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Color and Light Research Paper

Table of Contents Introduction Theory of Light and Colour Measuring light wave Formation of colours Measure of wavelengths Perception of Colour The colour Conclusion Works Cited Introduction How do we see colour? What enables visual perspective? Most people wonder how they experience different colour shades. The exploration of colour and light requires one to understand the concept of waves. Waves have the high and low volts that make up a wavelength. “The length of the wave determines its energy for instance, a long wave has a low energy or frequency, while a short wave has high energy” (Riley, 138). The visible rainbow colours are therefore wavelengths of different magnitudes. The sun emits/radiates some waves within the visible wave-range and the human eye interprets this range as colours of the rainbow. According to Riley, the wavelength is the distance between the chests of one wave to the other and is denoted by the Greek symbol ‘Lambda’, ‘λ’ (138). The colours are known as visible spectrum of colours namely red, orange, yellow, green, blue, indigo and violet. Therefore, the light’s wavelength gradually increases from violet to red. Theory of Light and Colour History in the physics lesson indicates that Isaac Newton was the inventor of light since 1672; he applied the logic of a prism to discover that the prism could split the sunlight to various colours often referred to as colours of the rainbow. This arrangement of colours was due to difference of the light wavelength (Shapiro, 287). The signature used to identify colour is therefore its wavelength, measured in nanometre (nm). Later, James Clerk Maxwell advanced Isaac Newton’s discovery by proving that light is a form of electromagnetic emission that contains waves of different magnitudes, mainly the visible light, the radio waves and the X-rays waves (Shapiro, 287). Considering that light is an electromagnetic wave, then colour exists as part of this wavelength. Human sense of sight enables them to discover colour in the light wave. In line with Gurney, the violet colour has the shortest wavelength within the visible light while red has the longest (37). According to Gurney, the definition of visible light can therefore be “the range of wavelengths within the electromagnetic spectrum that the eye responds to” (37). However, the human eye fails to respond to the radiation of longer and shorter wavelengths than the visible light segments. Measuring light wave “The units for measuring the distance in a metric scale is nanometre abbreviated as nm, which is a very small scales since it is equivalent to one millionths of a meter (1 nm = 10-9 m)” (Gibson, 17). The resolution of one nanometre is therefore too minute for clear visibility in an optical microscope. Get your 100% original paper on any topic done in as little as 3 hours Learn More The micron (µm) is equivalent to 1000 nm and therefore can be resolved on the microscope. Measuring the wavelength in microns makes it to become visible, but in comparison to other objects such as thickness of human hair or paper, the wave is very minute. These objects are hundreds microns bigger than the visible light wave (Gibson, 17). Formation of colours Light is an electromagnetic spectrum that is easily detectable through naked eye. It is a mixture of various colours split into different lengths depending on their wavelength differences. According to Dixon and Smith, the human eye can see a wavelength of approximately 400-700 nm (9). The light wave is absorbed, transmitted or reflected. Any of these actions depend on the surfaces since the surface gives the wave its required colour range. If all the colours of the wavelength hit a surface and gets absorbed, then that surface is black, denoting that no light is reflected. The white light for instance the sunlight is a combination of various colours, and when it falls on an object, the object absorbs all wavelengths that interact with its molecules or electrons and reflects a certain wavelengths to the observer’s eye (Shapiro, 287). In line with Shapiro, the dull object will absorb white light while the bright objects reflect (287). The colour of an object is therefore determined by the specific wavelength of light that the object absorbs. For instance, an object that absorbs the red wavelength of the white light and reflects all the other lengths is seen as green. An object may appear red because it has absorbed the red colour and reflected all the remaining wavelengths, this is due to the reason that the two colours complement each other in a similar manner as the orange does to blue or yellow to violet. Contrary, the transparent objects transmit white light. The diagram below illustrates the reflection light on a blue surface. Measure of wavelengths Different wavelengths are compared to a standard