ENC 1102 Miami Dade College the Secret Life of Of Walter Mitty Paper

Dominican University Real Gross Domestic Product Chained Dollars Sheet

Dominican University Real Gross Domestic Product Chained Dollars Sheet.

In this box you will work with the HP-filter. This is a procedure to decompose economic variables into a trend and a cycle. The HP-filter allows for a flexible time-varying trend, in contrast to imposing a constant trend over long periods of time —say, decades. Since long-term trends change (eventually), this provides a better measure of the cycles i.e. deviations from trend.The purpose of the box is to calculate the co-movement and volatility of consumption and investment relative to GDP, all measured in real terms. For this exercise you will use table 1.1.6 from BEA.gov once again; starting in 1960:Q1 to the latest available year at a quarterly frequency. The smoothing parameter λ (lambda) for quarterly data is 1,600.The box has to describe the nature of the filter and report the correlation and volatility of the cyclical components of GDP, consumption, and investment over time. The focus will be on the Great Moderation which is known as the period under which the U.S. economy experienced a break in the volatility of most of its macroeconomic variables. The literature has identified it as beginning in the mid-1980s, and ending in 2008 with the Great Recession. Part of the exercise is to identify the Great Moderation in the data and see whether the 2008 broke that trend; that is, has the U.S. economy become as volatile as before 1984, or has the moderation persisted?To create the box follow these steps:Go to NIPA Table 1.1.6 in the Bureau of Economic Analysis website (bea.gov), and download the quarterly data for GDP, consumption, and investment for the period 1960:Q1 to latest available.Use the HP-filter to calculate the trend of the three variables for the whole period, and then for the periods 1960-83; 1984-2007; and 2008 to latest available. Use a value of 1,600 for lambda.Detrend the original series and plot the three variables in the same graph for the entire sample period [25 points]; then calculate the standard deviation of the cyclical component of GDP, consumption, and investment for each of the periods and present in a table [25 points].Compare the four sample periods, summarize your findings [25 points] and explain in the context of the Great Moderation [25 points].The end.Detailed instructions for point 2 above (follow each step verbatim)Download the excel add-in for the HP-filter.http://ideas.repec.org/c/dge/qmrbcd/165.html (Links to an external site.)Make sure that the HPFilter.xla file is in the same directory as where you are going to save your excel file. Double click on HPFilter.xla to launch it in Excel and make sure to enable macros. This should enable the HP-Filter function. You will always have to first start the macro every time you use the workfile (in that order).Transpose the variables into columns and then take the natural log of each of the variables [the Excel function is =ln( )].HP-filter the natural log of each variable, the function in Excel is: HP(timeseries to be filtered, value for lambda). This is an array formula (columns).Example. Suppose you want to filter 5 data points in the first five cells of column A, sayA1:A5, at lambda = 1600.Enter the following formula into cell B1: =HP(A1:A5,1600)Then hit return or enter.Then, starting with cell B1, select cells B1 through B5Hit F2.Then hit the Ctrl, Shift, and Enter buttons simultaneously. This will HP-Filter the entire set of cells from A1-A5 and place the filtered series into B1-B5.5. For the case of GDP, the variable on column A should be the ln(GDP) and column B represents the trend, ln(GDP*). The next step is to compute the cycle ln(GDP) – ln(GDP*) in column C. Now you can plot it and calculate its standard deviation. Do the same for consumption and investment.
