If you were placed in charge of diversity awareness training for a small, rural community of under 15,000, what SKILLS should be the outcome of that training?

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Historical application of what we are learning

As we introduce the bi weekly (or so) historical application of what we are learning, explore with family, friends, and just through your own reading, a moment in history where you can see improvement of our awareness of diversity, based on society gaining new skills. You may choose an event, a person, or a movement.

And in choosing it, comment specifically on what SKILLS you think were learned by many; why those were important; where they have made permanent improvements; and where we seem to continue to fall back.

Complete this assignment with your recommendation. If you were placed in charge of diversity awareness training for a small, rural community of under 15,000, what SKILLS should be the outcome of that training? Include content you have learned from the text wherever possible.

Choose one of the Case Studies and the three questions associated. Write a response to ONE of the three, processing that case study by focusing on the key terms which they summarize.

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Diversity consciousness

Read chapter 2 from the book diversity consciousness

For our assignment in Week 5, continuing in Chapter Two, choose one of the Case Studies and the three questions associated. Write a response to ONE of the three, processing that case study by focusing on the key terms which they summarize. Utilizing your textbook and one other source, comment on four of the key terms in your responses to the case study you choose. Your response should be a full page.

What depositional environments would you expect to find well-rounded cobbles and why would they be there? In a modern environment, where would you expect to find high-angle cross-beds? Describe the degree of sorting in such a setting.

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Sedimentary settings and processes

Answer the three questions pertaining to different sedimentary settings and processes. The Journal should be at least one page in length and include diagrams/pictures to explain your geological answers.

1) What depositional environments would you expect to find well-rounded cobbles and why would they be there? Name at least two different depositional settings.

2) In a modern environment, where would you expect to find high-angle cross-beds? Describe the degree of sorting in such a setting.

3) In what depositional environment(s) would you find ripple marks and what causes them to form? What can they tell us.

 

Discuss how to interpret static and flexible budget variances. What are the benefits of variance analysis? How can such analysis be detrimental rather than beneficial to the organization?

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Interpret static and flexible budget

Discuss how to interpret static and flexible budget variances.

What are the benefits of variance analysis? How can such analysis be detrimental rather than beneficial to the organization?

 

Write an essay on evalution of car and about electronic car and manual car such has tesla and other car.

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Topic is about car

Object Speech Guidelines – SPEECHES

1-Your goal is to teach us about 1 aspect of an object chosen by the student. An object is, ”a thing that you can see or touch but that is not usually a living animal, plant, or person.”

Purpose- to teach us about the Evalution of car and about electronic car and manual car such has tesla and other car.
central idea- different between electronic car (Telsa and other car)

1. outline the speech please make sure there a hook with in the first view line in the speech
2. introduction 4 main point
3. work cited
4. body should include 3 sub points
5. conclusion
6. one pages summarizing the outline of the speech with resources add such as according to….

Talk about the first car ever invented and who invented it and how car is useful now in today history.

How does Dole ‘read’ Legally Blonde as playing out some of the central themes and contradictions of third-wave or “girlie” feminism? What are some of the moments and/or scenes in the films Dole examines to make her case?

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Legally Blonde

Step 0: Watch Legally Blonde, then, read this excellent example of a film analysis: an article by Carol M. Dole called “The Return of Pink: Legally Blonde, third-wave feminism, and having it all.” (Provided below)

Step 1: Summarize the text

What is Dole’s central argument about third-wave feminism in this article? Sum it up in a paragraph. Then, tell me:

  • How does Dole ‘read’ Legally Blonde as playing out some of the central themes and contradictions of third-wave or “girlie” feminism?
  • What are some of the moments and/or scenes in the films Dole examines to make her case?

Step 2: Analyze the film

Then, conduct your own ‘reading’ of Legally Blonde: do you see this film as embodying feminist themes, or falling prey to misogynist stereotypes—or both? Why? Use specific moments and/or scenes to back up your interpretations.

Checklist:

– Make sure to follow all steps

– Accurately summarize Dole’s argument

– Adequately summarize Dole’s reading of Legally Blonde

– Mention specific moments/scenes in Dole’s reading

– Demonstrate a point of view (i.e., make own argument about the film)

– Back up viewpoint with evidence from the film

 

Write an op-ed to garner support for the Building America’s Libraries Act. Create an annotated bibliography of the three (3) articles you consulted, 100 words for each article.

