint Force capable of defending the homeland and
projecting power globally, now and into the future.
2
Strategic Approach
From its global perspective, the NMS premises an adaptive
and innovative Joint Force capable of employing its
capabilities seamlessly across multiple regions and all
domains -- continuing the transition from a regional to a
global mindset and approach.
This strategy
anchors its
approach against a
set of clearly
identified security
trends outlined in
the NDS (see inset).
These trends,
especially those
posed by the
reemergence of
great power
competition with China and Russia, represent the most
difficult challenges facing the Joint Force. However, the full
scope of global integration must recognize uncertainty and
be vigilant for emerging threats to the security and interests
of the United States, its allies and partners. In a security
environment where the homeland is no longer a sanctuary
and every operating domain is contested, competitors and
adversaries will continue to operate across geographic
regions and span multiple domains to offset or erode Joint
Force advantages.
To achieve military advantage over competitors and
adversaries, the NMS introduces the notion of joint
combined arms, defined as the conduct of operational art
through the integration of joint capabilities.
Description This is a 4 page paper about either a creative genius o.docx
Description: This is a 4 page paper about either a creative genius of your choosing (Thomas Edison? Einstein? Michelangelo? Beyonce? Lucille Ball?) or a creative business (DuPont, Corning, IDEO? Pixar?). You can either read a full biography or research the person or organization using several sources. The paper should include: Description and background of the person/organization, 2) why you chose him/her/it, 3) what this person/org achieved (briefly), 4) how he/she/it fuels their creativity (his or her own, or if a company, its workforce) and 5) include a self reflection. Knowing what they do, what are some things YOU DO to fuel your creativity? What else could you do going forward? . #4 and #5 are most important. At the end of the paper, summarize by listing at least ten to fifteen things that this individual did to fuel his/her/its creativity. Here are some examples:
Da Vinci kept journals and notebooks. He dissected eyes and other body parts. He learned many mediums - painting sculpting, etc.
Ian Flemming (author), designed golf courses in his spare time.
Steven Hillenburg, the creator of Spongebob, had been a marine biology professor who had a keen interest in art and began drawing visual images for his student which he then began animating. He continuously worked on acquiring new skills. He watched old movies.
Beyonce learned dressmaking from her mom, who designed all of her early costumes. Her mom had sewn clothing for priests and nuns in exchange for Beyonce’s tuition.
Etsy has employee-led workshops where associates teach others their hobbies, and they regularly engage their shop owners in planning
The important thing about this project is that you learn and be able to share not just what they achieved, but what they did to nurture their creativity. You must include sources.
.
Describe your experience with electronic healthmedical record.docx
Describe your experience with electronic health/medical records (EHR/EMR).
Have you used a health care IT system as a patient/provider? If yes, what system(s) did you use?
What were your impressions of the system?
Did you find it user-friendly?
Did you have concerns about privacy/security?
Did it seem to make health care seeking/delivery easier or more burdensome?
.
Description Develop a paper describing how the knowledge, skill.docx
Description:
Develop a paper describing how the knowledge, skills, or theories
of this course
have been applied or could be applied, in a practical manner to your current work environment. If you are not currently working, share times when you have or could observe these theories and knowledge applied to an employment opportunity in your field of study.
Requirements:
Provide a >500 word (2 or more pages) paper (excluding title and reference pages in page count). The paper should include a title page, body (include Introduction and Conclusion sections), and a reference page. An abstract is not required for this assignment. Use proper APA formatting of the entire paper including sources on the reference page and citations in the body of the paper.
.
Describing Research FindingsResearchers take many steps to p.docx
Describing Research Findings
Researchers take many steps to prepare, organize, and analyze research data. In this discussion, you will examine the importance of taking a systematic approach to describing research findings. Be sure to address the following in your main post:
What is the purpose of computing descriptive statistics and exploratory analyses?
Why should researchers graph their data? What are the benefits of graphing?
How might you assess the distribution of data?
What does the “spread” of data tell us?
What does Pearson
r
tell us about two variables?
.
