specific program student learning outcomes, Signature Assignment help
specific program student learning outcomes, Signature Assignment help.
About Your Signature AssignmentThis signature assignment is designed to align with specific program student learning outcome(s) in your program. Program Student Learning Outcomes are broad statements that describe what students should know and be able to do upon completion of their degree. The signature assignments might be graded with an automated rubric that allows the University to collect data that can be aggregated across a location or college/school and used for program improvements.Purpose of Assignment The purpose of this assignment is for students to synthesize the concepts learned throughout the course. This assignment will provide students an opportunity to build critical thinking skills, develop businesses and organizations, and solve problems requiring data by compiling all pertinent information into one report. Assignment Steps Resources: Microsoft Excel®, Signature Assignment Databases, Signature Assignment Options, Part 3: Inferential StatisticsScenario: Upon successful completion of the MBA program, say you work in the analytics department for a consulting company. Your assignment is to analyze one of the following databases:ManufacturingHospitalConsumer FoodFinancial Select one of the databases based on the information in the Signature Assignment Options. Provide a 12-15 slide PowerPoint statistical report including the following:Explain the context of the caseProvide a research foundation for the topicPresent graphsExplain outliersPrepare calculationsConduct hypotheses testsDiscuss inferences you have made from the results This assignment is broken down into four parts:Part 1 – Preliminary AnalysisPart 2 – Examination of Descriptive StatisticsPart 3 – Examination of Inferential StatisticsPart 4 – Conclusion/Recommendations Part 1 – Preliminary Analysis (3-4 slides)Generally, as a statistics consultant, you will be given a problem and data. At times, you may have to gather additional data. For this assignment, assume all the data is already gathered for you.State the objective:What are the questions you are trying to address?Describe the population in the study clearly and in sufficient detail:What is the sample?Discuss the types of data and variables:Are the data quantitative or qualitative?What are levels of measurement for the data? Part 2 – Descriptive Statistics (3-4 slides) Examine the given data.Present the descriptive statistics (mean, median, mode, range, standard deviation, variance, CV, and five-number summary).Identify any outliers in the data.Present any graphs or charts you think are appropriate for the data.Note: Ideally, we want to assess the conditions of normality too. However, for the purpose of this exercise, assume data is drawn from normal populations. Part 3 – Inferential Statistics (2-3 slides)Use the Part 3: Inferential Statistics document.Create (formulate) hypothesesRun formal hypothesis testsMake decisions. Your decisions should be stated in non-technical terms.Hint: A final conclusion saying “reject the null hypothesis” by itself without explanation is basically worthless to those who hired you. Similarly, stating the conclusion is false or rejected is not sufficient. Part 4 – Conclusion and Recommendations (1-2 slides)Include the following:What are your conclusions?What do you infer from the statistical analysis?State the interpretations in non-technical terms. What information might lead to a different conclusion?Are there any variables missing?What additional information would be valuable to help draw a more certain conclusion?Format your assignment consistent with APA format. Click the Assignment Files tab to submit your assignment.
specific program student learning outcomes, Signature Assignment help
SNHU If You Let Me Play Campaign by Nike Discussion
cheap assignment writing service SNHU If You Let Me Play Campaign by Nike Discussion.
First, watch the commercial If You Let Me Play. You may also want to revisit your discussion posts from Modules One and Four. Then, in your initial post to the discussion, address the following:What social, political, and/or cultural events might have contributed to the commercial’s message?Why do you think this campaign was effective?Do you think the commercial would be effective if it aired today?Are there any common themes or marketing strategies you notice between this memorable campaign and the ones featured in Module One (“Mean Joe Green”) and Four (“Be Like Mike”)?How has your understanding of what makes a marketing campaign effective changed since the start of this course?In analyzing the various marketing strategies used in these campaigns (and explored throughout the course), what is your biggest takeaway, and how do you see yourself applying the course concepts—including brand awareness, consumer motivational attitudes, and licensing— as a sport marketing professional?Refer to the text and/or other course resources to support your responses. Refer also to your own work in the course, including your work on the final project. In responding to your classmates, be sure to comment on any ideas that they mentioned that you had not thought of.To complete this assignment, review the Discussion Rubric document.
