The objective of this assessment is to demonstrate your understand.docxoreo10
The objective of this assessment is to demonstrate your understanding of how the human resource function interacts with other functions in the organization.
The first part of the assignment is to create an agenda for New Employee Orientation at Southwood School. The orientation should last one full day. The new employee will meet with representatives from: HR, Finance, Information Technology and the school administrator. Present the Agenda as a nice handout that you want to distribute to the new employees and employees who will be taking part in the orientation. Set up a schedule, time, and location time for each meeting. You might want to build in breaks or lunch. Give each meeting a subject title and short description. It is recommended that a Table be used.
The second part of the assignment is for you to provide a description of each meeting and, in detail, explain the pertinent information the new employee will learn from each representative of his/her department. In this section of the paper references should be used to support your description/explanation as to what makes each meeting important for a new employee and to the school.
Use a minimum of 3 to 4 scholarly sources to support your rationale using APA format. This paper should be a minimum of 3 to 5 pages.
Cover Page with Name, Date, and Title of Assignment
Use headings to separate the sections of the report
Page numbers
Double-spacing
Times New Roman, size 12
In-text citations to sources in APA style
Reference page using APA style
References not older than 3 years old
RUBRICCriteria 1
Advanced3 points
Satisfactory2.75 points
Partial2.5 points
Not Satisfactory0 points
Analysis of Interview Questions - Explanation of Issues
Explanation of issues are stated clearly and described comprehensively delivering all relevant information. All inadequacies are correctly identified.
Explanation of issues are stated clearly and described sufficiently so that understanding is not seriously impeded by slight omissions.
Issues are not completely identified or there are omissions in analysis. Issues are left with ambiguities unexplored or overlooked.
Major issues are not identified or there are major omissions in the explanation. Issues have been unexplored or overlooked.
Analysis of Interview Questions - Conclusions
Conclusions are logical, clear and reflect student's informed evaluation and ability to place evidence and perspectives discussed in priority order.
Conclusions are logically tied to questions and are identified clearly.
Conclusions are not clarified or tied to sufficient information. One or two conclusions are identified clearly.
Conclusions are oversimplified or inconsistently tied to parts of information.
Criteria 2
Advanced4 points
Satisfactory3.5 points
Partial3 points
Not Satisfactory0 points
Summary Development - Use credible reasoning and evidence in communication.
Concepts and ideas are fully developed and supported with credible sources. Reader can easily follow the au ...
This document provides an overview and outline for a module on recruitment and selection. It was created by the Society for Human Resource Management (SHRM) for use in undergraduate human resource classes. The module aims to help students understand the process of recruiting and selecting new employees. It covers topics like internal and external recruitment methods, interviewing, testing, and legal compliance. The materials include a detailed teaching plan, sample activities, and PowerPoint slides to facilitate instruction on this important HR topic.
This document describes a job preparation program for inmates being released from prison. The program consists of four two-hour sessions over five sections: goal setting, applications, resumes, interviews, and keeping a job. Based on surveys of past participants, 96% found the material very useful and within six months 85% were more aware of completing applications, over 40% actively searched for jobs using materials from the program, and 20% obtained employment. The program aims to help ex-inmates successfully transition back into the community through training on job seeking skills.
InstructionsThe objective of this assessment is to demonstrate y.docxdirkrplav
The document outlines improvements made to the recruitment and selection processes at Southwood School. It identifies weaknesses in the original processes, such as relying only on newspaper advertisements and limited selection methods. The HR manager led changes including expanding recruitment methods by adding a school website and emphasizing internal recruitment. Selection methods were enhanced by adding teaching observations and involving student interview panels to provide a more comprehensive evaluation of candidates. The revisions aimed to attract a more diverse candidate pool, provide a better candidate experience, and make selection decisions based on a wider range of skills and feedback.
The objective of this assessment is to demonstrate your understand.docxoreo10
The objective of this assessment is to demonstrate your understanding of how the human resource function interacts with other functions in the organization.
The first part of the assignment is to create an agenda for New Employee Orientation at Southwood School. The orientation should last one full day. The new employee will meet with representatives from: HR, Finance, Information Technology and the school administrator. Present the Agenda as a nice handout that you want to distribute to the new employees and employees who will be taking part in the orientation. Set up a schedule, time, and location time for each meeting. You might want to build in breaks or lunch. Give each meeting a subject title and short description. It is recommended that a Table be used.
The second part of the assignment is for you to provide a description of each meeting and, in detail, explain the pertinent information the new employee will learn from each representative of his/her department. In this section of the paper references should be used to support your description/explanation as to what makes each meeting important for a new employee and to the school.
Use a minimum of 3 to 4 scholarly sources to support your rationale using APA format. This paper should be a minimum of 3 to 5 pages.
Cover Page with Name, Date, and Title of Assignment
Use headings to separate the sections of the report
Page numbers
Double-spacing
Times New Roman, size 12
In-text citations to sources in APA style
Reference page using APA style
References not older than 3 years old
RUBRICCriteria 1
Advanced3 points
Satisfactory2.75 points
Partial2.5 points
Not Satisfactory0 points
Analysis of Interview Questions - Explanation of Issues
Explanation of issues are stated clearly and described comprehensively delivering all relevant information. All inadequacies are correctly identified.
Explanation of issues are stated clearly and described sufficiently so that understanding is not seriously impeded by slight omissions.
Issues are not completely identified or there are omissions in analysis. Issues are left with ambiguities unexplored or overlooked.
Major issues are not identified or there are major omissions in the explanation. Issues have been unexplored or overlooked.
Analysis of Interview Questions - Conclusions
Conclusions are logical, clear and reflect student's informed evaluation and ability to place evidence and perspectives discussed in priority order.
Conclusions are logically tied to questions and are identified clearly.
Conclusions are not clarified or tied to sufficient information. One or two conclusions are identified clearly.
Conclusions are oversimplified or inconsistently tied to parts of information.
Criteria 2
Advanced4 points
Satisfactory3.5 points
Partial3 points
Not Satisfactory0 points
Summary Development - Use credible reasoning and evidence in communication.
Concepts and ideas are fully developed and supported with credible sources. Reader can easily follow the au ...
This document provides an overview and outline for a module on recruitment and selection. It was created by the Society for Human Resource Management (SHRM) for use in undergraduate human resource classes. The module aims to help students understand the process of recruiting and selecting new employees. It covers topics like internal and external recruitment methods, interviewing, testing, and legal compliance. The materials include a detailed teaching plan, sample activities, and PowerPoint slides to facilitate instruction on this important HR topic.
This document describes a job preparation program for inmates being released from prison. The program consists of four two-hour sessions over five sections: goal setting, applications, resumes, interviews, and keeping a job. Based on surveys of past participants, 96% found the material very useful and within six months 85% were more aware of completing applications, over 40% actively searched for jobs using materials from the program, and 20% obtained employment. The program aims to help ex-inmates successfully transition back into the community through training on job seeking skills.
InstructionsThe objective of this assessment is to demonstrate y.docxdirkrplav
The document outlines improvements made to the recruitment and selection processes at Southwood School. It identifies weaknesses in the original processes, such as relying only on newspaper advertisements and limited selection methods. The HR manager led changes including expanding recruitment methods by adding a school website and emphasizing internal recruitment. Selection methods were enhanced by adding teaching observations and involving student interview panels to provide a more comprehensive evaluation of candidates. The revisions aimed to attract a more diverse candidate pool, provide a better candidate experience, and make selection decisions based on a wider range of skills and feedback.
Chapter III Methodology As observed in recent years, large organiJinElias52
Chapter III: Methodology
As observed in recent years, large organizations are facing multiple data breaches from hackers who are trying to steal sensitive information. With the increase in technology, attackers with malicious intent are finding advanced methods to breach into the organization or even simple by exploiting known risks that could have been avoided by the organization by updating their systems on a regular basis (Alawneh, 2008). The most recent breach that we all were aware off was the Equifax data breach where it was reported that millions of its customers personal identifiable information (PII) were stolen, information such as social security number , an individual’s name, financial record, driver’s license number, etcetera.. The purpose of this paper is to how organizations can protect themselves from data breaches. What are the ways in which their data can be exposed and does employee awareness will help organizations protect themselves from being attacked from various sources?
Design of the study:
The data collected in this paper was a mixed approach. The collected data was both qualitative and quantitative in nature. The researcher developed a questionnaire containing both open-ended and close-ended questions and all of this was administered through LimeSurvey. And most of the participants response was recorded when they were trying to explain their understanding of a breach and how data leaks can be classified into intentional threats and inadvertent threats as these recording were transliterated for further analysis using otter A.I. And each session from the participant lasted from 45 – 90 minutes depending on the tasks being performed.
Data collection and participants:
All the participants involved in the sessions have worked or currently working in financial organizations. Participants read and signed a consent form explaining the purpose of the research and were given the option to skip a question if they feel uncomfortable in answering a question. Participants were recruited through ads from social media and from known contacts whose education and work experience are related to the study that was being conducted. There were around 50 participants in total, 30 males and 20 females, they ranged in age from 24 - 57. When asked about data breaches and do they know who their organizations protect itself from data breaches as part of employee awareness, 40 said yes and 10 said no. And when asked about taking or participating in any data security training conducted by the organizations, 35 said yes and 15 said no. And when asked about recording their answers on a device 45 said yes and 5 said no, For the 5, we noted down their answers on a paper with their consent.
Data analysis and Sampling procedures:
The participants responses were addressed in two sections which are quantitative and qualitative. When analyzing the qualitative data from the questionnaire we conducted a thematic analysis in order to better analyze ...
Dr. Monica G. Williams, PhD Dissertation Defense, Dr. William Allan Kritsonis...William Kritsonis
This document summarizes a doctoral dissertation defense presented by Monica Williams on July 10, 2009. The dissertation examined the entrepreneurial orientation of leaders at public historically Black colleges and universities (HBCUs) and how that relates to the financial stability and fundraising activities of their institutions. A qualitative study was conducted through online questionnaires of HBCU presidents and chief development officers. Major findings included that building teams and being proactive were common entrepreneurial traits among successful fundraisers, and that strategic fundraising and planning were seen as best practices. Conclusions emphasized that private fundraising is critical to the survival of HBCUs given declines in public funding.
Monica G. Williams, Dr. William Allan Kritsonis, Dissertation Chair for Monic...William Kritsonis
This document summarizes a doctoral dissertation defense presented by Monica Williams on July 10, 2009. The dissertation examined the entrepreneurial orientation of leaders at public historically Black colleges and universities (HBCUs) and how that relates to the financial stability and fundraising activities of their institutions. A qualitative study was conducted through online questionnaires of HBCU presidents and chief development officers. Key findings included that building teams and being proactive were most common entrepreneurial traits, and that strategic fundraising and capital campaigns related to increased funding from private sources. Recommendations for further research were provided.