measure known as the electromagnetic spectrum. “The infrared and radio waves are often on the extensive wavelengths, thus on the long side of the electromagnetic spectrum, while the wavelength of the x-rays, gamma rays, and ultraviolet (UV) light are short wavelengths thus falling on the short side” Dixon and Smith (30). According to Dixon and Smith, the wavelengths with shorter than 400nm are not visible to the naked human eye (30). Human beings can therefore not sense wavelengths of measures greater than seven hundred nm. The white light is made of various protons that differ depending on the colour they represent due to energy differences. These protons create various pulsating turbulence on the wavelength, which determines the colour of an object ranging from red to violet. The diagram below illustrates the light wave spectrum. We will write a custom Research Paper on Color and Light specifically for you! Get your first paper with 15% OFF Learn More Perception of Colour The definition of colour is consequently the spectrum of energy that enters the human eyes. Human eyes have cells called rods and cones on the retina that absorb light and assist in distinguishing between various colours (Dixon and Smith, 30). The rods assist in diffusing light and therefore support in sensing differences of reflections and in determining differences in light intensity. In dim lighting people perceive coloured objects as grey shades, therefore the retina has three sets of cones, which are all good receptors of light. The colour of an object depends on the light wave sent to the eye from all the possible variations of colours in the sunlight. Every human being sees different variations of colours, thus different shades due to uniqueness of the cells, mainly the rods and cones. The colour pigments are different from light waves since they are made of various colours. Pigments are made of mainly three primary colours; red, blue and yellow, three secondary colours; violet, orange and green and six tertiary colours made by mixing a primary and a secondary colour. The pigments are materials that either let colours to pass through or absorb them (Gurney, 38). On the other hand, the primary light colours are blue, red and green and secondary light colours are magenta, cyan and yellow. Mixing of light colours causes formation of an additive that eventually leads to formation of white light. The splitting of light can also be addressed as a subtractive procedure since some of the light wavelengths are absorbed and the only visible wavelengths are those that are carefully given off during the process. The three colour codes of the white light enhance perception of other colours (Gurney, 38). The colour Colour is made of three main factors namely hue, luminance and saturation. Type of colour depends on these three factors for instance, hue is the shade of a colour and saturation is the pureness of the hue. Luminance is the description given when defining a colour as either light or dark. People who have difficulties of perceiving the red and green pigments suffer from a problem associable to colour blindness since they lack the red and green colour pigments. According to Gurney, the difficulties of making out the green to red ratio are a defect mainly associable to X-chromosomes and therefore affect men more than women (139). Conclusion Some colours have negative effects for instance those on a bright light waves that reflect more light. They may cause eye irritation or cause headaches for instance the bright yellows on surfaces or on computer washouts. The bright colours are thus able to reflect more light waves into the eye and cause irritation or straining. The bright colours are thus used to attract people attention for instance on posters of road signs. Colours also influence moods, for instance the blue colour can rein in the appetite for food since food do not naturally exist in blue. There are colours that comfort the sense of sight for instance green, which is known to sooth and comfort. The colour may therefore be perfect for a work scenario to curb possible work-related signs of fatigue. Not sure if you can write a paper on Color and Light by yourself? We can help you for only $16.05 $11/page Learn More Works Cited Dixon, Malcolm. and Smith Karen. Light and colour: Young Scientists Investigate Series. London, UK: Evans Brothers, 2005. Print. Gibson, Gary. Light and Colour: Fun Science Projects Series. Franklin Watts Books. 2009. Print. Gurney, James. Colour and Light: A Guide for the Realist Painter. Missouri, MO: Andrews McMeel Publishing, 2010. Print. Riley, Peter. Light and Colour: Making Sense of Science Series. Franklin Watts Books. 2008. Print. Shapiro, Alan E. Fits, Passions and Paroxysms: Physics, Method and Chemistry and Newton’s Theories of Coloured Bodies and Fits of Easy Reflection. Cambridge, UK: Cambridge University Press. 2009. Print.