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Building America’s Libraries Act

Write an op-ed to garner support for the Building America’s Libraries Act.

https://www.ala.org/advocacy/sites/ala.org.advocacy/files/content/advleg/tools/BALA%202021%20House%20and%20Senate%20April%202021.pdf

Your goal will be to convey how the Act will positively impact your selected library and its community (community profile attached below).
To support your position, you will also consult and cite 3 resources (journal articles, news articles from professional publications, etc.)

Create an annotated bibliography of the three (3) articles you consulted, 100 words for each article. https://guides.rasmussen.edu/apa/annotatedbib

Using the CIS Controls Spreadsheet, identify at least one subcontrol that is related to the FSDP you selected. For more information on the controls, review the CIS Controls PDF document.

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Fundamental Security Design

In your initial post, select one of the following Fundamental Security Design Principles:

  • Separation of domains
  • Modularity
  • Layering (defense in depth)
  • Minimizing trust surface

Next, using the CIS Controls Spreadsheet, identify at least one subcontrol that is related to the FSDP you selected. For more information on the controls, review the CIS Controls PDF document.

Once you have identified your subcontrol(s), discuss how the subcontrol relates to data protection in the context of your chosen design principle.

 

How do you interpret the reliability results for the clerical test and work same ple? Are they favorable enough for Phonemin to consider using them “for keeps” in selecting new job applicants?

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Application Case 7

Evaluation of Two New Assessments for Selecting Telephone Customer Service Representatives
The Phonemin Company is a distributor of men’s and women’s casual clothing. It sells exclusively through its merchandise catalog, which is published four times per year to coincide with seasonal changes in customers apparel tastes. Customers may order merchandise from the catalog via mail or over the phone. Currently, i 70% of orders are phone orders, and the organization expects this to increase to 85% within the next few years. The success of the organization is obviously very dependent on the success of the telephone ordering system and the customer service representatives (CSRs) who staff the system. There are currently 185 CSRs; that number should increase to about 225 CSRs to handle the anticipated growth in phone order sales. Though the CSRs are trained to use standardized methods and procedures for handling phone orders, there are still seemingly large differences among them in their job performance. CSR performance is routinely measured in terms of error rate, speed of order taking, and customer complaints. The top 25% and lowest 25% of performers on each of these measures differ by a factor of at least three (i.e., the error rate of the bottom group is three times as high as that of the top group). Strategically, the organization knows that it could substantially enhance CSR performance (and ultimately sales) if it could improve its staffing “batting average” by more accurately identifying and hiring new CSRs who are likely to be top performers. The current staffing system for CSRs is straightforward. Applicants are recruited through a combination of employee referrals and newspaper ads. Because turnover among CSRs is so high (50% annually), recruitment is a continuous process at the organization. Applicants complete a standard application blank, which asks for information about education and is reviewed by the staffing specialist in previous work experience. The information are rejected at this point; the others (95%) are HR department. Only obvious misfits specialist. The interview lasts 20-30 minutes,0) are asked to have an interview with the is either rejected or offered a job. Due to thiand at the conclusion the applicant tightness of the labor market and the constant presence of vacancies to be filled, t91 offers. Most of those offers (95%) are accepted,, /0 of the interviewees receive job one-week training program before being placed onandb.the new hires attend a one-The organization has decided to investigate the ejoossibilitlies of increasing CSR methods of assessing job applicants; it feels that effectiveness through sounder staffing practices. Itpisen.ot p ease wit. current nor the interview provides an accurate and in-depth neither the application blank assessment of the applicant KSAOs that are truly needed to be an effective CSR. Consequently, it engaged the services of a consulting firm that offers various methods of KSAO assessment, along with validation and installation services. In cooperation with the HR staffing specialist, the consulting firm conducted the following study for the organization. A special job analysis led to the identification of several specific KSAOs likely to be necessary for successful performance as a CSR. Three of these (clerical speed, clerical accuracy, and interpersonal skills) were singled out for further consideration because of their seemingly high impact on job performance. Two new methods of assessment provided by the consulting firm were chosen for experimentation. The first is a paper-and-pencil clerical test assessing clerical speed and accuracy. It contains 50 items and has a 30-minute time limit. The second is a brief work sample that could be administered as part of the interview process. In the work sample, the applicant must respond to four different phone calls: a customer who is irate about an out-of-stock item, a customer who wants more product information about an item than was provided in the catalog, a customer who wants to change an order placed yesterday, and a customer who has a routine order to place. Using a 1-5 rating scale, the interviewer rates the applicant on tactfulness (T) and concern for customers (C). The interviewer is provided with a rating manual containing examples of exceptional (5), average (3), and unacceptable (1) responses by the applicant. A random sample of 50 current CSRs were chosen to participate in the study. At Time 1 they were administered the clerical test and the work sample; performance data were also gathered from company records for error rate (number of errors per 100 orders), speed (number of orders filled per hour), and customer complaints (number of complaints per week). At Time 2, one week later, the clerical test and the work sample were re-administered to the CSRs. A member of the consulting firm sat in on all the interviews and served as a second rater of performance on the work sample at Time 1 and Time 2. It is expected that the clerical test and work sample will have positive correlations with speed and negative correlations with error rate and customer complaints.