This presentation discusses developing a multi-faceted approach to assisting dual-career couples through higher education recruitment. It emphasizes the importance of institutional commitment, clear policies and funding, and collaboration across departments and with outside employers. Developing these comprehensive support systems can help institutions recruit and retain top talent by addressing dual-career needs, while also advancing diversity, quality of life, and return on investment goals. Research shows dual-career hiring cannot be ignored if an institution wants success in competitive academic markets.
This document outlines a research study on alternative education programs. The study aims to determine whether alternative education systems in America work, and for whom. It will examine best practices of effective rural and urban alternative programs. The research design uses a constructivist model with three data collection methods: observations, interviews, and data analysis. The study will be conducted at two high schools over an extended period to gather qualitative and quantitative data on at-risk students referred to intervention services.
Week 4 Discussion 1Employee Testing Please respond to the fo.docxcockekeshia
Week 4 Discussion 1
"Employee Testing" Please respond to the following:
· Evaluate the types of employee testing that companies may require that are discussed in the text. Determine the two tests that you consider the most important. Support your reasoning.
· Go to Human Metric’s Websiteand take the Jung Typology Test™ (sample of the Myers Briggs personality test). Next, examine your test results. Determine whether you believe this type of personality test is beneficial to an organization. Support your position
Week 4 Discussion 2
"Employee Selection" Please respond to the following:
· Compare and contrast the structured interview, situational interview, and behavioral interview. Determine which type of interview would be more beneficial when interviewing applicants. Support your selection.
· In the selection of the candidate, determine if the manager should make the final choice or if others should be included in the final decision. Support your position.
Assignment 2: Job Analysis / Job Description
Due Week 4 and worth 100 points
Go to YouTube, located at http://www.youtube.com/, and search for an episode of “Under Cover Boss”. Imagine you are the CEO of the company in the selected episode.
Write a two to three (2-3) page paper in which you:
1. Compare two (2) job positions from the episode and perform a job analysis of each position.
2. Describe your method of collecting the information for the job analysis (i.e., one-on-one, interview, survey, etc.).
3. Create a job description from the job analysis.
4. Justify your belief that the job analysis and job description are in compliance with state and federal regulations.
5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
· Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
· Formulate HRM strategies and policies to recruit, select, place, and retain the most efficient and effective workforce.
· Develop effective talent management strategies to recruit and select employees.
· Design processes to manage employee performance, retention, and separation.
· Use technology and information resources to research issues in strategic human resource development.
· Write clearly and concisely about strategic human resource development using proper writing mechanics.
2
Article Review Paper #2
Summary:
The article is based on the findings of a survey that was admi.
Due to be rewritten this spring (2009). This is the Pathways course as it was first presented in it's first year as a required course for high school graduation.
This chapter discusses employee selection principles and techniques. It begins by explaining the importance of properly matching employees to jobs in order to prevent dissatisfaction and poor performance. It then covers topics like realistic job previews, sources of recruiting, recruiter characteristics, and selection techniques. The chapter also discusses fair employment practices and protections for various groups like older workers, disabled workers, and women from discrimination. Finally, it describes the process of job analysis which is used to understand job requirements and inform selection.
The document provides guidance on conducting effective job interviews. It recommends establishing rapport with candidates, encouraging them to talk, maintaining control of the discussion, and analyzing candidates' career interests. It warns against being unprepared for interviews or jumping to conclusions without adequate evidence. The document also provides sample questions to ask candidates regarding their motivation, education, and experience.
External interview summary for may meeting draftv3ppageegd
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise boosts blood flow, releases endorphins, and promotes changes in the brain which help regulate emotions and stress levels.
Workforce Diversity Challenges in European CountriesSome European .docxboyfieldhouse
Workforce Diversity Challenges in European Countries
Some European countries have been experiencing a string of protests from immigrants. These immigrants sought to express their dissatisfaction with their current employment status and lack of consideration from employers when applying for jobs for which they met the required qualifications. This has prompted employers to reconsider their past and current practices in the management of workforce diversity and to reduce the economic and cultural differences that exist in these types of egalitarian societal organizational environments. The main problem derives apparently from a wide range of discriminatory employment practices inherent in European companies. These practices would set the tone for possible lawsuits from immigrants rejected as potential employment candidates and opportunities.
Consider this example. Ewe Kikuyu graduated from a well-known European university with a degree in Architecture in 2007 and spent a full year sending out her Curriculum Vitae. Ewe is the daughter of South African immigrants and did not receive a single chance, call, or interview. At one point, Ewe attended an architecture job fair, where she witnessed one of the company recruiters to whom she had submitted her CV glance at her and immediately dump her CV into a waste receptacle. Ewe commented that, throughout her entire life of struggles, hard work, and commitment to achieve a good education, she never thought that her name, race, and nationality would become an issue in obtaining a decent job for which she would be qualified.
Some of the major obstacles for managing diversity in European countries derive from the legal system, inherent employment practices, lack of accountability and existing laws, and regulations. Some of the requirements currently in place in some European countries when candidates are seeking employment opportunities are to reflect on and submit their CV information related to their nationality, religion, race, marital status, and a picture. These employment requirements and practices have set the tone for many potential employment discrimination acts. As a result of these discriminatory acts, complaints, and lawsuits, some European countries and employers have been mandated to institute and comply with some strict laws and regulations, and to introduce and manage proactive solutions to attract, recruit, select, and retain a qualified, diverse workforce to meet the supply and demand of a globalized, changing workforce.
Consider this: Some European multinationals started to send managers to high schools in order to train students in writing résumés and provided proper etiquette and training tools to successfully achieve a job interview and enhance their employability. In addition, some of these companies initiated a national campaign to work with colleges and universities to recruit disadvantaged or minority students for potential internship or /full-time opportunities. Some major multin.
This document provides an overview of recruitment and selection processes within human resource management. It defines recruitment as discovering potential job applicants, while selection involves choosing candidates based on assessing their fit for open positions. The document outlines objectives, methods, sources, advantages/disadvantages, and factors influencing recruitment. It also describes the multi-step selection process, including screening, testing, interviews, investigations, examinations, approval, and final hiring. Key differences between recruitment and selection are that recruitment aims to attract many applicants, while selection aims to choose the best from available candidates through a more intensive rejection-focused process.
This document provides information about research methods for a research methods course. It discusses elements of a research proposal such as the title, background, objectives, and methodology. For methodology, it outlines the research design, study population, sampling, and research framework including theoretical framework, conceptual framework, definition of variables, and data collection and analysis plans. It also discusses people-oriented research, surveys, research frameworks, and outlines for the discussion section.
The document discusses the process of selection in organizations. It begins by explaining that selection involves identifying the best candidates for jobs based on matching their skills to organizational requirements. An effective selection process involves multiple steps, including screening applications, testing candidates using tools like interviews, personality tests and situational tests. The document then outlines various types of interviews commonly used in selection like informal interviews, stress interviews and panel interviews. It emphasizes that selection should follow principles like having sufficient applicants, clear standards, and competent evaluators to identify the most suitable candidates for roles.
This is an exclusive presentation on data collection for researchers in National Institutes Labor of Administration & Training (NILAT), Ministry of production, government of Pakistan
Dr. William Allan Kritsonis, Dissertation Chair for Monica G. Williams, Disse...William Kritsonis
This document summarizes Monica Georgette Williams' doctoral dissertation defense on the engagement levels of Historically Black College and University leaders in entrepreneurialism through fundraising. The dissertation examined the entrepreneurial orientation of public HBCU leaders and how that relates to the revenue-generating activities and financial stability of their institutions. The methodology involved an online questionnaire distributed to HBCU presidents and chief development officers. Major findings included common entrepreneurial traits among highly successful fundraisers and a connection between education levels and fundraising success. Conclusions determined that private fundraising is critical to HBCU survival given declines in public funding.
Keystone College Students’ Perceptions of Career Development and Use of Caree...Joseph Croft
This research pertains to the perceptions of career development of students at Keystone College, as well as their use of career services at the College. The study primarily looks at how much value students place in career development and what services they are using.
This document discusses recruitment in an organization. It begins by defining recruitment as the process of identifying, screening, and hiring potential candidates to fill open positions. It then lists the learning objectives which are to understand the meaning of recruitment, importance of recruitment, factors affecting recruitment, types of recruitment, and advantages and disadvantages of recruitment types. The document proceeds to discuss the meaning of recruitment in more detail. It identifies internal and external factors that can affect recruitment. It also explains the different sources of recruitment including internal sources like promotions and transfers, and external sources like advertisements and employment agencies. Finally, it outlines the pros and cons of both internal and external recruitment sources.
2016 Palisades Charter High School College FairRebecca Joseph
This is my 2016 Communicating Your Stories: Ten Tips For Writing Powerful College Application Essays Presentation. Please share and give me any feedback.
With regards to this article, I agree and disagree on certain leve.docxalanfhall8953
With regards to this article, I agree and disagree on certain levels pertaining to racism in video games. I have been playing video games since the Nintendo days and I have noticed many stereotypes in video games that Evan has pointed out. Although Evan feels that all black characters are subject to stereotypes, there are bunches of game characters that I believe are not under this category and are in fact very ambitious characters. For example, Lee Everett from the Walking Dead: Season 1 game, Captain Anderson from the Mass Effect Trilogy, Franklin from Grand Theft Auto V and Sgt. Johnson from the Halo series. The problem I have with Evan's critique is the fact that he is judging black characters based on how they act and look, something that society does to members of the visible minority in the real world. Majority of the characters that are in question may seem stereotypical at first but if you delve deeper into their character you start to realize that there is depth behind that person rather than just big muscles and a loud mouth. In my opinion, whenever I play a video game I can care less what the race of my character is and I look more towards their development as a character and the story that it is telling. Many "gamers" share this same opinion from research I have done and even in the comment section of this article. I get the notion that he is looking for a character that is "white" but the problem is whenever a black character is given the same characteristics as a white character, they are not well received and are made fun of for being "white washed". There seems to be a double standard with how black characters are portrayed and is also something that will unfortunately never be able to appease to everyone due to the fact that everyone shares a different opinion on how certain types of characters should be portrayed.
3/25/2014
1/11
The Social Construction of "Race"
As our discussions have revealed over the past few weeks, negative or stereotypical representation in media
has real consequences. Such representations not only reflect but also reinforce the marginality of minority
groups. Thus, it follows that the political empowerment of subordinate groups in society--such as women,
youth, people with disabilities, gays and lesbians, the poor--depends in part on changing the way these
groups are represented.
How can we think about the issues of representation and empowerment in relation to racial minorities? First,
we need to gain a better understanding of the social construction of racial and ethnic identity.
Ethnicity
'Ethnicity' and 'race' are linked but distinct categories. Ethnicity is a broad social category that addresses
one’s perceived membership in a larger group based on an attachment to an actual or possible homeland, its
cultural heritage, belief system, political history, language, myths, customs, manners, food, literature, sport, art
or architectural style. Ethnic affiliations are acknowledged and pa.
WIT Financial Accounting Test Chapters 5 and 6
1. From the adjusted trial balance for Worker Products Company given below, prepare a multiple-step income statement in good form.
