Michael is being confronted with a number of barriers to effective communication. Discuss two of these barriers. What microaggressions does Michael encounter? If you were Michael, how would you respond to these microaggressions?

/in /by

Effective communication

Last week we explored in the text, the challenges of communicating difficult information, or communicating information in a difficult situation. To build on your good work there, this week we explore how to build inclusivity into our communication from the start. There are three paragraphs in this assignment, each should be roughly 150 words or more.

First paragraph, P141-143 discusses Microaggressions. These are defined as brief, sometimes subtle and unintentional biases communicated through what we say, do, and the environments we create. However unintentional or not, no matter how subtle, the book remind us that good intentions are not enough. Please include from you weekly outline, an outline of this portion of the chapter specifically. A general picture of Microaggressions is sufficient. (5 pts) Then add your personal observations about the content. * NOTE, the text includes some of the offensive words heard in society at times. (15 pts)

Second paragraph, In the list of the 10 strategies of Communicating Inclusively, it makes sense to prioritize these, and start slowly on learning more about each, and incorporating them into your communication at work, at home, and in the world. In your own words, please define in a sentence or two for each, YOUR sense of what each means. Then mark, 1, 2, 3 the ones you would personally prioritize, and why. (15 pts)

Third paragraph. Case Study Three. After reading through the Case Study Three, answer the two questions listed there: (15 pts)

1) Michael is being confronted with a number of barriers to effective communication. Discuss two of these barriers.

2) What microaggressions does Michael encounter? If you were Michael, how would you respond to these microaggressions?

Explain why, for a given amount of thrust, a heavier payload will result in an increase in the flight time for an aircraft to reach its destination.

/in /by

Forces acting on aircraft

Explain why, for a given amount of thrust, a heavier payload will result in an increase in the flight time for an aircraft to reach its destination. Your explanation should include direct references (using specific and appropriate terminology) to applicable Laws of Motion and the main forces acting on aircraft.

Please use the video to craft response.

Discuss how the performance characteristics of the aircraft – things like takeoff and landing distance, rate of climb, speed, maneuverability, and stability – allow it to meet its mission requirements, integrating and making specific and direct connections to related concepts of motion and forces presented in the Module 3 lesson.

/in /by

Fixed-wing aircraft

Begin by doing some online research and reading on each of these specific fixed-wing aircraft:

  • Crop dusting plane
  • Heavy lift/transport plane
  • Fighter jet
  • High-altitude surveillance jet

Then, select one of the aircraft types for the topic of your initial post. Develop a structured and engaging initial post that covers each of the following requirements:

Describe the mission of the aircraft, i.e., what is it required to do in flight?
Discuss how the performance characteristics of the aircraft – things like takeoff and landing distance, rate of climb, speed, maneuverability, and stability – allow it to meet its mission requirements, integrating and making specific and direct connections to related concepts of motion and forces presented in the Module 3 lesson.

What parts of this information seem most important for the choice of selec-tion measures? How does each piece of information fit with the “choice of assessment method” discussion? 2 If Randy can use only one method, which should he use?