SNHU If You Let Me Play Campaign by Nike Discussion
Conflict between India, Pakistan, China and Kashmir Report
The Kashmir conflict For a long time, the conflict between India Pakistan, China and Kashmir over Kashmir region has remained unresolved. Each of these countries claims ownership of a part of Kashmir. Kashmir is a region in northwest south Asia found between India and Pakistan and also bordering china and the Russia. Historical background Kashmir was initially governed by the Pashtun Durrani Empire during the 18th century. The leader of the Sikh overpowered Kashmir in 1819. Later, it was sold to the Raja of Jammu by the treaty of Amritsar. The raja was consequently known as Maharaja of Jammu and Kashmir. Despite being a Muslim region, Pakistan was under mahaja rulers. In 1947, India acquired her independence from British domination. This led to the formation of India and Pakistan (Schofield, 2000). According to India, all the previous treaties ceased with the proclamation of independence. This meant that the princely states were free to choose either to join; India or Pakistan or remain sovereign (Indian Independence Act 1947). Pakistan on the other hand hoped that Kashmir would become part of it owing to the fact that the region was predominantly Muslim. Some Pakistani tribes along with Kashmir radicals invaded Kashmir with the aim of freeing it from the Sikh. The Sikh in return transferred his mandate to India through the Instrument of Accession (Schofield, 2000). The subsequent radical reactions from Pakistan and India’s counter reactions resulted in wars which have carried on till today. The major wars include the 1947, 1965 and 1999 Indo-Pakistani wars. Hence, the conflict in Kashmir springs from the partition of India into the currently known Pakistan and India with it historical factors and religious connections being the major driving forces. The current conflict The ongoing and seemingly endless conflict has raged from 1991. India lays claim to the Jammu and Kashmir states and has recently started controlling almost half of the territories of Jammu, the Kashmir Valley, Ladakh, and the Siachen Glacier. India’s assertion is however disputed by Pakistan who dominates, “37% of Kashmir area; that is Azad Kashmir, Gilgit and Baltistan. Get your 100% original paper on any topic done in as little as 3 hours Learn More China dominates 20% of Kashmir territory” (Schofield, 2000, p. 24). The territories under Chinese influence are Aksai Chin which they took possession of in 1962 during the Sino- Indian war and the Trans- Karakoram tract or the Shaksam valley which Pakistan ceded in 1963 (Schofield, 2000). On one hand, India proclaims that Kashmir region is part of India while Pakistan states that Kashmir is a region under contention and it is only the Kashmiri people who can ascertain the final position of Kashmir. China argue that they should be given control over Aksai because it is under Tibet. However, some Kashmiri nationalist groups state that Kashmir ought to be a sovereign state from India and Pakistan. This constant strife threatens to pill into the neighbouring regions. The conflict has resulted in the killing and wounding of many civilians. The March 2008 violent explosion on the Indian controlled Kashmir highway close to the Civil Secretariat and the high court wounded 17 people. Armed combat between radical militias and Indian troops left scores dead and others wounded. It all started when the Indian army, which was carrying out a search for radicals, ambushed a home outside Srinagar. In the ensuing melee, thousands were killed though the human right groups and NGOs claim those killed were double the figure provided by Indian Home Ministry. Indian view According to the Indian government, the instrument of Accession of Jammu and Kashmir to the union of India was legitimate according to the Indian laws and international law and therefore cannot be revoked. The Maharaja’s Instrument of accession had been formally sanctioned by the constituent assembly of Jammu and Kashmir and it advocated for the union of Jammu and Kashmir with India. The constituent assembly then embraced the opinions of the people of Kashmir. The United Nations Security Council acknowledges and supports India’s position regarding unsettled issues between India and Pakistan and prompts them to settle the issues in a peaceful diplomatic manner, not through public opinion. We will write a custom Report on Conflict between India, Pakistan, China and Kashmir specifically for you! Get your first paper with 15% OFF Learn More However, considering that Pakistan refuses to remove its troops from Kashmir, the UN resolution cannot be put into effect. At the same time, owing to the permanent changes in the demarcation of Kashmir, the UN resolution 47 then becomes meaningless. India disregards the approach by Pakistan that the nationality of the people of Kashmir should be determined alongside religious lines and that since most of the Kashmiri are Muslims, then their right place is with Pakistan, not India which is predominantly Hindu. According to India, in spite of