Description I. Introduction A. Summarize the client. What is the rat.docx
Description I. Introduction A. Summarize the client. What is the rationale for seeking counseling?
II. Biopsychosocial Summary
A. Describe the problem that brought the client to treatment. i. Make sure to address any problems, issues, or challenges the client may be facing.
B. Explain the symptoms affecting the client. i. What are the behavioral symptoms? ii. What are the cognitive symptoms? iii. What are the emotional symptoms? iv. What are the physiological symptoms?
C. Identify any environmental factors that may be contributing to the client's problem.
D. Identify any potential harmful behavior: i. Aggression ii. Harm to others iii. Harm to self iv. Criminal activity v. Impulsive behaviors vi. High-risk activity
E. Determine if the client has a family history of the diagnosis. Consider how this may affect the client. F. Use evidence-based research to support the biological factors presented in the case.
G. Outline how the client identifies him- or herself in regard to cultural characteristics. Make sure to add rationale for any answers that are not straightforward. i. What are the addressing factors?
a. Age and generational influences
b. Developmental disabilities (acquired at birth or during childhood)
c. Disabilities acquired later in life (e.g., traumatic brain injury, multiple sclerosis, stroke)
d. Religion and spirituality
e. Ethnic and racial identity
f. Socioeconomic status
g. Sexual orientation
h. Indigenous heritage
i. National origin j. Gender
H. Summarize how the client culturally identifies him- or herself.
i. With the identifiers above, how does the client culturally identify him- or herself? ii. What is the order of importance for the client? Assessment III. Co-occurring Disorders
A. Identify any co-occurring disorders. B. Describe the initial DSM diagnosis. i. What is the overall descriptor of the diagnosis? ii. What criteria must be met to meet the diagnosis? iii. Describe which client behaviors are being used to meet the diagnostic criteria.
C. Discuss the rationale behind the diagnosis. i. Identify what other diagnoses should be ruled out. Make sure to provide rationale. ii. Identify limitations with this diagnosis. Make sure to provide rationale.
D. Use evidence-based research to support your justification. IV. Addiction Assessments
A. Describe how the assessment was administered.
B. Describe the assessment scoring.
C. Summarize the assessment results.
i. How do you interpret the results? Plan V. Recommendations
A. Summarize what you recommend for this client based on the information collected.
i. Describe what you recommend for recovery.
ii. Describe what you recommend for relapse prevention.
resources you would provide to the client. Rubric Guidelines for Submission: Consider using the headings from the critical elements outlined above when drafting your DAP note, as you will do this when you submit for your final project. You may also consider using double spac.
Describing DataNumerical MeasuresChapter 3McGraw-.docx
Describing Data:
Numerical Measures
Chapter 3
McGraw-Hill/Irwin
Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved.
*
Learning Objectives
LO1 Explain the concept of central tendency.
LO2 Identify and compute the arithmetic mean.
LO3 Compute and interpret the weighted mean.
LO4 Determine the median.
LO5 Identify the mode.
LO6 Calculate the geometric mean.
LO7 Explain and apply measures of dispersion.
LO8 Compute and interpret the standard deviation.
LO9 Explain Chebyshev’s Theorem and the Empirical
Rule.
L10 Compute the mean and standard deviation of
grouped data.
3-*
*
1. Central Tendency - Measures of Location
The purpose of a measure of location is to pinpoint the center of a distribution of data.
There are many measures of location. We will consider five:
The arithmetic mean,
The weighted mean,
The median,
The mode, and
The geometric mean
3-*
LO1 Explain the concept of central tendency
*
1. Central Tendency - Measures of Location
Examples with MS Excel:
The arithmetic mean,
The weighted mean,
The median,
The mode
3-*
LO1 Explain the concept of central tendency
*
2. The Relative Positions of the Mean, Median and the Mode
3-*
LO2,4,5
*
3. Measures of DispersionMinimum
Maximum
Range
Mean Deviation
3-*
LO7
*
3. Measures of DispersionVariance and Standard Deviation
3-*
LO7
*
3. Measures of DispersionVariance and Standard Deviation
Example: hand calculation, MS formula, Pivot Table
Descriptive Statistics using MS Excel Data Analysis Function
3-*
LO7
*
4. The Empirical Rule
3-*
LO9
*
5. Chebyshev’s Theorem
The arithmetic mean biweekly amount contributed by the Dupree Paint employees to the company’s profit-sharing plan is $51.54, and the standard deviation is $7.51. At least what percent of the contributions lie within plus 3.5 standard deviations and minus 3.5 standard deviations of the mean?