/in /by

Application Case 11

APPLICATIONS
Utility Concerns in Choosing an Assessment Method Randy May is a 32-year-old airplane mechanic for a small airline based on Nantucket Island, Massachusetts. Recently, Randy won $2 million in the New England lot-tery. Because Randy is relatively young, he decided to invest his winnings in a business to create a future stream of earnings. After weighing many invest-ment options, Randy chose to open up a chain of ice cream shops in the Cape Cod Cod area. (As it turns out, Cape and the nearby islands are short of ice cream shops.) Randy reviewed his budget and figured he had enough cash to open shops on each of the two islands and Martha’s Vineyard) and two shops in small towns on the Cape (Falmouth and Buzzards Bay). Randy con-tracted with a local builder, and the construction/renovation of the four shops is well under way. The task that is occupying Randy’s attention now is how to staff the shops. Two weeks ago, he placed advertisements in three area newspapers. So far, he has received 100 applications. Randy has done some informal HR planning and figures he needs to hire 50 employees to staff the four shops. Being a novice at this, Randy is unsure how to select the 50 people he needs to hire. Randy consulted his friend Mary, who owns the lunch counter at the airport. Mary told Randy that she used interviews to get “the most knowledgeable people possible” and recommended it to Randy because her people had “generally worked out well.” While Randy greatly respected Mary’s advice, on reflection some questions came to mind. Does Mary’s use of the interview mean that it meets Randy’s requirements? How can Randy determine whether his chosen method of selecting employees is effective or ineffective? Confused, Randy also sought the advice of Professor Ray Higgins, from whom Randy took an HR management course while getting his business degree. After learning of the situation and offering his consulting services, Professor Higgins suggested that Randy choose one of two selection methods (after paying Professor Higgins’s consulting fees, he cannot afford to use both methods). The two methods Professor Higgins recommended are the interview (as Mary recommended) and a work sample test that entails scooping ice cream and serving it to a customer. Randy estimates that it would cost $100 to interview an applicant and $150 per applicant to administer the work sample. Professor Higgins told Randy that the validity of the interview in predicting overall job performance for customer service employees is r = .30, while the validity of the work sample in predicting overall job performance is r = .50. Professor Higgins also informed Randy that the selection ratio is probably fairly high because there are not a lot of job seekers and because the minimum wage he plans on paying is not likely to attract people in this area.

Randy would really appreciate it if you could help him answer the following questions:

1. What parts of this information seem most important for the choice of selection measures? How does each piece of information fit with the “choice of assessment method” discussion?

2 If Randy can use only one method, which should he use?

3. If the number of applicants for these jobs increases dramatically (more applications are coming in than Randy expected), how will your answers to questions 1 and 2 change? 4. What are some additional pieces of information you would like to have before committing to any of these options? What other criteria might be relevant?

If you were an applicant, would the HVP program be attractive to you? Why or why not? If you were an offer receiver, which of the three plans would you choose, and why? Will the HVP program likely increase the job offer acceptance rate? Why or why not?

/in /by

Application Case 12

Evaluating a Hiring and Variable-Pay Plan

Effective Management Solutions (EMS) is a small, rapidly growing manmaenmageenint si e;: consulting company. EMS has divided its practice into four areas: tems, business process improvement, human resources, and quality management rty improvement. Strategically, EMS has embarked on an aggressive revenue growth plan, seeking a 25% revenue increase in each of the next five years for each of the four practice areas. A key component of its plan involves staffing growth, since most of EMS’s current entry-level consultants (associates) are at peak client loads and cannot take on additional clients; the associates are also at peak hours load, working an average of 2,500 billable hours per year. Staffing strategy and planning have resulted in the following information and projections. Each practice area currently has 25 associates, the entry-level position and title. Each year, on average, each practice area has five associates promoted to senior associate within the area (there are no promotions or transfers across areas, due to differing KSAO requirements), and five associates leave EMS, mostly to go to other consulting firms. Replacement staffing thus averages 10 new associates in each practice area, for a total of 40 per year. To meet the revenue growth goals, each practice area will need to hire 15 new associates each year, for a total of 60. A total of 100 associate new hires will thus be needed each year (40 for replacement and 60 for growth). Currently, EMS provides each job offer receiver with a generous benefits pack-age plus what it deems to be a competitive salary that is nonnegotiable. About 50% of such offers are accepted. Most of those who reject the offer are the highest-quality applicants; they take jobs in larger, more established consulting firms that provide somewhat below-market salaries but high-upside monetary potential through vari-ous short-term variable-pay programs, plus rapid promotions. Faced with these realities and projections, EMS recognizes that its current job offer practices need to be revamped. Accordingly, it has asked Manuel Rodriguez, who functions as a one-person HR “department” for EMS, to develop a job offer proposal for the EMS partners to consider at their next meeting The partners tell meeting. Rodriguez they want a plan that will increase the job offer acceptance rate, slow down the outflow of associates to other firms, and not create dissatisfaction among the currently employed associates. In response, Rodriguez developed the proposed hiring and variable pay (HVP) program. It has as its cornerstone varying monetary risk/reward packages through a combination of base and short-term variable (bonus) pay plans. The specifics of the HVP program are as follows: • The offer receiver must choose one of three plans to be under, prior to receiv-ing a formal job offer. The plans are high-risk, standard, and low-risk. – The high-risk plan provides a starting salary that is 10% to 30% below the market average and participation in the annual bonus plan, with a bonus range from 0% to 60% of current salary. – The standard plan provides a starting salary that is 10% below the market average and participation in the annual bonus plan, with a bonus range from 0% to 20% of current salary. – The low-risk plan provides a starting salary that is 5% above the market aver-age and no participation in the annual bonus plan. • The average market rate will be determined by salary survey data obtained by HR. • The individual bonus amount will be determined by individual performance on three indicators: number of billable hours, number of new clients gener-ated, and client-satisfaction survey results. • The hiring manager will negotiate the starting salary for those in the high-risk and standard plans, based on likely person/job and person/organization fit and on need to fill the position. • The hiring manager may also offer a skills premium of up to 10% of initial starting salary under all three plans—the premium will lapse after two years. • Switching plans is permitted only once every two years. • Current associates may opt into one of the new plans at their current salary.

