Discussion 1: Data and Collaboration for Social Change In preparing for the
Discussion 1: Data and Collaboration for Social Change
In preparing for the Module 2 Discussion 2, you learned that news of the changes in Grand City has been spreading throughout the state and garnering interest among leaders in many of the surrounding communities. You created a motivational video to encourage others to become agents of educational change and integrate data-informed decision making into their processes.
For this Discussion, you will further expand on the importance of data and collaboration for educational and community change. You will also explore leadership strategies for positive social change in your field.
Review the motivational video you created for the Module 2 Assignment. Consider the Learning Resources from this course thus far on educational change and leadership, data-driven decision making, and collaboration for social change. How might you use those resources and those you found on your own to support the points you make in your video?
Review the Fullan (2016) chapters in this module’s Learning Resources and think about the various stakeholders invested in educational change. How might you work (or continue to work) to create positive social change in your current or future role? Research evidence-based leadership strategies to support you in this work.
Review the information regarding how to decrease the size of a video file and upload a video to a Discussion Forum in the Kaltura Media Uploader link under Course Home.
By Day 3 of Week 5
Upload your Module 2 Assignment motivational video and transcript to the Module 3 Discussion 1 Forum.
Post the following:
A rationale for your points regarding the importance of being an educational agent of change and why you believe collecting and interpreting data is essential to the role of educational leader of change. Be sure to support your rationale with reference to research.
A rationale for your points regarding the importance of collaboration among cross-specialization groups working to make change and why data-informed decision is essential for a collaborative group to initiate and implement plans for educational and community change. Be sure to support your rationale with reference to research.
An explanation of at least two evidence-based leadership strategies you would employ to create positive social change in your field.
For this Discussion, and all scholarly writing in this course and throughout your program, you will be required to use APA style and provide reference citations.
By Day 7 of Week 5
View at least 3–4 of your colleagues’ videos and read their posts.
Respond to at least two of your colleagues by explaining 2–3 concepts or strategies related to change, data-driven decision making, or leadership that you observed from watching your colleagues’ videos that resonate with your current professional practices. Then, explain why these concepts or strategies strike you as invigorating and potentially innovative and how you might apply them in your own educational setting.
Covey, S. (2009). How the best leaders build trust. LeadershipNow. Retrieved from http://www.leadershipnow.com/CoveyOnTrust.html
Fullan, M. (2016). The new meaning of educational change (5th ed.). New York, NY: Teachers College Press.
Chapter 4, “Initiation, Implementation, and Continuation” (pp. 54–81)
Chapter 6, “The Teacher” (pp. 97–122)
Chapter 10, “The District Administrator” (pp. 177–208)
MODULE 4 WRITTEN ASSIGNMENT PROMPT Background and Purpose For this assignment you
For this study, the research question is: • Are the rising occupational injuries in undocumented workers an impact of Writing Assignment Help MODULE 4 WRITTEN ASSIGNMENT PROMPT
Background and Purpose
For this assignment you will use The American Legion as the topic of choice.
Select a group of people you believe meets John Swales’ six defining characteristics and answer this question: How does the group you chose exhibit the characteristics of a discourse community? Present your conclusions in a document showing that you understand the six characteristics of discourse communities and know how to apply them to groups as defining criteria. This assignment will help you understand what a discourse community is and how one of them functions. You will learn to think deeply about the use of written communication within a group, and you will examine how that group uses writing to achieve its goals.
Understand how language practices mediate group activities
Examine the discourses and texts of different communities
Understand how language plays a role in discourse and community
Identify the relationship between language and identity
Acquire tools for successfully responding to varied discourse conventions and genres in different classes
In your writing,
Show how the group, such as a club or a community, possesses each of the six defining characteristics from Swales’ definition by illustrating, one by one, how those characteristics function in your group. Please, include your own definitions/explanations of the six characteristics first and then continue to show how they function in your chosen community.
Consider what you learned about the group that you did not realize before completing this analysis. What do you now understand that you did not prior to the brainstorming and the writing you have now completed? Add this brief concluding reflection to your writing, explaining the value of performing this kind of analysis. Title this 300-400-word portion of the assignment “Mini Reflection” and include it at the end of your written document.