Dominican University Real Gross Domestic Product Chained Dollars Sheet

Strong Cultures Versus Weak Culture Business Essay

help writing Many authors have defined the term culture but yet,everyone has the same meaning that culture in the organisation context is the organisations current customs,traditions and general ways of doing things that are largely due to what has been done berore and the degree of success it has had .There are normally two forms of culture namely strong culture and weak culture,the strong has a more strong impact in the life of a worker at the workplace.There are different components of culture namely: norms,values,artefacts and management styles.Harrisson (1972) has developed four key cultures namely: Power Culture,Task Culture,Role Culture and People Culture.There are also various factors that contribute towards the development of organisational culture.Culture has an important role to play at the workplace,Once a culture is established,practices within the organisation act to maintain it by giving the employees a set of similar experiences.For example,human resource practices like selection process,performance evaluation,criteria and promotion procedures ensure that the employees fit in within the culture.Culture is powerfully subjective and reflects the meanings and understandings that attribute to situations,the solutions that we apply to the common problems.In the organisation,the Human Resource Management has a pivotal role to play in order to in ensuring a healthy organisation culture.There are also some lacunas in adopting culture but culture is an inevitable element in the organisation. Introduction Every organisation has its own culture,whether it knows or not.It is a very powerful influence on everyone’s behaviour,from the senior management to the janitor.Organizational culture refers to the general culture within a company or organization, and is often also referred to as corporate culture, though that isn’t the best description since a large non-profit organization or charity could also have its own organizational culture even though they are definitely not corporations. Here are some of the many definitions of organizational culture that can be found. According to Deal and Kennedy ( 1982),”culture is a system of informal rules that spells out how people are to behave most of the time.” while Furnham and Gunter (1993) defined culture as “the way we do things around here “. There are at least as many slants on the definition of culture but all of them suggests that culture is a complex set and pattern of assumptions,beliefs,formal and informal operating rules and policies,norms,values and behavioural artifacts ( examples-language,jargon language,stories,symbols,myths,ceremonies and rituals) that develop in an organisation.Organizational culture refers to the general culture that exist in a company or organization, and is often also referred to as corporate culture. A recent Fortune magazine over story entitled ” The 100 Best Companies to Work For” [ Levring and Moskowitz,2001,pg 148 ] states that the current business environment can be characterised as ‘ a pitched battle for talent ‘.There are many jobs than people,especially in firms….. that need highly skilled people.” The article also poses the question ” How do best companies maintain their leading edge in such a competitive environment?” Fortune’s answer lies in one word: Culture.The concept of culture has become an increasingly important factor in the management of today’s organisation. Strong Cultures Versus Weak Culture Strong culture-cultures in which the key values are deeply held and widely shared -have a greater influence on employees than do weak cultures.The more that employees accept the organisation’s key values and the greater their commitment to those values,the stronger the culture is.For organisations that value and encourage workforce diversity,the organisation culture and thus, managers’ decision and actions should be suppotive of diversity efforts.Culture is powerfully subjective and reflects the meanings and understandings that attribute to situations,the solutions that we apply to the common problems. The Components of culture An organisation’s culture is normally composed of values,norms,aretfacts and management styles. Values- belief that lie at the heart of the corporate culture.Areas where values may be expressed are namely:competence,innovation,performance. Norms- unwritten laws of behaviour.They are never expressed in writing,in case they were,they would have been in terms of policies.They are normally informal guidelines to people on ho w to be done,said and believed.An example can be how managers treat the members of the team. Artefacts-visible and tangible aspects of an organisation that people hear,see or feel and which contribute to their understanding of the organisation’s culture.Example can be the way in which the people work. Management style-the way in which managers take decisions and deal with their staff.An example can be autocratic where the leader himself take decisions without any discussion to its workers,while another example can be democratic where managers engage in discussion with workers before taking discussions. Language-sometimes the way of talking or discussing a particular matter or issue also can be totally termed in as culture that managers adopt. Classifying Key Cultures Harrison ( 1972) defined four key cultures 1.Power Culture A power culture is frequently found in small campaiging societies.It involves a powerful character or leader that is only one person in the organisation who holds a lot of power and takes decision. Power Culture usually operates informally,with few rules and procedures.Control is exercised by the centre and decisions are taken on the basis of power and influence.Size is a problem for power cultures,if it becomes too large and complex,it has a tendancy to breakthus they must be a small or medium size organisation.Decisions in an organisation that display a power culture are centralised around one key individual.That person likes control and power behind it.As group work is sometimes inappropriate in a power culture,the organisation can react quickly to dangers around it as no consultation is involved.However,this culture has its shortcomings,lack of consultation can lead to staff feeling undervalued and de-motivated,which can lead to high staff turnover. 