HRM UNIT II Lesson 1 EQUAL EMPLOYMENT OPPORTUNITY (EEO)_58f235c213585377c241c...VielMarvinPBerbano
Equal employment opportunity (EEO) laws prohibit discrimination in hiring and employment decisions based on certain protected characteristics. Under EEO, all qualified candidates should have an equal chance of being hired or promoted based solely on job-related merits regardless of their race, gender, religion, or other protected attributes. EEO regulations require employers to make employment decisions only based on factors like qualifications, performance, and conduct, rather than personal characteristics. Employers who violate EEO laws can face lawsuits and penalties.
There are a number of complicated laws and regulations that organizations must adhere to relating to comparable worth and equal pay. While compliance is important, most organizations do not have an effective way to administer these rules on an ongoing basis.
Under the employment at will doctrine, employers can terminate employees at any time for any reason. This leads to a lack of job security for employees. While employers have significant freedom to hire and fire, employees should still have some basic rights in the workplace such as freedom of speech, right to privacy, and protection from discrimination. When terminating an employee, employers must ensure they are not violating any anti-discrimination or other employment laws.
Required readings· · From Managing human resources Productiv.docxsodhi3
Required readings:
·
· From Managing human resources: Productivity, quality of work life, profits (9th ed.), read the following chapters:
· The legal context of employment decisions
· Procedural justice and ethics in employee relations
· Safety, health, and employee assistance programs
Unit 3: Module 3 (Sep 12 - Sep 18)
Module 3 Overview
This module focuses on specific civil rights and labor laws that govern HR policies and practices. You will also explore legal and ethical issues based on a scenario.
In Module 1, we discussed the four forces that shape HR strategies:
· Social
· Technological
· Economic
· Political
Federal, state, and local laws affect all of these domains, and your understanding of legal and governmental mandates and standards is vital to formulating a viable HR strategy.
Many legislative and legal constraints affect business policies and HR planning. Understanding these issues can help avoid financial and legal issues in the future. For example, is an employee with diabetes who takes daily insulin protected by the Americans with Disabilities Act (ADA)? The answer is yes (The U.S. Equal Employment Opportunity Commission, 2008). If your managers fail to understand the ramifications of this detail, they could (even inadvertently) harass or otherwise discriminate against an employee who may file a complaint with the Equal Employment Opportunity Commission (EEOC). Your organization then may incur legal expenses to defend or settle the dispute, all of which could be very expensive.
We will examine some of the major federal laws that impact HR on the following pages. You may also wish to explore the resources provided by SHRM and ASTD for best practices and benchmarks in civil rights and labor laws. HR professionals could refer to these sources for talent management as well.
Strategic HR addresses legal and regulatory issues in terms of planning and policy. It helps guide businesses and organizations through red tape and encumbrances.
In the first assignment in this module, you will discuss the federal, state, and local laws that drive HR policies, procedures, and practices. The second assignment will be your first Required Assignment of this course. You will identify ethical and legal issues involved in a merger and develop a plan to resolve these issues.
The U.S. Equal Employment Opportunity Commission. (2008). The ADA: Your responsibilities as an employer. Retrieved fromhttp://www.eeoc.gov/facts/ada17.html
Using the navigation on the left, please proceed to the next page.
· Incorporate strategic human resource management principles in the development of programs that meet organizational needs and enable the organization to maintain a competitive advantage.
· Distinguish between ethical and unethical behavior given certain organizational circumstances (both domestic and international) based on knowledge of basic employment law and ethical principles.
· Recommend talent management strategies that support the HR strategi ...
Required readings· · From Managing human resources Productiv.docxdebishakespeare
Required readings:
·
· From Managing human resources: Productivity, quality of work life, profits (9th ed.), read the following chapters:
· The legal context of employment decisions
· Procedural justice and ethics in employee relations
· Safety, health, and employee assistance programs
Unit 3: Module 3 (Sep 12 - Sep 18)
Module 3 Overview
This module focuses on specific civil rights and labor laws that govern HR policies and practices. You will also explore legal and ethical issues based on a scenario.
In Module 1, we discussed the four forces that shape HR strategies:
· Social
· Technological
· Economic
· Political
Federal, state, and local laws affect all of these domains, and your understanding of legal and governmental mandates and standards is vital to formulating a viable HR strategy.
Many legislative and legal constraints affect business policies and HR planning. Understanding these issues can help avoid financial and legal issues in the future. For example, is an employee with diabetes who takes daily insulin protected by the Americans with Disabilities Act (ADA)? The answer is yes (The U.S. Equal Employment Opportunity Commission, 2008). If your managers fail to understand the ramifications of this detail, they could (even inadvertently) harass or otherwise discriminate against an employee who may file a complaint with the Equal Employment Opportunity Commission (EEOC). Your organization then may incur legal expenses to defend or settle the dispute, all of which could be very expensive.
We will examine some of the major federal laws that impact HR on the following pages. You may also wish to explore the resources provided by SHRM and ASTD for best practices and benchmarks in civil rights and labor laws. HR professionals could refer to these sources for talent management as well.
Strategic HR addresses legal and regulatory issues in terms of planning and policy. It helps guide businesses and organizations through red tape and encumbrances.
In the first assignment in this module, you will discuss the federal, state, and local laws that drive HR policies, procedures, and practices. The second assignment will be your first Required Assignment of this course. You will identify ethical and legal issues involved in a merger and develop a plan to resolve these issues.
The U.S. Equal Employment Opportunity Commission. (2008). The ADA: Your responsibilities as an employer. Retrieved fromhttp://www.eeoc.gov/facts/ada17.html
Using the navigation on the left, please proceed to the next page.
· Incorporate strategic human resource management principles in the development of programs that meet organizational needs and enable the organization to maintain a competitive advantage.
· Distinguish between ethical and unethical behavior given certain organizational circumstances (both domestic and international) based on knowledge of basic employment law and ethical principles.
· Recommend talent management strategies that support the HR strategi ...
Sheet1Phase of Business Financal Management needsDebt FinancingEq.docxbjohn46
Sheet1Phase of Business/ Financal Management needsDebt FinancingEquity FinancingGift FinancingFinancing for StartupsConsumer Banks, Commercial Banks, SBA insured loans, Economic development agencies, Incubators, Accelerators, Leasing companies, Personal credit cardsFriends, family, Angels, Venture capital, direct public offering, CrowdfundingPersonal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for GrowthCommercial banks, SBA, Private placement loans, Economic development agency, supplliers, leasing company, personal credit cardself generated funds, venture capital, direct public offering, merger, acquisitionInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Operationsfactor receivables, business cc, commercial bank, sba, private placement loans, suppliers, leasing companiesself generated funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Exitconsumer banks, Commercial Banks, SBA, private placement loans, economic development agencies, sba investment companies, suppliers, leasing companies, lines of creditself generate funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferral
1
Email Communication Responses – No. 1 Employment Law Compliance Plan
Email Communication Responses – No. 1 Employment Law Compliance Plan
From:
To: “CEO Smith” [email protected][email protected]
Date: November 28, 2016
Re: Employment Law Compliance Plan
Mr. Smith:
With reference to the email sent to Nov.1, these are and will be the measures to take regarding your request
With the purpose of improving the operation of the company, it is necessary to review and update the policies of the company, as well as everything related to labor laws. This will provide the necessary means to comply with what is established by law and in turn with the company staff. If everything related to these issues is kept up to date, errors are less likely to be made when corrective measures are taken, just as it is of the utmost importance that all the members of the directive know in depth the laws that protect the workforce in all aspects. It is necessary to carry out the appropriate training as soon as possible. Remember that as a team, meeting these requirements is completely necessary.
Every decision taken, entails a res.
This document provides an overview and summary of the Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act training. It discusses the purpose and objectives of the No FEAR Act, which is to ensure federal agencies notify employees of their rights/remedies under antidiscrimination and whistleblower protection laws. It also summarizes prohibited personnel practices, antidiscrimination laws, whistleblower protections, and the roles of the Equal Employment Opportunity Commission, Office of Special Counsel, and Merit Systems Protection Board.
Note: If this publication all links are dead, but you need to download files from this publication, please send me a private message and I'll try to help you or emai to info@presslounge.vn for supporting
Disclaimer: We do not encourage illegal activity. References to a content protected by the copyright law, are given exclusively in the fact-finding purposes. If you liked the program, music or the book – buy it.
HRM UNIT II Lesson 1 EQUAL EMPLOYMENT OPPORTUNITY (EEO)_58f235c213585377c241c...VielMarvinPBerbano
Equal employment opportunity (EEO) laws prohibit discrimination in hiring and employment decisions based on certain protected characteristics. Under EEO, all qualified candidates should have an equal chance of being hired or promoted based solely on job-related merits regardless of their race, gender, religion, or other protected attributes. EEO regulations require employers to make employment decisions only based on factors like qualifications, performance, and conduct, rather than personal characteristics. Employers who violate EEO laws can face lawsuits and penalties.
There are a number of complicated laws and regulations that organizations must adhere to relating to comparable worth and equal pay. While compliance is important, most organizations do not have an effective way to administer these rules on an ongoing basis.
Under the employment at will doctrine, employers can terminate employees at any time for any reason. This leads to a lack of job security for employees. While employers have significant freedom to hire and fire, employees should still have some basic rights in the workplace such as freedom of speech, right to privacy, and protection from discrimination. When terminating an employee, employers must ensure they are not violating any anti-discrimination or other employment laws.
Required readings· · From Managing human resources Productiv.docxsodhi3
Required readings:
·
· From Managing human resources: Productivity, quality of work life, profits (9th ed.), read the following chapters:
· The legal context of employment decisions
· Procedural justice and ethics in employee relations
· Safety, health, and employee assistance programs
Unit 3: Module 3 (Sep 12 - Sep 18)
Module 3 Overview
This module focuses on specific civil rights and labor laws that govern HR policies and practices. You will also explore legal and ethical issues based on a scenario.
In Module 1, we discussed the four forces that shape HR strategies:
· Social
· Technological
· Economic
· Political
Federal, state, and local laws affect all of these domains, and your understanding of legal and governmental mandates and standards is vital to formulating a viable HR strategy.