You are required to cite them and follow the MLA format. This means that some of your writing in the document will include in-text citations and that your list of sources will be included within a Works Cited at the end of your writing
MGT3045 Week 2 Project $12.00 Instructions Case Analysis Analyze the following situation:
MGT3045 Week 2 Project $12.00
Analyze the following situation:
Martha has worked for John for two years. About 6 months ago, John asked Martha out to dinner. They had a good time together and agreed that they had some real interests in common outside of work. The pair dated for two months. Martha initially liked John, but he was beginning to get annoying. John called her all the time, was very pushy about her seeing him, and wanted to control all aspects of her life, both at work and at home. Martha decided to call it off. When she told John that she did not want to see him personally anymore, he went crazy on her. He told her she would be sorry and that he would see to it that she regretted it.
John began to make life miserable for Martha at work. She suddenly started to get poor performance evaluations after two years of exemplary reviews. Even the managers above John were beginning to make comments about her poor attitude. Martha decided it was time to act. She was worried she would be fired, all because John wanted her to continue to date him. She loved her job and knew she did quality work. She made an appointment with the HR manager.
Using the Civil Rights Acts of 1964 and 1991, and the two basic types of sexual harassment as described in our lecture (quid pro quo and hostile work environment), assess the type of sexual harassment Martha is experiencing.
Evaluate the obligations of the HR manager once Martha reports her concerns. If the HR manager investigates and finds Martha is telling the truth, what steps should be taken to comply with the EEOC? How does HRM offer an affirmative defense and prevail in a lawsuit.
Analyze the likelihood that John would be found guilty of sexually harassing Martha. If found in Martha’s favor, what should the HR manager do to remedy the situation within the workplace?
Submit your report in a 4 to 5 page Microsoft Word document, using APA style.
HRMD 630 – Mid-Term Exam This is an open book exam that
HRMD 630 – Mid-Term Exam
This is an open book exam that must be completed as an individual assignment. There are 20 multiple-choice questions (1.5 points each = 30 points), 5 short-answer (5 points each = 25 points), and 3 essay questions (15 points each = 45 points).
Your written responses to questions should be in Word (double-spaced).
Please submit your test paper through the Assignment module.
Due date: September 27, 2022 at 11:30 pm
Multiple Choice Questions
Prepare an answer sheet with numbers 1 – 20. Place the letter of the answer you think is best next to the number of the corresponding item. You may choose only one answer for each item. There is one correct answer for each item.
Short Answer Questions
Your response should not exceed ½ page.
Make your answer as complete as possible. Your response should not exceed two pages.
Multiple Choice Questions
1.) A software company has a high turnover rate. What staffing strategy would be most appropriate?
A) hiring people with the potential to be promoted over a period of years
B) hiring people quickly even if their skills are not as high as required
C) slowing down the hiring process to try to find better recruits
D) filling vacancies quickly with people who are able to perform with minimal job training
2.) An FTE is defined as:
A) a full-time equivalent employee
B) an independent contractor working at least 36 hours per week
C) an applicant that is searching for work on a full time basis
C) a plan for recruiting full-time workers
3.) Janson Engineering has found it difficult to recruit experienced project managers to lead its many projects. Which of the following would be a proactive action that may help close current and future gaps?
A) adjusting the mix of employees versus contractors
B) working with local universities and colleges to create courses that focus on project management skills
C) source candidates from similar industries with project management skills
D) all of the above
E) A & B only
4.) Which of the following is not a step in workforce planning?
A) look at internal and external factors to estimate job demand
B) calculate the replacement need
C) look to the future for redundancies
D) conduct a strategy meeting to analyze selection methods
E) all of the above are steps in workforce planning
5.) Employment-at-will is an employment relationship which ________.
A) allows either the employee or employer to terminate the employment at any time
B) offers blanket protection to employers for all employee discharges
C) allows an employer to terminate employment only for a just cause
D) offers employees a contract for a definite term of employment
6.) Which of the following examples would qualify the company to hire the intern as an unpaid employee?
A) a local college engineering student is hired to help with filing and data entry for a small engineering firm.