2.Task Culture The task culture is job or project oriented.That is they construct people and give employees right to voice out their opinions.Task culture promotes team work.A task culture refers to a team based approach to complete a particulat task.They are very common in today’s modern business society where the organisation will establish particular ” project teams ” to complete a task to date.A task culture clearly procure some benefits.Staff feels motivated because they are encouraged to make decisions within their their team,they will also feel valued because they may have been selected within that team and given the responsibility to bring the task to a successful end. The matrix organisation is one of the structural form of the task culture.Task culture arranges human resources around the project in hand,and lets the team organisation themselves ( self-determining teams).Influnece is based more on expert power than on position or personal power.This culture is extremely adaptable,and appropriate for task-centred,mission driven organisations-particularly campaigning organisations-as it enhances creativity and motivation.It is flexible and enables reactivity.However, task culture finds it difficult to achieve economies of scale.This system can become strined when the organisationis short of funding or people.Then,the manager can tend to attemp to wrestle back control,and team leaders can begin to compete for funding or staff resources-leading to a breakdown of team mentality and a move towards power or role culture. 3.Role Culture Role culture is what was previously known as “bureaucracy”.Work is coordinated by a manager,or small number of managers,at the top of the structure.The pillars are strong functional departments.The work of these departments is coordinated and controlled by; Procedures governing roles e.g authority and job descriptions Procedures for communications e.g document distribution and circulation rules Rules for settlement of disputes e.g appeal to lowest crossover points With ultimate coordination of disputes and control by senior manager (s) Position power is the major power source in this culture : personal power is not welcomed,and expert powerr only appreciated “in its proper place “.Rules and procedures are all encompassing.The success of this culture depends on appropriate allocation of roles nad responsibilities.Also,a stable environement is necessaryfor this culture to work. Role culture is frustrating for individuals who are power orientated or want control over his or her own work and the way in which it is done. 4.People culture Person culture is where the individual is the focus of the organisation.Communes and partnerships ( e.g management consultants) sometimes have this culture.Person cultures are commonly found in charities or non profit organisations.The focus of the organisation is the individual or a particular aim. Determinants of culture There are many factors that help in the establishment of culture in the organisation.These are namely: Owner/Founder Culture is normally developed by the owner or founder.He has an enormous role in establishing its onw culture,altough its impact will wane over time. Size Culture often changes as an orgnisation grows.For example, as the number of staff and functions of an organisation expand,a move towards role culture is often seen. Organisational Environment In a rapidly changing environment,task culture may be approriate. In a static environment,role culture may be preferable.A challenging environement ( for example,in times of dictorship or other challenge,power culture may be appropriate ) National Culture Different nationalities may work better in different organisational cultures. Function and purpose Different cultures may be appropriate for different fuctions or purposes.For example,a task culture may ne convenient for campaigning and role culture for servvice delivery. Goals and Objectives Qualityof service delivery is more likely to be achieved under role culture ,whereas successful campaigningis more likely under task culture.A power or task culture is more appropriate for growth goals.Goals are devised according to that culture. Staff Different individuals prefer working under different cultures.It may be counter-productive for an organisation to attempt culture if key staff would feel uncomfortable or alienated in the desired culture. Technology The move towards increased use of technology tends to push organisations towards role culture,with associated procedures and protocols. Policies An organisation’s policies also become part of its culture,and impart strongly on its work.It follows that these should be formulated and agreed carefully,with full staff consultation. Critical Incidents Culture is also developed according to lessons that have been learnt from the past whether it has been a good experience or a bad one. Importance of culture Culture is an imporant variable in an organisation.Cultures believe to help people to cope with the uncertainty and ambiguity that naturally occurs in organisations. No two organizations can have the same work culture. It is the culture of an organization which makes it distinct from others. The work culture goes a long way in creating the brand image of the organization. The work culture gives an identity to the organization. In other words, an organization is known by its culture. It conveys a sense of identity for the organisation members. Culture facilitates the generation of commitment to something larger one’s individual self-interest. It enhances social system stability.Culture is the social glue that helps hold the organisation together by providing appropriate standards for wht the