NYU Principles of the Ethical Practice of Public Health Discussion

NYU Principles of the Ethical Practice of Public Health Discussion.

I’m working on a health & medical question and need support to help me learn.

IMPORTANT NOTE REGARDING WORD LIMIT REQUIREMENTS:Please note that each and every assignment has its own word limit.Describe a situation in which a public health challenge presents a conflict with the Christian worldviewIt is vital that individuals who partake in public health practices exhibit ethical values, however, there are instances where public health officials are faced with challenges that conflict with the Christian worldview. For example, there are people known as fatalists who do not believe in diagnosis and treatment but believe that the disease is fated, and nothing will change the events that are happening. This is because of the faith they have from their religion where they believe solely in their creator and refuse all man-made medical help (Perfetti, 2018). Furthermore, these fatalists can be seen in some Christian worldviews who follow the holy book religiously and do not steer away from its readings and practice. For example, there are those who understand that they are ill and would seek help from medical personnel, however, because of their religion, their method of treatment might affect their health. For example, Jehovah’s Witness members do not partake in blood transfusion because their religion deems it as taboo. This refusal of treatment is dangerous to public health because if a member needs blood transfusion for survival, they would reject it, which results in health deterioration or death of a community.Explain how you would apply the “Principles of the Ethical Practice of Public Health” to approach this ethical dilemma and resolve the issueThere are various methods I would use to apply the principles of ethical practice of public health when addre4ssing this ethical dilemma. For example, I would enforce a policy that all public health officials and practices must exhibit understanding and respect for other’s rights while they are promoting health for the community. Furthermore, public health officials must incorporate various methods when approaching communities with certain cultural and religious backgrounds and practices. These methods include finding a different medical intervention to increase blood flow without blood transfusion. For instance, increase iron intake (iron healthy diet or iron supplements or intravenous), injecting Erythropoiesis Stimulating Agents (stimulates the body to make more red blood cells), and Preoperative Autologous Blood Donation (the patients donating their own blood prior to any medical events).ReferencePerfetti, A. R. (2018). Fate and the clinic: a multidisciplinary consideration of fatalism in health behaviour. Medical Humanities, 44(1), 59-62. Doi: 10.1136/medhum-2017-011319 Respond to the bold paragraph ABOVE by using the option below…. in APA format with At least two references and a minimum of 200 words….. .(The List of References should not be older than 2016 and should not be included in the word count.) Include at least one scholarly reference and appropriate in-text citations and Address all points on the DQ. One point will be deducted for not addressing each item mentioned above. Remember that presenting someone else’s work as your own is plagiarism. Provide feedback on the proposed solution and identify additional alternatives for addressing the public health issue ethicallyBe sure to support your postings and responses with specific references to the Learning Resources.It is important that you cover all the topics identified in the assignment. Covering the topic does not mean mentioning the topic BUT presenting an explanation from the context of ethics and the readings for this classTo get maximum points you need to follow the requirements listed for this assignments 1) look at the word/page limits 2) review and follow APA rules 3) create subheadings to identify the key sections you are presenting and 4) Free from typographical and sentence construction errors.REMEMBER IN APA FORMAT JOURNAL TITLES AND VOLUME NUMBERS ARE ITALICIZED.ReferencesAmerican Psychological Association. Publication Manual of the American Psychological Association (7th Ed.). Washington, DC: Author.
NYU Principles of the Ethical Practice of Public Health Discussion