Worker Products Company
Adjusted Trial Balance
December 31
Debit
Credit
Cash
$9,400
Accounts receivable
25,000
Merchandise inventory
36,000
Office supplies
900
Store equipment
75,000
Accumulated depreciation - store equipment
$22,000
Office equipment
60,000
Accumulated depreciation -office equipment
15,000
Accounts payable
42,000
Notes payable
10,000
F. Worker, Capital
110,700
F. Worker, Withdrawals
48,000
Sales
325,000
Sales discounts
6,000
Sales returns and allowances
16,500
Cost of goods sold
195,000
Sales salaries expense
32,500
Depreciation expense - store equipment
11,000
Depreciation expense - office equipment
7,500
Office supplies expense
1,300
Interest expense
600
Totals
$524,700
$524,700
2. From the adjusted trial balance for Worker Products Company given below, prepare the necessary closing entries.
Worker Products Company
Adjusted Trial Balance
December 31
Debit
Credit
Cash
$9,400
Accounts receivable
25,000
Merchandise inventory
36,000
Office supplies
900
Store equipment
75,000
Accumulated depreciation - store equipment
$22,000
Office equipment
60,000
Accumulated depreciation -office equipment
15,000
Accounts payable
42,000
Notes payable
10,000
F. Worker, Capital
110,700
F. Worker, Withdrawals
48,000
Sales
325,000
Sales discounts
6,000
Sales returns and allowances
16,500
Cost of goods sold
195,000
Sales salaries expense
32,500
Depreciation expense - store equipment
11,000
Depreciation expense - office equipment
7,500
Office supplies expense
1,300
Interest expense
600
Totals
$524,700
$524,700
3. A company made the following merchandise purchases and sales during the month of May:
May 1
Purchased
380 units at
$15 each
May 5
Purchased
270 units at
$17 each
May 10
Sold
400 units at
$50 each
May 20
Purchased
300 units at
$22 each
May 25
Sold
400 units at
$50 each
There was no beginning inventory. If the company uses the LIFO periodic inventory method, what would be the cost of the ending inventory?
4. A company made the following merchandise purchases and sales during the month of May:
May 1
Purchased
380 units at
$15 each
May 5
Purchased
270 units at
$17 each
May 10
Sold
400 units at
$50 each
May 20
Purchased
300 units at
$22 each
May 25
Sold
400 units at
$50 each
There was no beginning inventory. If the company uses the FIFO periodic inventory method, what would be the cost of the ending inventory?
5. Flaxco purchases inventory from overseas and incurs the following costs: the cost of the merchandise is $50,000, credit terms are 2/10, n/30 that apply only to the $50,000; FOB shipping point freight charges are $1,500; insurance during transit is $500; and import duties .
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Chapter III Methodology As observed in recent years, large organiJinElias52
Chapter III: Methodology
As observed in recent years, large organizations are facing multiple data breaches from hackers who are trying to steal sensitive information. With the increase in technology, attackers with malicious intent are finding advanced methods to breach into the organization or even simple by exploiting known risks that could have been avoided by the organization by updating their systems on a regular basis (Alawneh, 2008). The most recent breach that we all were aware off was the Equifax data breach where it was reported that millions of its customers personal identifiable information (PII) were stolen, information such as social security number , an individual’s name, financial record, driver’s license number, etcetera.. The purpose of this paper is to how organizations can protect themselves from data breaches. What are the ways in which their data can be exposed and does employee awareness will help organizations protect themselves from being attacked from various sources?
Design of the study:
The data collected in this paper was a mixed approach. The collected data was both qualitative and quantitative in nature. The researcher developed a questionnaire containing both open-ended and close-ended questions and all of this was administered through LimeSurvey. And most of the participants response was recorded when they were trying to explain their understanding of a breach and how data leaks can be classified into intentional threats and inadvertent threats as these recording were transliterated for further analysis using otter A.I. And each session from the participant lasted from 45 – 90 minutes depending on the tasks being performed.
Data collection and participants:
All the participants involved in the sessions have worked or currently working in financial organizations. Participants read and signed a consent form explaining the purpose of the research and were given the option to skip a question if they feel uncomfortable in answering a question. Participants were recruited through ads from social media and from known contacts whose education and work experience are related to the study that was being conducted. There were around 50 participants in total, 30 males and 20 females, they ranged in age from 24 - 57. When asked about data breaches and do they know who their organizations protect itself from data breaches as part of employee awareness, 40 said yes and 10 said no. And when asked about taking or participating in any data security training conducted by the organizations, 35 said yes and 15 said no. And when asked about recording their answers on a device 45 said yes and 5 said no, For the 5, we noted down their answers on a paper with their consent.
Data analysis and Sampling procedures:
The participants responses were addressed in two sections which are quantitative and qualitative. When analyzing the qualitative data from the questionnaire we conducted a thematic analysis in order to better analyze ...
Dr. Monica G. Williams, PhD Dissertation Defense, Dr. William Allan Kritsonis...William Kritsonis
This document summarizes a doctoral dissertation defense presented by Monica Williams on July 10, 2009. The dissertation examined the entrepreneurial orientation of leaders at public historically Black colleges and universities (HBCUs) and how that relates to the financial stability and fundraising activities of their institutions. A qualitative study was conducted through online questionnaires of HBCU presidents and chief development officers. Major findings included that building teams and being proactive were common entrepreneurial traits among successful fundraisers, and that strategic fundraising and planning were seen as best practices. Conclusions emphasized that private fundraising is critical to the survival of HBCUs given declines in public funding.
Monica G. Williams, Dr. William Allan Kritsonis, Dissertation Chair for Monic...William Kritsonis
This document summarizes a doctoral dissertation defense presented by Monica Williams on July 10, 2009. The dissertation examined the entrepreneurial orientation of leaders at public historically Black colleges and universities (HBCUs) and how that relates to the financial stability and fundraising activities of their institutions. A qualitative study was conducted through online questionnaires of HBCU presidents and chief development officers. Key findings included that building teams and being proactive were most common entrepreneurial traits, and that strategic fundraising and capital campaigns related to increased funding from private sources. Recommendations for further research were provided.
This presentation discusses developing a multi-faceted approach to assisting dual-career couples through higher education recruitment. It emphasizes the importance of institutional commitment, clear policies and funding, and collaboration across departments and with outside employers. Developing these comprehensive support systems can help institutions recruit and retain top talent by addressing dual-career needs, while also advancing diversity, quality of life, and return on investment goals. Research shows dual-career hiring cannot be ignored if an institution wants success in competitive academic markets.
This document outlines a research study on alternative education programs. The study aims to determine whether alternative education systems in America work, and for whom. It will examine best practices of effective rural and urban alternative programs. The research design uses a constructivist model with three data collection methods: observations, interviews, and data analysis. The study will be conducted at two high schools over an extended period to gather qualitative and quantitative data on at-risk students referred to intervention services.
Week 4 Discussion 1Employee Testing Please respond to the fo.docxcockekeshia
Week 4 Discussion 1
"Employee Testing" Please respond to the following:
· Evaluate the types of employee testing that companies may require that are discussed in the text. Determine the two tests that you consider the most important. Support your reasoning.
· Go to Human Metric’s Websiteand take the Jung Typology Test™ (sample of the Myers Briggs personality test). Next, examine your test results. Determine whether you believe this type of personality test is beneficial to an organization. Support your position
Week 4 Discussion 2
"Employee Selection" Please respond to the following:
· Compare and contrast the structured interview, situational interview, and behavioral interview. Determine which type of interview would be more beneficial when interviewing applicants. Support your selection.
· In the selection of the candidate, determine if the manager should make the final choice or if others should be included in the final decision. Support your position.
Assignment 2: Job Analysis / Job Description
Due Week 4 and worth 100 points
Go to YouTube, located at http://www.youtube.com/, and search for an episode of “Under Cover Boss”. Imagine you are the CEO of the company in the selected episode.
Write a two to three (2-3) page paper in which you:
1. Compare two (2) job positions from the episode and perform a job analysis of each position.
2. Describe your method of collecting the information for the job analysis (i.e., one-on-one, interview, survey, etc.).
3. Create a job description from the job analysis.
4. Justify your belief that the job analysis and job description are in compliance with state and federal regulations.
5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
· Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
· Formulate HRM strategies and policies to recruit, select, place, and retain the most efficient and effective workforce.
· Develop effective talent management strategies to recruit and select employees.
· Design processes to manage employee performance, retention, and separation.
· Use technology and information resources to research issues in strategic human resource development.
· Write clearly and concisely about strategic human resource development using proper writing mechanics.
2
Article Review Paper #2
Summary:
The article is based on the findings of a survey that was admi.
Due to be rewritten this spring (2009). This is the Pathways course as it was first presented in it's first year as a required course for high school graduation.
This chapter discusses employee selection principles and techniques. It begins by explaining the importance of properly matching employees to jobs in order to prevent dissatisfaction and poor performance. It then covers topics like realistic job previews, sources of recruiting, recruiter characteristics, and selection techniques. The chapter also discusses fair employment practices and protections for various groups like older workers, disabled workers, and women from discrimination. Finally, it describes the process of job analysis which is used to understand job requirements and inform selection.
The document provides guidance on conducting effective job interviews. It recommends establishing rapport with candidates, encouraging them to talk, maintaining control of the discussion, and analyzing candidates' career interests. It warns against being unprepared for interviews or jumping to conclusions without adequate evidence. The document also provides sample questions to ask candidates regarding their motivation, education, and experience.
External interview summary for may meeting draftv3ppageegd
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise boosts blood flow, releases endorphins, and promotes changes in the brain which help regulate emotions and stress levels.
Workforce Diversity Challenges in European CountriesSome European .docxboyfieldhouse
Workforce Diversity Challenges in European Countries
Some European countries have been experiencing a string of protests from immigrants. These immigrants sought to express their dissatisfaction with their current employment status and lack of consideration from employers when applying for jobs for which they met the required qualifications. This has prompted employers to reconsider their past and current practices in the management of workforce diversity and to reduce the economic and cultural differences that exist in these types of egalitarian societal organizational environments. The main problem derives apparently from a wide range of discriminatory employment practices inherent in European companies. These practices would set the tone for possible lawsuits from immigrants rejected as potential employment candidates and opportunities.
Consider this example. Ewe Kikuyu graduated from a well-known European university with a degree in Architecture in 2007 and spent a full year sending out her Curriculum Vitae. Ewe is the daughter of South African immigrants and did not receive a single chance, call, or interview. At one point, Ewe attended an architecture job fair, where she witnessed one of the company recruiters to whom she had submitted her CV glance at her and immediately dump her CV into a waste receptacle. Ewe commented that, throughout her entire life of struggles, hard work, and commitment to achieve a good education, she never thought that her name, race, and nationality would become an issue in obtaining a decent job for which she would be qualified.
