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Reflection on Achievement of Outcomes Concept Map

Reflection on Achievement of Outcomes Concept Map. Paper details The Concept Map must visually connect all of the specified objectives (Program Outcomes, MSN Essentials, and NONPF Competencies) to course work (such as specific discussion board topics, written assignments, exams, lessons, and reading content). All items should be labeled, for instance, label the objectives and label the course work you select with name of the assignment/reading/discussion board topic and which week it was introduced. Use Microsoft Word or a PowerPoint to create a Concept Map. You can use the features found on the “Insert” tab of a Word doc (in the horizontal ribbon on the top of a Word doc page). For instance, if you click on “insert” you will see shapes and SmartArt. You can use a PowerPoint slide with shapes and lines to create a concept/mind map. This is not a PowerPoint presentation , but a PowerPoint slide can be used to “draw” the Map ASSIGNMENT CONTENT Category Points % Description MSN Program Outcome #2 15 30% The Map visually connects the Category to a minimum of two (2) assignments. Each assignment is clearly labeled with week and content topic. MSN Essential VIII 15 30% The Map visually connects the Category to a minimum of two (2) assignments. Each assignment is clearly labeled with week and content topic. NONPF Competencies #4 15 30% The Map visually connects the Category to a minimum of two (2) assignments. Each assignment is clearly labeled with week and content topic.Reflection on Achievement of Outcomes Concept Map
need help on a two page double spaced essay related to computing in diverse areas of science, technology, economy or society. I’m studying for my Computer Science class and need an explanation.

write a two page report related to computing in diverse areas of science, technology, economy or society, it needs to be from a journal paper published after December 2017 related to computing in diverse areas of science, technology, economy or society, i have a link to an article i picked out https://ieeexplore.ieee.org/abstract/document/8246573
need help on a two page double spaced essay related to computing in diverse areas of science, technology, economy or society

psychology help??????????.

Which of the following is NOT one of the “Big Five” personality traits in the five-factor model of personality?Question 1 options:1) Consistency2) Neuroticism3) Agreeableness4) Conscientiousness 
psychology help??????????

Factors in Nation Optimal Rate of Inflation and Unemployment Questions.

Think of this assignment as a debate. Your reading on the topic of unemployment and inflation should give you enough insights to pick your arguments and to find evidence or research to support your point of view in the matter. We have recently seen what a global pandemic can do to the U.S. economy and the world economy. The U.S. economy is very much linked with the rest of the world. The elected government has used various fiscal policies to stimulate the U.S. economy. The Federal Reserves (the Fed) have used various monetary tools to stimulate the economy as well.Debate the actions of the government and the Fed regarding these issues.1. What kinds of factors would you want to consider in determining a nation’s optimal rate of inflation and unemployment?2. Pick a recent fiscal policy and a recent monetary policy. Discuss the purposes and the effects of the policies. Pros and cons? Winners and losers?3. How would the policies affect inflation, unemployment, national debt, etc?You are more than welcome to add many other aspects, data, facts, and analysis to the discussion. REMEMBER: This is not a business ethic class or a law class or a religious study group or a personal story time. Use economics theories when you debate each point and argue your case.
Factors in Nation Optimal Rate of Inflation and Unemployment Questions

Keiser University Week 4 Balanced Scorecard & Tactical Decisions Discussion Question

Keiser University Week 4 Balanced Scorecard & Tactical Decisions Discussion Question.