Gender Studies homework help

best assignment help Gender Studies homework help. Assignment 2: LASA 1: Issues in Premarital CounselingSteve has asked his girlfriend Nadia to marry him. They dated for a year after meeting in college at a fraternity party. Nadia has been sexually intimate with one other boyfriend, while Steve has had multiple partners.ÿ Both are American, but Nadia?s grandparents are originally from Egypt. Despite different religious backgrounds (Steve is Methodist; Nadia was raised as a Muslim) and cultures, they have a lot in common and both sets of parents are very happy about their engagement. As part of their preparation, they have begun premarital counseling. As Steve and Nadia?s counselor, you know that a discussion of sexuality will be important to their marital success.Describe the important aspects of sexuality (such as arousal and response, intimacy, contraception, etc.) that Nadia and Steve need to discuss. Remember to consider psychological/emotional as well as physical factors.Include a discussion of at least 1 theoretical perspective that you have learned about in this course (e.g., Sternberg?s Triangular Theory of Love, Masters and Johnson?s work, etc.).What risk factors pertaining to health can you infer might be present from the scenario? What can the couple do to minimize these risks?How will you show cultural competence during your sessions (i.e., what cultural issues should you consider)?By Week 3, Day 7, write an essay that is 3-5 pages in length. Also include a cover page and reference list. Remember to support your arguments with information drawn from the online content, the textbook, and at least one other credible, scholarly source to substantiate the points you are making. You can use relevant Web sites or journal articles as sources for your presentation, but make sure that they are from reputable web and print sources such as the AU online library, or information from .org, .net, or .edu sites as opposed to .com. Please avoid Wikipedia.Apply APA standards to for writing and citations to your work.Gender Studies homework help

Cappella University HRM For Business Organizations A Strategic Approach Research Paper

Cappella University HRM For Business Organizations A Strategic Approach Research Paper.