Many legislative and legal constraints affect business policies and HR planning. Understanding these issues can help avoid financial and legal issues in the future. For example, is an employee with diabetes who takes daily insulin protected by the Americans with Disabilities Act (ADA)? The answer is yes (The U.S. Equal Employment Opportunity Commission, 2008). If your managers fail to understand the ramifications of this detail, they could (even inadvertently) harass or otherwise discriminate against an employee who may file a complaint with the Equal Employment Opportunity Commission (EEOC). Your organization then may incur legal expenses to defend or settle the dispute, all of which could be very expensive.
We will examine some of the major federal laws that impact HR on the following pages. You may also wish to explore the resources provided by SHRM and ASTD for best practices and benchmarks in civil rights and labor laws. HR professionals could refer to these sources for talent management as well.
Strategic HR addresses legal and regulatory issues in terms of planning and policy. It helps guide businesses and organizations through red tape and encumbrances.
In the first assignment in this module, you will discuss the federal, state, and local laws that drive HR policies, procedures, and practices. The second assignment will be your first Required Assignment of this course. You will identify ethical and legal issues involved in a merger and develop a plan to resolve these issues.
The U.S. Equal Employment Opportunity Commission. (2008). The ADA: Your responsibilities as an employer. Retrieved fromhttp://www.eeoc.gov/facts/ada17.html
Using the navigation on the left, please proceed to the next page.
· Incorporate strategic human resource management principles in the development of programs that meet organizational needs and enable the organization to maintain a competitive advantage.
· Distinguish between ethical and unethical behavior given certain organizational circumstances (both domestic and international) based on knowledge of basic employment law and ethical principles.
· Recommend talent management strategies that support the HR strategi ...
Required readings· · From Managing human resources Productiv.docxdebishakespeare
Required readings:
·
· From Managing human resources: Productivity, quality of work life, profits (9th ed.), read the following chapters:
· The legal context of employment decisions
· Procedural justice and ethics in employee relations
· Safety, health, and employee assistance programs
Unit 3: Module 3 (Sep 12 - Sep 18)
Module 3 Overview
This module focuses on specific civil rights and labor laws that govern HR policies and practices. You will also explore legal and ethical issues based on a scenario.
In Module 1, we discussed the four forces that shape HR strategies:
· Social
· Technological
· Economic
· Political
Federal, state, and local laws affect all of these domains, and your understanding of legal and governmental mandates and standards is vital to formulating a viable HR strategy.
Many legislative and legal constraints affect business policies and HR planning. Understanding these issues can help avoid financial and legal issues in the future. For example, is an employee with diabetes who takes daily insulin protected by the Americans with Disabilities Act (ADA)? The answer is yes (The U.S. Equal Employment Opportunity Commission, 2008). If your managers fail to understand the ramifications of this detail, they could (even inadvertently) harass or otherwise discriminate against an employee who may file a complaint with the Equal Employment Opportunity Commission (EEOC). Your organization then may incur legal expenses to defend or settle the dispute, all of which could be very expensive.
We will examine some of the major federal laws that impact HR on the following pages. You may also wish to explore the resources provided by SHRM and ASTD for best practices and benchmarks in civil rights and labor laws. HR professionals could refer to these sources for talent management as well.
Strategic HR addresses legal and regulatory issues in terms of planning and policy. It helps guide businesses and organizations through red tape and encumbrances.
In the first assignment in this module, you will discuss the federal, state, and local laws that drive HR policies, procedures, and practices. The second assignment will be your first Required Assignment of this course. You will identify ethical and legal issues involved in a merger and develop a plan to resolve these issues.
The U.S. Equal Employment Opportunity Commission. (2008). The ADA: Your responsibilities as an employer. Retrieved fromhttp://www.eeoc.gov/facts/ada17.html
Using the navigation on the left, please proceed to the next page.
· Incorporate strategic human resource management principles in the development of programs that meet organizational needs and enable the organization to maintain a competitive advantage.
· Distinguish between ethical and unethical behavior given certain organizational circumstances (both domestic and international) based on knowledge of basic employment law and ethical principles.
· Recommend talent management strategies that support the HR strategi ...
Sheet1Phase of Business Financal Management needsDebt FinancingEq.docxbjohn46
Sheet1Phase of Business/ Financal Management needsDebt FinancingEquity FinancingGift FinancingFinancing for StartupsConsumer Banks, Commercial Banks, SBA insured loans, Economic development agencies, Incubators, Accelerators, Leasing companies, Personal credit cardsFriends, family, Angels, Venture capital, direct public offering, CrowdfundingPersonal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for GrowthCommercial banks, SBA, Private placement loans, Economic development agency, supplliers, leasing company, personal credit cardself generated funds, venture capital, direct public offering, merger, acquisitionInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Operationsfactor receivables, business cc, commercial bank, sba, private placement loans, suppliers, leasing companiesself generated funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Exitconsumer banks, Commercial Banks, SBA, private placement loans, economic development agencies, sba investment companies, suppliers, leasing companies, lines of creditself generate funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferral
1
Email Communication Responses – No. 1 Employment Law Compliance Plan
Email Communication Responses – No. 1 Employment Law Compliance Plan
From:
To: “CEO Smith” [email protected][email protected]
Date: November 28, 2016
Re: Employment Law Compliance Plan
Mr. Smith:
With reference to the email sent to Nov.1, these are and will be the measures to take regarding your request
With the purpose of improving the operation of the company, it is necessary to review and update the policies of the company, as well as everything related to labor laws. This will provide the necessary means to comply with what is established by law and in turn with the company staff. If everything related to these issues is kept up to date, errors are less likely to be made when corrective measures are taken, just as it is of the utmost importance that all the members of the directive know in depth the laws that protect the workforce in all aspects. It is necessary to carry out the appropriate training as soon as possible. Remember that as a team, meeting these requirements is completely necessary.
Every decision taken, entails a res.
This document provides an overview and summary of the Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act training. It discusses the purpose and objectives of the No FEAR Act, which is to ensure federal agencies notify employees of their rights/remedies under antidiscrimination and whistleblower protection laws. It also summarizes prohibited personnel practices, antidiscrimination laws, whistleblower protections, and the roles of the Equal Employment Opportunity Commission, Office of Special Counsel, and Merit Systems Protection Board.
Note: If this publication all links are dead, but you need to download files from this publication, please send me a private message and I'll try to help you or emai to info@presslounge.vn for supporting
Disclaimer: We do not encourage illegal activity. References to a content protected by the copyright law, are given exclusively in the fact-finding purposes. If you liked the program, music or the book – buy it.
Write comment for each person (140 words each), total 4 comments .docxodiliagilby
Write comment for each person (140 words each), total 4 comments
Person 1: Name:YUTING (She/Her)
National Origin Discrimination
In the world today, different races are free to live and work in their country of choice. In big nations like the USA that have one of the world's best economies, most companies will prefer hiring skilled labor that will support the organization to its productivity. Despite the progress, the United States has made over the years, and racial discrimination remains a big problem to solve (comission).
National origin discrimination occurs when companies or organizations are hiring; they prefer a particular race. Productivity in a company usually depends on staff a company will employ. The market world requires quality in the products for the competition to remain. Hiring skilled workers irrespective of their nationality or ethnicity is essential (comission). However, you will find an employer who will refuse to hire a qualified worker based on race or national origin. The national origin should not determine the productivity of a person once employed in an organization. Policies and strategies set for hiring a worker in a particular company should apply to all the applicants for the job, and the one with most of the qualifications awarded the job.
Moreover, most of the US citizens are Christians. Arabs or those who practice Islam face discrimination in the workplace. The employer perceives that Islam preaches against Christianity. The same way the employer will harass the employees; for instance, Arab employees would be a treat to the national security and the company according to the employer's race (Ford). This is because some of them come from countries that are in political instability due to terror attacks. Henceforth, they will end up feeling that they are not part of the other employees. The other employees discriminate against them; some will go through the discrimination, but others cannot withstand such national origin discrimination and therefore end up quitting work or fired based on their beliefs. Employment, therefore, denies the people their right to free association, breaking cohesiveness amongst them. Such employees are not even allowed to forge marriages with them.
Other employees have faced discrimination because they do not meet a particular height requirement. For sure, height is not a basis that one fails to get the job; it is evident that the employer does not intend to offer the job to the applicant because of the race the applicant. Besides, The Mexicans and Africans in the Us receive minimum wages and get the least of the posts in an organization because the employer believes that they are very inferior (Midwest New media). To that, they cannot work like equals to his/her race. The whites will get higher positions in the company.
There is a relief to this form of practice in the workplace. Various departments in the government that the issue concerns them have taken act ...
Write comment for each person (140 words each), total 4 comments .docxherbertwilson5999
Write comment for each person (140 words each), total 4 comments
Person 1: Name:YUTING (She/Her)
National Origin Discrimination
In the world today, different races are free to live and work in their country of choice. In big nations like the USA that have one of the world's best economies, most companies will prefer hiring skilled labor that will support the organization to its productivity. Despite the progress, the United States has made over the years, and racial discrimination remains a big problem to solve (comission).
National origin discrimination occurs when companies or organizations are hiring; they prefer a particular race. Productivity in a company usually depends on staff a company will employ. The market world requires quality in the products for the competition to remain. Hiring skilled workers irrespective of their nationality or ethnicity is essential (comission). However, you will find an employer who will refuse to hire a qualified worker based on race or national origin. The national origin should not determine the productivity of a person once employed in an organization. Policies and strategies set for hiring a worker in a particular company should apply to all the applicants for the job, and the one with most of the qualifications awarded the job.
Moreover, most of the US citizens are Christians. Arabs or those who practice Islam face discrimination in the workplace. The employer perceives that Islam preaches against Christianity. The same way the employer will harass the employees; for instance, Arab employees would be a treat to the national security and the company according to the employer's race (Ford). This is because some of them come from countries that are in political instability due to terror attacks. Henceforth, they will end up feeling that they are not part of the other employees. The other employees discriminate against them; some will go through the discrimination, but others cannot withstand such national origin discrimination and therefore end up quitting work or fired based on their beliefs. Employment, therefore, denies the people their right to free association, breaking cohesiveness amongst them. Such employees are not even allowed to forge marriages with them.