Some of the major obstacles for managing diversity in European countries derive from the legal system, inherent employment practices, lack of accountability and existing laws, and regulations. Some of the requirements currently in place in some European countries when candidates are seeking employment opportunities are to reflect on and submit their CV information related to their nationality, religion, race, marital status, and a picture. These employment requirements and practices have set the tone for many potential employment discrimination acts. As a result of these discriminatory acts, complaints, and lawsuits, some European countries and employers have been mandated to institute and comply with some strict laws and regulations, and to introduce and manage proactive solutions to attract, recruit, select, and retain a qualified, diverse workforce to meet the supply and demand of a globalized, changing workforce.
Consider this: Some European multinationals started to send managers to high schools in order to train students in writing résumés and provided proper etiquette and training tools to successfully achieve a job interview and enhance their employability. In addition, some of these companies initiated a national campaign to work with colleges and universities to recruit disadvantaged or minority students for potential internship or /full-time opportunities. Some major multin.
This document provides an overview of recruitment and selection processes within human resource management. It defines recruitment as discovering potential job applicants, while selection involves choosing candidates based on assessing their fit for open positions. The document outlines objectives, methods, sources, advantages/disadvantages, and factors influencing recruitment. It also describes the multi-step selection process, including screening, testing, interviews, investigations, examinations, approval, and final hiring. Key differences between recruitment and selection are that recruitment aims to attract many applicants, while selection aims to choose the best from available candidates through a more intensive rejection-focused process.
This document provides information about research methods for a research methods course. It discusses elements of a research proposal such as the title, background, objectives, and methodology. For methodology, it outlines the research design, study population, sampling, and research framework including theoretical framework, conceptual framework, definition of variables, and data collection and analysis plans. It also discusses people-oriented research, surveys, research frameworks, and outlines for the discussion section.
The document discusses the process of selection in organizations. It begins by explaining that selection involves identifying the best candidates for jobs based on matching their skills to organizational requirements. An effective selection process involves multiple steps, including screening applications, testing candidates using tools like interviews, personality tests and situational tests. The document then outlines various types of interviews commonly used in selection like informal interviews, stress interviews and panel interviews. It emphasizes that selection should follow principles like having sufficient applicants, clear standards, and competent evaluators to identify the most suitable candidates for roles.
This is an exclusive presentation on data collection for researchers in National Institutes Labor of Administration & Training (NILAT), Ministry of production, government of Pakistan
Dr. William Allan Kritsonis, Dissertation Chair for Monica G. Williams, Disse...William Kritsonis
This document summarizes Monica Georgette Williams' doctoral dissertation defense on the engagement levels of Historically Black College and University leaders in entrepreneurialism through fundraising. The dissertation examined the entrepreneurial orientation of public HBCU leaders and how that relates to the revenue-generating activities and financial stability of their institutions. The methodology involved an online questionnaire distributed to HBCU presidents and chief development officers. Major findings included common entrepreneurial traits among highly successful fundraisers and a connection between education levels and fundraising success. Conclusions determined that private fundraising is critical to HBCU survival given declines in public funding.
Keystone College Students’ Perceptions of Career Development and Use of Caree...Joseph Croft
This research pertains to the perceptions of career development of students at Keystone College, as well as their use of career services at the College. The study primarily looks at how much value students place in career development and what services they are using.
This document discusses recruitment in an organization. It begins by defining recruitment as the process of identifying, screening, and hiring potential candidates to fill open positions. It then lists the learning objectives which are to understand the meaning of recruitment, importance of recruitment, factors affecting recruitment, types of recruitment, and advantages and disadvantages of recruitment types. The document proceeds to discuss the meaning of recruitment in more detail. It identifies internal and external factors that can affect recruitment. It also explains the different sources of recruitment including internal sources like promotions and transfers, and external sources like advertisements and employment agencies. Finally, it outlines the pros and cons of both internal and external recruitment sources.
2016 Palisades Charter High School College FairRebecca Joseph
This is my 2016 Communicating Your Stories: Ten Tips For Writing Powerful College Application Essays Presentation. Please share and give me any feedback.
Similar to White Privilege and ColorismSOC262 Version 41White Priv.docx (20)
With regards to this article, I agree and disagree on certain leve.docxalanfhall8953
With regards to this article, I agree and disagree on certain levels pertaining to racism in video games. I have been playing video games since the Nintendo days and I have noticed many stereotypes in video games that Evan has pointed out. Although Evan feels that all black characters are subject to stereotypes, there are bunches of game characters that I believe are not under this category and are in fact very ambitious characters. For example, Lee Everett from the Walking Dead: Season 1 game, Captain Anderson from the Mass Effect Trilogy, Franklin from Grand Theft Auto V and Sgt. Johnson from the Halo series. The problem I have with Evan's critique is the fact that he is judging black characters based on how they act and look, something that society does to members of the visible minority in the real world. Majority of the characters that are in question may seem stereotypical at first but if you delve deeper into their character you start to realize that there is depth behind that person rather than just big muscles and a loud mouth. In my opinion, whenever I play a video game I can care less what the race of my character is and I look more towards their development as a character and the story that it is telling. Many "gamers" share this same opinion from research I have done and even in the comment section of this article. I get the notion that he is looking for a character that is "white" but the problem is whenever a black character is given the same characteristics as a white character, they are not well received and are made fun of for being "white washed". There seems to be a double standard with how black characters are portrayed and is also something that will unfortunately never be able to appease to everyone due to the fact that everyone shares a different opinion on how certain types of characters should be portrayed.
3/25/2014
1/11
The Social Construction of "Race"
As our discussions have revealed over the past few weeks, negative or stereotypical representation in media
has real consequences. Such representations not only reflect but also reinforce the marginality of minority
groups. Thus, it follows that the political empowerment of subordinate groups in society--such as women,
youth, people with disabilities, gays and lesbians, the poor--depends in part on changing the way these
groups are represented.
How can we think about the issues of representation and empowerment in relation to racial minorities? First,
we need to gain a better understanding of the social construction of racial and ethnic identity.
Ethnicity
'Ethnicity' and 'race' are linked but distinct categories. Ethnicity is a broad social category that addresses
one’s perceived membership in a larger group based on an attachment to an actual or possible homeland, its
cultural heritage, belief system, political history, language, myths, customs, manners, food, literature, sport, art
or architectural style. Ethnic affiliations are acknowledged and pa.
WIT Financial Accounting Test Chapters 5 and 6
1. From the adjusted trial balance for Worker Products Company given below, prepare a multiple-step income statement in good form.
Worker Products Company
Adjusted Trial Balance
December 31
Debit
Credit
Cash
$9,400
Accounts receivable
25,000
Merchandise inventory
36,000
Office supplies
900
Store equipment
75,000
Accumulated depreciation - store equipment
$22,000
Office equipment
60,000
Accumulated depreciation -office equipment
15,000
Accounts payable
42,000
Notes payable
10,000
F. Worker, Capital
110,700
F. Worker, Withdrawals
48,000
Sales
325,000
Sales discounts
6,000
Sales returns and allowances
16,500
Cost of goods sold
195,000
Sales salaries expense
32,500
Depreciation expense - store equipment
11,000
Depreciation expense - office equipment
7,500
Office supplies expense
1,300
Interest expense
600
Totals
$524,700
$524,700
2. From the adjusted trial balance for Worker Products Company given below, prepare the necessary closing entries.
Worker Products Company
Adjusted Trial Balance
December 31
Debit
Credit
Cash
$9,400
Accounts receivable
25,000
Merchandise inventory
36,000
Office supplies
900
Store equipment
75,000
Accumulated depreciation - store equipment
$22,000
Office equipment
60,000
Accumulated depreciation -office equipment
15,000
Accounts payable
42,000
Notes payable
10,000
F. Worker, Capital
110,700
F. Worker, Withdrawals
48,000
Sales
325,000
Sales discounts
6,000
Sales returns and allowances
16,500
Cost of goods sold
195,000
Sales salaries expense
32,500
Depreciation expense - store equipment
11,000
Depreciation expense - office equipment
7,500
Office supplies expense
1,300
Interest expense
600
Totals
$524,700
$524,700
3. A company made the following merchandise purchases and sales during the month of May:
May 1
Purchased
380 units at
$15 each
May 5
Purchased
270 units at
$17 each
May 10
Sold
400 units at
$50 each
May 20
Purchased
300 units at
$22 each
May 25
Sold
400 units at
$50 each
There was no beginning inventory. If the company uses the LIFO periodic inventory method, what would be the cost of the ending inventory?
4. A company made the following merchandise purchases and sales during the month of May:
May 1
Purchased
380 units at
$15 each
May 5
Purchased
270 units at
$17 each
May 10
Sold
400 units at
$50 each
May 20
Purchased
300 units at
$22 each
May 25
Sold
400 units at
$50 each
There was no beginning inventory. If the company uses the FIFO periodic inventory method, what would be the cost of the ending inventory?
5. Flaxco purchases inventory from overseas and incurs the following costs: the cost of the merchandise is $50,000, credit terms are 2/10, n/30 that apply only to the $50,000; FOB shipping point freight charges are $1,500; insurance during transit is $500; and import duties .
Windows Server Deployment ProposalOverviewEach student will .docxalanfhall8953
Windows Server Deployment Proposal
Overview
Each student will create a detailed, organized, unified technical solution given the scenario described below. The submission will be in a written format, with at least one diagram, and may include additional diagrams, charts or tables. The assignment is meant for students to enhance their mastery of the material and to provide a creative and realistic way in which to apply knowledge from this course.
Scenario
Worldwide Advertising, Inc. (referred to as “WAI”) has hired you as an IT consultant for implementing their Windows network infrastructure. WAI is a new advertising firm, and they are currently hiring staff, establishing two locations, and have a need to get their internal IT services configured. They do not yet have an IT staff, but when they do, the IT staff will take over all aspects of IT administration. You are required to supply WAI with a solution which describes the implementation and configuration of their core IT services. Cost is not a significant concern – WAI wishes to implement the “right” solution to fit their needs now and for the next 2-3 years.
There are several details about WAI which will have an impact on your choices:
· WAI will start with 110 employees, in the following departments:
· Executives (9 employees) – manage and run the company
· Accounts and Sales Department (15 employees) – perform market research and maintain accounts
· Creative, Media and Production Department (59 employees) – advertising
· Human Resources and Finances (17 employees) – perform HR and financial duties
· IT (10 employees) – manage IT for the company
· WAI will have two sites, one in Seattle and one in New York. Most staff will be located in Seattle, with at least 1 person from each of the departments above located in NY.
· Networking equipment is already in place for both sites. A secure tunnel (using IPSec) will be established between the two sites so that inter-site traffic will be securely tunneled over the Internet. You may make whatever other assumptions you wish about intra-and inter-site connectivity.
· Security mechanisms (e.g., firewalls, intrusion detection) will be handled separately, and there is no need to describe them.
· Some departments will want their data to remain private from other departments (e.g., Finances personnel will not want Production staff to see the company’s financial details). Your team may make assumptions about how data should be shared or kept private.