employees should say and do. Culture serves as a sense-making and control mechanism that guides and shapes the attitudes and behaviour of the employees. Culture reduces ambiguity. It focuses attention on the human side of organisational life,and finds significance and learning in even its most ordinary aspects. It clarifies the importance of creating appropriate systems of shared meaning to help people work together towards desired outcomes. It requires members especially leaders,to acknowledge the impact of their behaviour on the organisation’s culture. Organisational Culture also contributes significantly to the organisation’s brand image and brand promise. Organisation culture creates energy and momentum.The energy will permeate the organisation and create a new momentum for success. The culture of the workplace also goes a long way in promoting healthy competition at the workplace. Employees try their level best to perform better than their fellow workers and earn recognition and appreciation of the superiors. It is the culture of the workplace which actually motivates the employees to perform. Every organization must have set guidelines for the employees to work accordingly. The culture of an organization represents certain predefined policies which guide the employees and give them a sense of direction at the workplace. Every individual is clear about his roles and responsibilities in the organization and know how to accomplish the tasks ahead of the deadlines. Every employee is clear with his roles and responsibilities and strives hard to accomplish the tasks within the desired time frame as per the set guidelines. Implementation of policies is never a problem in organizations where people follow a set culture. The new employees also try their level best to understand the work culture and make the organization a better place to work. The work culture promotes healthy relationship amongst the employees. No one treats work as a burden and moulds himself according to the culture. It is the culture of the organization which extracts the best out of each team member. In a culture where management is very particular about the reporting system, the employees however busy they are would send their reports by end of the day. No one has to force anyone to work. The culture develops a habit in the individuals which makes them successful at the workplace. Role of HRM on organisation culture HRM must cater for cultural values as the latter influence the behaviours of employees in an organisation.If a worker is satisfied and motivated,so the employer will surely contribute to the success of the organisation. The first and the foremost factor affecting culture is the individual working with the organization. The employees in their own way contribute to the culture of the workplace. The attitudes, mentalities, interests, perception and even thought process of the employees affect the organization culture.So,the HRM must be prepared to confront all the challenges that will crop up. Example – Organizations which hire individuals from army or defence background tend to follow a strict culture where all the employees abide by the set guidelines and policies. The employees are hardly late to work. It is the mindset of the employees which forms the culture of the place. Organizations with majority of youngsters encourage healthy competition at the workplace and employees are always on the toes to perform better than the fellow workers. HRM is a reflection of culture in which it operates,of its characteristics and of power relationships between individuals.HRM has in ensuring employee groups and employee identity is the core of managing a healthy organisation culture. The sex of the employee also affects the organization culture. Organizations where male employees dominate the female counterparts follow a culture where late sitting is a normal feature. The male employees are more aggressive than the females who instead would be caring and softhearted. The nature of the business also affects the culture of the organization. Stock broking industries, financial services, banking industry are all dependent on external factors like demand and supply, market cap, earning per share and so on. When the market crashes, these industries have no other option than to terminate the employees and eventually affect the culture of the place. Market fluctuations lead to unrest, tensions and severely demotivate the individuals. The management also feels helpless when circumstances can be controlled by none. Individuals are unsure about their career as well as growth in such organizations. The culture of the organization is also affected by its goals and objectives. The strategies and procedures designed to achieve the targets of the organization also contribute to its culture. Individuals working with government organizations adhere to the set guidelines but do not follow a procedure of feedback thus forming its culture. Fast paced industries like advertising, event management companies expect the employees to be attentive, aggressive and hyper active. The management and its style of handling the employees also affect the culture of the workplace. There are certain organizations where the management allows the employees to take their own decisions and let them participate in strategy making. In such a culture, employees get attached to their management and look forward to a long term association with the organization. The management must respect the employees to avoid a culture where the employees just work for money and nothing else. They treat the organization as a mere source of earning money and look for a change in a short span of time. The workplace is where individuals from different backgrounds, religions, communities come together on a common platform to work towards a predefined goal is called an organization. Every organization has set of principles and policies mandatory for all the employees to follow. The beliefs, ideologies and practices of an organization form its culture which gives a sense