Other employees have faced discrimination because they do not meet a particular height requirement. For sure, height is not a basis that one fails to get the job; it is evident that the employer does not intend to offer the job to the applicant because of the race the applicant. Besides, The Mexicans and Africans in the Us receive minimum wages and get the least of the posts in an organization because the employer believes that they are very inferior (Midwest New media). To that, they cannot work like equals to his/her race. The whites will get higher positions in the company.
There is a relief to this form of practice in the workplace. Various departments in the government that the issue concerns them have taken act.
The document discusses key concepts in US employment law, including the employment-at-will doctrine and its exceptions, major federal statutes governing wages/hours and workplace safety/health, leave laws like FMLA, and protections against discrimination based on characteristics like race, gender, age, and disability under laws such as Title VII, EPA, ADEA, and ADA. Defenses to discrimination claims include business necessity, BFOQ, seniority systems, and after-acquired evidence of employee misconduct.
Training Progam I delivered for a Pennsylvania Employer in 2013. Info should be closely checked to ensure it is in line with your company policies as well as home state laws and regs.
The document discusses the moral and ethical issues involved in terminating an employee's employment, noting that employers must ensure all legal and ethical precautions have been taken before making the final decision to terminate in order to avoid potential consequences. It provides an example of an ethical dilemma regarding terminating an employee named John Sample and the issues he began experiencing in his personal life and work performance after two years on the job. Finally, it stresses that the decision to terminate an employee can impact current employee morale, so all alternatives should be exhausted before making the choice to terminate.
This document discusses several topics related to employment law and supported employment. It begins by defining youth unemployment according to the UN and discussing the difficulties young people face in negotiating an exploitative labor market due to lack of experience. It then discusses employment at will law and cases where employees argued they were terminated without cause. Finally, it discusses research on supported employment programs for individuals with mental illness or substance abuse issues that aim to help them find and maintain competitive jobs.
The document discusses equal employment opportunity and anti-discrimination laws. It defines equal employment opportunity as employment practices where employers do not engage in prohibited discrimination based on characteristics like race, age, sex, religion and disability status. It outlines US laws like Title VII and the ADA that prohibit workplace discrimination. The document emphasizes the importance of equal opportunity for both individuals and organizations in promoting fairness, productivity and reducing legal risk.
Running Head DEPT OF VETERANS AFFAIRS1DEPT OF VETERANS .docxhealdkathaleen
Running Head: DEPT OF VETERANS AFFAIRS
1
DEPT OF VETERANS AFFAIRS
3
Evaluation of the Agency’s Budgeting and Cumulative Report
Lauren Riley
Professor Andre Lee
Public Administration Capstone
December 15, 2019
1. Observations about the success of the agency and areas for improvement.
The first observation is health; the department has done all it can to provide vital services to American veterans, and amongst them is their health. Apart from the physical injury, which most of the veteran’s face, other forms of injury such as traumatic brain injury are quite serious.
The second observation is the benefits programs. Currently, the agency provides benefit programs to injured veterans and their families. These benefits are meant for the upkeep of the soldiers and their dependents. Currently, the agency provides a specific amount of upkeep money to the dependents as per the grievousness of the injury to the veteran or even in the event of a loss of the veteran (Rugen et al., 2015).
The third observation is the access to the national cemeteries for the former military personnel. This has been done in a very seamless manner, and this is meant to ensure that veterans feel part of the American heritage of patriotism and that they are being cherished.
2. Recommendations for improvement
From the first observation, the agency can reach out to veterans in order to assess their well-being in totality. Well-being, in this case, can mean assessing their mental well-being and testing them whether they have a dramatic brain injury that affects their lives after resignation from active service. One of the areas that the agency can improve on includes testing the veterans for post-traumatic stress disorder. Such testing is done with the aim of ensuring that they can better cope with society even after they have resigned from active service.
The agency can improve on this by looking into the education of the dependents. Apart from the monetary benefits, it would be critical for the agency to ensure that the dependents are as successful as when their loved one was alive. However, this needs a rigorous assessment of the cost-benefit analysis of the project as a whole. Such a strategy, according to the works of VA. Office of Public and Intergovernmental Affairs. (2019) goes a long way in ensuring that the loved ones and dependents of the veterans feel part and parcel of the American society in its entirety.
In addition to the third observation, the agency could reach out to the veterans who have resigned from active service. Some of them might not perceive the need to reach out for support, and for this reason, the agency can step in to reach out to them and find out if they need services such as financial aid and health reimbursements. What the agency can do in this case is followed up on the lives of the veterans right after they have resigned from active service. They can also serve as an inspiration to not only the veterans but society as well.
...
The Mis-Education of the NegrobyCarter Godwin Woodson,.docxcdorothy
The Mis-Education of the Negro
by
Carter Godwin Woodson, Ph.D.
First published in 1933 in
Washington, D.C. by Associated Publishers
The contents herein is the same as the 1933 Associated Publishers edition, except for the capitalization of
‘Black’, and ‘Negro’; the converting of ‘tribe’ to ‘group’, and the correction of a few grammatical errors,
edited by JPAS editor Itibari M. Zulu. Second, in this exercise, we also recognize a need for gender
balance or neutrality in the phraseology of the author, therefore we ask readers to consider the historical
and social context of this in any analysis, and thus acknowledge that this work should open a door for a
full critical and scholarly analysis of this historic book.
Contents
Foreword 2
Preface 3
The Seat of the Trouble 5
How We Missed the Mark 9
How We Drifted Away from the Truth 12
Education Under Outside Control 15
The Failure to Learn to Make a Living 21
The Educated Negro Leaves the Masses 27
Dissension and Weakness 31
Professional Educated Discouraged 36
Political Education Neglected 40
The Loss of Vision 45
1
The Mis-Education of the Negro by Carter Godwin Woodson
The Journal of Pan African Studies: 2009 eBook
The Need for Service Rather Than Leadership 52
Hirelings in the Places of Public servants 56
Understand the Negro 62
The New Program 67
Vocational Guidance 72
The New Type of Professional Man Required 80
Higher Strivings in the Service of the Country 83
The Study of the Negro 87
Appendix 88
Foreword
The thoughts brought together in this volume have been expressed in recent addresses and
articles written by the author. From time to time persons deeply interested in the point of view
therein presented have requested that these comments on education be made available in book
form. To supply this demand this volume is given to the public. In the preparation of the volume
the author has not followed in detail the productions upon which most of the book is based. The
aim is to set forth only the thought developed in passing from the one to the other. The language
in some cases, then, is entirely new; and the work is not a collection of essays. In this way
repetition has been avoided except to emphasize the thesis which the author sustains.
Carter Godwin Woodson
Washington, D. C.
January, 1933.
2
The Mis-Education of the Negro by Carter Godwin Woodson
The Journal of Pan African Studies: 2009 eBook
Preface
Herein are recorded not opinions but the reflections of one who for forty years has participated in
the education of the Black, brown, yellow and white races in both hemispheres and in tropical
and temperate regions. Such experience, too, has been with students in all grades from the
kindergarten to the university. The author, moreover, has traveled around the world to observe
not only modern school systems in various countries but to study the special systems set up by
private agencies and governments to educate the natives in their colo.
The mission of policing was described by the author as covering six .docxcdorothy
The mission of policing was described by the author as covering six key areas: enforcing the law, apprehending offenders, preventing crime, predicting crime, preserving the peace, and providing services. With the advent of various forms of terrorism and transnational crime, the police mission has expanded beyond the traditional borders of burglaries and domestic disputes.
Beginning with the material conveyed in the assigned reading and presentation, select two scholarly articles from the university criminal justice databases, and integrate those resources to discuss the use of intelligence-led policing (ILP) and the development of fusion centers to equip law enforcement for their expanded mission. Finally, integrate within your discussion the impact of a Judeo-Christian viewpoint on ILP and the development of fusion centers.
500 words
.
The Miracle WorkerReflection PaperObjectiveCriteriaLeve.docxcdorothy
The Miracle Worker
Reflection Paper
Objective/Criteria
Level 1
Level 2
Level 3
Spelling
(0 Points)
Contains more than 5 spelling mistakes
(5 points)
Contains 2-5 spelling mistakes
(10 points)
Contains 1 or fewer spelling mistakes
Understanding of sensory loss and language development
(5 points)
Give a description of Helen’s sensory loss and how the sensory loss possibly occurred. Did she receive any treatment for her sensory loss?
(5 points)
Describe examples of heightened sensory awareness in other senses as portrayed by the actress and how Helen had adapted to her environment before the Ms. Sullivan arrived.
(10 points) Level 2+
Describe how Helen might have “babbled” (this would be after Ms. Sullivan began the “finger game”. How is this similar to infant “babble”?
Gender Roles observed in the film
(5 points)
Describe some gender role expectations in the film.
(5 points)
Give examples of gender role portrayal in the film.
(10 points) Level 2 +
Describe why you think it was important to Ms. Keller that Helen “folded her napkin”.
Identification of parenting style of Helen’s parents
(5 points)
Give few examples of how Helen’s parents “parent” her.
(5 points)
Identify the parenting style(s) of Helen’s parents and gives supporting examples; Observations of positive or negative punishment; positive or negative reinforment
(10 points) Level 2+
Describes Helen’s behavior as a result of her parent’s style of parenting. Describes how Ms. Sullivan disciplines Helen (a parenting style) and give examples of how Helen responds initially and ultimately.
Understanding of Association and Operant Conditioning; Learning and Memory
(5 points)
Discuss Helen’s use of language before her illness. (Receptive/Productive)
Describe the role of memory in her ability to regain language.
(5 points)
Defines Operant Condition and association. Give examples from the movie of positive and negative reinforcement
(15 points)
Discusses affects of positive and negative reinforcement as they pertain to Helen’s behavior and ability to learn. Describes the problems of Helen’s early learning (association). Give an opinion re: Helen’s learning (is it operant conditioning or learning by observation (imitation?)). Give examples supporting each from the movie.
