you will create a brief PowerPoint presentation which can be used for business meetings and conferences attended by our clients. Presentations should focus on a specific social media. The type of the presentation is: Engagement presentation for owners or managers of profit or non-profit organizations who want to engage millennials using a particular social media. Format Presentation should contain the following six slides: Cover slide Four topic slides Uses one image and three or four complete sentence bullet points in narrative order. The image should have maximum visual impact. The bullet points can contain data or simply be declarative statements. Your images and points should work together to develop a single part of the overall story you are telling your audience.Reference slide Gives the presentation title, the type of presentation, your name and title, and a two to three sentence description of the presentation storyline. Use APA style to document sources used in the presentation with active links to source rather than URLs.
create a brief PowerPoint presentation which can be used for business meetings and conferences attended by our clients. Presentations should focus on a specific social media. The type of the presentation is:
I’m working on a Social Science multi-part question and need a sample draft to help me learn.
Answer one out of these two questions based on the readings on the course syllabus (lecture 2-9). The answer should be provided in an essay format and relate to both the conceptual or theoretical arguments the authors provide as well as to the empirical evidence (statistical, ethnographic, or historical) they employ. You must mention at least three or more of the readings/authors. The essay should be three to four pages long (double-spaced, 12 point Times New Roman font, one inch margins).A.The way people perceive nature and the environment differs over time and between places. What are the major differences in this perception between the United States and Western Europe and how are people at other places in the world (such as indigenous people) affected by these perceptions? What are the different aspects of nature and the environment that are perceived as valuable and what kind of value is attributed to them? How does this perception and valuation shape what is articulated as an environmental problem and what is in consequence proposed as a solution?B.In the 1960s and 1970s new environmental movement organizations and green political parties have been created. What are the different explanations for the fact that this development took place during this period of time? What kind of environmental problems are these movement organizations and parties focusing on and what kind of solutions do they aim for? To what extent is this concern for the environment either similar or different from the concern for the conservation of nature established in the late nineteenth and early twentieth century?Note: You do not have to provide a bibliography. The syllabus is the bibliography. Simply indicate the last name of the author, the publication date, and the page number if you quote a reading in you essay (e.g. Cronon 1996: 8). *You may choose which one you feel most confident in writing about. You may only write about one of the questions, not both.*READINGS= You may only use evidence from specific chapters and pages stated below:1. Cronon, William. 1996. “The Trouble with Wilderness: Or, Getting Back to the Wrong
Nature.” Environmental History 1:7-28.3. Lekan, Thomas. 2007. “The Nature of Home: Landscape Preservation and Local
Identities.” Pp. 165-192 in Localism, Landscape, and the Ambiguities of Place: German-
speaking central Europe, 1860-1930, edited by David Blackbourn and James N.
Retallack. Toronto: University of Toronto Press. 4. West, Paige, and James G. Carrier. 2004. Getting Away From It All? Ecotourism and Authenticity (with commentary and reply). Current Anthropology 45 (4): 483-498. 5. Beck, Ulrich. 1992. Risk Society. Towards a New Modernity. London: Sage. 1-50.6. Douglas, Mary, and Aaron Wildavsky 1982. Risk and Culture. An Essay on the Selection
of Technical and Environmental Dangers. Berkeley: University of California Press. 1-15,
126-151.7. Roberts, J. Timmons, and Melissa M. Toffolon-Weiss. 2001. Chronicles from the
Environmental Justice Frontline. Cambridge: Cambridge University Press. 3-61. 8. Simonis, Udo. 1989. “Ecological Modernization of Industrial Society: Three Strategic
Elements.” International Social Science Journal 41: 347-361.9. Inglehart, Ronald. 1997. Modernization and Postmodernization. Cultural, Economic,
and Political Change in 43 Societies. Princeton: Princeton University Press. 2-6, 33-45,
237-256. 10. Inglehart, Ronald. 1995. “Public Support for Environmental Protection: The Impact of
Objective Problems and Subjective Values in 43 Societies.” Political Science and
Politics: 57-71. I will send you the rest of the readings and notes in the chat. Thank you.
USC Environmental Movement Organizations & Green Political Parties Essay
Grand Canyon University Social Learning Theory and Developmental Psychology PPT
Grand Canyon University Social Learning Theory and Developmental Psychology PPT.