B) an accounting student is given an opportunity to shadow one of your company’s accounting employee’s prior to starting work with the company in the fall.
C) the local university has an internship requirement for their Computer Science majors. The internship is for six weeks and the student must report weekly to their advisor to review their progress.
D) your organization is hiring college students whose parents work at the company for the summer.
7.) Which of the following is the first step in the typical workforce planning process?
A) identifying the firm’s business strategy
B) articulating the firm’s strategic staffing decisions
C) developing and implementing action plans
D) conducting a workforce analysis
8.) The job analysis technique that uses worker oriented job elements is the ________.
A) task inventory method
B) job elements method
C) position analysis questionnaire
D) structured interview method
9.) In analyzing a job of a stenographer that is to be advertised as a vacancy, an employer found that the ________ for the job was rapid typing skills.
A) bona fide occupational qualification
B) employee value proposition
C) desirable criteria
D) essential function
10.) Which of the following would be classified as a skill rather than knowledge, ability or other characteristics?
A) Familiarity with OSHA laws.
B) Operating a forklift.
C) Mentor and coach others.
D) Communicate efficiently in writing and orally.
11.) DAK Corporation had kept all its hiring plans on hold during the last four quarters because the economy was in a state of recession. DAK manufactures oil filters, air filters, and spark plugs for several major auto manufacturers. The company is analyzing market trends in order to reassess its hiring strategy for the coming year. Which of the following, if true, would best support the argument for restarting hiring?
A) The previous recession had only lasted a year.
B) Though there was a decline in profits compared to the previous year, the company recently reported the best numbers in its industry.
C) Auto manufacturers have aggressively started hiring more staff.
D) One of DAK’s fiercest rivals has started laying off its employees.
12.) A systematic process of identifying and describing the important aspects of a job and the characteristic a worker needs to perform the job well is a ________.
A) legal audit
B) job analysis
C) bona fide occupational qualification
D) job specification
13.) Which of the following establishes a prima facie case of discrimination based on disparate treatment?
A) plaintiff applied for a job/promotion; the job was filled by an applicant of another race or gender
B) plaintiff is part of a protected class; he/she applied for a job/promotion etc.; selection ratio for those similarly situated was less than 80 percent
C) plaintiff is part of a protected class; he/she applied for a job/promotion etc.; was rejected, but the job remained open or was filled by someone else
D) the selection ratio for protected class A (the minority group) is less than 80 percent of the selection ratio for protected class B (the majority group)
14.) The Age Discrimination in Employment Act of 1967 protects people _______.
A) 30 years of age or older
B) 40 years of age or older
C) 50 years of age or older
D) 60 years of age or older
15.) The Uniformed Services Employment and Reemployment Rights Act ______.
A) ensures that members of the uniformed services can return to their civilian employment after their military service ends
B) ensures that veterans are equally represented in the workforce
C) provides job training to members of the uniformed services to assist them in transitioning to civilian jobs
D) requires that a job board be maintained for the sole use of veterans transitioning to civilian jobs after their service ends
16.) A hotel chain that is recruiting front desk receptionists receives 200 applications from males and 100 applications from females. 100 out of 200 men are hired and 25 out of 100 women are hired. Which of the following statements is true of the hotel chain’s hiring policy?
A) There is evidence of a disparate impact of the hiring process on males as a group.
B) There is evidence of a disparate impact of the hiring process on females as a group.
C) There is no evidence of any disparate impact.
D) There is evidence of disparate impact against both males and females.
17.) Which of the following is a characteristic of independent contractors?
A) They have a continuous relationship with the employer.
B) They do not receive benefits from the employer.
C) They control the processes and results of their work.
D) They do not pay their employment taxes, the employer does.
18.) Which of the following visually shows each of the possible successors for a job and summarizes their strengths, present performance, promotion readiness, and development needs?
A) scatter diagrams
B) perceptual maps
C) talent inventories
D) replacement charts
19.) Which of the following is NOT a reason cited in your readings that a company would want to consider current employees as a valuable resource for finding qualified new hires?
A) Current employees generally refer only individuals they believe would make exceptional employees.
B) Applicants hired through employee referrals are more likely to be given a realistic preview of the job which helps them make a good decision as to whether they would fit with the organization.