.
The minimum length for this assignment is 2,000 words. Be sure to ch.docxcdorothy
The minimum length for this assignment is 2,000 words. Be sure to check your Turnitin report for your post and to make corrections before the deadline of 11:59 pm Mountain Time of the due date to avoid lack of originality problems in your work.
Discoveries in DNA, cell biology, evolution, and biotechnology have been among the major achievements in biology over the past 200 years with accelerated discoveries and insights over the last 50 years. Consider the progress we have made in these areas of human knowledge. Present at least three of the discoveries you find to be most important and describe their significance to society, health, and the culture of modern life.
.
The Milgram Experimentby Saul McLeod published 2007Milgram sel.docxcdorothy
The Milgram Experiment
by Saul McLeod published 2007
Milgram selected participants for his experiment by newspaper advertising for male participants to take part in a study of learning at Yale University. The procedure was that the participant was paired with another person and they drew lots to find out who would be the ‘learner’ and who would be the ‘teacher’. The draw was fixed so that the participant was always the teacher, and the learner was one of Milgram’s confederates (pretending to be a real participant).
The learner (a confederate called Mr. Wallace) was taken into a room and had electrodes attached to his arms, and the teacher and researcher went into a room next door that contained an electric shock generator and a row of switches marked from 15 volts (Slight Shock) to 375 volts (Danger: Severe Shock) to 450 volts (XXX).
Milgram's Experiment
Procedure:
At the beginning of the experiment, each participant was introduced to another participant, who was actually a confederate of the experimenter (Milgram). They drew straws to determine their roles – learner or teacher – although this was fixed and the confederate was always the learner. There was also an “experimenter” dressed in a grey lab coat, played by an actor (not Milgram).
Two rooms in the Yale Interaction Laboratory were used - one for the learner (with an electric chair) and another for the teacher and experimenter with an electric shock generator.
The “learner” (Mr. Wallace) was strapped to a chair with electrodes. After he has learned a list of word pairs given him to learn, the "teacher" tests him by naming a word and asking the learner to recall its partner/pair from a list of four possible choices.
The teacher is told to administer an electric shock every time the learner makes a mistake, increasing the level of shock each time. There were 30 switches on the shock generator marked from 15 volts (slight shock) to 450 (danger – severe shock).
The learner gave mainly wrong answers (on purpose) and for each of these the teacher gave him an electric shock. When the teacher refused to administer a shock the experimenter was to give a series of orders / prods to ensure they continued. There were 4 prods and if one was not obeyed then the experimenter (Mr. Williams) read out the next prod, and so on.
Prod 1: please continue.
Prod 2: the experiment requires you to continue.
Prod 3: It is absolutely essential that you continue.
Prod 4: you have no other choice but to continue.
Results:
65% of all the participants (teachers) continued to the highest level of 450 volts. All the participants continued to 300 volts. Milgram did more than one experiment – he carried out 18 variations of his study. All he did was alter the situation (IV) to see how this affected obedience (DV).
Conclusion:
Ordinary people are likely to follow orders given by an authority figure, even to the extent of killing an innocent human being. Obedience to authority is ingrained in us all from the way.
The Midterm Assignment consists of three questionsThe internati.docxcdorothy
The Midterm Assignment consists of three questions:
The international borders of African countries are a legacy of colonialism.
1. Describe the concept of a superimposed boundary.
2. Describe three political or cultural consequences of superimposed boundaries in Africa.
3. Identify and explain one challenge landlocked African countries face in developing viable economies.
.
The Migrants and the ElitesA humanitarian crisis threatens the f.docxcdorothy
The Migrants and the Elites
A humanitarian crisis threatens the future of Western institutions.
ENLARGE
Syrian refugees making their way to Greece, Sept. 10. PHOTO: REUTERS
By
PEGGY NOONAN
Sept. 10, 2015 6:32 p.m. ET
What a crisis Europe is in, with waves of migrants reaching its shores as the Arab world implodes. It is the biggest migration into Europe since the end of World War II and is shaping up to be its first great and sustained challenge of the 21st century. It may in fact shape that continent’s nature and history as surely as did World War I.
It is a humanitarian crisis. As Richard Haass of the Council on Foreign Relations notes, it will not soon go away, for two reasons. First, the Mideast will not be peaceful anytime soon and may well become more turbulent. Second, “The more that Europe responds the more it will reinforce the supply of migrants. Europe is caught.” If it doesn’t respond with compassion and generosity it is wrong in humanitarian terms; if it does, more will come and the problem grows. “This is now part of the architecture,” says Mr. Haass.
Opinion Journal Video
Editorial Page Writer Sohrab Ahmari on his interviews with Syrians, Iranians and others fleeing to safer shores. Photo credit: Getty Images.
Three hundred eighty-one thousand detected migrants have arrived so far this year, up from 216,000 in all of 2014. Almost 3,000 died on the journey or are missing. The symbol of their plight is the photo of the 3-year-old Syrian boy, Aylan Kurdi, who drowned along with his mother and 5-year-old brother when their boat capsized near a Turkish beach. Just as horrifying is what was found inside a Volvo refrigerated truck stranded on the shoulder of the A4 highway 30 miles from Vienna in late August. Inside were 71 bodies, including a 1½-year-old girl, all dead of suffocation. They’d been left there by human smugglers.
It is a catastrophe unfolding before our eyes, and efforts to deal with it have at least one echo in America, which we’ll examine further down.
According to the U.N. refugee agency, 53% of the migrants are from Syria, 14% from Afghanistan, 7% from Eritrea, and 3% each from Pakistan, Nigeria, Iraq and Somalia. Seventy-two percent are men, only 13% women and 15% children. Not all are fleeing war. Some are fleeing poverty. Not all but the majority are Muslim.
The leaders of Europe have shown themselves unsure about what to do. It is a continent-wide crisis that began in 2011, as Tunisians fled to the Italian island of Lampedusa. The following year, sub-Saharan Africans who’d migrated to Libya made for Europe after Muammar Gadhafi’s fall. Since then the European response has largely been ad hoc and stopgap. European Union President Jean-Claude Juncker has proposed a “permanent relocation mechanism” with EU members taking greater shares of the refugees, but it is unclear how exactly it would work.
In many EU nations there will be powerful pushback. Like the crisis itself the pushback will build. Europe is in econo.
The Midterm is a written response paper. Your paper should be at.docxcdorothy
The Midterm is a written response paper. Your paper should be at least 2 pages in length and follow APA style and format.
For further directions,
click here
.
Submit your Midterm Exam to the Assignment box
no later than Sunday 11:59 PM EST/EDT
. (This Assignment may be linked to Turnitin).
.
The Middle Way.” Moderation seems to be a hard thing for many p.docxcdorothy
“The Middle Way.” Moderation seems to be a hard thing for many people to understand. Two great authors had radically different insights on moderation: “Complete abstinence is easier than perfect moderation,” (Saint Augustine) and “Moderation is a fatal thing. Nothing succeeds like excess” (Oscar Wilde).
We live in an age of abusive social media, so it seems even more difficult to “find the middle” now. What lessons can you apply to your life by addressing each of the items in the Eightfold Path of the Noble Way?
.
The Middle East faces many challenges to a potential regional frame.docxcdorothy
The Middle East faces challenges to developing a regional framework similar to what Europe established in 1975, but Europe also faced difficulties before reaching that agreement. The document asks what favorable conditions exist in the Middle East now compared to Europe in the 1970s, and what unfavorable conditions it faces, in working towards a similar regional framework.
The Michael Jordan effect Crawford, Anthony J; Niendorf, .docxcdorothy
The Michael Jordan effect
Crawford, Anthony J; Niendorf, Bruce . American Business Review ; West Haven Vol. 17, Iss. 2, (Jun
1999): 5-10.
ProQuest document link
ABSTRACT
In the period immediately following the rumors of Michael Jordan's return to basketball, the five companies that
Jordan had major endorsement deals with experienced a nearly $3 billion increase in the market value of their
equity. Jordan was labeled the $2 billion man in the press, referring to the value he created for the shareholders of
the companies he endorses. However, most of these reports failed to cite the simultaneous bull market that lead
the S&P 500 to record highs. The Michael Jordan effect is examined, and it is found that shareholders experienced
negative abnormal returns after the announcement of his retirement and positive excess returns when rumors of a
comeback surfaced. However, it is also shown that the positive excess returns following the rumors of Jordan's
comeback were only temporary and disappeared within weeks of the original rumors. While some evidence is
found in support of a Michael Jordan effect, it appears that the rumors of Jordan's impact have been greatly
exaggerated.
FULL TEXT
On October 6, 1993 Michael Jordan unexpectedly retired from basketball after leading the Chicago Bull's to three
straight NBA championships. The following spring he showed up for spring training with the Chicago White Sox.
Despite his early retirement Jordan maintained his five major endorsement deals from which he is rumored to
receive a total of approximately $30 million annually. These endorsements are highlighted in exhibit 1.
On March 2nd, 1995 Jordan ended his attempt at professional baseball and left the Chicago White Sox spring
training facilities. Shortly after his retirement from baseball, rumors of Jordan's return to basketball surfaced.
These rumors touched off a media frenzy as the popular press tied increases in the stock prices of the companies
Jordan endorses to speculation over his return. The Los Angeles Times reported that five days after the first
reports of his comeback, advertisers experienced a collective $2.3 billion gain in equity value. Time Magazine,
Newsweek, Sports Illustrated and nearly every major newspaper ran similar reports at about the same time. Jordan
was labeled the $2 billion man. The implication was that Jordan's rumored return to basketball increased his value
as an endorser resulting in an over $2 billion dollar gain to shareholders.
Table I illustrates the increase in the market value of the five companies which Jordan endorses. The collective
increase in market value over a nine business day period, from the date of the first rumors until the first trading day
after his comeback announcement, was more than $2.9 billion. The average return over those nine days was
4.59%. The return on the S&P 500 over the same nine day period was just 2.91%.
We examine two questions.