Topic 1:
What is a Balanced Scorecard? Of the four perspectives that this concept introduces, do you think one of the perspectives is more crucial than another? Does it depend on the company in particular? Give an example of how this analysis can benefit a company.
Be sure to cite your sources in APA format and include appropriate library website or document number.
*Do not forget to respond to the other topic this week.
Topic 2:
“Tactical decisions are often small-scale decisions that serve a larger purpose.” Discuss how this relates to ratio analysis. Give an example of a decision a company might make using this logic based on ratio analysis techniques.
Be sure to cite your sources in APA format and include appropriate library website or document number.
*Do not forget to respond to the other topic this week.
Topic 3:
This week we discuss quality costs such as prevention costs, detection costs, internal failure costs and external failure costs. Of these, which do you think is most important to focus on? Is there an ethical responsibility held by companies to focus on external failure costs?
Keiser University Week 4 Balanced Scorecard & Tactical Decisions Discussion Question

Doctor Deming’s Business Quality Improvement Approach Essay

professional essay writers Doctor W. Edwards Deming is known for his outstanding approach and unconventional views on the business management and production. The main focus of Deming’s professional career was the promotion of quality in the American business, improvement of its efficiency, increment of revenue. The teachings of Dr. Deming emphasize that in vast majority of cases the unsuccessful work of business occurs not because of the poor performance of the employees but due to the flaws in the system. This observation is also confirmed by Deming’s Red Bead experiment where the system’s flaws are demonstrated to be the main cause of the workers’ lack of efficiency. In the contemporary world most of the business schools teach that that the employees are the major force in every business and their performance determines the revenues, the reputation of the business, its effectiveness, and its development. Partly, this is true, the working process is directed and carried on by the employees, yet the system is what regulates it, addresses its failures, and works out the most optimal ways to raise productivity and quality. Dr. Deming had very clear understanding of the importance of the well-balanced system with multiple layers. For example, to build and maintain a successful manufacturing company one needs raw materials of good quality, skilled workers, professional trainers, responsive compensation and benefit system, appropriate motivation, and advanced equipment among others. Each of these aspects has multiple layers and factors. This way, a successful system needs to address all of them in order to secure efficient performance of the workers, managers, and the increase of revenues. According to Dr. Deming, to improve the quality of a business the flaws in its system need to be addressed. Since top managers are the ones responsible for the system, they are the initial stage of the modification. The majority of the contemporary companies do exactly the opposite thing. When they notice loss of revenue or the decrease of performance or quality, they end up employing the measures designed to address the outcomes, but not the causes. For example, poor performance of an employee is mainly seen as caused by the actual worker, but not by the system, so the employee is either fined, or motivated with a monetary reward, or threatened to be fired. Deming taught that the habit of the contemporary business people to view the employees as the moving force of the businesses and the cause of their losses is harmful. Using numerical goals, motivational slogans, fines and production standards creates a pressure on the employees and in many cases may lead to workplace fraud since the employees unable to impact the numbers would try to improve their own performance through cheating. According to Deming, to find the cause of the poor performance of a business the managers need to re-examine and re-evaluate its system, make adjustments, probably, rebuild some parts of it. Get your 100% original paper on any topic done in as little as 3 hours Learn More In conclusion, Deming’s approach towards quality improvement in the world of business viewed the system as the main source of the business’s success and loss. The system has to be addressed, not the people. This way, Deming suggested eliminating a number of rather popular techniques used by the contemporary managers. Among them there were number-based goals and production standards, useless slogans for intrinsic motivation, harsh fines and discipline ruining the workers’ pride and self-esteem. Deming’s idea of a business was based on internal loyalty and trust, communication between the employees and the employers, constant improvement through training and adoption of new methods.

Workplace psychology

Workplace psychology.

400 word minimumSelect 1 of the following disorders:Reactive attachment disorderDisinhibited social engagement disorderPost-traumatic stress disorderFocus your discussion on the following:What are some of the symptoms?What would this disorder look like in person? Make sure you relate this back to the DSM criteria.Find 1 article, book, or video that shows someone discussing his or her personal experience related to the disorder you chose. Discuss the impact of symptoms on both the individual with the diagnosis and the individual’s family and friends.Discuss 1 effective treatment approach for the disorder you selected. Support with research.
Workplace psychology