of direction to the employees. The work culture goes a long way in creating the brand image of the organization and making it distinct from its competitors. The employees are the true assets of an organization. They are the ones who contribute effectively towards the successful functioning of an organization. They strive hard to deliver their level best and achieve the assigned targets within the stipulated time frame. The employees play an important role in deciding the culture of the workplace. Their behaviour, attitude and interest at the workplace form the culture. Weak points of culture Culture is considered to be a liability where the shared values are not in agreement with those that will increase the organisation’s effectiveness.When,the environment is undergoing rapid change,the organisation’s entrenched culture may no longer be appropriate.So,consistency of behaviour becomes a liablity to an organisation and makes it difficult to respond to changes in the environment.Organisations which have strong cultures become a barrier when the usual business is no longet effective. Strong culture limit the range of values and styles that the employees bring.Organisations normally recruit diverse individuals because of the alternative strenghts thses people bring to the workplace.Yet,these diverse behaviours and strenghts are likely to diminish in strong cultures as people attempt to fit in.Therefore,strong culture become an obstacle when they effectively eliminate these unique strenghts that people of different backgrounds bring to the organisation. Conclusion: An organisation’s culture is its heart and soul.It is its shared understanding of how things are done,how things get done,why things get done and what are the ground rules.Its shared meanings and symbols facilitate everyone’s interpretations and understandings of how to act within an organisation. If there is a freedom of expression,a lack of coercion and fear and a determinationto make work fun influences the way employees work and theway that managers plan,organise,lead and control.The organisation’s culture is also reinforced by the office’s environment which is open,versatile and creative.Moreover,in order to aid culture to propagate in the organisation, Human Resource Management acts as a powerful catalyst in creating and changing organisation culture for competitive advantage.Despite certain shortcomings,Culture remains the most important variable in an organisation. References: From Books: Table of Contents PAGE Abstract 1 Introduction 2 Strong Culture Versus Weak Culture 3 Companents of Culture 3 Classifying Key Culture 4-5 Determinants of culture 5-6 Importance of culture 7-8 Role of HRM on organisation culture 8-10 Weakpoints of culture 10 Conclusion 10

The Internet Destructive Or Developmental Force Media Essay

Today, we have access to the most remarkable modes of communications. The Internet is one such mode that functions as a powerful and compelling technology. With the advent of the Internet, more people are educated. We turn to the Internet to communicate ideas and learn about current events; the information is literally at our fingertips. The online world may be reshaping our brains and affecting our critical thinking process. Critical thinking is defined as “the capacity to reflect, reason, and draw conclusions based on our experiences, knowledge, and insights” (Taylor). The Internet is a tool that is built on the capabilities of the people who are using it. Thus, the Internet is developing society’s ability to think clearly and rationally, as more and more people are communicating ideas, understanding connections, and evaluating arguments. The access to the information is advancing society. Ever since our origins of the cave, new technology has resulted in panic. We must accept that any major technological advancements will result in social and cognitive changes. The influence of the Internet will continue rising and our new abilities “cannot be put back in the box” (Bavelier et all). Thus, harnessing and understanding the benefits of the Internet is important to the development of society. By channeling learning and communication around the world, the Internet poses beneficial impacts on educational and social aspects of society. Since the Internet allows instant and uncontrollable transmission of information, many scholars and critics claim that the Internet is a destructive force that is dumbing us down. Our world is strongly influenced by digital media. With the rising influence of the Internet, the news industry is pressured to constantly produce news. Therefore, some claim that the Internet is leading to false reporting. In addition, critics claim that false rumors spread through social networking sites, including Twitter and Facebook. However, the aforementioned claims are not legitimate enough to undermine the positive impacts of the Internet. Although experts in this field, such as Nicholas Carr, argue that access to technology is making our generation less intelligent, we must take into account the changing, fast-paced world that we live in. Psychologists argue that “around 1900, there was a similar fashion for hysterical warnings of “nervous disorders” and the weakening of the brain supposedly triggered by technological advances” (Schmundt). As a result, the first intelligence test was developed in 1905. The current methods of the academe must adapt to modern technological innovation, such as the Internet because there is no turning back; the Internet is developing new ways of thinking and interacting. “Current practices of our educational institutions–and workplaces–are a mismatch between the age we live in and the institutions we have built over the last 100-plus years” (Davidson). We must start to think differently about human capacity and intelligence. It is important to take into the account that “as with food, the effects of technology will depend on what type of technology is consumed, how much and for how long” (Bavelier et all). The internet is helpful, but like any form of