3-*
LO9 Explain Chebyshev’s Theorem and the Empirical Rule.
*
Central Tendency - Measures of Location
The purpose of a measure of location is to pinpoint the center of a distribution of data.
There are many measures of location. We will consider five:
The arithmetic mean,
The weighted mean,
The median,
The mode, and
The geometric mean
3-*
LO1 Explain the concept of central tendency
*
Characteristics of the Mean
The arithmetic mean is the most widely used measure of location.
Requires the interval scale.
Major characteristics:
All values are used.
It is unique.
The sum of the deviations from the mean is 0.
It is calculated by summing the values and dividing by the number of values.
3-*
LO2 Identify and compute the arithmetic mean.
*
.
Population Mean
For ungrouped data, the population mean is the sum of all the population values divided by the total number of population values:
3-*
LO2
*
EXAMPLE – Population Mean
There are 42 exits on I-75 through the state of Kentucky. Listed below are the distance.
Describes the use of Computers in Nursing in general clearly and com.docx
Describes the use of Computers in Nursing in general clearly and comprehensively.
Address the significance of Computers, attributes of Computers (i.e., accuracy, cost, accessibility, etc.), and provide specific examples with rationale of situations in which Computers as an educational tool would provide advantages as well as disadvantages.
Relate the use of Computers to the appropriate professional standards and competencies.
.
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What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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● Types of event processing models in Mule 4
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For Upcoming Meetups Join Mysore Meetup Group - https://meetups.mulesoft.com/mysore/YouTube:- youtube.com/@mulesoftmysore
Mysore WhatsApp group:- https://chat.whatsapp.com/EhqtHtCC75vCAX7gaO842N
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Shivani Yasaswi - https://www.linkedin.com/in/shivaniyasaswi/
Organizers:-
Shubham Chaurasia - https://www.linkedin.com/in/shubhamchaurasia1/
Giridhar Meka - https://www.linkedin.com/in/giridharmeka
Priya Shaw - https://www.linkedin.com/in/priya-shaw
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environment for investigating the changes in vegetation cover dynamics. Our study utilizes
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changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
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help of Advanced technologies like Remote Sensing and Geographic Information Systems is
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Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
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occur natural.
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- 1. Team 5 Presentation Owen, Rushil, Josh, Xiaohan, Jerry Problem Solution Lack of organization in the Office of Sustainability Develop leadership within the Office of Sustainability Rationale For Choice Missing Director of Sustainability Org Chart: No position Operations and Resilience
- 2. Cause Neglect Org Chart structure Potential of reporting to CFO Effects Public Opinion Student faith Difficult to achieve goals Example: Car pool forum STARS Rating : Expired Website structure, shows to be outdated Our rationale for coming to the conclusion that RRU is missing structure in the Office of Sustainability is due to the confirmation from the HR department providing the schools organization chart, and their recognition that there is no current individual in that role. Also they gave us confirmation that the department is overseen by the Operations and Resilience Office. This tell us that