the fact that Kashmir is mostly Muslim, it remains in other ways a ‘constituent part’ of not overly religious India. India claims that her constitution made provisions for considerable self governance. The only way to attain a peaceful deal between the two countries would through mutual negotiations they both consented to when they signed the Simia Agreement of 1972 (Schofield, 2000). India has constantly accused Pakistan for supporting violent activities in the territory. Pakistani version As opposed to India, Pakistan disputes the Instrument of Accession by asserting that maharaja was generally not regarded favorably by many Kashmiris as he employed coercion to repress those who opposed him. According to Pakistan, India is pretentious since it disregarded the accession of Junagadh to Pakistan and the sovereignty of Hyderabad on the basis that the two princely states were mostly Hindu. India instead had invaded and used unlawful violence to incorporate them to India. The maharaja did not have the mandate to decide the future of Kashmir as he had taken flight during Pakistan’s invasion. The fact that the maharaja was compelled to sign the accession renders his deeds null and illegitimate. Furthermore, Pakistan states that India was the first to breach the standstill agreement signed between Pakistan and the maharaja of Jammu and Kashmir (Wilmot
Hiring Process Major Parts Analysis Research Paper
Recruitment and Selection Recruitment and selection is the process of acquiring a proper human resource for a company. Every organization wishes to recruit and select the best candidate for each vacancy. The process of recruitment must be fair, reasonable and consistent. Effective recruitment must follow effective and efficient human resource planning. Recruitment and selection of employees should therefore give equal opportunities to potential and actual applicants, regardless of sex and race, disability or country of origin so long as one has working permit. The process of recruitment selection entails: Job description and specification. Job description is the process of identifying the job title, the job summary, job duties and responsibilities, the relationship with other jobs, the supervision required, the tools and equipments to be used and working conditions of the jobholder. Job specification entails the characteristics of a jobholder like health, strength, body size, attitude, judgment, analytical skills, appearance and emotions, confidence and trust, sex and age. Corporate in the west today are faced with problems of aging workforce and racial discrimination. In order to do away with these problems, proper job description and specification policy should be put in place to attract huge and human resources from Asia and Africa. Advertisement: After job descriptions an organization will be having accrue as per the type of person, they want thus requiring advertisement. Advertisement can be in the business journals, circulating new papers, in the internet and through out sourcing. In the advert the following will detailed clearly job title, duration and the end of the contract, the advertising organization, the department requiring the person, description of the main duties, qualification, skills and experience required, salary to paid and closing date of the advert. It may also contain the country where the job will be. Short listing: – after advertising, the corporate will have start the initial stage of sorting and sifting. In sorting and sifting care should be taken to ensure no discriminatory practices. When in short listing consistence and fairness should be taken into account and no discriminatory practices. It should be carried out by more than one person and the selectors should not have relatives who had applied, it should follow the company’s policy. The selectors should be people who have full knowledge of the company’s job description and specification. This normally done by departmental heads and personnel with knowledge of the requirements of the job. Interview: – An interview is the process of selecting. The interview is used to access the candidate’s suitability, the accurate picture of the job and have a fair hearing from each candidate. More than one person should conduct the interview. The interviewed and interviewer should be prepared. The interview should be structured and have a two way process. It should be carried out in good environment without interruptions and give the candidate’s equal opportunities regardless religion, political views, marital status, family affairs cultural practices, ethnic origins. References: The last stage of selection is referencing from the people who know the candidates. Referencing should not breach confidentiality of some information. It should be used to get some information such as employment history, medical history, and absenteeism from work, reason for leaving, opinions about character and suitability and probably the opinion of the reference about his appointments. Retention After recruitment and selection of employees, the task ahead is retaining the employee selected. Retention begins