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PSY 1010 SUNY Westchester Community College Behavior Modification Plan Essay

PSY 1010 SUNY Westchester Community College Behavior Modification Plan Essay.

How could you change your behavior? Develop a behavior modification plan that you could implement to either increase or decrease your behavior. This plan should apply “conditioning” principles, either operant conditioning or classical conditioning. If operant, identify the antecedent conditions (discriminative stimuli), the operant response (which is the behavior you are targeting), and the consequences that will be introduced. Then identify the type of consequence as positive reinforcement, negative reinforcement by removal, positive punishment (punishment by application), or negative punishment (punishment by removal). If classical conditioning, identify the US, UR, NS, CS, and CR, and explain the process involved. You need to have a solid grasp of these conditioning concepts from the reading prior to completing this part of the assignment.The behavior I am writing about is spending to much time on my phone
PSY 1010 SUNY Westchester Community College Behavior Modification Plan Essay

John P. Kotter is the Konosuke Matsushita Professor of Leadership, Emeritus, at Harvard Business School. Kotter is an eminent and renowned author in the field of writing books regarding change in the organizations. John Kotter is internationally and extremely regarded as the speaker and a critical thinker on the topic of change and leadership. Kotter is also famous for his authentic opinions for bringing about change and has a distinguished place as an international business consultant. His latest book “A Sense of Urgency” in which he talked about eight steps to overcome and embrace change is a sequel of his previous work, “Leading Change “and “Our Iceberg Is Melting” The first step of the eight is a sense of urgency which is poorly handled by the most organization and consequently becomes the reason of organizational decline, so Kotter presents and suggests the gruesome guidelines to the organizations that how they would actually transform successfully. Kotter’s wide experience and knowledge on affluent change have been proven time and again. The title of the book “A Sense of Urgency” is very appropriate with its subject matter. He discusses in his book the first step in bringing change in the organizations in detail. He identifies the single and enormous factor to a successful change, which also is regarded his number-one principle: creating a true sense of urgency. SUMMARY John Kotter in his book “A Sense of Urgency” tries to answer the most frequently asked question, “What is the single biggest error people make when they try to change?” In the course of his research and asking different managers about their experience, he landed on the finale, that at the groundwork of any effort to change you have to start with a sense of urgency. This can sometimes be mistaken for a false sense of urgency. Everyone looks like they are actively achieving the company’s goal but really they are aggravated and forced. This can make it hard to keep your focus on the company’s main objective. In this book, “A Sense of Urgency” the distinction between true urgency and false urgency will be discussed. To maintain urgency up, over a large period of time, urgency has to be re-created over and over again. Urgency basically always leads to triumph, which then leads to satisfaction. This satisfaction is for the most part obvious, after a company encounters a large grow and the captivating frame of mind is conspicuous. A triumph allows people to feel that the urgency is over and they become complacent with their work. But when a triumph has been made rejoice, it is hard to be provoked daily without ever feeling like you accomplished anything. Kotter stresses upon the fact of complacency in the organizations. In the beginning he somewhat accepts the reality that this complacency is actually a root cause of the downfall of any organization. As per his point of view, in this fast moving world everything is changing quickly and the people who do not want to cope with it, would soon tumble down. They have no perspectives of their own. Their sluggish behavior will soon hazardous for not only to them but their surroundings too. They always think that they are perfect and challenges are only being faced by others. It does not prove that the writer wants to implement a sudden change which would only occur in such a way that people make presentation on power point and lot of meetings being arranged and in the end no solution would be made. Kotter is not in the favor of false urgency. It usually brings frantic results which destructs the action of true urgency. The writer believes in a positive approach in life. He approves the time of “all is well or everything is a mess” has gone and the behavior to move forward and win is required. Political and social environment keeps on changing and what a single person can do is, to move ahead without having any repercussion of his past failures. Kotter presents different tactics by narrating anecdotal stories and detailed tool to make the book more pragmatic and useful. His tactics are: 1. Identification of the lack of right urgency. 2. Face the reality of change. 3. Patience in the crises. 4. being steadfast to overcome the ordeals in the way of change. Kotter deals with many problems and misunderstandings surrounding to the concept of urgency. In his opinion urgency itself is very necessary part to all businesses, not just who initiates to bring about change. Employees become oblivious to change possibilities, whether good or bad. He describes that every move towards urgency is not usually beneficial but only true urgency is productive in such cases. He uses times and again, a word “right” sense of urgency in his book. To maintain the right sense of urgency is a real job, not only to apply it and leave it without any endorsement. He promotes to work smartly not hastily; and the sense of profit and loss at the right time, because if the right decision is not taken at the right time, there is no use of such right decision. A real sense of urgency should amazingly be encouraging and spongy and does not mean to close the eyes when the trouble comes. It should be a stimulant which makes you ready to confront the projects and predicaments that would normally consume their work schedule. Only try to get away with complacency by saying, “what we are doing is not longer what we will need in the future.” Kotter refused to adopt the habit of complacency because in doing so organization becomes self centered and do not allow outer components of the business and this results in the downfall of the organization. Instead of suppressing the complacency, often a rapid and quick sense of urgency is seen which