- 3. sustainability is being implemented by a department that is already trying to operate they school as a whole, and thus leaving obvious time restraints to focus on RRU sustainability. We determined that the causes for this lack of leadership is due to neglect, and possibly because of the structure that the org chart. Where there is no sitting sustainability position currently. Effects of this, could cause the school to obtain a negative public image. Student body could lose faith in the legitimacy of their seriousness towards sustainability. And goals will be more difficult to achieve without a leader driving the bus. And example would be the schools failure to meet their own goal of achieving a carpool forum by 2016. It appears they attempted but if you try and open up the link it give you “page not found error”. Additionally while reviewing the schools website we found it to lack structure when trying to obtain information from their sustainability page, as its videos and pictures were outdated and wouldn’t load. And when you are to click on the ”Office of Sustainability“ link, it opens up a article about “how to change the Bee’s, and to BEE the change” References Royal Roads University. (2015). Sustainability Plan 2015-2020. Office of Sustainability. Retrieved from
- 4. http://media.royalroads.ca/media/marketing/viewbooks/2015/sus tainability-plan/mobile/index.html#p=14 Royal Roads University. (2019) Organizational chart. Human Resource Department RRU Organizational Chart At RRU There is no specific sustainability department/office, only environmental officer which has nothing to do with sustainability. There is no one reporting to VP or President, which as we know is important to making an impact. Based on this, our recommendation for hiring a program head is changing the structure of the RRU organizational chart to make sustainability a bigger priority, maximizing its effectiveness and our impact as a school. References Royal Roads University. (2019) Organizational chart. Human Resource Department
- 5. References Royal Roads University. (2015). Sustainability Plan 2015-2020. Office of Sustainability. Retrieved from http://media.royalroads.ca/media/marketing/viewbooks/2015/sus tainability-plan/mobile/index.html#p=14 References Royal Roads University. (2015). Sustainability Plan 2015-2020. Office of Sustainability. Retrieved from http://media.royalroads.ca/media/marketing/viewbooks/2015/sus tainability-plan/mobile/index.html#p=14
- 6. References STARS. (2019). The Sustainability tracking, assessment and rating system. Retrieved from https://reports.aashe.org/institutions/royal-roads-university- bc/report/2014-05-26/ Alternatives Build a committee made up of student body. OR Current manager/officer assumes the role in addition to their department. OR Hiring a senior department head.
- 7. Thank you owen. Here are three alternatives which can better structure the Office of Sustainability. Our first alternative would be to appoint a student body committee, to support the needs of RRUs sustainability program. Second option is for one current manager to additionally assume the role of sustainability head. The last option is to hiring a full time candidate who specializes in sustainability who can help to analyse the program and give a full time leadership. Now xiaohan will tell you which is the best alternative choice. Decision Matrix Alternatives Decision Criteria Effectiveness Hours Per Month Timing to Implement Public Opinion Funding Needed Student/Manager CommitteeCurrent Manager also Assumes the Role Hiring Senior Department Head Undesirable Satisfactory Desirable
- 8. Take hiring program head/team as a example. To compare with other two choice, through decision matrix. it does need more $ cause... . however it gonna take short time to (compare). 4. 认可度高. Next based on what we got from decision matrix, Josh will provide some recommendation Recommendation Appoint a sustainability department head. Restructure of organization chart to appoint senior role Direct communication with President/VP Appointing a sustainability office and leader will have the biggest impact towards sustainability. Through this, we must
- 9. restructure the current sustainability office to make it more of a priority. In doing so, we must create a role on the organizational chart that directly communicates to the top of the chain. Speaker notes: We looked into an example of an institute that is a leader in sustainability, and compared the organisation chart of in this case ETH Zurich, to our organizational chart at RRU. References Organisation Chart. (2019, October). Eidgenössische Technische Hochschule Zürich. Retrieved from https://ethz.ch/en/the-eth-zurich/organisation.html.