I’m working on a psychology presentation and need support to help me understand better.
Benchmark – Personal Behavior Modification For this assignment the student will take on the task of using behaviorism to assess and change a personal behavior utilizing the tenants of either classical conditioning, operant conditioning or both. Create a 12-15-slide PowerPoint presentation that provides an overview of the behavioral change. Use the following guidelines to complete your presentation: Include a title, introduction, discussion, and reference slide (four slides minimum). Provide an overview of the definition of behavior and create an operational definition for the behavior the student wishes to change (consider using the “Dead Man Test” to help define the behavior). Explain the desire for change, why is it important to incorporate this specific behavioral change. Track the behavior for three or more days documenting; how often the behavior occurs as well as the antecedents for the behavior and the consequences. Explain the behavioral intervention, how will the student increase a desired behavior or decrease a maladaptive one? Track the results of the behavioral change with the intervention in place, how often does the behavior occur each day, how often did the reward or punishment occur? Use a graph to compare the observation period from the experimental period. Document the results of the experiment; did change occur, what was the cause? Behaviors may include, but are not limited to: tardiness, smoking, drinking, gambling, compulsive eating, social media addiction, interrupting, nail biting, swearing, eating fast food, compulsive shopping, speaking with your mouth full, biting pens, or biting nails. You could also choose to start a new habit: taking vitamins, applying sunscreen before going outside, putting money in savings, exercise, etc. Procrastination is NOT an appropriate behavior to choose for this assignment! You must choose something measurable! Utilize information from the textbook and the GCU library. Information from non-peer-reviewed resources (e.g., simplypsychology.com, about.com, and wikipedia) will not be accepted. Include speaker notes below each content-related slide that represent what would be said if giving the presentation in person. Expand upon the information included in the slide and do not simply restate it (55 words per slide). APA style is not required, but solid academic writing is expected. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. Benchmark Information This benchmark assignment assesses the following programmatic competency. BS Psychology, No Emphasis BS Psychology, Emphasis in Performance and Sport Psychology 4.1 Implement strategies for self-management and self-improvement
Grand Canyon University Social Learning Theory and Developmental Psychology PPT
MGMT 371 USCC Orix Mining Company Employee Recruitment Action Plan Discussion
best assignment help MGMT 371 USCC Orix Mining Company Employee Recruitment Action Plan Discussion.
Case 6 – Orix Geoscience (I am attaching this case presentation as a PDF below)Case Questions1. Imaging that mining is an industry of interest to you and matches your skills, would you like to work for Orix? Why or why not?2. Assess Orix’s approach to employee motivation and engagement. How does it work? What are the pros and cons of a system like this?3. Why does scaling up present a dilemma for the founder? What are the potential problems that could arise with continuing the current system as the company grows and the industry heats up?4. Develop an action plan for Ramnath. What should the employee management systems look like few (i.e., 3, 5, 10) years from now, assuming high growth with the upturn? What should Ramnath start putting in place now to prepare the organization for these systems?You must provide a critical review to one posting by one of my classmates (I will share it with you once any of my classmates post their work).
MGMT 371 USCC Orix Mining Company Employee Recruitment Action Plan Discussion
How Does Lack Of Motivation Affect The Workplace?