the first day the new employee reports. This because the impression one gets at first time will show him the culture of the organization. For effective retention the policies must be in place Job training and development: After selection job training and development is carried out. Job training is the process of acquiring knowledge, skills and attitudes for performance of a particular job or task while job development is the process of improvement and growth of individual’s faculties, attitudes, insights and traits. (i) Job training: It involves induction and other trainings. Induction is the process of introducing and welcoming a new employee to the company staff, the company policies and procedures, providing with information about working arrangement and telling about his employment contract and pay roll issues. (ii) Job training imparts new knowledge and skills that assist employees to work effectively in their current positions through getting latest concepts, information and techniques. It also prepares employees for career progression and have interchange of experience. In order to carry out job evaluation is required. Job evaluation is the process of analyzing the output of the jobholder and his job specification. Job evaluation measures productivity of the person. (iii) Development: Development is process of determining the present and the future needs of an employee. It entails organizational planning, program targeting, managerial appraisal performance. This may be true job rotation, acting in senior positions and even inter-company exchanges. Performance Appraisal i: Performance appraisal is the process of determining or accessing an individual’s performance with the aim of identifying potential and weaknesses. Performance appraisal is important because of the following reasons (i) to uncover special abilities and potentials of the employees. (ii) To determine training needs and evaluate training effectiveness for staff development purposes. (iii)It serves as a means to measure improvements in performance of the individual employees. (iv)It helps the management to determine remuneration and promotion awards to employees based on merit. (v) The exercise enables the management to provide feedback to employees on their performance. Employees should be informed of their performance ratings to be aware of their weakness and potentials. In appraising a person or an employee, corporate should look for the following:- Knowledge of work, Quantity of work, responsibility and dependence, accomplishment, initiative and creativity, interpersonal relationship, punctuality, supervisory abilities and professional contributions. Wage and Salary Administration: after appraisal and recruitment, the staff needs to be compensated for their efforts. Salary and Wage administration refers to remuneration of any kind to staff members in the corporate. Salary refers to the remuneration paid at monthly intervals to white-collar workers who are under annual contracts or permanent and pensionable, while wage refers to remuneration paid to blue-collar workers. Wages and salary policy of a company may attract, retain and motivate sufficient numbers of suitable employees. It can also encourage employees to use their talents fully, and increasing productivity. It also recognizes the value of a job contribution to profitability of a company. It assists the employees to share growth and prosperity of an organization. There are a number of wages and salaries structures adopted by a number of organization, pay by time, pay by results, company wide incentive skims Motivation in corporate: Motivation means the process of energizing directing and sustaining employee’s efforts. It involves the process of leading people in behaving in a specific way. It varies in nature intensity from individual to individual depending on a particular mixture of influences. Effective managers motivate people to join the organization, remain in the organization, come to work regularly, perform at high levels while at work and be good corporate citizens. Employee empowerment: Employee empowerment is the process of giving employees authorities and responsibilities regarding decision making in their departments for customer satisfaction and product improvement. Recruiting and selection is an important activity of an organization. It is during recruitment and selection where a company selects an employee who will work and remain in the company for a long period. A good recruitment and selection process aims at acquiring and retaining the best employee for the organization. Selection gives potential employees an impression about the company and the reward offered when joining the company will attract and keep the employee with the organization. Therefore, recruitment and selection are important in retention of employees in an organization. References Jay Jamrog, recruitment practices, Human Resources management guide Human Resource Department, recruitment and selection, Leeds University website. Gochman, Hiring and orientation programs. Web.
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