- 10. As an example, ETH Zurich has a dedicated sustainability office. They also have senior role as VP for sustainability who reports to the president. This direct communication proves that the department is more of a priority towards sustainability and contributes to their success as a leader in sustainable institutes. This is how RRU should structure their organizational chart in terms of adding a Sustainability Office/leader. A dedicated sustainability department/role that directly communicates with president/VP. References Organisation Chart. (2019, October). Eidgenössische Technische Hochschule Zürich. Retrieved from https://ethz.ch/en/the-eth-zurich/organisation.html. Rationale, Including Research & Analysis Restructure of Org Charts Leadership to inspire Flow of information
- 11. Green Revolving Fund Josh: Restructuer of org charts will prove to allow our school to make a bigger impact in terms of sustainability Owen: Greta Thunberg was able to move four million people two weeks. With leadership we believe this communication would be properly structured, just how we saw a strong leader like Greta Thunburge communicate a message around the world two weeks ago. Rushil: According to ingram’s research,he has shown that a organizational chart can transfer information between the organization with ease Jerry: Hiring a program head is going to require the most funding from the RRU, so we recommend a Green Revolving Fund to support the financials. References
- 12. Climate protest: Marches worldwide against global warming. (2019, September 20). BBC News. Retrieved from https://www.bbc.com/news/world-49777279 Ingram. D (2019), Why Is Organizational Structure Important?.www.smallbusiness.chron.com, Retrieved URL- https://smallbusiness.chron.com/organizational-structure- important-3793.html. J.E., Adriana, R.B. (2010). Solving the sustainability implementation challenge. Science direct. Retrieved from https://www-emerald- com.ezproxy.royalroads.ca/insight/content/doi/10.1108/IJSHE- 07-2012-0062/full/html John, M., Beth, S. (March, 2015). Barriers to energy efficiency and the uptake of green revolving funds in Canadian universities. Emerald insight. Retrieved from https://www- sciencedirect- com.ezproxy.royalroads.ca/science/article/pii/S00902616100005 74 Implementation Plan Restructure Organization Chart (1 month) Faculty assess required skills needed from the applicant (1 week) Salary and budget decision (2 weeks)
- 13. Hiring Process (3 months) Structure implementation plan for sustainability office (1 month) Let’s move on 5 steps of implementation plan. First of all, RRU needs restructure organization chart because there is a new department come in and each of department can report to president directly if it consider as necessary. Then, decide what kind of talents RRU needs because they don’t really need a drug dealer but someone good at leadership. Thirdly, salary decision would be the duty of HR department. After that, RRU can start looking for the one they need. Finally, RRU needs provide effective strategies to support new department achieve their goals. Conclusion Problem-lack of leadership Decision Matrix-points us to the hiring of a Officer Rationale-shows us that leadership will prevail the organization Our 5 step plan, will from start to finish, obtain these goals we believe.
- 14. Do you believe a corporation would be serious about marketing if they were without a Director of Marketing. We start by examining the problem and found they were not making sustainability a top priority. Then when we look at our decision matrix to seek out the best alternative, we found ourselves recommending the hiring of a full time sustainability head, while at the same time restructuring the organizational chart. Before we go we would like to leave you with a thought; would you expect a corporation to be serious in their marketing department if they did not have a a director of marketing or marketing manager. References Climate protest: Marches worldwide against global warming. (2019, September 20). BBC News. Retrieved from https://www.bbc.com/news/world-49777279 Organisation Chart. (2019, October). Eidgenössische Technische Hochschule Zürich. Retrieved from https://ethz.ch/en/the-eth-zurich/organisation.html.
- 15. Ingram, D. (2019). Why Is Organizational Structure Important?. Chron. Retrieved from https://smallbusiness.chron.com/organizational-structure- important-3793.html. J.E., Adriana, R.B. (2010). Solving the sustainability implementation challenge. Science direct. Retrieved from https://www-emerald- com.ezproxy.royalroads.ca/insight/content/doi/10.1108/IJSHE- 07-2012-0062/full/html John, M., Beth, S. (March, 2015). Barriers to energy efficiency and the uptake of green revolving funds in Canadian universities. Emerald insight. Retrieved from https://www- sciencedirect- com.ezproxy.royalroads.ca/science/article/pii/S00902616100005
- 16. 74 Rake, M., & Grayson, D. (2009). Embedding corporate responsibility and sustainability - everybody's business. Corporate Governance, 9(4), 395-399. doi:10.1108/14720700910984945 Royal Roads University. (2015). Sustainability Plan 2015-2020. Office of Sustainability. Retrieved from http://media.royalroads.ca/media/marketing/viewbooks/2015/sus tainability-plan/mobile/index.html#p=14 Royal Roads University. (2019) Organizational chart. Human Resource Department STARS. (2019). The Sustainability tracking, assessment and rating system. Retrieved from https://reports.aashe.org/institutions/royal-roads-university- bc/report/2014-05-26/