Evaluate the HVP program as proposed, answering the following questions:

1. If you were an applicant, would the HVP program be attractive to you? Why or why not? If you were an offer receiver, which of the three plans would you choose, and why?

2. Will the HVP program likely increase the job offer acceptance rate? Why or why not?

3. Will the HVP program likely reduce turnover? Why or why not?

4. How will current associates react to the HVP program, and why?

5. What issues and problems will the HVP plan create for HR? For the hiring manager?

6. What changes would you make in the HVP program, and why?

Compute the final exam grade based on the combination of grades for exam1 (col 9) and grade for exam 2.

/in /by

MIS 315 – Fall 2022.  Programming Assignment #2.

Objectives: Functions, Lists, lists of lists

This program and the next program work together.  I cannot accept assignments after the deadline, as I will provide the key needed to work on programming assignment #3

Grading: 1.  10    2. 5    3.  10 (this is a B)  4. 5

  1. QUESTION 1.Build a list of lists called studGrades, using the data in file DATA_PROJ2.txt, shown in canvas files.  For reference, I use the words “table”, “row”, and “column” for the”2 dimensional” list studGrades.

Each row contains the data for one student, and it will be used to compute the final letter grade of the student.  Data of one row are the following

Column 0: unique student id (a number)

Col 1:   “L” for the usual letter grading (A, B, …) , ”Cr” for Credit/noCr

Col 2: major – col 3: transfer student? -Col 4 -year

Col 5: gpa – col6 project 1 grade –Col 7 project 2 grade

Col 8: exam 1 grade – col 9: exam2 grade

 

To build the table studGrades in the Python program, copy and paste one row at a time from the file DATA_PROJ2.txt into the table studGrades (again, “table” is not a standard Python keyword, I use it to represent a list of lists or 2-dimensional list).  Insert commas and “[“ and “]” where needed to make studGrades a correct list of lists (Murach top of page 179)

 

This table MUST be in main()

Print table studGrades, showing one row per line

 

  1. QUESTION 2.Compute the average gpa.  Compute how many students have their gpa greater than the average gpa.

 

PRINT both results from main()

You must use a function for this question, besides main().  The table studGrades must be a parameter of this function (not a global variable).  Both results must be returned to the calling program ( main()) using a “return” statement and printed from main()

  1. QUESTION 3.  For each student, compute the final project grade based on the combination of grades for project 1 (col 6) and grade for project 2 (col 7) as follows(3 steps)

First step

newProj1grade = project1Weight*project1_grade

newProj2grade= project2Weight*project2_grade

Use :  project1Weight = 2  project2Weight = 1.5  .Those are “global constants” (Murach, page 114, 115, names of the constants should be in upper-case)

All rows have the same project1Weight. All rows have the same project2Weight

REMARK.  I am not always respecting Python syntax and consistent in the use of variable names in this text.  The names I use are descriptive of the data they hold, but you need to choose the variable names for your program

.Second step calculate:

projgrade = newProj1grade+ newProj2grade

Third, insert the value of projgrade at column 8 of studGrades for each row.  (note: insert, not append)

You must use a new function for this question

Print the following from main(): rows for student id 1111,  4555,  9500 with columns 0, 6, 7, 8, 9, 10

  1. QUESTION 4. For each student, compute the final exam grade based on the combination of grades for exam1 (col 9) and grade for exam 2 (col 10) as follows.