is also not in favor of organizational health. He further explains that whenever change occurs in any organization there is always a first group who do not accept crises pleasantly rather they are much concerned about the consequences of the change. On the other hand there is a second group whose attitude is rather supportive and encouraging to the management. They seem to avail every opportunity from the crises and try to reinvent the organization by making necessary changes in it. The idea of working well in the past hinders to bring about change. Urgency in this situation should be recreated over and over again. So to speak the truth, not only the employees of the organization but owners themselves are subject to the destruction of their businesses. The owners are sometimes obsessed with their continuous success and forget to see the new prospects. Consequently, it brings about catastrophic deterioration in the business from inside in the end. At this point Kotter seems confident enough to plead his case when he asserts on the managers and the employees to foresee the outcome beforehand. External aspects in the process of change are as important as internal issues, because management usually ignores the role of external pressure upon the internal environment of the organization. It is observed that whenever these external intrusions are not handled correctly the budget schedule of the organization get affected badly. So the act of complacency and false urgency are contradiction in terms of true urgency ANALYSIS Like any other book this book has both its strengths and weaknesses and each are intertwined with the other. In other words some of the book’s greatest strength can also be considered its greatest weakness. STRENGTHS The great organization of the book is flawless. The writing style is easy. He uses a very simple language which can be understood easily. He presents very significant issues to bring about change in an organization. The title page is extremely meaningful and appropriate to the subject matter. He spots the light over three main key issues to consider during organizational change initiatives i.e. urgency, complacency and false sense of urgency and describes them in detail. Kotter is a strong advocate of bringing change in an organizational culture because without being change, progress in this world is not feasible. He suggests that leaders should “win the hearts and minds” of their staff. To employ the “right amount of urgency,” one must presents a rational case for change as part of an overall approach to engage the hearts and emotions of the people within the organizations. Kotter seems to play with the words, for instance, the use of “false urgency” in the contrast of “right urgency” has made his work comprehensible, that even an ordinary reader can differentiate the distinction between the two. This book has made different managers able to know that urgency is that big of a problem in business who always thought of urgency in the sense of an emergency, not anything to do with business. This book really opened their eyes up to the notion of urgency in many ways. The people who strive to be the manager, that not only listens to their employees when they have suggestions, but actually takes them into consideration for further growth. All while paying close attention to the real anxieties and frustrations they have when rules and system just do not work for every position. Also, they will try to be that person that evokes a true sense of urgency everyday so that everyone around them feels that they have to spend their day getting as much productive work done as they possibly can. Each sub tactic contains a focused page and a half discussion of what they are and how leaders can implement the idea. This detail and its presentation is what really distinguishes the book and brings something new to discuss. Complacency is the crucial word he has used through and through in his book which means, “A feeling of contentment and satisfaction, especially when coupled with an awareness of danger and trouble”. It is not just a thought but a feeling. This feeling can bring catastrophic downfall in one’s constant successful future. This feeling makes them lazy and lethargic and when they come to know about their decline, they hastily adopt the behavior of false urgency which is directly opposite to complacency, it turns over into arrogance. Consequently some radical steps should be taken. Kotter here tries to persuade his readers the significance of good communicative relationship between employer and employee. He thinks that a leader should play a role of a bridge between him and his workers. Meaningful communication with the employees and a critical feedback from the customers and their personal opinions should be welcomed WEAKNESSES The book’s main weak point is that it is not detailed in their examples. There are discussions of nondescript companies that reduce rather than support the messages. Most of the case stories do not have a conclusion – the results companies were able to achieve. This makes the examples more fables that case studies. Initially the book does not distinguish that there are other approaches to change management and urgency. This discourages the reader the ability to place “A Sense of Urgency “in the background of the broader literature. This book does not recommend or provide any idea to its reader to enhance his knowledge regarding change. Secondly, there are less pragmatic solutions to be implemented in the organization for the desired change. Another aspect of the book that may fall prey to criticism in the area of tangible examples is once again modified to be used by the community of corporate organization and for businesses and not by other groups. Kotter provides various relevant tactics that can be broadly applied in the business organizations not in other educational institutes. Finally, there are some unexpected gaps in the book that by themselves do not weaken the book, but in total they certainly take away from its power. First the book does not recognize that there are other approaches to change management and urgency. This denies the reader the ability to put A Sense of Urgency in the context of the broader literature. This is really unfortunate as this book should replace some ideas and enhance others – Kotter leaves that up to the reader rather than providing a recommendation. Second, the book has no index, which not only makes it tougher to use after the fact, but also is a silly omission. CONCLUSION This book is well worth reading if one has an interest in organizational change. This book would definitely motivate the team members of any organization and will instill a sense of urgency into their work to a certain degree. It is an easy read and full of helpful information. It is an excellent primer for anyone interested in learning how