· Assumptions can be made regarding any information not included here; all assumptions should be identified, however.
Topics to Cover
Your document should cover the content presented in the course. The outline below contains recommended points to cover. You are free to add other related information.
Describe the technical and business reasons for each choice, citing other resources as appropriate.
The Windows Server 2012 operating system should be used for all aspects of the solution.
The topics inclu.
Willowbrook SchoolBackgroundWillowbrook School is a small, pri.docxalanfhall8953
Willowbrook School
Background
Willowbrook School is a small, private school in the Midwest United States. For the past 20 years, it has offered a curriculum for preschool through 6th grade. Five years ago it expanded to offer after-school care, usually referred to as after care, on premises. After care is not only offered to Willowbrook’s students, but also for students of other schools in the area.
As an independent systems analyst working as a team, you work as an IT consultant, specializing in developing IT solutions for small businesses. You have been contacted by the director, Victoria Owens, to discuss the possibility of setting up a computer system to handle some of the school’s administrative and financial tasks. She explains to you that Willowbrook is experiencing significant increases in enrollment applications for all programs. Increases in applications, coupled with increased demand for after-school care, have led to a very high workload for the administrative personnel and staff. The principal and teachers have stepped in where possible, but the demand is becoming too great. Willowbrook School is a non-profit, and is not in a position to hire another full-time administrative position, which is what the principal and director think would be needed to handle the increased workload. You agree to meet with Victoria and the principal, Kathy Gilliard next week to discuss the school and its need for an information system.
You sit down with Victoria and Kathy on Wednesday to ask them some questions to help you determine what type of information system they need. You explain to them that information systems bring computer hardware and software together with people, processes, and data to produce specific results. They are excited to tell you about their situation and what they have in mind for a computer system to help with some of the work load. To help you with planning for the information system, you ask them about what personnel they have, as well as some questions to determine what types of information each person needs to do their job.
Victoria explains her role as the executive director of the school. She administers the activities of the school in accordance with the mission, vision, and policies established by the Board of Directors. She supports the educational staff and oversees the financial, payroll, and human resources functions for the school. She also prepares all necessary reports and evaluations for the state and local school boards. Kathy says that as the principal of Willowbrook she handles the academic and curricular issues that arise, and ensures that the school meets all federal and state educational standards. Kathy and the teachers who report to her make decisions jointly about admissions and assignments to classrooms. The two kitchen staff personnel, a head cook and an assistant, also report to the principal. She also coordinates students’ bus transportation schedule. The school contracts with a local bussing co.
Wind PowerUsed For Millennia Variations in alb.docxalanfhall8953
Wind Power
Used For Millennia
Variations in albedo
Wind
The Uneven Heating of the Surface
Annual average net radiation from the Earth’s surface 1995 - 1986
Areas of heat gain and loss on Earth’s surface
Re-distribution of Excess Heat
Atmospheric Circulation on a Non-rotating
Earth
One cell in each hemisphere.
Warm air rises at the equator and moves north.
Cool air sinks at the poles and flows toward the equator.
Coriolis Effect
Coriolis Effect: tendency of a fluid (water or air) to be deflected from
its straight-line path as it moves across the Earth’s surface.
Deflection of a moving object is to the Right in the Northern
Hemisphere and Left in the Southern Hemisphere.
High Pressure
High Pressure
Low Pressure
High Pressure
Rising air
Descending air
Low Pressure
Descending Air
Rising air
Low pressure
Descending air
Atmospheric Circulation on a Rotating Earth
InterTropical Convergence Zone
(another source of wind)
Wind Generation
Turbine Blades
Inside of Wind Turbine
Size Scale of Wind Turbines
Small Scale Wind Power (Domestic systems)
Large Scale Wind Power (Grid Systems)
Wind Characteristics
Highly variable at several different timescales:
From hour to hour
Daily
Seasonally
High demand may not correspond to peak winds.
Instantaneous electrical generation and consumption must remain in
balance to maintain the grid stability.
Intermittent winds pose problem for wind power. Backup generation
capacity (fossil fuels) or energy storage (pump storage) may be
needed.
Turbine Size
Domestic size Grid size
Early Wind Farms
Limited output per turbine.
Required large numbers of turbines.
Large Scale Wind Turbines
Note bus
New Wind Turbine Designs
Learning From Nature
Humpback Whale Blade design
Potential Wind Energy Regions
Wind & Water
Ocean wind farm off Denmark
Energy Output Vs. Wind Velocity
Each potential wind farm has its own wind characteristics
Advantages of Wind Power
• No fuel consumed.
• No air pollution.
• Energy used to build a wind power plant equals the
energy produced by the plant in a few months time =
pays for itself.
• Allows for multiple land use in farming and electrical
generation.
Surprising Resistance to Wind Power
Environmental Effects
Danger to birds and bats.
Noisy (whooof, whooof)
Medical problems
Aesthetics (Cape Cod).
Danger to birds and bats
Danger to birds and bats
Birdwatchers in UK flock to see rare
bird, then watch it killed by wind turbine
Bird Friendly Compressed Air
Turbine
Perceived Wind Noise
San Gorgoino Pass, California
Near Palm Springs, popular resort
New Wind Farm Proposal
Cape Cod Wind Farm
Against
Against
Can’t Please Everybody
Artist Rendition of Proposed Cape
Cod Wind Farm
Cape Cod wind farm would not be visible for
more that 7 - 8 months a year due to haze.
Isle of Lewis, Scotland
Isle of Lewis Standing Stones
La Venta,.
winter 2013 235 CREATE A CONTRACTInstructionsI will giv.docxalanfhall8953
winter 2013 235
CREATE A CONTRACT
Instructions:
I will give you a fact scenario below that involves some college students who are having difficulty living together as roommates.
Your task will be to create a contract to solve the problems and issues that the fact pattern raises. Hint I had (sixteen) 16 issues when I did the assignment.
After you create the contract, you will then include around a two page written description about WHY you chose to design the provisions of the contract the way you did.
Your grade will be based on:
1. Whether your contract identifies and solves the problems
2. Whether your contract is realistic
a. (ie a clause that says no roommate shall ever enter the room of another roommate is not practical because what if you hear them yelling for help, or if you haven’t seen them in 14 days.) I want you to think about “loopholes” and the “what if” types of things that can go wrong.
3. Language… Really in this assignment PLEASE pay attention to the words you type because one missing word can make the contract really silly… In last year’s contracts I had someone write… A roommate can eat any food in the apartment that has their name on it… (Great give me a pen and I’ll just put my name on everything).
4. Your explanation, did you have sound reasoning for putting in something in the contract.
5. Following the LAW:… This assignment requires you to have a general understanding of what a contract is and how it works… That is, after all, what we have been studying.
a. Do not include items in your contract that are illegal or are not a contract… For example do not say if the roommate leaves the toilet seat up, they will place their hands on the toilet and have their fingers slammed 10 times by the toilet seat. (That’s not enforceable)
b. Do NOT include something like… If roommate “brion” doesn’t like the punishment he can change it to what he wants, or if I don’t want to follow this rule I don’t have to”… (It is not a contract if one person can CHOOSE to not follow something, It also not a contract when you leave punishments, requirements ect for the “future to be determined”
6. Creativity/problem solving/format of contract
a. You must follow the general format of a contract I have included after the fact scenario… Trust me I am including the sections that ALL your contracts must have for your benefit. It will make organizing it a lot easier for you.
b. You must CHOOSE to write your contract from the viewpoint of one of the four people below or as a disinterested outside party… This is critical because if you are writing the contract from the perspective of one of the people it should FAVOR that person (in a reasonable way), if you are writing as a disinterested third party (an attorney) you should try and be as fair to all as possible.
c. In your explanation tell me from what viewpoint…actually make that your first sentence.
******************************************************************
.
WinEst As 1. Es2. Tassignment stInfo (Esti.docxalanfhall8953
WinEst As
1. Es
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b. Due:
c. Estima
d. Start
e. Estima
f. Rate
i.
ii.
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Date: Toda
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Tables:
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Page 2 of 2
3. Adding Markups
a. Add Net Markup
i. Name: Overhead and Profit
ii. Type: 15%
b. Add Sales Tax
i. Name: Sales Tax
ii. Type: 6.5%
iii. Restrict this Tax Markup to: Material
4. Print Report
a. Report 1:
i. Sheet View, set Filter to “’95 Div Details”
ii. File -> Print Preview -> Style
1. Layout: Landscape
2. Header/Footer -> Custom Header
a. Left Text (Use Field Tags…)
i. Est Info – Project Name
ii. Est Info – Start Date
iii. Est Info – Due Date
b. Center Text (Use Field Tags…)
i. Est Info – Type
ii. Est Info – Status
c. Right Text
i. Name
ii. Professor Name
iii. Class
iv. Date
b. Report 2:
i. Totals View
ii. File -> Print Preview
1. Ensure the Layout and Headers match Report 1
5. DUE: Monday, April 7, 2014 by 5:00 pm
1
Getting Started with WinEst
Sample Exercise v10.1
Professional Cost Estimating and Budgeting
Things you need to know about WinEst
Pull Down Menus & Tool Bars
There are different ways to view your toolbar in WinEst. Here are 2 examples. If you prefer large toolbar buttons,
select ‘Preferences’ from the ‘Tools’ menu option. Now select the Toolbars option from the displayed list of
preferences. To the right, under ‘Style’, change the Images to ‘Large’. Click OK.
Toolbar - Small Images with Short Text
Toolbar - Large Images with Text
WinEst has pull down menus for each of the following - File, Edit, View, Filters, Tables, Tools, Database, Reports,
Custom, Window and Help. When the mouse is clicked on one of these menu items, a list drops down and the
available commands display for that menu. Scan the menus to see the features available in the WinEst program.
Help
Help is always available. You can select the Contents command on the Help menu or press the F1 key to view
help.
2
Navigating in WinEst
WinEst has three main views. These enable you to follow a structured method for building and reviewing your
estimates. You can move from view to view at any time by clicking one of the corresponding toolbar buttons
(‘Takeoff’, ‘Sheet’ and ‘Totals’) or by making selections from the ‘View’ Menu.
Takeoff View
This view is for adding items to your estimate from the price book Database. From here you can:
• Lookup items in the database
• Perform takeoff calculations
• Assign Work Breakdown Structures (WBS) to items
• Analyze the Item takeoff audit trail
• Enter unique, “one time” items
• Add notes to it.
Wiley Plus Brief Exercise 6 –Accounting 100Brief Exercise 6-1B.docxalanfhall8953
Wiley Plus Brief Exercise 6 –Accounting 100
Brief Exercise 6-1
Brief Exercise 6-1
Farley Company identifies the following items for possible inclusion in the taking of a physical inventory.
Indicate whether each item should be "Included" or "Not Included" from the inventory taking.
(a)
Goods shipped on consignment by Farley to another company.
(b)
Goods in transit from a supplier shipped FOB destination.
(c)
Goods sold but being held for customer pickup.