First, compute firstKmod as follows:

Kmod = 1.2 for juniors who are not transfer students (col 3), Is 1.4 for juniors who are transfer from CC, is 1.5 for other juniors, is 2  for sophomores or seniors and grading type “L” (col 1), 2.5 for sophomores with grading type Cr, 1 for all other students

Then

newExam1grade = Exam1Weight*Exam1_grade

newExam2 grade=  Exam2Weight*Kmod*Exam2_grade

All students have the same Exam1Weight  = 3 (global constant)

All students have the same exam2Weight=5 (global constant

For each student, compute

examgrade = new Exam1grade+ new Exam2grade; append

Print the following from main(): rows for student id 1111,  4555,  9500 with columns 0, 9, 10, 11

You must use a new function for this question.

 

Write at least a headline, subhead and the first two paragraphs of a news release announcing an initiative by Orlando to especially welcome graduate students to the city during their winter break.

/in /by

Case Studies

Your agency has been hired by the Orlando Chamber of Commerce to promote it to a specific target audience: graduate students. The objective is to encourage them to visit Orlando during the upcoming winter break.

1.Key Messages: Write three key messages to persuade graduate students to spend some of their winter break in Orlando. (Each sentence should be complete and concise)

2.Letter from Mayor: Expand your three key messages into an email letter written by Orlando Mayor Buddy Dyer inviting and persuading graduate students to come to Orlando during their winter break. Use numbers to persuade as appropriate. Format should be like a email letter, 350-500 WORDS

3.News Release: Write at least a headline, subhead and the first two paragraphs of a news release announcing an initiative by Orlando to especially welcome graduate students to the city during their winter break. Include a quote from the mayor. You can use the same key messages as above or create new ones, your choice.

 

What is the goal, mission, or philosophy of the agency? Describe the funding sources of this agency. Describe the population served by this agency. What types of services are provided by this agency?

/in /by

SOC230 DATA FORM for AGENCY INTERVIEW/ONLINE AGENCY SEARCH

Use this form to record the results of your interview or online search of an agency, and limit your responses to no more than two pages. Share your research with your classmates through the Discussion area, and be sure to comment on at least two other learner’s reports.

Submitted by: Name of Agency: Address including city and state:
Web address and/or name of person interviewed: Date of interview or online search: What is the goal, mission, or philosophy of the agency? Describe the funding sources of this agency.
Describe the population served by this agency. (ethnic, age, religious, gender, socioeconomic status)
What types of services are provided by this agency?
Why did you choose this agency to interview or research? What are your impressions of the agency and the work that it does?

In addition, the Admission Committee would like to know why you want to call Villanova your new home and become part of our community?

/in /by

College of Liberal Arts and Sciences as a biology major

  • https://www1.villanova.edu/university.html

In addition, the Admission Committee would like to know why you want to call Villanova your new home and become part of our community?

uss how readily available rainbow trout is for different populations around the world. Consider hoe easy it is to purchase the ingredient, the demand globally, its popularity, and how seafood seasons affect its availability.

/in /by

Environmental science

This is environmental science. These 2 questions need to be answered.

1. Identify the how rainbow trout environmentally impacts from agriculture and farming strategies, toxins introduced into the environment, impacts of transportation, and the rainbow trout process. Consider how the aquaculture or commercial fishing methods, impact the environment , such as the impact of fish farms on wild populations, a species vulnerability to fishing pressure, and how bycatch maybe impacting the environment.

2. Discuss how readily available rainbow trout is for different populations around the world. Consider hoe easy it is to purchase the ingredient, the demand globally, its popularity, and how seafood seasons affect its availability.