to encourage the proper sense of urgency by winning over the hearts and minds of their organization. With several tactical leadership approaches existing, leaders can properly create change and help their group feel at ease throughout their transform. By creating and maintaining a sense of urgency, communicating a clear path toward success, and integrating new patterns into the workers’ daily lives, leaders can efficiently bring about positive change. With the current economical crisis forcing firms and companies to either go down or up, the only way for these organizations to succeed is for leaders to hold change and become accustomed accordingly. People need to see leaders dealing with change so they can have someone to identify with. The book is especially relevant in the current recession. Now is the time to read the book and take action immediately while people still have a crisis that is disrupting the status quo. As an information-development organization, you may feel true urgency to improve the usability of you information or you may want to increase the efficiency of your operation to make you company’s products more competitive. Be careful of complacently looking inward. The task is not to produce works of art but to support the company’s products. Too often, writer become more interested in the technicalities of writing rather than focusing on customer needs so these are tools, not vain rights. More than ever, one must improve their good organization. Improvements that will be arranged now will be invaluable when the company is back to “full steam ahead” after the recession ends.
Analysis of Acidic Contents of Vinegar | Experiment. Introduction Vinegar is an acetic liquid produced from the oxidation of ethanol (C2H5OH) by acetic acid bacteria. Astonishingly, traces of vinegar have been found in Egyptian urns dating as far back as 3000 BC. However today, vinegar is commercially available to the public where it is predominately used in food preparation, particularly in the process of pickling (preserving food), vinaigrettes and other salad dressings. As elucidated above, vinegar is the product of the fermentation of ethanol. This fermentation involves the conversion of carbohydrates to alcohols, carbon dioxide or organic acids using yeasts or bacteria, under anaerobic conditions. When alcoholic solutions containing ethanol less than 18% (CH3CH2OH) are oxidized by Acetobacter aceti (microorganism in the air) bacteria, vinegar (CH3CO2H) is produced. In the above equation, [O] is the notation for any oxidizing agent, which thus denotes to the acetobacter aceti being used. Typically, the ethanoic acid content will vary from 5-8% in Table Vinegars to approximately 18% in Pickling Vinegars. Depending on what the vinegar is derived from, the acidity or ethanoic content of the vinegar varies, which has consequently manufactured numerous variety of Vinegar. Table 1, below illustrates information regarding various types of ‘table vinegars’. Type of Vinegar: Apple Cider How it is Made: Made from the fermentation of cider or apple must. % Acidity: 5-6 – Type of Vinegar: Malt How it is Made: Made by malting barley, causing the starch in the grain to turn to maltose. Then an ale is brewed from the maltose and allowed to turn into vinegar % Acidity: 5-10 – Type of Vinegar: Wine (White, Red, Sherry, sparkling) How it is Made: The ethanol in the wine is fermented by yeast, producing acetic acid. % Acidity: 4-7 – Type of Vinegar: Fruit How it is Made: Often made from raspberries, blueberries or blackberries, where carbohydrates in the fruit (glucose) are split up to form molecules of ethanol and thus fermentation can take place. % Acidity: 5-8 Table 1: information on various types of ‘table vinegars’ ( As mentioned, the production of vinegar yields its key and fundamental component, ethanoic acid (CH3COOH). Ethanoic acid or acetic acid, is a simple organic acid belonging to the group of carboxylic acids; organic compounds with a – COOH functional moiety. Acetic acid is considered a weak acid, in that it is monoprotic, partially dissociated acid in an aqueous solution. In Figure 2 to the left, the hydrogen (H) atom in the carboxyl group (- COOH) in acetic acid usually is discharged as an H ion. The strength of an acid refers to its tendency to lose a proton. Therefore the discharging of this H ion (proton) as a result, gives an acetic acid its acidic property. As mentioned earlier, there a different types of vinegars, two of these being; white wine vinegar and apple cider vinegar. White Wine Vinegar White wine vinegar, is manufactured from allowing a distilled alcohol (i.e. any selected blend of white wine) to undergo acidic fermentation. Oxygen (O) combines with ethanol molecules, thus reducing its atomic content in the process. As a result of this distilled alcohol being oxidized, the chemical component, as mentioned changes, where the white wine converts to a sour, reasonably unpleasant vinegar. Apple Cider Vinegar Apple cider vinegar is created through a two step process involving micro-organisms. The first step involves the fermentation process, where the glucose (C6H1206) present in the juices of the apple juice is converted into ethanol by yeast. This is shown in figure 3 to the left and is further analysed in the appendix on Page sjhd. In the second step; Acetobacter, a form of aerobic bacteria oxidizes the ethanol molecules formed by fermentation into acetic acid (apple cider vinegar) and a by-product of water. The equation involving the second step of producing apple-cider vinegar is shown below, in figure 4 to the right. Quality Control Quality control is a process employed to ensure a certain level of quality in a product or service. It may entail any procedures a business/company deems necessary to provide the control and verification of a certain characteristic of a product or service. “The chief concept of quality control is to ensure that products, services or processes provided meet specific requirements and are dependable, satisfactory, and fiscally sound”. In essence, it involves the examination of a product, service, or process for certain minimum levels of quality. Quality control attempts to identify products or services that do not meet the company’s and governments for that matter, specified standards of quality. Anything that may be purchased by the general public has undergone quality control. From the food we eat to the technology we use, quality control procedures have been carried out, in order to ensure the safety and efficiency of the product. The quality control of vinegar regards to strength or pH of the vinegar. This therefore, refers to the ethanoic or acetic acid content in the vinegar. At the retail level, as mandated by the U.S. FoodAnalysis of Acidic Contents of Vinegar | Experiment
Business, Government, and Society A Managerial Perspective Text and Cases.