Menu Management OptionsCourse Menu:MHA5022 – Jul 13 2020 to Sep 18 2020 – Section 01Getting StartedSyllabusUnit 1Unit 2Unit 3Unit 4Unit 5Unit 6Unit 7Unit 8Unit 9Unit 10NotificationsCourse UpdatesMessagesMy GradesAnnouncementsCourse ToolsVitalSource BookshelfDiscussionsMy MeetingsSafeAssignePortfolioSmarthinkingCORE ELMS Unit 6 Content Unit 6 Print Motivating and Compensating Employees IntroductionThis unit is devoted to studies, assignment preparation, and discussion questions related to compensation, employee benefits, motivation, and succession planning in organizations. The nature of compensation systems, the value of job worth, the importance of motivation, and the principles of sound succession planning and promotion are considered.ObjectivesTo successfully complete this learning unit, you will be expected to: Explain the role that human resources and department managers have in matters of compensation. Explain the roles of human resources and department managers regarding benefits. Explain a strategy for effective succession planning. Accordion Toolbar
Learning ActivitiesCollapse All|Expand AllToggle Drawer [u06s1] Unit 6 Study 1 StudiesReadingsUse your Human Resource Management in Health Care text to complete the following reading:Chapter 8, “Compensation and Benefits.”Chapter 10, “Succession Planning.”Toggle Drawer [u06s2] Unit 6 Study 2 Assignment PreparationThe assignment in the next unit asks you to pretend you are a human resource manager in a health care organization where it has come to your attention from a variety of sources that morale and employee satisfaction are on the decline in one of your company’s organizational units.Prepare for this assignment by conducting research on tactics and strategies for addressing low employee satisfaction. Use the information in the Health Administration (MHA) Research Guide to help you find quality, peer-reviewed resources in the Capella University Library as well as professional or academic resources on the Internet.Optional ReadingsYou may choose to complete the following optional reading from the Capella University Library:Jaksic and Jaksic’s 2013 article, “Performance Management and Employee Satisfaction,” from Montenegrin Journal of Economics, volume 9, issue 1, pages 85–92.Toggle Drawer [u06d1] Unit 6 Discussion 1 Case Study: Structuring BenefitsRead the case study on page 144 of your Human Resource Management in Health Care text.For your post, use content from the readings and address the following questions:What steps should be taken to develop a plan?What factors would you consider in the development of this plan? Who should be consulted? Why?Initial Post GuidelinesYour initial post must meet the requirements according to the Faculty Expectations Response Guidelines.Response GuidelinesRespond to the posts of other learners according to the Faculty Expectations Response Guidelines. If possible, respond to one learner who has a perspective, background, or goals that are similar to yours and then to one learner whose perspective, background, or goals are different.Peer responses should be substantive. “I agree” and “Thanks for sharing your insights” are examples of unacceptable responses that do not contribute content for enhanced learning. The goal is quality, substantive feedback that demonstrates higher-order critical thinking and evaluation of peers’ initial posts.page 144THE INTERVIEWER’S BEHAVIOR: A SECOND POSSIBLE DIRECTION Occasionally the process of an employee selection interview becomes reversed and the applicant takes the lead and interviews the interviewer, effectively interviewing an entire department or organization. Some applicants seem to do so naturally, whereas a smaller number of sharp applicants deliberately turn the focus of an interview around. This process requires the interviewer to be able to recognize such a situation and then reclaim control of the interview to end the reversal. More Silence Than Talk Some interviewers tend to dominate the conversation and speak at length about the organization, their departments, and themselves. The object of an employment interview is to get applicants to talk about themselves and to discuss appropriate job-related topics. An interviewer must control the interview with proper questions and must concentrate on what an applicant is saying. Nonstop talking by an interviewer limits the information that can be gained from an applicant. It sends an inappropriate message about the organization to an applicant. The proper role of an interviewer involves more silence than speech. From the perspective of an interviewer, the most productive parts of an interview occur with one’s mouth shut and ears open. More Points to Keep in Mind Effective interview technique includes being in complete control of an interview situation without obviously appearing to do so. Successful and experienced interviewers resist the temptation to make a hasty judgment concerning a job candidate. Research has demonstrated that a majority of interviewers make up their minds about candidates during the first few minutes of contact. The remainder of the interview does little to change that mind set. Always keep in mind that even though first impressions are sometimes proven to be correct, they are just as often proven to be incorrect. Never encourage an applicant to criticize a present or past employer. Be wary of an applicant who voluntarily does so. Conversely, one indicator of a promising applicant is how diplomatically an individual describes an apparently unpleasant employment experience. Remain aware of the nonverbal clues that may be exhibited during the course of an interview. Remember, too, to recognize the need of applicants to compensate for normal nervousness. This is especially true for applicants who have little or no interviewing experience. Be conscious of the