The Metropolitan Police Department had recently been criticized in t.docxcdorothy
The Metropolitan Police Department had recently been criticized in the local media for not responding to police calls in the downtown area rapidly enough. In several recent cases, alarms had sounded for break-ins, but by the time the police car arrived, the perpetrators had left, and in one instance a store owner had been shot. Sergeant Joe Davis had been assigned by the chief as head of a task force to find a way to determine the optimal patrol area (dimensions) for their cars that would minimize the average time it took to respond to a call in the downtown area.
Sergeant Davis solicited help from Angela Maris, an analyst in the operations area for the police department. Together they began to work through the problem.
Joe noted to Angela that normal patrol sectors are laid out in rectangles, with each rectangle including a number of city blocks. For illustrative purposes he defined the dimensions of the sector as
x
in the horizontal direction and as
y
in the vertical direction. He explained to Angela that cars traveled in straight lines either horizontally or vertically and turned at right angles.
Travel
in a horizontal direction must be accompanied by travel in a vertical direction, and the total distance traveled is the sum of the horizontal and vertical segments. He further noted that past research on police patrolling in urban areas had shown that the average distance traveled by a patrol car responding to a call in either direction was one-third of the dimensions of the sector, or
x
/3 and
y
/3. He also explained that the travel time it took to respond to a call ( assuming that a car left immediately upon receiving the call) is simply the average distance traveled divided by the average travel speed.
Angela told Joe that now that she understood how average travel time to a call was determined, she could see that it was closely related to the size of the patrol area. She asked Joe if there were any restrictions on the size of the area sectors that cars patrolled. He responded that for their city, the department believed that the perimeter of a patrol sector should not be less than 5 miles or exceed 12 miles. He noted several policy issues and
staffing
constraints that required these specifications. Angela wanted to know if any additional restrictions existed, and Joe indicated that the distance in the vertical direction must be at least 50% more than the horizontal distance for the sector. He explained that laying out sectors in that manner meant that the patrol areas would have a greater tendency to overlap different residential, income, and retail areas than if they ran the other way. He said that these areas were layered from north to south in the city. So if a sector area were laid out east to west, all of it would tend to be in one demographic layer.
Angela indicated that she had almost enough information to develop a model, except that she also needed to know the average travel speed the patrol cars could trav.
THE MG371 CASE Growth Pains at Mountain States Healthcar.docxcdorothy
THE MG371 CASE
Growth Pains at Mountain States Healthcare
Background
Mountain States Healthcare (MSH) is a regional system of hospitals located
in several large metropolitan areas of New Mexico, Arizona, Utah, Colorado,
and in Acapulco, Mexico. MHS started as a single hospital in Salt Lake City,
Utah, and, due to the business acumen and experience of its officers and
Board of Directors, was quite successful and profitable.
Over the years, Salt Lake Hospital began purchasing other hospitals and
clinics in the state that were not as profitably operated, and eventually
changed its name to Utah Health Group (UHG). Each facility continued to
operate as an independent entity, except that its name was changed to
include “Utah Health Group” and UHG instilled its own successful
management style in the newly purchased facilities. When a hospital was
bought in Denver, Colorado, the firm created a medical facility holding
company in Salt Lake City, named Mountain States Healthcare. MHS treated
each facility as a separate subsidiary, except for the clinics, which were
associated with a larger hospital in the area. MSH continued to grow, adding
facilities from the states it declared as its strategic area.
Later, they added a new division of several clinics, an assisted living facility,
and a hospital in the resort city of Acapulco, Mexico, to take advantage of
medical needs of the large tourist and American retirement population there.
The Mexico venture was the most profitable and fastest growing of the MHS
family.
MSH was a profitable venture, but began to realize that some of its
administrative costs were, collectively, much higher than other medical
holding companies, and reducing the profits that could be used for the
benefit of shareholders. Additionally, the higher overhead costs were
affecting the advantage of some hospitals to compete within their districts.
The divisions had historically set themselves apart from other medical
facilities by offering a full line of specialties within their service packages.
The corporate holding company supported this by sharing resources,
technology, and even personnel between the divisions when needed. This
allowed each of the hospitals to position themselves as medical technology
competent full service providers.
A consulting firm pointed out several areas of administration which could be
consolidated, using the latest technology, to realize a tremendous reduction
in costs. The new VP of Finance, Aaron Nelson, newly promoted from the
state billing office manager’s position, suggested that medical billing should
be the first to consolidate. He reasoned that as each of the facilities had
consolidated the billing operations for all facilities within their five geographic
areas a few years ago, they should be able to completely consolidate all
billing with the latest database technology in a fairly short time, and.
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The Mis-Education of the NegrobyCarter Godwin Woodson,.docxcdorothy
The Mis-Education of the Negro
by
Carter Godwin Woodson, Ph.D.
First published in 1933 in
Washington, D.C. by Associated Publishers
The contents herein is the same as the 1933 Associated Publishers edition, except for the capitalization of
‘Black’, and ‘Negro’; the converting of ‘tribe’ to ‘group’, and the correction of a few grammatical errors,
edited by JPAS editor Itibari M. Zulu. Second, in this exercise, we also recognize a need for gender
balance or neutrality in the phraseology of the author, therefore we ask readers to consider the historical
and social context of this in any analysis, and thus acknowledge that this work should open a door for a
full critical and scholarly analysis of this historic book.
Contents
Foreword 2
Preface 3
The Seat of the Trouble 5
How We Missed the Mark 9
How We Drifted Away from the Truth 12
Education Under Outside Control 15
The Failure to Learn to Make a Living 21
The Educated Negro Leaves the Masses 27
Dissension and Weakness 31
Professional Educated Discouraged 36
Political Education Neglected 40
The Loss of Vision 45
1
The Mis-Education of the Negro by Carter Godwin Woodson
The Journal of Pan African Studies: 2009 eBook
The Need for Service Rather Than Leadership 52
Hirelings in the Places of Public servants 56
Understand the Negro 62
The New Program 67
Vocational Guidance 72
The New Type of Professional Man Required 80
Higher Strivings in the Service of the Country 83
The Study of the Negro 87
Appendix 88
Foreword
The thoughts brought together in this volume have been expressed in recent addresses and
articles written by the author. From time to time persons deeply interested in the point of view
therein presented have requested that these comments on education be made available in book
form. To supply this demand this volume is given to the public. In the preparation of the volume
the author has not followed in detail the productions upon which most of the book is based. The
aim is to set forth only the thought developed in passing from the one to the other. The language
in some cases, then, is entirely new; and the work is not a collection of essays. In this way
repetition has been avoided except to emphasize the thesis which the author sustains.
Carter Godwin Woodson
Washington, D. C.
January, 1933.
2
The Mis-Education of the Negro by Carter Godwin Woodson
The Journal of Pan African Studies: 2009 eBook
Preface
Herein are recorded not opinions but the reflections of one who for forty years has participated in
the education of the Black, brown, yellow and white races in both hemispheres and in tropical
and temperate regions. Such experience, too, has been with students in all grades from the
kindergarten to the university. The author, moreover, has traveled around the world to observe
not only modern school systems in various countries but to study the special systems set up by
private agencies and governments to educate the natives in their colo.
The mission of policing was described by the author as covering six .docxcdorothy
The mission of policing was described by the author as covering six key areas: enforcing the law, apprehending offenders, preventing crime, predicting crime, preserving the peace, and providing services. With the advent of various forms of terrorism and transnational crime, the police mission has expanded beyond the traditional borders of burglaries and domestic disputes.
Beginning with the material conveyed in the assigned reading and presentation, select two scholarly articles from the university criminal justice databases, and integrate those resources to discuss the use of intelligence-led policing (ILP) and the development of fusion centers to equip law enforcement for their expanded mission. Finally, integrate within your discussion the impact of a Judeo-Christian viewpoint on ILP and the development of fusion centers.
500 words
.
The Miracle WorkerReflection PaperObjectiveCriteriaLeve.docxcdorothy
The Miracle Worker
Reflection Paper
Objective/Criteria
Level 1
Level 2
Level 3
Spelling
(0 Points)
Contains more than 5 spelling mistakes
(5 points)
Contains 2-5 spelling mistakes
(10 points)
Contains 1 or fewer spelling mistakes
Understanding of sensory loss and language development
(5 points)
Give a description of Helen’s sensory loss and how the sensory loss possibly occurred. Did she receive any treatment for her sensory loss?
(5 points)
Describe examples of heightened sensory awareness in other senses as portrayed by the actress and how Helen had adapted to her environment before the Ms. Sullivan arrived.
(10 points) Level 2+
Describe how Helen might have “babbled” (this would be after Ms. Sullivan began the “finger game”. How is this similar to infant “babble”?
Gender Roles observed in the film
(5 points)
Describe some gender role expectations in the film.
(5 points)
Give examples of gender role portrayal in the film.
(10 points) Level 2 +
Describe why you think it was important to Ms. Keller that Helen “folded her napkin”.
Identification of parenting style of Helen’s parents
(5 points)
Give few examples of how Helen’s parents “parent” her.
(5 points)
Identify the parenting style(s) of Helen’s parents and gives supporting examples; Observations of positive or negative punishment; positive or negative reinforment
(10 points) Level 2+
Describes Helen’s behavior as a result of her parent’s style of parenting. Describes how Ms. Sullivan disciplines Helen (a parenting style) and give examples of how Helen responds initially and ultimately.
Understanding of Association and Operant Conditioning; Learning and Memory
(5 points)
Discuss Helen’s use of language before her illness. (Receptive/Productive)
Describe the role of memory in her ability to regain language.
(5 points)
Defines Operant Condition and association. Give examples from the movie of positive and negative reinforcement
(15 points)
Discusses affects of positive and negative reinforcement as they pertain to Helen’s behavior and ability to learn. Describes the problems of Helen’s early learning (association). Give an opinion re: Helen’s learning (is it operant conditioning or learning by observation (imitation?)). Give examples supporting each from the movie.
.
The minimum length for this assignment is 2,000 words. Be sure to ch.docxcdorothy
The minimum length for this assignment is 2,000 words. Be sure to check your Turnitin report for your post and to make corrections before the deadline of 11:59 pm Mountain Time of the due date to avoid lack of originality problems in your work.