technology, excessive use of it creates reliance and dependency that prevents us from improving ourselves. Everyday, a countless number of people throughout the world benefit from using the Internet, whether for work or pleasure. The positive impacts of the Internet overpower the negative effects. The Internet is a developmental force in society that provides us a means to communicate, entertain, and collaborate with people all around the world. The Internet is a driving force in creating a new idea of intelligence. Using a search engine, we can type in our search query and the search engine delivers relevant information within seconds.”Web browsing also requires additional types of mental processing – evaluating hyperlinks to make navigational decisions and filtering photos, videos and menus” (Bavelier et all). While using these resources on the Internet, we activate more areas of our brain than we do while reading text (Bavelier et all). In files that contain tremendous amounts of content, the Internet allows us to focus and analyze the bits of information for their usefulness and relevance. “The more pieces of information we can ‘access’ and the faster we can extract their gist, the more productive we become as thinkers.” Historians and scientists suggest that technology does not change the “brain’s fundamental abilities” (Bavelier et all). In fact, psychologists explain that technological developments have not changed the foundations of brain structure and organization. In other words, the advent of the Internet has not resulted in new brain structures. However, the Internet does affect the connections in the human mind by manipulating the flexible cognitive behavior of the brain. “The brains [are] learning, benefiting from practice and experience” (Bavelier et all). Children’s immediate environment determines the kind of attention that they develop (Taylor). A global trend that is widely recognized is that IQ levels are rising. “From one generation to the next, children are performing better on IQ tests” (Schmundt). The Internet is transforming culture and creating new knowledge. In addition, it fosters creative opportunities for individuals and collaborating groups. For example, Wikipedia serves as a source of creativity and knowledge that bridges the gap between experts in particular fields and ordinary individuals. The Internet puts us in touch with limitless resources across the world, providing us with fresh perspectives. The new technologies stimulate children to thrive on their imaginations and ideas. The Internet is not making us dumber. To say the least, it is leading us to imagine a new concept of intelligence. The importance of the Internet in education is undeniable. Access to the Internet allows for deeper understanding and greater knowledge of a subject. Thinking is “plastic” and adapts to the environment (Schmundt). The Internet is not creating a less intelligent generation; the generations are just learning in new ways, as they are constantly being exposed to technological resources, such as the Internet. Sociologists refer to those who identify the Internet as a serious societal worry and source of addiction as moral panics (Szalavitz). Young people are simply adapting to a world that is faster-paced and influenced by the online world and digital media. The fact that students use the Internet as their main source of information demonstrates that the way students think, learn, and process information is changing (Hall). Children today live in one of the most distracting, and at the same time, stimulating environments yet, constantly being exposed to new technologies. They should not be penalized for finding new technology more interesting than what is taught in the classrooms. In order to provide today’s generation with the skills to contribute to society, we must reflect on the changing face of corporate America, which calls for educational practices to be revolutionized. The Internet is revolutionizing education. Encyclopedia Britannica, the world’s encyclopedia, serves as a source of free, accessible information. Documents are searchable online, instead of looking up table of contents or indexes in books. “Research that once required days in the stacks or periodical rooms of libraries can now be done in minutes” (Carr). The Internet serves as an effective, useful, accessible storage of information. The plethora of educational resources, available with the click of a button, allow students to immerse themselves in knowledge. “The Web has unlocked the keys to a worldwide virtual school, potentially leveling the playing field for students around the world” (Myers). We must incorporate different types of technological resources, such as the Internet, into the curriculum for it is not wise, nor beneficial to use systems and standards from the past as a basis for the future, with regards to education. The Internet is a source of education that is changing and developing the academe in order to make it all-encompassing and on par with today’s society, economic aspects, and cultural standards of society. Universities and corporate America consists, largely, of “digital natives” (Hall). In other words, young people are being raised in a society that is inundated by the immediate access to vast amounts of information on the Internet. The increasing use of the Internet has led to educational concerns, focusing on the danger of brains being shaped differently. However, a study demonstrated that the online world is actually conducive to learning and communicating idea effectively. Through the use of new technologies, students network their learning in remarkable ways, such as creating learning applications for their iPods. The current methods of the academe are not beneficial to all children; we must start to think differently about human capacity: the idea that “smart people” are academically successful is feeding the “production line mentality” of society. Standardized testing and streamline education is not taking advantage of potential geniuses. Instead, these