Read the Union Carbide Corporation and Bhopal case that begins on page 384 of your Business, Government, and Society textbook. In lieu of answering the questions that follow the case, you will respond to the prompt below;Consider the concerns as described in this case and prepare a memorandum that addresses the concerns described below. Your memo should be completed in narrative form (you may use headings if you choose to do so for organizational purposes, but do not list your responses in bullet form). Maximum page length: 10 pages (double spaced).Identify all of the potential ethical issues you see (if any). Describe and analyze the implications of each issue, including who or what were affected by the company’s response. In identifying issues and addressing their implications, your discussion should be as comprehensive as possible—you should consider any economic, social, or ecological implications, as well as the potential impact at least two cultural differences you can identify. Additionally, your analysis should thoroughly identify and discuss at least two potential courses of action that the company could have taken with respect to each issue you have discussed. Clearly demonstrate your reasoning process—identify and explain any ethical principles or arguments you are relying on; do not simply state unsupported conclusions. If you choose to apply any approaches to ethical reasoning that you learned about in this course, clearly state what they are and how you are applying them to this case. Of the possible solutions you identified, which would you recommend that the company should have adopted as a resolution? Again, fully explain and justify your recommendations. Finally, explain how you would implement each solution you have recommended.This assignment will make up a percent of your grade to be determined by your faculty member.Submission instructionsPlease ensure that the Certification set out below appears on your submission.Attach your Word document to this assignment and submit before the due date.CertificationBy submitting my responses to this Assignment, I hereby certify and affirm that I have not received any aid of any type from any of my classmates or students taking this course in other sections.
Business, Government, and Society A Managerial Perspective Text and Cases