(d)
Goods held on consignment from another company.
Brief Exercise 6-2
Wilbur Company has the following items:
Indicate whether each item should be "Included" or "Not Included" from the inventory taking.
(a)
Freight-In
(b)
Purchase Returns and Allowances
(c)
Purchases
(d)
Sales Discounts
(e)
Purchase Discounts
Brief Exercise 6-8
Pettit Company reports net income of $90,000 in 2014. However, ending inventory was understated $7,000.
What is the correct net income for 2014?
The correct net income for 2014
$
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Brief Exercise 6-9 (Part Level Submission)
At December 31, 2014, the following information was available for A. Kamble Company: ending inventory $40,000, beginning inventory $60,000, cost of goods sold $270,000, and sales revenue $380,000.
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(a)
Calculate inventory turnover for A. Kamble Company. (Round answer to 1 decimal place, e.g. 1.5.)
Inventory turnover
times
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Exercise 6-1
Tri-State Bank and Trust is considering giving Josef Company a loan. Before doing so, management decides that further discussions with Josef’s accountant may be desirable. One area of particular concern is the inventory account, which has a year-end balance of $297,000. Discussions with the accountant reveal the following.
1.
Josef sold goods costing $38,000 to Sorci Company, FOB shipping point, on December 28. The goods are not expected to arrive at Sorci until January 12. The goods were not included in the physical inventory because they were not in the warehouse.
2.
The physical count of the inventory did not include goods costing $95,000 that were shipped to Josef FOB destination on December 27 and were still in transit at year-end.
3.
Josef received goods costing $22,000 on January 2. The goods were shipped FOB shipping point on December 26 by Solita Co. The goods were not included in the physical count.
4.
Josef sold goods costing $35,000 to Natali Co., FOB destination, on December 30. The goods were received at Natali on January 8. They were not included in Josef's physical inventory.
5.
Josef received goods costing $44,000 on January 2 that were sh.
Winter 2011 • Morality in Education 35Workplace Bullying .docxalanfhall8953
Winter 2011 • Morality in Education 35
Workplace Bullying: Costly and
Preventable
By Terry L Wiedmer
W orkplace bullying is a pervasive practice by malicious individuals who seekpower, control,domination, and subjugation. In businesses or schools, such bullying is an inefficient
way of working that is both costly and preventable. Senior management and executives are
ultimately responsible for creating and sustaining bully-free workplaces. Workplace bullies can be
stopped if employees and employers work together to establish and enforce appropriate workplace
policies and practices. This article presents information about workplace bullying, including its
prevalence, targeted individuals, bullying behaviors, employer practices, and steps to prevent
bullying. In the end, leadership and an environment of respect provide the ultimate formula for
stopping workplace bullying.
Bullying occurs between and among people in all venues—in the home, community, and
workplace. It is a pervasive, targeted, and planned effort that can be overtly obvious or
can fly under the radar and is conducted by practiced and malicious individuals who seek
power, control, domination, and subjugation. The impacts of such actions—in terms of
finances, emotions, health, morale, and overall productivity—are destructive, and the
ramifications are limitless (Mattice, 2009). Because no one is immune from the potential of
being subjected to bullying in the workplace, this topic merits further review and analysis
(Van Dusen, 2008). :
To combat workplace bullying, often referred to as psychological harassment or
violence (Workplace Bullying Institute [WBI], 2007), employers must have a full range of
policies in place and means available to them to create and maintain a healthy workplace
culture and climate. Although they are not generally for-profit endeavors, schools and
school systems are purposeful businesses that share the same concerns and have the same
responsibility to ensure that each employee works in a respectful environment and is not
subjected to workplace bullies.
Workplace Bullying •
According to the Workforce Bullying Institute (WBI), workplace bullying is
the repeated, health-harming mistreatment of one or more persons (the targets)
by one or more perpetrators that takes one or more of the following forms: verbal
abuse; offensive conduct/behaviors (including nonverbal) which are threatening,
humiliating, or intimidating; and work interference—sabotage—which prevents
work from getting done. (Definition of Workplace Bullying, para. 1)
Bullies seek to induce harm, jeopardize one's career and job, and destroy interpersonal
relationships. The behaviors of bullies harm people and ravage profits.
36 The Delta Kappa Gamma Bulletin
Prevalence of Workplace Bullying
Thirty-seven percent of U.S. workforce members report being bullied at work; this amounts
to an estimated 54 million Americans, which translates to nearly the entire population of
the states of Wash.
With the competitive advantage that Crocs’ supply chain holds, the.docxalanfhall8953
With the competitive advantage that Crocs’ supply chain holds, the company also wants to be able to sustain their customers’ satisfaction. In doing this, they must make sure that their transformation process is producing consistent output especially when new products are introduced. This can be achieved by having a solid quality control system.
With the quality control system, inspections are to take place at three critical points. The first one is before production, which involves the raw materials in Crocs’ case that would be the raw materials, or chemicals that they purchase in pellet form. This first step can be eliminated by through supplier certification. The second critical point is during the production process. Process quality control takes place, which involves statistical process control. Periodic samples are taken from a continuous production, as long as sample measurements fall within the control limit the production will continue. However, if the samples fall outside the control limits, the process is stopped and a search is made for an assignable cause. In this case, the process will use a quality control chart known as an attribute control chart. The whole purpose is to find the natural random variability in the output oppose to unnecessary variations. The company must maintain that natural random variability to be under statistical control. The last critical point is after production. Following these inspections is process capability. Process capability is assessed once the process is under statistical control. It is the ability of the process to meet or exceed customers’ specifications. Process capability is determined by using the process capability index. If the process is unable to meet the customer specifications the following step is continuous improvement in which case seven tools are used including a flow chart, check sheet, histogram, Pareto chart, cause and effect, scatter diagram and a control chart. These tools are then incorporated into an improvement approach known as Six Sigma. Six Sigma includes five steps:
1. Defining a process for improvement
2. Measuring the variables and setting goals for improvement
3. Analyzing the root causes in which case the seven tools are referred to
4. Making improvements
5. Implementing a control plan to ensure that changes are permanent
In furthering research on Crocs, it has been stated in online reviews by various customers that they have experienced defects in the seam of their shoes, cases in which their shoe had shrunk or didn’t fit at all, Crocs’ flip flops tearing apart, holes appearing in their shoes, and the smell of the shoes. These reviews are accessible to many consumers, and are capable of tainting the reputation of Crocs. Reviews such as these are important to pay attention to because it’s proof of the importance of solidifying an efficient quality control system. It is especially important when introducing new products, and the use of different materials. .
Wind power resources on the eastern U.S. continental shelf are est.docxalanfhall8953
Wind power resources on the eastern U.S. continental shelf are estimated to be over 400 GW, several times the electricity used by U.S. eastern coastal states. The first U.S. developer proposes to build 130 large (40 story tall) wind turbines in Nan- tucket Sound, just outside Massachusetts state waters. These would provide 420 MW at market prices, enough electricity for most of Cape Cod. The project is opposed by a vigorous and well-financed coalition. Polling shows local public opinion on the project almost equally divided. This article draws on semistructured interviews with residents of Cape Cod to analyze values, beliefs, and logic of supporters and oppo- nents. For example, one value found to lead to opposition is that the ocean is a special place that should be kept natural and free of human intrusion. One line of argument found to lead to support is: The war in Iraq is problematic, this war is “really” over petroleum, Cape Cod generates electricity from oil, therefore, the wind project would improve U.S. security. Based on analysis of the values and reasoning behind our interview data, we identify four issues that are relevant but not currently part of the debate.
Introduction
Recent assessments of renewable energy show that wind power has, since the turn of the century, become cost-competitive in the sites with the most favorable wind regimes (Herzog et al., 2001). Until very recently, large-scale North American wind resources were believed to exist in the Great Plains of the United States, northern Canada, and central Canada only (Grubb & Meyer, 1993). Although these huge resources are enough to meet the entire continent’s electrical needs, they are distant from the large coastal cities where electricity is primarily consumed—imposing a need for costly large-scale transmission lines (Cavallo, 1995). In just the last couple of years, it has been recog- nized that the Atlantic Ocean also has a large wind resource on the continental shelf, close to East Coast cities. Three or four manufacturers have developed large wind elec- tric turbines designed to be placed offshore, in waters up to 20–30 m in depth. To date these have been placed only in European waters. By late 2003, the resources, the tech- nology, and the economic viability had all come together in the Eastern United States, potentially allowing large-scale deployment to begin by 2005.
The furthest advanced of a handful of proposed U.S. offshore wind developments is in Nantucket Sound, off the Southern coast of Cape Cod, Massachusetts. This proposal has engendered a widespread, well-organized, well-financed, and politically potent op- position. This movement’s strength, and the apparent contradiction of such opposition coming from a population thought of as politically liberal and environmentally con- cerned, have garnered national press coverage (e.g., Burkett, 2003). A second project was proposed by the Long Island Power Authority for the southern edge of Long Island, with an .
Wilco Corporation has the following account balances at December 3.docxalanfhall8953
Wilco Corporation has the following account balances at December 31, 2012.
Common stock, $5 par value
$555,600
Treasury stock
90,720
Retained earnings
2,426,200
Paid-in capital in excess of par—common stock
1,321,900
Prepare Wilco’s December 31, 2012, stockholders’ equity section. (For preferred stock, common stock and treasury stock enter the account name only and do not provide the descriptive information provided in the question.)
WILCO CORPORATION
Stockholders’ Equity
December 31, 2012
$
:
$
Sprinkle Inc. has outstanding 10,050 shares of $10 par value common stock. On July 1, 2012, Sprinkle reacquired 107 shares at $89 per share. On September 1, Sprinkle reissued 61 shares at $90 per share. On November 1, Sprinkle reissued 46 shares at $85 per share.
Prepare Sprinkle’s journal entries to record these transactions using the cost method. (If no entry is required, select "No Entry" for the account titles and enter 0 for the amounts. Credit account titles are automatically indented when amount is entered. Do not indent manually.)
Date
Account Titles and Explanation
Debit
Credit
7/1/12
9/1/12
11/1/12
Graves Mining Company declared, on April 20, a dividend of $519,800, on its $5 par common stock, payable on June 1. Of this amount, $133,700 is a return of capital.
Prepare the April 20 and June 1 entries for Graves. (If no entry is required, select "No Entry" for the account titles and enter 0 for the amounts. Credit account titles are automatically indented when amount is entered. Do not indent manually.)
Date
Account Titles and Explanation
Debit
Credit
Apr. 20
June 1
Apr. 20 Retained Earnings = ($519,800 – $133,700) = $386,100
Abernathy Corporation was organized on January 1, 2012. It is authorized to issue 10,290 shares of 8%, $65 par value preferred stock, and 544,000 shares of no-par common stock with a stated value of $2 per share. The following stock transactions were completed during the first year.
Jan. 10
Issued 80,330 shares of common stock for cash at $6 per share.
Mar. 1
Issued 5,670 shares of preferred stock for cash at $113 per share.