public education techniques are impeding the development of amazing divergent thinkers. Incorporating the Internet and other technological resources into the curriculum will help today’s children be on par with the heightening standards and technological demands of society. A professor teaching a class based on learning and the Internet assigned students a term paper and a blog response. He found that the students’ online responses were better than the ideas in their papers. “Functional magnetic resonance imaging studies show that Internet searches activate a larger network of brain areas than does simple text reading” (Bavelier et all). Encouraging thinking and collaborating online was demonstrated to maximize brain activity. While some argue that Internet dumbs people down, the blogs did not contain the “jargon, stilted diction, poor word choice, and rambling thoughts” that the traditional papers exhibited (Davidson). On the contrary, the blogs depicted less plagiarism and more concrete, genuine responses. Clearly, the Internet allows students to express their ideas elegantly, unpretentiously, and effectively. In order to prevent personal similarities from interfering with the cultivation of innovations, online chats, blogging, and teleconferencing are critical to an institution’s success. Groups of people, including professors and students, can actively collaborate via multiple channels, fostering more dynamic team interaction. Blogging websites, online discussion forums, and social networking sites are rising platforms for expression and communication. Through social networking sites, the Internet helps bring people together in vast numbers and provides a conduit for expression. Educational systems have been quite constant over the years, hardly adapting to new, modern times. However, recently, professors and students have began using social networking sites to collaborate, reinforce, and teach curriculum. Blogs provide channels for people to communicate ideas and evaluate arguments. Analysis and response to world events allow people to share their their opinions and thoughts, often leading to debate. In addition, social networking sites allow people who share mutual goals to create clubs and organizations. In order to prevent personal similarities from interfering with the cultivation of innovations, online chats and teleconferencing are critical to an organization’s success. Sociologists, who study the social forces, such as the Internet, that structure society and influence behavior claim that the “shifting culture” calls for technology and the Internet to play an increasingly essential role in society (Albison). Critics should analyze sociological factors, such as the fast-paced world that we live in before deeming the Internet a destructive or developmental force. Politics could be described as the study of the exercise of power. The Internet and social has led to empowerment and civic participation. To say the least, individuals and groups are empowered in an era of digital media. “The new tools of social media have reinvented social activism” (Gladwell). Social media is creating a new style of revolution, where the “traditional relationship between political authority and popular will has been upended, making it easier for the powerless to collaborate, coordinate, and give voice to their concerns” (Gladwell). Although critics argue that bloggers may replace “traditional news organizations”, bloggers do not possess the skills required for investigative reporting (Rogers). The free flow of information and ideas, which the Internet allows, is necessary for progressive societies. At the same time, the Internet allows us to connect with people throughout the world. For those who are suppressed, the Internet presents means to circumvent government restrictions. In fact, the 2009 Moldova revolution was called the Twitter Revolution because of the crucial role of Twitter in organizing the groups. Blogs allow people to openly share their perspectives and respond to others’ views on conflicts, whether it be gun violence in America or tension in the Middle East. Movements originating on Facebook or Twitter may often lead to people making a difference in society. By channeling communication around the world, the Internet serves as a developmental force, as it poses beneficial impacts on educational and social aspects of society. The Internet has been able to open so many different channels of information that are accessible to us, as a populus. This benefit definitely outweighs the potential harm that people think it could cause. Online platforms of expression and communication, such as blogs, allow people to openly share their perspectives and receive responses from others. This results in people analyzing their perspectives and thought process. Groups of people, including professors and students, can actively collaborate via multiple channels, fostering more dynamic team interaction. The online world is bridging the gap that once existed between experts and ordinary individuals. More people are able to achieve deeper understanding and greater knowledge of a subject, with access to the Internet. While analyzing sources on the Internet for their validity and relevance to the topic or issue at hand, we use more regions of our brain than we do while reading text. The current methods of the academe and workplace must change in response to major technological advances, such as the Internet, for “digital natives” are entering universities and corporate America. The Internet allows for unified communities and shared knowledge, which without we as a society would not have achieved technological and sociological advancements present today. We should harness and develop the new concept of intelligence in order to advance society, for the advantages that the Internet poses on our world definitely outweigh the disadvantages.

BUSN 311 American Public University System Reasonable Accommodation Case Study

BUSN 311 American Public University System Reasonable Accommodation Case Study.