Bus Cont Plan and Disaste Recovery Plan

Bus Cont Plan and Disaste Recovery Plan.

QUESTION: While society expects a business to be prepared for disasters and to recover using its own resources, we do not seem to expect individuals to be prepared to survive a disaster. Should we expect government at any level to be responsible for disaster recovery at either the personal or the business level? Why or why not? What sacrifices would a business have to make if the disaster recovery process were turned over to a government agency? REQUIREMENTS:All initial discussion board postings must meet the following requirements:Must be in APA format. There will be a reduction of points for posts that fail to use in-text citations and have an appropriate reference list. Please do not submit a response that is formatted as a letter, or any other type of informal correspondence.Must be at least 500 words. The purpose of the discussion board is to provoke thought. More importantly, it demonstrates your understanding of the concepts covered in the course materials and your ability to apply these concepts when addressing the questions.Must be a scholarly submission. This means that your initial response to the question should have an introduction, body of content with in text citations, a conclusion, and references from academic journals. Postings that do not contain academic references to support a position, is not a scholarly submission.Must be written in a clear and concise manner. Please proofread your work prior to submitting it to the discussion forum. Ensure that your submission is free of context and grammatical errors.Must be submitted by Friday. Plan to have your initial responses submitted to the appropriate thread by Friday of the learning week. The purpose of the discussion board is to share ideas, offer feedback, and to engage in a conversation. If your initial responses are submitted on the last submission date, this does not allow others an opportunity to provide responses.All responses to others discussion board postings must meet the following requirements.Must be in APA format. There will be a reduction of points for posts that fail to use in-text citations and have an appropriate reference list. Please do not submit a response that is formatted as a letter, or any other type of informal correspondence.Must be at least 200 words. The purpose of responding to other’s discussion board postings is to ask questions, gain insight, and share if you have similar experiences. Simply stating, “I agree” is not a substantial response.Must respond to at least TWO classmates for each question.Must be a scholarly submission. This means that your initial response to the question should have an introduction, body of content with in text citations, a conclusion, and references from academic journals. Postings that do not contain academic references to support a position, is not a scholarly submission.Must be written in a clear and concise manner. Please proofread your work prior to submitting it to the discussion forum. Ensure that your submission is free of context and grammatical errors.
Bus Cont Plan and Disaste Recovery Plan

1-D Montion Lab: Part 1

python assignment help Modeling 1-D Equations of Motion with the PhET Projectile Motion simulation (Links to an external site.) Your goal in this lab is to verify the 1-D equations of motion with constant acceleration using the PhET Projectile Motion simulation. Introduction: If you fire a projectile straight up it will reach a maximum height and fall back to the ground. Approximation: If you remain close to the surface of Earth, the acceleration due to gravity is constant: g = 9.81 m/s2 Choose y as the vertical direction in space. y = 0 = ground level Choose up as the y direction. Ignore air resistance The resulting equations of motion for the vertical direction are: y = yo voyt – ½ gt2 vy = voy – gt vy2 = voy2 – 2g(y-yo) yo = the initial height voy = the initial velocity in the y direction. ay = -g, with g = 9.81 m/s2 = the acceleration due to gravity near the surface of Earth. Why is ay negative? Check the PhET Projectile Motion simulation (Links to an external site.) Select INTRO Set yo = 2.00m Point the cannon straight up (90 degrees) Choose voy = 10.0 m/s and g = 9.81 m/s2 (default value). Part I: Check the Equations of Motion Fire the cannon and select any two points at random along the trajectory. Use the “blue” measuring tool to determine the values of the height y and the time t for both of your two points. Verify that both of your points satisfies Equation 1: y = yo voyt – ½ gt2 (show your work). Part II: When does it hit the ground? The object will hit the ground when y = 0. Use Equation 1 given above to solve for the time when the projectile hits the ground (yes, it is a quadratic equation), and use the measuring tool to check your answer. Part III: When does it reach maximum height? The object reaches its maximum height when vy = 0. Use equation 2 given above to solve for the time when the object reaches maximum height and use the measuring tool to check your answer. Part IV: How close are your predictions? The best way to compare two values is to use the Relative Difference. Relative Difference = ∣∣(Measured−Predicted)Predicted∣∣ x100% Note that the units will cancel out, and the Relative Difference is a positive percentage. How close were your predictions for parts II and III? Part V: Lab Report Each group turns in one report. I prefer WORD or PDF documents, but you can also take pictures of your hand-written results. Use Submit Lab 1 on the next page. Make sure everyone’s full name is on the first page of the report. Turn in your results for parts I-IV. You do not need to create a formal lab report this week.