Discoveries in DNA, cell biology, evolution, and biotechnology have been among the major achievements in biology over the past 200 years with accelerated discoveries and insights over the last 50 years. Consider the progress we have made in these areas of human knowledge. Present at least three of the discoveries you find to be most important and describe their significance to society, health, and the culture of modern life.
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The Milgram Experimentby Saul McLeod published 2007Milgram sel.docxcdorothy
The Milgram Experiment
by Saul McLeod published 2007
Milgram selected participants for his experiment by newspaper advertising for male participants to take part in a study of learning at Yale University. The procedure was that the participant was paired with another person and they drew lots to find out who would be the ‘learner’ and who would be the ‘teacher’. The draw was fixed so that the participant was always the teacher, and the learner was one of Milgram’s confederates (pretending to be a real participant).
The learner (a confederate called Mr. Wallace) was taken into a room and had electrodes attached to his arms, and the teacher and researcher went into a room next door that contained an electric shock generator and a row of switches marked from 15 volts (Slight Shock) to 375 volts (Danger: Severe Shock) to 450 volts (XXX).
Milgram's Experiment
Procedure:
At the beginning of the experiment, each participant was introduced to another participant, who was actually a confederate of the experimenter (Milgram). They drew straws to determine their roles – learner or teacher – although this was fixed and the confederate was always the learner. There was also an “experimenter” dressed in a grey lab coat, played by an actor (not Milgram).
Two rooms in the Yale Interaction Laboratory were used - one for the learner (with an electric chair) and another for the teacher and experimenter with an electric shock generator.
The “learner” (Mr. Wallace) was strapped to a chair with electrodes. After he has learned a list of word pairs given him to learn, the "teacher" tests him by naming a word and asking the learner to recall its partner/pair from a list of four possible choices.
The teacher is told to administer an electric shock every time the learner makes a mistake, increasing the level of shock each time. There were 30 switches on the shock generator marked from 15 volts (slight shock) to 450 (danger – severe shock).
The learner gave mainly wrong answers (on purpose) and for each of these the teacher gave him an electric shock. When the teacher refused to administer a shock the experimenter was to give a series of orders / prods to ensure they continued. There were 4 prods and if one was not obeyed then the experimenter (Mr. Williams) read out the next prod, and so on.
Prod 1: please continue.
Prod 2: the experiment requires you to continue.
Prod 3: It is absolutely essential that you continue.
Prod 4: you have no other choice but to continue.
Results:
65% of all the participants (teachers) continued to the highest level of 450 volts. All the participants continued to 300 volts. Milgram did more than one experiment – he carried out 18 variations of his study. All he did was alter the situation (IV) to see how this affected obedience (DV).
Conclusion:
Ordinary people are likely to follow orders given by an authority figure, even to the extent of killing an innocent human being. Obedience to authority is ingrained in us all from the way.
The Midterm Assignment consists of three questionsThe internati.docxcdorothy
The Midterm Assignment consists of three questions:
The international borders of African countries are a legacy of colonialism.
1. Describe the concept of a superimposed boundary.
2. Describe three political or cultural consequences of superimposed boundaries in Africa.
3. Identify and explain one challenge landlocked African countries face in developing viable economies.
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The Migrants and the ElitesA humanitarian crisis threatens the f.docxcdorothy
The Migrants and the Elites
A humanitarian crisis threatens the future of Western institutions.
ENLARGE
Syrian refugees making their way to Greece, Sept. 10. PHOTO: REUTERS
By
PEGGY NOONAN
Sept. 10, 2015 6:32 p.m. ET
What a crisis Europe is in, with waves of migrants reaching its shores as the Arab world implodes. It is the biggest migration into Europe since the end of World War II and is shaping up to be its first great and sustained challenge of the 21st century. It may in fact shape that continent’s nature and history as surely as did World War I.
It is a humanitarian crisis. As Richard Haass of the Council on Foreign Relations notes, it will not soon go away, for two reasons. First, the Mideast will not be peaceful anytime soon and may well become more turbulent. Second, “The more that Europe responds the more it will reinforce the supply of migrants. Europe is caught.” If it doesn’t respond with compassion and generosity it is wrong in humanitarian terms; if it does, more will come and the problem grows. “This is now part of the architecture,” says Mr. Haass.
Opinion Journal Video
Editorial Page Writer Sohrab Ahmari on his interviews with Syrians, Iranians and others fleeing to safer shores. Photo credit: Getty Images.
Three hundred eighty-one thousand detected migrants have arrived so far this year, up from 216,000 in all of 2014. Almost 3,000 died on the journey or are missing. The symbol of their plight is the photo of the 3-year-old Syrian boy, Aylan Kurdi, who drowned along with his mother and 5-year-old brother when their boat capsized near a Turkish beach. Just as horrifying is what was found inside a Volvo refrigerated truck stranded on the shoulder of the A4 highway 30 miles from Vienna in late August. Inside were 71 bodies, including a 1½-year-old girl, all dead of suffocation. They’d been left there by human smugglers.
It is a catastrophe unfolding before our eyes, and efforts to deal with it have at least one echo in America, which we’ll examine further down.
According to the U.N. refugee agency, 53% of the migrants are from Syria, 14% from Afghanistan, 7% from Eritrea, and 3% each from Pakistan, Nigeria, Iraq and Somalia. Seventy-two percent are men, only 13% women and 15% children. Not all are fleeing war. Some are fleeing poverty. Not all but the majority are Muslim.
The leaders of Europe have shown themselves unsure about what to do. It is a continent-wide crisis that began in 2011, as Tunisians fled to the Italian island of Lampedusa. The following year, sub-Saharan Africans who’d migrated to Libya made for Europe after Muammar Gadhafi’s fall. Since then the European response has largely been ad hoc and stopgap. European Union President Jean-Claude Juncker has proposed a “permanent relocation mechanism” with EU members taking greater shares of the refugees, but it is unclear how exactly it would work.
In many EU nations there will be powerful pushback. Like the crisis itself the pushback will build. Europe is in econo.
The Midterm is a written response paper. Your paper should be at.docxcdorothy
The Midterm is a written response paper. Your paper should be at least 2 pages in length and follow APA style and format.
For further directions,
click here
.
Submit your Midterm Exam to the Assignment box
no later than Sunday 11:59 PM EST/EDT
. (This Assignment may be linked to Turnitin).
.
The Middle Way.” Moderation seems to be a hard thing for many p.docxcdorothy
“The Middle Way.” Moderation seems to be a hard thing for many people to understand. Two great authors had radically different insights on moderation: “Complete abstinence is easier than perfect moderation,” (Saint Augustine) and “Moderation is a fatal thing. Nothing succeeds like excess” (Oscar Wilde).
We live in an age of abusive social media, so it seems even more difficult to “find the middle” now. What lessons can you apply to your life by addressing each of the items in the Eightfold Path of the Noble Way?
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The Middle East faces many challenges to a potential regional frame.docxcdorothy
The Middle East faces challenges to developing a regional framework similar to what Europe established in 1975, but Europe also faced difficulties before reaching that agreement. The document asks what favorable conditions exist in the Middle East now compared to Europe in the 1970s, and what unfavorable conditions it faces, in working towards a similar regional framework.
The Michael Jordan effect Crawford, Anthony J; Niendorf, .docxcdorothy
The Michael Jordan effect
Crawford, Anthony J; Niendorf, Bruce . American Business Review ; West Haven Vol. 17, Iss. 2, (Jun
1999): 5-10.
ProQuest document link
ABSTRACT
In the period immediately following the rumors of Michael Jordan's return to basketball, the five companies that
Jordan had major endorsement deals with experienced a nearly $3 billion increase in the market value of their
equity. Jordan was labeled the $2 billion man in the press, referring to the value he created for the shareholders of
the companies he endorses. However, most of these reports failed to cite the simultaneous bull market that lead
the S&P 500 to record highs. The Michael Jordan effect is examined, and it is found that shareholders experienced
negative abnormal returns after the announcement of his retirement and positive excess returns when rumors of a
comeback surfaced. However, it is also shown that the positive excess returns following the rumors of Jordan's
comeback were only temporary and disappeared within weeks of the original rumors. While some evidence is
found in support of a Michael Jordan effect, it appears that the rumors of Jordan's impact have been greatly
exaggerated.
FULL TEXT
On October 6, 1993 Michael Jordan unexpectedly retired from basketball after leading the Chicago Bull's to three
straight NBA championships. The following spring he showed up for spring training with the Chicago White Sox.
Despite his early retirement Jordan maintained his five major endorsement deals from which he is rumored to
receive a total of approximately $30 million annually. These endorsements are highlighted in exhibit 1.
On March 2nd, 1995 Jordan ended his attempt at professional baseball and left the Chicago White Sox spring
training facilities. Shortly after his retirement from baseball, rumors of Jordan's return to basketball surfaced.
These rumors touched off a media frenzy as the popular press tied increases in the stock prices of the companies
Jordan endorses to speculation over his return. The Los Angeles Times reported that five days after the first
reports of his comeback, advertisers experienced a collective $2.3 billion gain in equity value. Time Magazine,
Newsweek, Sports Illustrated and nearly every major newspaper ran similar reports at about the same time. Jordan
was labeled the $2 billion man. The implication was that Jordan's rumored return to basketball increased his value
as an endorser resulting in an over $2 billion dollar gain to shareholders.
Table I illustrates the increase in the market value of the five companies which Jordan endorses. The collective
increase in market value over a nine business day period, from the date of the first rumors until the first trading day
after his comeback announcement, was more than $2.9 billion. The average return over those nine days was
4.59%. The return on the S&P 500 over the same nine day period was just 2.91%.
We examine two questions.
The Metropolitan Police Department had recently been criticized in t.docxcdorothy
The Metropolitan Police Department had recently been criticized in the local media for not responding to police calls in the downtown area rapidly enough. In several recent cases, alarms had sounded for break-ins, but by the time the police car arrived, the perpetrators had left, and in one instance a store owner had been shot. Sergeant Joe Davis had been assigned by the chief as head of a task force to find a way to determine the optimal patrol area (dimensions) for their cars that would minimize the average time it took to respond to a call in the downtown area.