W5: Reasonable Accommodation Case Study Title I of the Americans With Disabilities Act, 42 U.S.C. §§ 12112(a), requires employers to provide reasonable accommodation to otherwise qualified persons with a disability to enable them to work. The federal government has a similar requirement under Section 504 of the Rehabilitation Act of 1973, 29 U.S.C. § 794. What is a “reasonable” accommodation? This is a determination to be made on the facts by the employer on a case-by-case basis. Ultimately, the decision an employer makes may be reviewed by the Equal Employment Opportunity Commission (EEOC) (or an equivalent state agency) or a court if challenged by an applicant or employee. PROMPT: CASE STUDY Adele, a fully qualified specialized registered nurse, is deaf. She relies upon an American Sign Language (ASL) interpreter to communicate with hearing individuals in the workplace. Adele applied for a job with Marigold Mercy Receiving and Trauma Center (“MMRTC”), a large medical center that, with all its hubs and subsidiaries, grossed $1.3 billion annually. Adele received a job offer, conditioned upon a health screening and clearance by MMRTC’s occupational health department. She is in fact cleared, but she notified MMRTC that she needed an ASL interpreter as an accommodation for her hearing impairment. The annual salary, including benefits, for her position was approximately $75,000. Upon investigation, MMRTC calculated that the annual cost to MMRTC for the ASL interpreter accommodation would be $120,000; there was the need for a full-time interpreter for Adele, plus several situations where two ASL interpreters would be required. In considering Adele’s request for accommodation, the department’s hiring supervisor wrote in an email that the department’s annual HR budget allocation of $3 million could not absorb the “excessive cost of the additional personnel” of ASL qualified interpreters “for this one nurse.” MMRTC determined the additional salary and personnel would be an “undue hardship,” making the accommodation unreasonable. Therefore, MMRTC did not hire Adele. Did MMRTC violate ADA? DISCUSS: Was MMRTC within its rights to refuse the accommodation and thus not hire Adele? In considering this case, you should review: 1) what is considered a “reasonable” accommodation under ADA; (2) sample accommodations listed by ADA (42 U.S.C. § 12111(9) (2018)) and the EEOC (www.eeoc.gov); and (3) the definition and standard for “undue hardship” (42 U.S.C. § 12111(10)(a) (2018)). Please support your thoughts and conclusion with reasoned analysis. Rubrics Initial main response to Discussion Prompt Student’s post directly responds to all the questions/points in the Discussion Prompt; AND Student discusses at least two (2) concepts in the post that demonstrate student has reviewed the required readings, lesson, or other relevant research sources. WEEK 5: THE FOLLOWING IS REQUIRED READING FOR THE COURSE. THESE MATERIALS WILL ASSIST YOUR RESEARCH FOR DISCUSSIONS, EXAMS/QUIZZES, AND PAPERS. Bucaro, F. (2017, April 6). What would you do? Corporate Compliance Insights. https://www.corporatecomplianceinsights.com/what-would-you-do/ Read the following 3 blogs of David Gebler together, each 1 page. They are listed here in sequence]: Gebler, D. (2010, April 14). Banana logic. [Blog] Business Ethics, Culture and Performance. Retrieved from https://managementhelp.org/blogs/business-ethics/2010/04/14/banana-logic/ Gebler, D. (2010, April 19). Toyota ethics: Questions to get answers. [Blog] Business Ethics, Culture and Performance. Retrieved from https://managementhelp.org/blogs/business-ethics/2010/04/19/toyota-ethics-questions-to-get-to-answers/ Gebler, D. (2010, April 28). Goldman Sachs – Trust, corporate culture and societal expectations. [Blog] Business Ethics, Culture and Performance. Retrieved from https://managementhelp.org/blogs/business-ethics/2010/04/28/goldman-sachs-trust-corporate-culture-and-societal-expectations/ Sandel, M. (2017). Putting a price tag on life. (Harvard Lecture). [Video File]. YouTube. Available at: https://www.youtube.com/watch?v=AD_zU-BHaOc (23:55 min., transcript provided). Friedman, M. (1970, September 13). The social responsibility of business is to increase its profits. New York Times Magazine. Retrieved from http://umich.edu/~thecore/doc/Friedman.pdf Barlas, R. (2016). Friedman’s theory of social responsibility for business in the 21st century. J. of Integrated Stud., 8(1), n.p. Available at: http://jis.athabascau.ca/index.php/jis/article/view/166/338 Overview. (n.d.) EEOC. Retrieved from http://www1.eeoc.gov/eeoc/index.cfm Prohibited employment policies/practices. (n.d.) EEOC. Retrieved from http://www.eeoc.gov/laws/practices/index.cfm Summary of the major laws of the U.S. Department of Labor. (n.d.) DOL. Retrieved from https://www.dol.gov/general/aboutdol/majorlaws Laws enforced by EEOC. (n.d.) EEOC. Retrieved from http://www.eeoc.gov/laws/statutes/index.cfm Workplace laws not enforced by the EEOC. (n.d.) EEOC. Retrieved from http://www1.eeoc.gov/laws/other.cfm Best practices for employers and human resources/EEO professionals. (n.d.) EEOC. Retrieved from https://www.eeoc.gov/eeoc/initiatives/e-race/bestpractices-employers.cfm Enforcement guidance: Reasonable accommodation and undue hardship under the Americans with Disabilities act. (n.d.) EEOC. Retrieved from https://www.eeoc.gov/policy/docs/accommodation.html Northwest ADA Center. (2020, April). Reasonable accommodations in the workplace. ADA National Network. Retrieved from https://adata.org/factsheet/reasonable-accommodations-workplace
BUSN 311 American Public University System Reasonable Accommodation Case Study