University of Phoenix SpiceJet Strategic Planning Paper

University of Phoenix SpiceJet Strategic Planning Paper.

In Week 2, you completed a SWOT analysis on a successful company that demonstrated a sustainable competitive advantage in the marketplace. Now you will shift your focus to look at a company that is failing or experiencing challenges in the area of financial performance. Select and research a company that is having financial difficulties or is on the brink of bankruptcy. Review “Where Can I Find a Company’s Annual Report and Its SEC Filings?” from Investopedia. You can also access specific information about a variety of businesses in the University Library by searching the following databases: University Library > Databases > B > Business Source Complete University Library > Databases > E > EDGAR University Library > Databases > P > Plunkett Research Online Conduct a strategic analysis of the company’s current financial operations. Determine strategies for achieving a sustainable competitive advantage in the marketplace and increasing financial performance. Write a 1,050- to 1,400-word analysis. When writing your analysis, complete the following: Evaluate the company’s current financial plan,including charts and/or graphs showing financial data from the struggling company and make recommendations for improvement. Determine strategies for achieving a sustainable competitive advantage in the marketplace and increasing financial performance. Create a plan to implement the strategies you selected. Include APA-formatted in-text citations and a reference page with at least 3 sources. No plagarism. Links
University of Phoenix SpiceJet Strategic Planning Paper

Motivation And Employee Performance Commerce Essay

Motivation vs employee performance is a typical topic of human resource management. Performance can be increased by motivating employees. Motivated employees can perform better than unmotivated employees within an organisation. Every individual need some kind of motives to perform their jobs in significant manner. In this era there are many tips are available to motivate their employees but we have some different theories in which we can utilize in the corporate level to improve the productivity of the organization. These theories are divided into two parts: Content Theories Process Theories From the above the most common theories now a days are: Maslow’s hierarchy of needs model Herzberg’s two-factor theory Herzberg’s two factor theory is modified form of the Maslow’s hierarchy of needs. The purpose of these theories is same how to get better performance from an individual. ASDA walmart, Dell Computers, IBM, Starbucks and McDonald are using these theories in different ways to achieve their specific goals in their industries. These companies are well known in their own field. They are keep motivating their employees to achieve the best result. With a positive motivation philosophy and practice in place, productivity, quality and service should improve because motivation helps people towards: achieving goals; gaining a positive perspective; creating the power to change; building self-esteem and capability; and managing their development and helping others. Introduction: Definition of Employee performance: Employee performance is how well an employee performed his assigned job or task. Definition of Motivation: It’s a psychological feature that arouses an organism to action towards a desired goal, the reason for that act so the thing which is approach the human being he do that. The performance of employees contributes toward the success of any organization. Employee performance can be increased by motivating them. Motivation is basically an energetic dose which is necessary for the employees in any organisation to increase the productivity of the organisation. The study of motivation is concerned. Why people behave in a different Way and how they attempt to achieve some goal in order to fulfil the requirement and needs or expectations. They have individual variety of changing, and competing, needs and expectations. One useful three-fold they much worked at your work place economic, intrinsic and social. Following are the some real life examples of the companies how they motivate their employees. The most important factor of motivation is to align the goal, purpose and values between staff, team and management. The problem occurs when there is a gap between staff and management. Corporate Examples of Motivation