halo effect when interviewing. This occurs when interviewers allow one or two obviously positive traits to bias their judgment favorably when assessing unrelated characteristics. In every interview, try to convey an overall positive picture of the organization offering the employment opportunity. By espousing the belief that an organization is a good place to work, some of the positive viewpoints will be communicated to an applicant. Be honest about the negatives of the job, if any. Most jobs include duties that are boring or repetitive. Some jobs include decidedly unappealing tasks or situations that may be physically or emotionally discomforting. Remain upbeat overall, but do not overlook the negatives during an employment interview. Applicants who accept a position only to discover the unpleasant parts after starting work are likely to feel that they have not been treated honestly. References To reiterate, a department manager should never become directly involved in checking references. This is stressed because often department managers have been told, even in some of the management literature, to check references themselves. They are advised to go directly to applicants’ former supervisors and bypass the HR departments of an applicant’s former employer and of their own organization. Some of the same sources will pointedly advise them to avoid their organization’s HR department. A common rationale for these recommendations is that HR is usually too frightened of legal repercussions to request any usable information. Following this advice can easily place them at the center of a legal action. As long as an organization has an HR department, HR should be making the reference checks. RÉSUMÉ FRAUD: LIES AND EMBELLISHMENTS At times it seems that writing an employment résumé involves putting nearly as much fiction as fact on paper. Experts have estimated that up to 40% of résumés include exaggerations or outright untruths. As many as 75% include some degree of fluff designed to make facts appear more significant than they actually are. This is accomplished by putting a favorable spin on information. Deception on employment résumés can take a number of different forms. These involve positive spin, embellishment, exaggeration, lying, or a combination of these devices. Many variations exist. A résumé may be deliberately ambiguous. One of the most frequently encountered examples of ambiguity has to do with education. An individual will claim to have “attended Prestige University in the BS Program in Chemistry.” The hope is that readers of this résumé will assume that the applicant received a BS degree in Chemistry. In truth, the length of attendance is not known, no major was completed, and the person was not awarded a degree. Another deception is to shift dates of education or experience deliberately to conceal periods of unemployment or, occasionally, a period of imprisonment. An honest résumé may well include one or more gaps. Applicants know that they are likely to be questioned about these gaps. A variation on date shifting is using years to create the impression of having worked longer in a place than was actually the case. For example, a résumé may report working for “Ajax Hospital, 2000–2001.” The hope is that readers of this résumé will assume that employment extended from January 1, 2000, to December 31, 2001. In truth, the length of employment may have been from November 2000 through January 2001. The same approach is used to conceal gaps in employment. Another common strategy is to exaggerate job responsibilities, report inflated job titles, and provide inflated salaries. In truth, this is a dangerous practice because basic employment information such as titles and position responsibilities is easily verifiable through reference checks. Salary data are relatively easy to verify. These actions are intended to make applicants seem more appealing than might otherwise be the case. Interviewers occasionally encounter claims of a more prestigious institution awarding an individual’s degree. For example, an applicant may list “Stanford MBA” on a résumé. In truth, the person has been awarded a master of business administration (MBA) degree from Obscure University. This practice is openly fraudulent. Official copies of educational transcripts are often required as a condition of employment. Presenting fraudulent documentation is usually a reason for immediate discharge from a position. Candidates may claim to have degrees and other credentials they do not possess. Honors and awards may be invented. Numbers of publications and conference presentations may be inflated or openly invented. Such claims are easily verified. Résumé fraud increases during periods of job scarcity. However, it is present to some extent on a continuing basis, so employment recruiters and other interviewers should be alert to the possibility of fraud in every résumé that they review. Spotting Embellishments and Inconsistencies There is no reliable way to uncover every instance of fraud, exaggeration, or untruth that may appear in the résumés an organization receives. The task of verifying every fact on every line would be very time consuming and costly. However, interviewers who remain alert to subtle signs and signals are likely to know when closer examination is warranted. Look for gaps in a person’s record. It is common for someone who wants to cover something up simply to omit it. Be alert for overlapping dates and inconsistent details. An occasional untruth can upset the chronology of one’s experience, and the person manipulating the facts often fails to adjust other information as necessary. Ask questions about the prestigious school an applicant claims to have attended or the city in which the applicant claims to have worked. Many people who have put themselves in the position of making