Sergeant Davis solicited help from Angela Maris, an analyst in the operations area for the police department. Together they began to work through the problem.
Joe noted to Angela that normal patrol sectors are laid out in rectangles, with each rectangle including a number of city blocks. For illustrative purposes he defined the dimensions of the sector as
x
in the horizontal direction and as
y
in the vertical direction. He explained to Angela that cars traveled in straight lines either horizontally or vertically and turned at right angles.
Travel
in a horizontal direction must be accompanied by travel in a vertical direction, and the total distance traveled is the sum of the horizontal and vertical segments. He further noted that past research on police patrolling in urban areas had shown that the average distance traveled by a patrol car responding to a call in either direction was one-third of the dimensions of the sector, or
x
/3 and
y
/3. He also explained that the travel time it took to respond to a call ( assuming that a car left immediately upon receiving the call) is simply the average distance traveled divided by the average travel speed.
Angela told Joe that now that she understood how average travel time to a call was determined, she could see that it was closely related to the size of the patrol area. She asked Joe if there were any restrictions on the size of the area sectors that cars patrolled. He responded that for their city, the department believed that the perimeter of a patrol sector should not be less than 5 miles or exceed 12 miles. He noted several policy issues and
staffing
constraints that required these specifications. Angela wanted to know if any additional restrictions existed, and Joe indicated that the distance in the vertical direction must be at least 50% more than the horizontal distance for the sector. He explained that laying out sectors in that manner meant that the patrol areas would have a greater tendency to overlap different residential, income, and retail areas than if they ran the other way. He said that these areas were layered from north to south in the city. So if a sector area were laid out east to west, all of it would tend to be in one demographic layer.
Angela indicated that she had almost enough information to develop a model, except that she also needed to know the average travel speed the patrol cars could trav.
THE MG371 CASE Growth Pains at Mountain States Healthcar.docxcdorothy
THE MG371 CASE
Growth Pains at Mountain States Healthcare
Background
Mountain States Healthcare (MSH) is a regional system of hospitals located
in several large metropolitan areas of New Mexico, Arizona, Utah, Colorado,
and in Acapulco, Mexico. MHS started as a single hospital in Salt Lake City,
Utah, and, due to the business acumen and experience of its officers and
Board of Directors, was quite successful and profitable.
Over the years, Salt Lake Hospital began purchasing other hospitals and
clinics in the state that were not as profitably operated, and eventually
changed its name to Utah Health Group (UHG). Each facility continued to
operate as an independent entity, except that its name was changed to
include “Utah Health Group” and UHG instilled its own successful
management style in the newly purchased facilities. When a hospital was
bought in Denver, Colorado, the firm created a medical facility holding
company in Salt Lake City, named Mountain States Healthcare. MHS treated
each facility as a separate subsidiary, except for the clinics, which were
associated with a larger hospital in the area. MSH continued to grow, adding
facilities from the states it declared as its strategic area.
Later, they added a new division of several clinics, an assisted living facility,
and a hospital in the resort city of Acapulco, Mexico, to take advantage of
medical needs of the large tourist and American retirement population there.
The Mexico venture was the most profitable and fastest growing of the MHS
family.
MSH was a profitable venture, but began to realize that some of its
administrative costs were, collectively, much higher than other medical
holding companies, and reducing the profits that could be used for the
benefit of shareholders. Additionally, the higher overhead costs were
affecting the advantage of some hospitals to compete within their districts.
The divisions had historically set themselves apart from other medical
facilities by offering a full line of specialties within their service packages.
The corporate holding company supported this by sharing resources,
technology, and even personnel between the divisions when needed. This
allowed each of the hospitals to position themselves as medical technology
competent full service providers.
A consulting firm pointed out several areas of administration which could be
consolidated, using the latest technology, to realize a tremendous reduction
in costs. The new VP of Finance, Aaron Nelson, newly promoted from the
state billing office manager’s position, suggested that medical billing should
be the first to consolidate. He reasoned that as each of the facilities had
consolidated the billing operations for all facilities within their five geographic
areas a few years ago, they should be able to completely consolidate all
billing with the latest database technology in a fairly short time, and.
The Methods of Communication are Listening, Writing, Talking, Rea.docxcdorothy
The Methods of Communication are: Listening, Writing, Talking, Reading, and Non-Verbal.
Listening - speaking by using words and terminology that others can comprehend
Talking - the ability to read and comprehend the written word
Writing - tone and inflection of one’s voice facial expression, posture and eye contact
Non-Verbal - using the written word in a manner that others can understand the intended message
Reading - the ability to hear and understand what the speaker is saying
Review the five methods of communication you would use in the given scenarios:
Scenario 1: An irate customer comes to your store and is very upset with a defect in a product he ordered. Which method of communication would be the most effective to use with this customer? (Listening)
Scenario 2: A customer is in your store looking for a new computer. You quickly surmise that the customer’s first language is not English and in addition he appears to not have a clear understanding of the type or brand of computer he is looking for. Which method of communication would be the most effective to use with this customer? (Talking)
Scenario 3: On your store’s Facebook page, a customer comments on your store’s appearance and how disrespectful the salesperson was during a recent visit. Which method of communication would be the most effective to use with this customer? (Writing)
Scenario 4: A customer comes into your store looking for a new phone. He appears overly confident about his knowledge level. When you approach him, he looks at you in a condescending manner. Which method of communication is being displayed by this customer? (Non-verbal)
Scenario 5: You need to take two online courses available from your employer about Customer Service. You need to receive an “A” in both courses. You must write five components that you will use for the Final Course Project. Which method of communication will you use to complete your assignments?
Competency
Discuss the importance of communication in Customer Service.
Instructions
In order to provide excellent service to customers, a business must have employees who are able to effectively communicate with those customers. Looking at the five methods of communication (Listening, Talking, Writing, Non-Verbal, and Reading), write a paper that includes 2-3 paragraphs for each method of communication. Please include an explanation on why communication is important in the introduction. Also, please include a conclusion that summarizes your paper.
NOW, THIS IS THE RUBRIC QUESTIONS
1. Included paragraph(s) for each of the methods of communication with clear examples.
2. Did include an explanation for the importance of clear communication using examples and research for support.
3. Did include an introduction and conclusion, including examples and/or research for support.
PLEASE INCLUDE REFERENCES AND CITETATIONS
The Ones Who Walk Away From Omelas
by Ursula K LeGuin, 1974
1
The Ones Who Walk Away From Omelas
With a clamor of bells that s.
The Meta-themes Paper requires you to bring together material from t.docxcdorothy
The Meta-themes Paper requires you to bring together material from throughout the term and use it to illustrate what you have learned about the cross-cutting themes of the course. You should be able to complete parts of the Meta-Themes Paper over the course of the term ( using the various discussion posts).
.
The Medication Paper OutlineThe purpose of this assignment is to.docxcdorothy
The Medication Paper Outline
The purpose of this assignment is to draft and submit a complete, organized, detailed outline of your medication paper in APA format with sources cited and referenced accurately.
Recommended: Before you begin, review the Writing Resources area on your
Student Resources
tab located on the top menu of your main Blackboard page for examples and review chapters 9, 13, and 14 in
A Pocket Style Manual
(APA).
Adhere to the following guidelines for drafting and submitting your outline:
Use standard alphanumeric outline format.
Include a rough draft of your abstract.
Include APA in-text citations.
Include an APA formatted reference page.
Include a title page.
Use APA format throughout.
The outline includes several high quality, thought provoking ideas/points which are skillfully used to creatively and completely support the thesis. Outline demonstrates a well-balanced approach to researching the topic (subcategories are of equal significance under each body paragraph). Subtopics are specific and avoid generalities. Subtopics demonstrate extensive research and thought on the topic.
The thesis is concise and clearly articulated in the beginning. Subtopics are pertinent and highly relevant to the main body paragraphs. Detailed, meaningful quotations and paraphrases aptly and accurately support the topic evenly throughout each subtopic.
.
The median is often a better representative of the central value of .docxcdorothy
The median is often a better representative of the central value of a data set when the data set: Source Top of Form Is bimodal. Has a high standard deviation. Is highly skewed. Has no outliers. Bottom of Form The histogram below plots the carbon monoxide (CO) emissions (in pounds/minute) of 40 different airplane models at take-off. The distribution is best described as is: Source Top of Form Uniform. Heteroskedastic. Normal. Skewed right. Bottom of Form
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The media plays a major part in all facets of U.S. society. Incr.docxcdorothy
The media plays a major part in all facets of U.S. society. Increased attention on criminal justice issues and criminal justice administration by the media creates opportunities and threats to the status quo of criminal justice policies and actions. Chapters 11 and 16 in your text discuss the influence of the media on criminal justice and the theories of justice. For this assignment, you will support the evaluation of public issues that criminal justice organizations face in ethical decision making and the creation of a set of standards for ethical and moral conduct in criminal justice situations. In your paper,
Create an ethics policy for the media in handling the reporting of criminal justice issues and news;
Examine the significance of political bias in reporting; and
Create a foundation for the accurate and ethical reporting of news about the criminal justice system.
The paper
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The media does have a very significant role in how U.S. citizens are.docxcdorothy
The media does have a very significant role in how U.S. citizens are exposed to political actors, policies, and processes that comprise American government.
Assignment Guidelines
Select 2 particular media forum types from the following list:
Newspapers
Radio
Television
Internet
Address the following in 750–1,000 words:
What specific roles do both media forums have in exposing the various aspects of a political process? Explain in detail.
How persuasive are these media forums in terms of influencing the public about a politician or a campaign issue? Explain.
Provide 2–3 examples of media influence with regard to politics and democracy.
Describe and explain the specifics of each example.
Be sure to reference all sources using proper APA style.
.
The media is expected to play a watchdog role of keeping governme.docxcdorothy
The media is expected to play a "watchdog" role of "keeping government honest." Is the media doing this effectively? Why do you think so?