358 PART FOUR Stalling Activities: Selection Results for Clerical Test
Mean score Standard deviation Coefficient alpha Test-retest r r with error rate r with speed r with complaints r with work sample (T) r with work sample (C) Results for Work Sample (T)

Mean score Standard deviation % agreement (raters) r with work sample (C) r with error rate r with speed r with complaints

Time 1 31.61 4.70 .85

Time 1 3.15 .93 88% .81* -.13 .11 -.37*

Results for Work Sample (C)
Mean score Standard deviation % agreement (raters) r with work sample (T) r with error rate r with speed r with complaints

Time 2 31.22 5.11 .86 .92* -.37* .39* -.08 .17 .15
Time 2 3.11 1.01 79% .77* -.12 .15 -.35*
Time 1 2.91 .99 80% .81* -.04 .15 -.40*

Time 2 3.07 1.10 82% .77* -.11 .14 -.31*

(Note: * means that r was significant at p < .05) After reading the description of the study and observing the results above,

1. How do you interpret the reliability results for the clerical test and work same ple? Are they favorable enough for Phonemin to consider using them “for keeps” in selecting new job applicants?

2. How do you interpret the validity results for the clerical test and work sam-ple? Are they favorable enough for Phonemin to consider using them “for keeps” in selecting new job applicants? 3. What limitations in the above study should be kept in mind when interpreting the results and deciding whether to use the clerical test and work sample?

How should Lone Star go about finding a successor to Ritter? Should Bowers be recruited to be the next CEO? How should other internal candidates be identified and recruited?

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Application Case 6

Succession Planning for a CEO Lone Star Bank, based in Amarillo, is the fourth-largest bank in Texas. Its leader, Harry “Tex” Ritter, has been with the company for 30 years, the last 12 in his cur-rent position as president and CEO. The last three years have been difficult for Lone Star, as earnings have been below average for the industry, and shareholders have grown increasingly impatient. Last month’s quarterly earnings report was the proverbial last straw for the board. Particularly troublesome was Ritter’s failure to invest enough of Lone Star’s assets in higher-yielding investments. Though banks are carefully regulated in terms of their investment strategies, Ritter’s investment strategy was conservative even for a bank. In a meeting last week, the board decided to allow Ritter to serve out the last year of his contract and then replace him. An attractive severance package was hastily put together; when it was presented to Ritter, he agreed to its terms and conditions. Although the board feels it has made a positive step, it is unsure how to identify a successor. When the board members met with Ritter, he indicated that he thought the bank’s senior vice president of operations, Bob Bowers, would be an able successor. Some members of the board think they should follow Ritter’s suggestion because he knows the inner workings of the bank better than anyone on the board. Others are not sure what to do.

1. How should Lone Star go about finding a successor to Ritter? Should Bowers be recruited to be the next CEO?

2. How should other internal candidates be identified and recruited?

3. Does Lone Star need a succession plan for the CEO position? If so, how would you advise the board in setting up such a plan?

4. Should Lone Star have a succession plan in place for other individuals at the bank? If so, why and for whom?