things up as they go along will fumble, stumble, or hesitate in coming up with responses. Always consider an applicant’s reason for leaving a particular position and ask for clarification, especially if the job being sought represents a downward or lateral career move. The majority of people that have been terminated from a job for cause, not laid off, will use wording that characterizes their departures as voluntary. During an interview, question the applicant about specific details that appear in the résumé. People who have lied or exaggerated will often find it more difficult to remember everything that they have written. Try to decide whether a job candidate’s answers seem memorized or rehearsed. Someone with nothing to conceal does not need to have pat answers prepared in advance. Always be conscious of nonverbal clues. Excessive nervousness, failure to look an interviewer in the eyes, or physical fidgeting in a chair can be an indicator of fraud. However, be careful not to confuse simple nervousness with fraud. Ask an applicant for permission to have specific information verified. This will usually be done by HR. An applicant who has faked something significant will often withdraw from the process right after the interview. Upon request, HR will frequently become involved in verifying résumé information. This is done when work references are checked. However, verification must sometimes go beyond ordinary reference checks. When confirming information by telephone, an HR representative will go through a company’s operator or HR department rather than using a telephone number that the applicant may have provided. Some people who fake their experience have friends or relatives pose as former employers. If there is any doubt about as to whether a reference’s address is genuine, HR will test the address by mailing something there. AN ACQUIRED SKILL Many who are new to recruiting responsibilities are initially uneasy about interviewing prospective employees. Because of this uneasiness, and because of being too careful and worrying excessively about the process, interviewing becomes more difficult for them than it has to be. Individuals who take interviewing seriously and conscientiously, try to do it effectively, and endeavor to learn from each interview experience will find that their skills improve with practice. Being too casual or disorganized when interviewing can result in the loss of a potentially good employee and can leave that person with a poor impression of an organization. In contrast, being overly careful, dragging out the recruitment process by interviewing too many candidates, and delaying a decision also can lead to the loss of a potentially good employee. It is useful to remember that when selecting employees, there is no guaranteed perfect choice. Some risk of error is always present. Experts remark that while a personal interview is a problematic and marginally reliable means of filling a job vacancy, no better means are available. CONCLUSION The parameters of a recruitment interview are proscribed by legal statutes. Preparation for an interview begins before an applicant arrives. Interviewers should review the relevant position description, review the applications and résumés of all candidates, arrange for a room or area suitable for interviewing, and prepare opening questions. Interviews should begin on time, with initial questions designed to help candidates to relax. The language used should be appropriate for the candidate. Leading questions and inquiries that result in excessively long or very short responses should be avoided. Writing during an interview should be kept to an absolute minimum if not completely avoided. Closure and follow-up should be promised and promptly delivered. Guidelines concerning legal and forbidden topics must be closely followed. Interviewers must be alert for irregularities in documents or the intent of applicants. Interviewers must remember that others have the responsibility to extend job offers and check references. Guidelines for appropriate behavior at all points in the interviewing process must be followed. Interviewing is an acquired skill that usually improves with practice. Case Study Resolution Returning to the initial case study involving interviewer Carrie Taylor and applicant Lynn Taylor, Carrie has placed the organization at risk by the manner in which she allowed herself to be influenced by Lynn’s “frail build, small stature, and apparent age.” Lynn revealed enough personal information for Carrie to conclude that Lynn had received surgery for breast cancer. Carrie allowed this personal information to influence her thinking about Lynn’s capabilities. Carrie’s motives may have been honest and her concern for Lynn genuine, but her actions were illegal. Carrie did not have the right to conclude that Lynn was “bound to fail.” She was not legally entitled to base an employment decision on that subjective conclusion. As long as the specifications of the nursing position in the transitional care unit did not delineate specific physical requirements that Lynn could not meet, Carrie had no basis for rejecting Lynn as a viable candidate. Lynn could be legitimately rejected for the position on physical grounds, but doing so is not within Carrie’s scope of authority. Such rejection must come from the organization’s employee health physician and would ordinarily occur when an applicant who has a tentative offer of employment does not pass a pre-employment physical examination. In response to the human rights complaint, the organization should attempt to negotiate a settlement that includes an examination of Lynn by employee health to determine whether she is physically capable of handling the transitional care position. Using an occupational physician from an outside agency would minimize bias. When an