Respond at least once to this initial post and at least once more to another student or to a later post by the instructor. Remember the rules of etiquette.
**Paragraph or 2 long please
.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
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
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
4. an employment action (e.g., promotions), then it constitutes
evidence of potential disparate impact.
If we are out of compliance with the Four-Fifths Rule, have we
automatically broken the law? No. We do have to investigate
why we are outside the four-fifths parameter, though. If there is
a legitimate reason (we will discuss this shortly) for the
discrepancy that we can prove in a court, then we are probably
OK with a selection rate that is outside the parameters. By the
way, we can also look at six fifths to determine the possibility
of reverse discrimination--Reverse discrimination is
discrimination against the majority employee group based on a
legally protected factor, such as race or religion--so we would
want to have between 16 and 24 African-American males
selected in the first example, since 6/5 of 20 is 24.
http://uniformguidelines.com/uniformguidelines.html#18/
(retrieved May 24, 2017).
5
Equal Pay Act of 1963
Requires women who do the same job as men (“equal skill,
effort, and responsibility and performed under similar working
conditions”) in the same organization to receive the same pay.
Pay differences that result from differences in seniority, merit,
quantity or quality of production, or any factor other than sex
(e.g., shift differentials, training programs) are legally
allowable.
6
6. disabled employees to work
Civil Rights Act of 1991
Strengthened civil rights by providing for possible
compensatory and punitive damages for discrimination
Uniform Services Employment and Reemployment Rights Act
(USERRA) of 1994
Ensures the civilian reemployment rights of military members
who were called away from their regular (nonmilitary) jobs by
U.S. government orders
Veterans Benefits Improvement Act of 2004
Amends USERRA to extend health care coverage while away on
duty, and requires employers to post a notice of benefits, duties,
and rights of reemployment
Genetic Information Nondiscrimination Act of 2008
Prohibits the use of genetic information in employment,
prohibits intentional acquisition of same, and imposes
confidentiality requirements
Lilly Ledbetter Fair Pay Act of 2009
Amends the 1964 CRA to extend the period of time in which an
employee is allowed to file a lawsuit over pay discrimination
SHRM
Equal Pay Act of 1963 (EPA)
The first modern equal employment opportunity (EEO) law that
we will review is the Equal Pay Act. The act requires that
women who do the same job as men, in the same organization,
must receive the same pay. It defines equal in terms of “equal
skill, effort, and responsibility, and . . . performed under similar
working conditions.” Members of the U.S. Women’s Soccer
Team filed an Equal Pay complaint with the EEOC in 2016
based on a disparity in the per-game and win-incentives paid to
the men’s and women’s team members. They claim that if the
U.S. men’s team won a game, they would receive average
compensation of US$13,166 while if the women’s team won a
game their compensation would average US$4,950.The EPA
says that, if pay differences are the result of differences in
7. seniority, merit, quantity or quality of production, or any factor
other than sex (e.g., shift differentials and training programs),
then those differences are legally allowable. However, based on
the players’ allegations and the records of the U.S. men’s and
women’s teams at the time the suit was filed, these factors
should probably not play a part in deciding the compensation
differentials that the women claim. While the EPA was designed
to equalize pay between men and women, the act was never
fully successful, but the next law we will discuss added serious
consequences to such unequal treatment.
http://www.eeoc.gov/laws/statutes/epa.cfm (retrieved May 24,
2017)
https://www.nytimes.com/2016/04/01/sports/soccer/uswnt-us-
women-carli-lloyd-alex-morgan-hope-solo-complain.html ,
Retrieved May 22, 2017
https://www.shrm.org/resourcesandtools/legal-and-
compliance/employment-law/pages/women-soccer-players-
sue.aspx?_ga=2.158922298.1651600810.1495483867-
1947741147.1484770044, Retrieved May 22, 2017
http://www.eeoc.gov/laws/statutes/epa.cfm (retrieved May 24,
2017)
6
Title VII of the Civil Rights Act of 1964
Illegal for an employer to fail or refuse to hire, discharge, or
otherwise discriminate against any individuals with respect to
compensation, terms, conditions, or privileges of employment,
due to race, color, religion, sex, or national origin;
Or to limit, segregate, or classify employees or applicants in
any way that deprives them of employment opportunities or
otherwise adversely affects their employment status due to race,
color, religion, sex, or national origin.
7
11. shortly) that caused the need to intentionally disallow members
of a protected group from applying for or getting the job. One
place where disparate treatment still occurs with some
frequency is in access to mentoring and leadership development,
where women and minority individuals are still “substantially
underrepresented.”
Ibid.
http://www.justice.gov/crt/about/edu/types.php (retrieved May
24, 2017)
http://www.eeoc.gov/policy/docs/factemployment_procedures.ht
ml (retrieved May 24, 2017)
McDonald, M.L. & Westphal, J.D. (2013) Access denied: Low
mentoring of women and minority first-time directors and its
negative effects on appointments to additional boards. Academy
of Management Journal, 56, 1169–1198.
Disparate (adverse) impact. Disparate impact occurs when an
officially neutral employment practice disproportionately
excludes the members of a protected group; it is generally
considered to be unintentional, but intent is irrelevant. For there
to be discrimination under disparate treatment, there has to be
intentional discrimination. Under disparate impact, intent does
not matter.
As an example, some characteristics (e.g., height and strength)
are not distributed equally across race and gender groups, and in
some jobs, these characteristics may be related to successful
performance in the job. Therefore, disparate impact is not
necessarily illegal. The important question is whether the
characteristic is related to successful performance on the job,
meaning whether it has job relatedness. Disparate impact is
generally judged by use of the Four-Fifths Rule that we
discussed earlier. Both the Department of Labor (through their
Uniform Guidelines on Employee Selection Procedures) and the
EEOC have expressed a preference for using the Four-Fifths
Rule to determine disparate impact. If the four-fifths
requirement is not satisfied, discrimination is considered to
12. have occurred but illegal discrimination has not necessarily
occurred.
http://www.eeoc.gov/policy/docs/factemployment_procedures.ht
ml (retrieved May 24, 2017)
http://www.eeoc.gov/policy/docs/qanda_clarify_procedures.htm
l (retrieved May 24, 2017)
Pattern or practice. Pattern or practice discrimination occurs
when a person or group engages in a sequence of actions over a
significant period of time that is intended to deny the rights
provided by Title VII of the 1964 CRA to a member of a
protected class. If there is reasonable cause to believe that any
organization is engaging in a pattern or practice that denies the
rights provided by Title VII, the U.S. Attorney General may
bring a federal lawsuit against it. In general, no individual can
directly bring a pattern-or-practice lawsuit against an
organization. As with the disparate treatment concept, it must
be proven that the employer intended to discriminate against a
particular class of individuals and did so over a protracted
period of time.
http://www.eeoc.gov/laws/statutes/titlevii.cfm (retrieved May
24, 2017)
9
Pattern or Practice Landmark Lawsuit
Paving the way for fair treatment.
The Alabama state troopers long symbolized systematic
oppression in the South and, as late as 1972, remained an all-
white institution.
10
25. as part of the 1964 CRA (the prohibition of discrimination
based on sex), but it is one of the two items we mentioned
earlier in the chapter that was not specifically recognized as a
separate type of discrimination until federal courts started
hearing cases on the act. In the case of sexual harassment, it
was a Supreme Court decision in the 1980s that finally
identified such harassment as specifically violating the CRA.
The case was Meritor Savings Bank v. Vinson, and it confirmed
the intent of the 1964 CRA that sexual harassment was
specifically prohibited by the act. Sexual harassment is a
pervasive issue in organizations, and as managers, we need to
understand what it is and how to avoid creating a situation
where it can occur at work.
https://www.jstor.org/stable/pdf/1122590.pdf? (retrieved May
25, 2017)
Quid pro quo harassment. Literally, quid pro quo means “This
for that.” Quid pro quo harassment is harassment that occurs
when some type of benefit or punishment is made contingent
upon the employee submitting to sexual advances. “If you do
something for me, I will do something for you, or conversely if
you refuse to do something for me, I will harm you.” Quid pro
quo is a direct form of harassment aimed at an individual and is
most commonly seen in supervisor-subordinate relationships,
although this is not always the case. It is, however, based on the
power of one individual over another. If the harasser has no
power to reward or punish the individual who is the object of
the harassment, then it is difficult for quid pro quo harassment
to exist. In the case of coworkers where one is pressuring the
other concerning a relationship, the situation would more likely
be considered to be a hostile work environment. An excellent
recent example of allegations of quid pro quo harassment was
the case of Roger Ailes, the Chairman of Fox News. Ailes was
accused of coercing a number of women who worked for--or
wanted to work for--Fox to have sexual relationships with him.
Just one of the claims was settled with Fox News personality
27. Religion-based discrimination and the ability of employers to
create work rules that may affect religious freedom continue to
be an issue in the workplace. For instance, the issue of
standards of dress in a number of religions, most notably
Islam’s standards for women’s attire in public (including the
hijab or niqab), has become a point of contention in some
workplaces. If an employer sees the niqab as a symbol of
repression, can the employer deny the right to wear such head
coverings and use the antidiscrimination statutes concerning
gender as justification? Can an employer require drivers that
work for them to deliver alcohol to customer warehouses when
the drivers may have a religious opposition to drinking alcohol?
There are many religious freedom questions that we are dealing
with in companies today, and there are certainly no easy
answers.
Remember, the federal courts have determined that religious
discrimination is a violation of the 1964 CRA because it
identifies religion as a protected class. Because religion was
specifically identified in the CRA, we can’t use it as a factor in
making “any employment decision” with our employees.
Religion is a less obvious characteristic than gender or race, so
it is usually not a characteristic on which we base decisions.
However, if a person’s religion requires a certain type of dress
or observation of religious holidays or days of worship that is
not in keeping with the normal workday practices of the
organization, and if the individual requests accommodation for
these religious beliefs, then we generally would need to make
every reasonable effort to accommodate such requests.
https://www.shrm.org/resourcesandtools/tools-and-
samples/toolkits/pages/employeedressandappearance.aspx
(retrieved May 25, 20170)
Ibid.
33