C) Heterogeneity of a firm is affected positively by this method.
D) This method of recruitment will help to locate qualified candidates that may have not been looking for a job.
20.) Which of the following is NOT a benefit of hiring interns?
A) Provides an opportunity for you to assess a student directly
B) Allows for extra hands to help with administrative tasks
C) Allows a student to get a good view of what working for your organization would be like.
D) Gives the organization an opportunity to find good quality hires for future opportunities.
Short Answer Questions
What is the public policy exception to employment at will? Give one example of a termination that may be construed as an exception to employment at will based on public policy.
Define disparate impact and disparate treatment. How do they differ?
Define job description and job specification and describe how they are used.
Compare and contrast replacement charts and succession planning?
Discuss the different ways in which a firm can deal with temporary employee surpluses.
Respond to the following questions. Please remember that grammar and spelling are important! You will receive 15 points maximum for each question.
Question 1: What is affirmative action? What is an affirmative action plan?
Question 2: You have just taken on the role of Director of Recruiting at a grocery chain. The first thing you notice is that the Careers page and the website for your company does not represent your company’s desire to be an employer of choice. You have embarked on a quest to change that and your CEO has asked what you think about the company’s website. He has noticed that Fortune Magazine’s “100 Best Companies to Work For” in 2016 listed three grocery stores in the top 100. They are:
Wegmans Food Market
Whole Foods Market
Your CEO has asked you to research their websites and provide an evaluation of what you see. You should access the websites of these markets and conduct the following analysis:
Consider and specifically evaluate the design factor considerations (specifically address organization website design information found in your readings) Using this information provide an analysis to your CEO of these websites along with suggestions that would improve the recruitment section of each one.
Please remember – your response should be written for a CEO to read. Grammar, style, and punctuation are important for good communication in HR but CRITICAL when you are communicating with the executive suite. Remember – executives do not want to read a novel – you must learn to be brief but get your points across effectively. Your final analysis is worth a total of 15 points. No more than 2 pages should be submitted for this question and use citations where required!
Question 3: The We Deny Everything Insurance Company (WDE) handled a massive volume of claims each year in the corporate claims function, as well as in its four regional claims centers. Corporate claims were located in sunny California and the regional offices were located in Atlanta, Cleveland, Providence, and Las Vegas. Corporate claims were headed by the senior vice president of corporate claims (SVP). Reporting to the SVP were 2 managers of corporate claims (MCC-Life and MCC Homeowners/Residential) and a highly skilled corporate claims specialist (CCS).
Each regional office (4) was headed by a regional center manager (RCM). The RCM was responsible for both supervisors and claim specialists within the regional office. The RCM’s reported to the vice president of regional claims (VPRC). This is the structure before reorganization (I suggest you draw a chart for your own reference).
WDE decided to reorganize its claims function by eliminating the 4 regional offices (and the RCM position) and establishing numerous small field offices throughout the country. The other part of the reorganization involved creating 5 new CCS positions. The CCS position was to be redesigned and upgraded in terms of knowledge and skill requirements. It was planned to staff these new CCS positions through internal promotions from within the claims function.
The plaintiff in the case was Ron Whyme, a 53 year old RCM. Since his job was being eliminated, Ron was asked by the SVP to apply for one of the new CCS positions. The other RCM’s, all of whom were over the age of 40, were also asked to do so. Neither Ron nor the other RCM’s were promoted to the new CCS positions. Other candidates were also bypassed, and some of them were also over the age of 40. The promotions went to 5 claim specialists and supervisors from within the former regional offices, all of whom were under age 40. Two of the newly promoted employees had worked for, and actually reported to Ron, as the RCM.
Ron was not happy. Upon learning of his failure to be promoted, Ron wanted to determine why he was not promoted. What he learned led him to feel he has been discriminated against because of his age. Ron retained experienced and expensive legal counsel, Bruce Lincoln. Lincoln, a high-powered litigator, met informally with the SVP to try to determine what had happened in the promotion process and why his client Ron had not been promoted. Lincoln was told that there were a large number of candidates who were better qualified than Ron and that Ron lacked adequate technical and communication skills for the new job of CCS. The SVP refused to reconsider Ron for the job and said that the decisions were “final”. Ron, through his attorney Lincoln, then filed a suit in federal district court, claiming a violation of the Age Discrimination in Employment Act (1967). Lincoln then subpoenaed numerous WDE documents and files including the personnel files of all applicants for the CCS positions.