individual is turned down for employment on the basis of a personal observation or forbidden information, the final determination appropriately involves an assessment of the individual’s ability to perform the job. ……………………… SPOTLIGHT ON CUSTOMER SERVICE How Customer Service Contributes to a Successful and Legal Selection Interview Full disclosure: we are not aware of any statute that mandates customer service. Although privately, we feel such a concept (requiring good customer service) has merit, we shall defer any discussion of it for now. Contributing to a successful selection interview is a different matter. An organization that has a reputation for providing good customer service is likely to have a good reputation in the minds of the public. That fact is likely to attract individuals who want to work in such an environment. This is likely not only to increase the number of applicants for a given position but also to improve the quality of the applicant pool. This assertion can be supported. The Walt Disney Company (entertainment) and L.L.Bean (clothing and household products) have both had reputations for providing good customer service. Both companies routinely attract large numbers of applicants when they have positions to be filled. Because this has been the case for many years, applicant pool size cannot be attributed solely to recent problems with the economy and unemployment. A reputation for good customer service does provide unexpected consequences. Discussion Points 1. In interviewing a prospective employee, why should you consider it important to inquire about the presence of information gaps or time periods that are not accounted for in the applicant’s work record? 2. Why should an interviewing manager review all available information about an applicant before beginning an interview? Managers are busy people. Is arriving for an interview with an application in hand and then beginning an interview on time not sufficient? 3. If an interviewer wants the applicant to do most of the talking, what is wrong with opening an employment interview with the question, “Tell me all about yourself”? 4. Provide three examples of interview questions that are legal but which provide an interviewing manager with little or no useful information. 5. Why do you believe it is no longer appropriate to ask whether a job applicant has ever been arrested? Is it not in an employer’s best interests to avoid taking on workers who have criminal records? 6. Can you make use of personal information in rendering an employment decision if the information was voluntarily provided to you? Why or why not? 7. An interviewing manager should be prepared to respond in considerable detail to any unsuccessful job candidate who calls asking why he or she was not offered employment. Do you agree or disagree with this statement? Why? 8. Why do experts recommend that the proper role of an interviewer involves more silence than speech? 9. Develop a brief procedure or protocol (a simple list of points to be covered) for reviewing an employment application or résumé for possible inaccuracies or embellishments. 10. Write (or quote from the chapter) a concise statement that, if conscientiously applied in interviewing, will ensure that only legal questions will be asked. 11. Why should an interviewing manager attempt to assess an applicant’s intangible factors that are not directly reflected in the record of education or experience? 12. Why is it advisable to keep writing to a minimum while interviewing an applicant? Is it not helpful to capture as much information as possible about the person? Resources Books Bunting, S. (2005). Interviewer’s handbook: Successful techniques for every work situation. London: Kogan Page. Cook, M. (2004). Personnel selection: Adding value through people (4th ed.). New York: John Wiley. Phillips, J. J. (2005). (Human) capital. Chicago, IL: American Management Association. Schell, M. (2004). Human resource approved job interviews and résumés. Vancouver, BC: Approved Publications. Taylor, P., & O’Driscoll, M. P. (2005). Structured employment interviewing. London: Ashgate. Periodicals Blackman, M. C. (2002). Personality judgment and the utility of the unstructured employment interview. Basic and Applied Social Psychology, 24, 241–250. Borman, W. C., Hanson, M. A., & Hedge, J. W. (1997). Personnel selection. Annual Review of Psychology, 48, 299–337. Cook, K. W., Vance, C. A., & Spector, P. E. (2000). The relation of candidate personality with selection-interview outcomes. Journal of Applied Social Psychology, 30, 867–885. Paunonen, S. V., Rothstein, M. G., & Jackson, D. N. (1999). Narrow reasoning about the use of broad personality measures for personnel selection. Journal of Organizational Behavior, 20, 389–405. Ryan, A. M., & Ployhart, R. E. (2000). Applicants’ perceptions of selection procedures and decisions: A critical review and agenda for the future. Journal of Management, 26, 565–606. Smith, D. B., Hanges, P. J., & Dickson, M. W. (2001). Personnel selection and the five-factor model: Reexamining
Cappella University HRM For Business Organizations A Strategic Approach Research Paper

How to code through Loops

How to code through Loops. I’m studying for my Programming class and need an explanation.

In Module Five, you have studied how to code for iteration through the use of loops. In Stepping Stone Lab Four, you will develop a simple program with a loop structure. Then, you will reflect on how loops may be used to help structure the program you have worked with throughout the stepping stones.
Go to the Start Here page and download the Stepping Stone code .zip for the starter code for this assignment.To complete this assignment, review the following documents:

Stepping Stone Lab Four Guidelines
Stepping Stone Labs Two Through Six Rubric

How to code through Loops