How Does Lack Of Motivation Affect The Workplace?. CHAPTER 1 INTRODUCTION Top decision makers and managers will benefit from awareness of motivational factors that influence workers’ decisions to remain in their current workplace. Workers’ career decisions are dependent upon many factors with intrinsic work motivation as one of the core components; therefore, examining intrinsic work motivation factors or dynamics serves as a pivotal point for the study of workers’ decisions to remain in the job. Workplace motivation occurs through extrinsic (external) and intrinsic or internal dynamics. Extrinsic motivators in the work environment include salaries, bonuses, commissions, health care insurance, promotions, vacations, stock options and other tangible rewards (Robbins, 2001). Intrinsic motivational factors in the workplace include job satisfaction, public and personal recognition, positive relationships with managers and coworkers, and the ability to influence the work situation (Thomas, 2000). According to Thomas (2000), intrinsic work motivational strategies may be the untapped resource appealing to the older workers. Understanding and analyzing intrinsic work motivators may be the key to worker retention. Workers have adapted and accepted extrinsic motivators based upon familiarity with the organizational distribution and management of external benefits. Intrinsic motivation may be less observable than outward rewards such as employee benefits, improved pay packages, vacations and tangible awards. Deci and Flaste (1996) pointed out that intrinsic motivation results from action that produces self-satisfaction, self-confidence and enjoyment. Managers cannot direct intrinsic motivation; however, they can encourage an environment that fosters and supports employee opportunities to work toward personal satisfaction and accomplishment. The main goal of this study is to find out how does motivation affect the workplace. August and Quintero (2001) stated, “Recognize that decisions made about whether, when and how to retire are a function not only of desire but also context” (p. 63). Workers make decisions about their futures based upon the environments in which they live and work. Retirement decisions intertwine with external and internal contextual factors such as physical health, collegial relationships, health care and financial benefits, and a sense of satisfaction with one’s contribution to organizational goals. For those contemplating retirement, the contextual scene varies with internal factors playing a significant role. Intrinsic work motivation occurs within the workplace environment whether as a sense of accomplishment or a sense of self-fulfillment from completing a challenge. Capitalizing on the concept of intrinsic motivators may be the competitive edge in maintaining a vitalized workforce. Background of the Study In the interim, business and industry may need to develop strategies addressing labor shortages including retention of workers who have reached the traditional retirement age. The U.A.E. Government Economic Department Office stated that almost 80% of workers, those between the ages of 55 and 74, are employed in professional, managerial, service, office and administrative support and sales occupations; these occupations make up approximately 76% of the total workforce aged 25 to 74. (2005, p. 2) 4 While these demographics illustrate the impending population shift, current and future job projections pose another change as demands for workers with technological knowledge increases exponentially. As the workforce ages, intensified demands for technology skills are on the rise, thus increasing demands for knowledge-based workers as the labor pool shrinks. The critical challenge arises in the retention of older workers as well as meeting technological requirements. Challenges arise in attempting to fill the knowledge gaps with older workers. Along with the impact of the worker shortfall and an aging workforce, potential knowledge gaps will exist. As managers and workers retire, they exit with a wealth of organizational knowledge, job skills and experiences that may be difficult to replace. Coupled with the exit of skills and knowledge, the complications from “the increasing complexity of knowledge needed in technologically advanced societies” (DeLong, 2004, p. 12) intensifies the need for retention as well as training strategies that support older workers. Warr and Birdi (1994) observed, “Changes in employment demands in combination with increases in workforce age generates a special need for enhanced learning among older groups” (p. 191). Warr and Birdi also noted that older workers might have fewer opportunities to pursue training due to managerial perspective as well as worker interest. Thus, conflicting forces occur when the career choices of workers affect the maintenance of needed skills and experiences while newly defined skill sets are in demand. Decisions driving retirement plans depend upon multiple factors such as health, financial status, satisfaction with work, professional status, fulfillment, family demands and personal goals. Inherent in these factors are the intrinsic motivators that are difficult to measure, or determine. According to DeLong (2004), “The giant sucking sound you will hear is all the knowledge being drained out of organizations by retirements and other forms of turnover” (p. 13). Career-defining decisions play a prominent role in the life of older workers because of the challenges related to retiring, revitalizing existing career paths or beginning new directions. The life phase of older adulthood can be complicated by the realization that time is not infinite, personal resources may be compromised by energy and health issues, and professional opportunities may be static. Kanfer and Ackerman (2004) stated, “Aging and adult development represent important but largely unexplored influences on work motivation” (p. 441). As psychologists focusing on adult life stages, Kanfer and Ackerman posited that extrinsic motivation for midlife workers levels off and a greater interest in reinforcing self-identity and creating a legacy emerges. A personal struggle emerges within the older adult when facing the four age related developmental factors (as defined by KanferHow Does Lack Of Motivation Affect The Workplace?
A rectangular garden measures
A rectangular garden measures.
A rectangular garden measures 28ft
by
45ft
. Surrounding (and bordering) the garden is a path
3ft
wide. Find the area of this path.
A rectangular garden measures