Apr. 1
Issued 24,730 shares of common stock for land. The asking price of the land was $90,540; the fair value of the land was $80,330.
May 1
Issued 80,330 shares of common stock for cash at $9 per share.
Aug. 1
Issued 10,290 shares of common stock to attorneys in payment of their bill of $50,620 for services rendered in helping the company organize.
Sept. 1
Issued 10,290 shares of common stock for cash at $11 per share.
Nov. 1
Issued 1,940 shares of preferred stock for cash at $115 per share.
Prepare the journal entries to record the above transactions. (If no entry is required, select "No Entry" for the account titles and enter 0 for the amounts. Credit account titles are automatically indented when amount is entered. Do not indent manually.)
Date
Account Titles and Explanation
Debit
Credit
Jan. 10
M.
Wilson Majee Technology Diffusion, S-Curve, and Innovation.docxalanfhall8953
Wilson Majee
Technology Diffusion, S-Curve, and Innovation-Decision Process
In this week's reflection report I will discuss technology diffusion, S-Curves and innovation
decision process. I will use the healthcare industry as an example. Our healthcare system is ever
evolving - new technologies, insurance models, and information systems are shaping the system
on a daily basis. Despites these changes and the huge healthcare expenditures (16 of GDP in
America compared to 8 in United Kingdom), Americans are comparatively not any healthier
than citizens in most other developed nations (Merson, Black, & Mills, 2012). The disconnect
between investments in technology and health outcomes is a concern of us all. It makes as
question technology diffusion within the healthcare system: are investments in health system
being spent efficiently? Are consumers really resistant to changes that benefit their health? Or
are there issues with technology diffusion as a practice.
Diffusion is the process by which an innovation is spread through a population. Ironically,
people and institutions, generally, do not like change. Change is viewed as painful, difficult and
times creating uncertainties. Because of this, and for the healthcare industry, huge amounts of
resources are devoted either to promoting innovations (for example, selling the latest drug,
imaging system, medical device etc.) or to preventing innovations from disrupting the status quo.
Although many successful healthcare innovations are aimed at making people healthier, at
relatively smaller increases in costs, IT usage in healthcare has always lagged other industries -
ERH are a good example. Adoption of ERH was slow. Literature on technology diffusion states
that successful implementation is influenced by the compatibility and complexity of the
innovation, organizational context, and the characteristics of the implementation strategy (Cain
M, & Mittman, 2002; Rogers, 1995). People respond to these factors differently resulting in an
S-shaped curve illustration of the adoption process.
The S-curve model shows that any innovation is first adopted by a few people/organizations and
as more use it, and confidence is built around the technology, other will begin to use it. Because
of the inherent uncertainty to new innovations, the decision to adopt an innovation takes time.
However, "once the diffusion reaches a level of critical mass, it proceeds rapidly. Eventually a
point is reached where the population is less likely to adopt the innovation, and spread slows
down. The S-curve implies a hierarchy of adopters, starting with innovators, early adopters, early
majority, late majority and laggards (Rogers, 1995). In other words the S-curve explains the
innovation-decision process: the process through which an individual/organization passes
through from when they gain knowledge of an innovation, to forming an attitude, to the decision
to accept or reject the innovation, .
This document discusses the design and implementation of WinARM, a simulator for the ARM processor written in C. WinARM uses a fetch-decode-execute model to simulate the ARM architecture. It includes a Visual Basic GUI to allow users to observe the simulation. The goal of WinARM is to facilitate learning computer architecture through hands-on simulation of an ARM processor, without requiring actual hardware. Future work may include simulating additional ARM instruction types and incorporating instruction pipelining.
William PennWhat religion was William PennWilliam Pen was fr.docxalanfhall8953
William Penn
What religion was William Penn?
William Pen was from an Anglican family that was very distinguished. His father was Sir William Pen who was a landowner. At twenty two, Penn decided to join the Quakers which was also referred to as the Religious Society of Friends. The Quakers used to obey the inner light and they believed that the inner light came directly from God. They refused to take their hats off or even bow for any man. They also refused to take their arms up. Their beliefs were completely different as compared to the beliefs that the other Christians had (Barbour & Frost, 1988).
The Oxford University in England expelled Penn in the year 1662 since he refused to conform to the teachings of the Anglican Church. He could publicly state his beliefs and he could also print some of the things that he believed in.
Quakers’ founder was George Foxx who was a close friend to Penn. Cromwell’s death was a time of turmoil to the Quakers since they were suspected for the death. They were suspected because they had beliefs that differed from the religion that had been imposed for the state. They had also refused to swear a loyalty oath to Cromwell, who was the king. Quakers did not swear since Christ had commanded people not to swear.
The religious views that Penn had were a distress to his father. Naval service had helped him earn an Ireland estate and he had always hoped that the intelligence and charisma that his son had could help him in winning favor at the Charles II court. However, that could not happen since his son was always arrested. Penn and George Foxx were frequent companions since they could always travel together in order to spread their ministry. He also wrote a comprehension that was detailed and comprehensive regarding Quakerism. After the death of his father in 1670, Penn inherited the estates of the family and he could frequently visit the court of King Charles II where he was always campaigning for freedom in religion (Penn, 1794).
Where was William Penn born?
William Penn was born in London, United Kingdom. He was born on fourteenth of October in the year 1644. He was a privileged son since he was born by a gentleman who was a land owner. Thomas Loe, who was a Quaker minister, greatly affected Penn by his teachings.
In 1677 a group of important men all from Penn’s religion received a land area in the Colonies for them to settle. Penn himself remained in England but wrote a government for this new community. In what part of the US was this land area located?
In the year 1677, the Quakers relocated to another land. The city of Burlington is located in the Burlington County in New Jersey. It is Philadelphia’s suburb. The Quakers settlers moved to Burlington. Burlington served as West Jersey’s capital until the year 1702. The Quakers were able to formally establish their congregation in the year 1678. Initially, they could meet in private homes. However, between 1683 and 1687, a hexagonal house that was made .
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
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.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
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 workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
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.
Digital Artefact 1 - Tiny Home Environmental Design
White Privilege and ColorismSOC262 Version 41White Priv.docx
1. White Privilege and Colorism
SOC/262 Version 4
1
White Privilege and Colorism
Answer these questions and include your answers when you
submit your assignment.
What is White privilege?
If you are White, what are examples you can think of where you
have experienced and/or currently experience White privilege?
If you are a person of color, what are some examples of being
denied privilege due to your color?
What other kinds of privileges exist in American society, such
as male, wealth, beautify, stature, education, last name?) How
do they provide privilege?
Can you think of privileges that change, depending on the social
context, such as a deaf student using sign language in a deaf
community, or an African American member of NAACP)?
Provide some examples.
What is colorism? How did this idea develop, and what are its
roots?
What are some examples of colorism within today’s overall
American society?
To what extent does colorism exist within each minority
4. Setting
Industry: UK public sector, education (a mixed comprehensive
secondary school).
Size: The annual revenue of the organization is more than £1
million,
but it is a government-funded, nonprofi t organization.
Staff Size: 120 employees (80 teaching and 40 non-teaching).
Student Body: More than 800 students aged 13-18.
Learning Objectives
By the end of this case, you will learn to:
Articulate why recruitment and selection is important to
Explain the importance of equal opportunity and how this
throughout training for employees involved in recruitment and
selection.
Appreciate the need for appropriate selection activities and how
accordingly.
Recognize the importance of reviewing recruitment and
Overview
Southwood School experienced increased employee turnover,
and as a result, a
higher level of recruitment activity. This case explores the
recruitment and selection
strategies used by the school. The fi rst part of the case study
6. department head advertising the vacancy. Additional
information could include:
Examples of departmental projects (e.g., the head of the French
included information about student exchanges and visits to
France that students
and faculty had taken).
A copy of the school development plan for the next three years.
Other schools in the area also used TES for recruitment, but in
addition, they
placed advertisements in a local newspaper and on a web site
for teaching vacancies.
Some schools even launched a page on their school web site to
enable candidates to
download all of the application information.
Selecting the Right Candidates
Candidates submitted an application form along with contact
information for
two people who could provide references, and returned the
information to the
appropriate department head. Once the closing date had passed,
three staff members
reviewed the applications independently and graded them A, B
or C (where A is
the highest mark and C is the lowest) based on the candidate’s
ability to meet the
selection criteria. The panel would then convene to discuss the
A-rated application
forms and agree on a list of candidates who would be invited to
8. 2:30 Panel convenes to make decision.
3: 00 Panel contacts the successful candidate and offers him or
her the position.
The agenda shows that the organization relied on two selection
methods for all of
their teaching vacancies—an informal and formal interview. The
fi rst (informal)
interview was led by the principal and an administrator; this
was used to learn basic
information about the candidate and to review the information
on the application
form. The second interview was more detailed and explored a
wide range of issues
with the candidates.
The panel consisted of the following staff members:
Due to time constraints, panel members were usually unable to
meet in advance, so
they developed their interview questions independently.
Although the principal chaired the interviews, they were rarely
carried out in the
same manner and there was not a high level of consistency with
the questions. No
10. Using one recruitment method was insuffi cient and was not
of the available recruitment resources (in particular, the
Internet). The existing
method may have resulted in some unsuitable hires who left the
organization after
a short time. A wider candidate search might attract different
types of people.
Other schools in the area were using more varied recruitment
mean they are accessing a larger (and potentially better) pool of
candidates.
The materials in the recruitment package were basic and not
designed, which may have failed to impress potential
applicants.
The selection methods used were limited, and had not kept up
other organizations.
Candidates were being hired on the basis of a good interview.
and ability was unknown.
Staff on the interview panels had not been trained, and in the
potentially discriminatory questions.
There was little chance of internal promotions because career
focus within the school or encouraged within the recruitment
and selection policy.
11. Lack of an objective scoring system resulted in complaints from
candidates who did not understand why they did not get the job.
Part II
Improving the Recruitment Methods
The HR manager continued to advertise teaching jobs in TES in
line with local
and national competitors, but re-designed the standard layout
and content of
advertisements to be more engaging and informative. In the
future, advertisements
for all teaching jobs will also be placed in the local newspaper
which has a weekly
jobs supplement and high readership in the area.
The school had a strong IT team, and they were consulted about
the best ways to
use technology as a recruitment method. They designed a simple
web site that could
be accessed through the school’s home page. It contained
relevant information about
the organization and the actual vacancy. Candidates could
complete and submit the
application form online, or print and mail the completed
application form. The page
was being monitored to gauge the success of this method.
The HR manager agreed with the principal that a greater
emphasis should be placed
on internal recruitment, particularly for positions with
management responsibilities.
This would encourage talented staff to remain with the school
as part of an overall
13. More than 75 percent of unsuccessful candidates said they
position at Southwood, indicating that the school had made a
positive fi rst
impression. This also suggests that candidates thought that the
selection methods
were fair and transparent. Feedback also indicated that
candidates enjoyed talking
to both staff and students and that this, combined with the
school’s plan for future
development, had left positive impressions.