Based on discussions with Ron and the subpoenaed documents, the following information emerged about the promotion process actually used by WDE. The SVP and the 2 MCC’s conducted the total process. They received no input from the VPRC or the HR department. There was no formal written job description for the new CCS position, nor was there a formal internal job posting as required by company policy. The SVP and the MCC’s developed their own list of employees that they thought might be interested in the job, including Ron, and then met to consider the list of candidates. At that meeting, the personnel files and previous performance appraisals of the candidates were not reviewed or consulted. After deciding on the 5 candidates who would be offered the promotion (all 5 accepted), the SVP and the MCC’s did browse the personnel files and appraisals of only these 5 employees to check for any disconfirming information about the employees. None was found.
Inspection of the files by Lincoln revealed no written comments suggesting age bias in past performance appraisals for any of the candidates, including Ron. Also, there was no indication that Ron lacked technical and communication skills. All of Ron’s previous appraisal ratings were above average, and there was no evidence that Ron’s performance had declined recently. An interview with the VPRC (Ron’s boss) revealed that he had not been consulted at all during the promotion process. Ron’s boss could not believe that Ron had not been promoted and in fact said that he was “shocked beyond belief”. In his opinion, there was “absolutely no question” that Ron was qualified in all respects for the CCS job.
Based on the facts above you must respond to Part A and Part B below:
Part A: Prepare an analysis that presents a convincing disparate treatment claim that Ron has been intentionally discriminated against on the basis of his age. Do not address the claim as a disparate impact one. (Hint: Look at the elements for a prima facie case of discrimination in Week 2)
Part B: Prepare a rebuttal, from the viewpoint of WDE, to the disparate treatment claim.
Running head: Marketing Plan Proposal & Concept 1 3 COURSEWORK Week 1:
Running head: Marketing Plan Proposal & Concept
Week 1: Marketing Plan Proposal & Concept
Monitoring blood sugar levels accurately is among the main challenges for diabetes patients. Doing so is particularly challenging in specific instances, for instance, during exercise. When working out, one must ensure his/her blood sugar is at suitable levels to prevent hypoglycemia. Thus, a new technology that may help resolve this problem could be a game changer.
A proposed technology to resolve this market gap is the paper-based sensor patch. This device will be the first of its kind that can help monitor glucose levels during exercise. It monitors hyperglycemia in a non-invasive manner by assessing the amount of blood glucose in sweat (Johnston, Wang, Hu, Qian, Liu, 2021). The device is in the form of a biosensor that is patched on the skin in a similar fashion to a standard adhesive bandage. Hence, it is only used once. It works by wicking sweat into a reservoir and measuring its glucose levels. This device is relatively simple yet accurate and ingenious.
Although an array of glucose-monitoring devices are on the market at the moment, none of them are specifically designed for use during exercise. Certainly, several glucose-monitoring devices use sweat. However, most of them have shortcomings. For instance, most sweat-based glucose monitors do not collect adequate sweat consistently, experience sweat sample evaporation, or need abundant time to collect amounts needed for accurate measurements (Johnson et al., 2021). One of the top-rated glucose monitoring devices approved by the FDA in the 2000s named GlucoWatch had comparable limitations. It needed to be worn tightly, which led to persistent rashes. Additionally, it required warm-up time and could not be worn with hairy or sweaty hands, or else its sensor would not be accurate. The paper-based sensor path does not have these limitations
Therefore, the paper-based sensor patch will likely be a success. It addresses a crucial market gap and will help thousands of people worldwide. Moreover, it will benefit the company by generating millions of dollars in revenue.
Johnston, L., Wang, G., Hu, K., Qian, C., Liu, G. (2021). Advances in biosensors for continuous glucose monitoring towards wearables. Frontiers in Bioengeneering and Biotechnology, 9. doi:10.3389fbioe.2021.733810