Enhancing Selection Methods
The school had relied on interviews as their sole selection
method. The HR manager
and principal did not think that this method was suffi cient. It
was decided that
all candidates for teaching vacancies should deliver a brief
teaching session while
being observed by a senior teacher. Teaching observation
sessions enabled the senior
teacher to assess the following knowledge and skills:
Candidates were informed in advance to prepare a 20-minute
15. Southwood continued the use of both formal and informal
interview panels, but
adopted a more structured approach. Panel members now meet
in advance to
organize questions and identify any key issues to be
highlighted. Training is also
provided on an annual basis for staff members who may be
involved in selection
activities, though attendance is not mandatory. The approach to
scoring candidates
objectively does not yet take place consistently, but the quality
of feedback to
candidates is much improved and provides them with some
constructive information.
Southwood has not adopted any of the more innovative selection
methods such as
psychometric testing, but the principal has promised to consider
them in the future
if a strong argument could be presented.
Anecdotal feedback was gathered from successful candidates,
who offered the
following comments:
“It was good to get to meet the students to fi nd out what they
about the school.”
“I found the day quite intensive as there were lots of things to
good idea about how the school is run.”
“The informal interview panel was a bit nerve–wracking, as I
18. The range of courses that are offered (and could be offered in
Introduction to the Department
Overview of the curriculum, including details of the key
Exam results (an
Introduction to the Town of Southwood
Additional information would be provided to international
candidates.
Information Provided to Candidates
20. 3: 00 – 4:30 p.m. Student panel interviews Classroom 104 Four
students
4:30 – 5: 00 p.m. Q & A session Principal’s offi ce Principal
and HR manager
*Candidates are required to deliver a 20-minute teaching
session. Full details are
provided to the candidate including the following information:
The topic of the session they will teach and the learning
objectives
met.
List of resources that are available (e.g., computers, projector).
The names (and positions) of the staff that will be observing the
Candidates can e-mail any other questions in advance of the
session so they have all
of the necessary information.
Selection Day Timetable
24. Relationship with
colleagues
Relationship with students
Ability to meet deadlines
Use of IT
Professionalism
Examination results
Attendance and punctuality
2. Would you re-employ this person in your organization in the
future?
Yes ❑ No ❑ (If no, please provide details on a separate sheet.)
3. Do you have any doubts about this person’s suitability for the
job?
Yes ❑ No ❑ (If yes, please provide details on a separate sheet.)
4. Please confi rm your contact information and relationship
with the candidate:
Your name:
Your position:
Your organization:
How do you know the candidate?
Please return this completed form by e-mail to [email protected]
Reference Details
25. SHrm members can download this case study and many others
free of charge at www.shrm.org/hreducation/cases.asp.
If you are not a SHrm member and would like to become one,
please visit www.shrm.org/join.
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Use the table provided or create one of your own using the
program of your choice—MS Word, MS Excel, etc.—to define
each selection method. Explain the nature of the method and its
importance. Then list all the advantages and disadvantages for
each selection method.
In a separate short report (2-3 pages), recommend the most
appropriate selection method or combination of selection
methods for this case study, explaining your rationale. Present
at least three scholarly sources to support your rationale using
APA format.
· Cover Page with Name, Date, and Title of Assignment
· Use headings to separate the sections of the report
· Page numbers
· Double-spacing
· Times New Roman, size 12
· In-text citations to sources in APA style
· Reference page using APA style
· References not older than three years old
RUBRIC
28. Accurate definition and comprehensive explanation.
Accurate definition and sufficient explanation.
Definitions presented slight inaccuracies. Explanation is lacking
a detailed description.
Inaccurate definition and little to no explanation.
Definition and Explanation of Resume or curriculum vitae
review
Accurate definition and comprehensive explanation.
Accurate definition and sufficient explanation.
Definitions presented slight inaccuracies. Explanation is lacking
a detailed description.
Inaccurate definition and little to no explanation.
Definition and Explanation of Formal (Structured) Interview
Accurate definition and comprehensive explanation.
Accurate definition and sufficient explanation.
Definitions presented slight inaccuracies. Explanation is lacking
a detailed description.
Inaccurate definition and little to no explanation.
Definition and Explanation of Informal Interview
Accurate definition and comprehensive explanation.
Accurate definition and sufficient explanation.
Definitions presented slight inaccuracies. Explanation is lacking
a detailed description.
Inaccurate definition and little to no explanation.
Definition and Explanation of Teaching Observation
Accurate definition and comprehensive explanation.
Accurate definition and sufficient explanation.
Definitions presented slight inaccuracies. Explanation is lacking
a detailed description.
Inaccurate definition and little to no explanation.
Definition and Explanation of Presentation to candidates to a
panel of teachers
Accurate definition and comprehensive explanation.
Accurate definition and sufficient explanation.
Definitions presented slight inaccuracies. Explanation is lacking
a detailed description.
29. Inaccurate definition and little to no explanation.
Definition and Explanation of Online Testing
Accurate definition and comprehensive explanation.
Accurate definition and sufficient explanation.
Definitions presented slight inaccuracies. Explanation is lacking
a detailed description.
Inaccurate definition and little to no explanation.
Definition and Explanation of References
Accurate definition and comprehensive explanation.
Accurate definition and sufficient explanation.
Definitions presented slight inaccuracies. Explanation is lacking
a detailed description.
Inaccurate definition and little to no explanation.
Criteria 2
Advanced
0.5 points
Satisfactory
0.4 points
Partial
0.35 points
Not Satisfactory
0 points
Advantages/Disadvanges of Psychometric tests
All advantages/disadvantages listed are accurate and complete.
No more than two advantage/disadvantages are missing or
inaccurate.
More than two advantage/disadvantages are missing or
inaccurate.
No advantages/disadvantages listed.
Advantages/Disadvantages of Resume or curriculum vitae
review
All advantages/disadvantages listed are accurate and complete.
No more than two advantage/disadvantages are missing or
inaccurate.
More than two advantage/disadvantages are missing or
inaccurate.
30. No advantages/disadvantages listed.
Advantages/Disadvantages of Formal (Structured) Interview
All advantages/disadvantages listed are accurate and complete.
No more than two advantage/disadvantages are missing or
inaccurate.
More than two advantage/disadvantages are missing or
inaccurate.
No advantages/disadvantages listed.
Advantages/Disadvantages of Informal Interview
All advantages/disadvantages listed are accurate and complete.
No more than two advantage/disadvantages are missing or
inaccurate.
More than two advantage/disadvantages are missing or
inaccurate.
No advantages/disadvantages listed.
Advantages/Disadvantages of Teaching Observation
All advantages/disadvantages listed are accurate and complete.
No more than two advantage/disadvantages are missing or
inaccurate.
More than two advantage/disadvantages are missing or
inaccurate.
No advantages/disadvantages listed.
Advantages/Disadvantages of Presentation to candidates to a
panel of teachers
All advantages/disadvantages listed are accurate and complete.
No more than two advantage/disadvantages are missing or
inaccurate.
More than two advantage/disadvantages are missing or
inaccurate.
No advantages/disadvantages listed.
Advantages/Disadvantages of Online Testing
All advantages/disadvantages listed are accurate and complete.
No more than two advantage/disadvantages are missing or
inaccurate.
More than two advantage/disadvantages are missing or
inaccurate.
31. No advantages/disadvantages listed.
Advantages/Disadvantages of References
All advantages/disadvantages listed are accurate and complete.
No more than two advantage/disadvantages are missing or
inaccurate.
More than two advantage/disadvantages are missing or
inaccurate.
No advantages/disadvantages listed.
Criteria 3
Advanced
2 points
Satisfactory
1.6 points
Partial
1.4 points
Not Satisfactory
0 points
Recommendation of Selection Method
Accurate and complete recommendation. Rationale is
thoughtful and comprehensive.
Accurate recommendation. Rationale supports recommendation.
Accurate recommendation. Rationale is not complete.
Inaccurate recommendation and/or rationale does not support
recommendation.
Criteria 4
Advanced
1 point
Satisfactory
0.8 points
Partial
0.7 points
Not Satisfactory
0 points
Use credible reasoning and evidence in communication.
Concepts and ideas are fully developed and supported with
credible sources. Reader can easily follow the author's logic and
32. reasoning.
Concepts and ideas are developed and supported with credible
sources.
Summary idea presentation is not cohesive. At times the
writing forces the reader to determine the author’s train of
thought.
Concepts and themes are not fully developed, presented in a
cohesive manner or appropriately supported.
Accurate use of resources
Incorporate sufficient use of appropriate research, supporting
evidence, and relevant sources. Describes characteristics of
essential information resources, including their limitations, and
explains strategies for identifying and finding such resources.
Incorporate sufficient use of appropriate research, supporting
evidence, and relevant sources. Does not describe all
characteristics of essential information resources, including
their limitations, and explains strategies for identifying and
finding such resources.
Insufficient use of appropriate research, supporting evidence,
and relevant sources. Limited characteristics of essential
information and resources presented.
Insufficient use of appropriate research, supporting evidence,
and relevant sources.
APA Guidelines for in-text citations and References
The paper correctly cites in-text and lists three resources on the
References page. If additional sources are used, they are
included correctly.
The majority of in-text citations and the reference are properly
cited; formatting is inconsistent/inaccurate in a few cases.
References are cited but incorrectly under APA style. The
student has either used another format or incorrectly applied the
APA style guidelines.
Inconsistent or missing in-text citations; fails to attribute an
author’s word through APA citations.
Writing Mechanics
Strictly adheres to standard usage rules of mechanics:
33. Conventions of written English, including, but not limited to
capitalization and punctuation and spelling. No errors found.
No jargon used.
Adheres to standard usage rules of mechanics: Conventions of
written English, including capitalization and punctuation and
spelling. One to three errors found.
Minimally adheres to standard usage rules of mechanics:
Conventions of written English, including capitalization and
punctuation and spelling. Over three errors found.
Does not adhere to standard usage rules of mechanics:
Conventions of written English, including capitalization and
punctuation and spelling. Over ten errors found.
Followed Instructions
Strictly adheres to the instructions for the assignment.
Completes each section comprehensively.
Adheres to the instructions for the assignment. Completes each
section appropriately.
Minimally adheres to the instructions. Doesn't complete each
section appropriately or correctly.
Does not adhere to the instructions. Does not complete each
section.
Overall Score
A
13.5 or more
B
12 or more
C
10.5 or more
Does not meet expectations
0 or more
34. Use the attached table or create one of your own using the
program of your choice—MS Word, MS Excel, etc.—to define
each selection method in the case study. Explain the nature of
the method and its importance. Then list all the advantages and
disadvantages for each selection method.
In a separate short essay, recommend the most appropriate
selection method or combination of selection methods,
explaining your rationale. Present at least three scholarly
sources to support your rationale using APA format.
Definition
Advantages
Disadvantages
Application form
Psychometric tests
Résumé or curriculum vitae review