Difference Between Being An Intrapreneur Vs Entrepreneur Business Essay

From our experience, intrapreneurship can only work if the corporate culture allows it to because the employees may begin to think very differently, they may start to take initiatives which may not even be what the organization or immediate boss wants. To us, intrapreneurship is basically having a spirit of enterprise within an organization – and it means that you’re taking initiatives and taking your job as you’re running your own business. This means you Act In The Best Interests Of The Organisation. You will want to help the company increase their profitability, to reduce the costs of their operations, to maybe spearhead or create activities, leads or launches that will really add to the bottom-line of the organization. It’s really about continuous and never-ending improvement for an organization. And if you’re taking charge of that, you will be known as an intrapreneur. Every organization will value intrapreneurs because at any point in time, if there’s a retrenchment exercise, who are the people they’ll get rid of? The dead-weight. The people who are just doing what they’re told. But intrapreneurs are people who are continuously looking for ways to create value for the organization. These people will be more valuable and you’ll be the last to be affected in the downturn. If you’re an employee and perhaps even plan to remain one for the rest of your working days, we still encourage you to learn what entrepreneurship is about. Why? Because the generalized principles as well as the skills that you need to develop as an entrepreneur are still applicable within an organization. In fact, it gives you an ADDED ADVANTAGE over those who do not have the skillsets of entrepreneurs. Intrapreneurship has the same spirit as entrepreneurship but applied within an organization. We have met CEOs of companies who are hired CEOs and they are exceptional entrepreneurs. The only difference between entrepreneurs and intrapreneurs is that intrapreneurs are GIVEN the resources they need to make decisions while entrepreneurs have to FIND their OWN resources. So what are some of the skills we encourage EVERYONE to learn? Examples are: selling skills, negotiation skills, creative thinking, understanding what is considered viable, strategies and business models, understanding how different factors affect the companies’ profitability, and things like that. About Me Contact US Submit Your StartUp What is Intrapreneurship? – Difference, Features and Examples of Intrapreneurs Posted by Amitabh Shukla on June 3, 2009 in Entrepreneurship What is Intrapreneurship? – Difference, Features and Examples of Intrapreneurs Entrepreneurship is the practice of embarking on a new business or reviving an existing business by pooling together a bunch of resources, in order to exploit new found opportunities. What is Intrapreneurship?: Intrapreneurship is the practice of entrepreneurship by employees within an organization. Difference between an entrepreneur and an intrapreneur: An entrepreneur takes substantial risk in being the owner and operator of a business with expectations of financial profit and other rewards that the business may generate. On the contrary, an intrapreneur is an individual employed by an organization for remuneration, which is based on the financial success of the unit he is responsible for. Intrapreneurs share the same traits as entrepreneurs such as conviction, zeal and insight. As the intrapreneur continues to expresses his ideas vigorously, it will reveal the gap between the philosophy of the organization and the employee. If the organization supports him in pursuing his ideas, he succeeds. If not, he is likely to leave the organization and set up his own business. Example of intrapreneurship: A classic case of intrapreneurs is that of the founders of Adobe, John Warnock and Charles Geschke. They both were employees of Xerox. As employees of Xerox, they were frustrated because their new product ideas were not encouraged. They quit Xerox in the early 1980s to begin their own business. Currently, Adobe has an annual turnover of over $3 billion. Features of Intrapreneurship: Entrepreneurship involves innovation, the ability to take risk and creativity. An entrepreneur will be able to look at things in novel ways. He will have the capacity to take calculated risk and to accept failure as a learning point. An intrapreneur thinks like an entrepreneur looking out for opportunities, which profit the organization. Intrapreneurship is a novel way of making organizations more profitable where imaginative employees entertain entrepreneurial thoughts. It is in the interest of an organization to encourage intrapreneurs. Intrapreneurship is a significant method for companies to reinvent themselves and improve performance. In a recent study, researchers compared the elements related to entrepreneurial and intrapreneurial activity. The study found that among the 32,000 subjects who participated in it, five percent were engaged in the initial stages of a business start-up, either on their own or within an organization. The study also found that human capital such as education and experience is connected more with entrepreneurship than with intrapreneurship. Another observation was that intraptreneurial startups were inclined to concentrate more on business-to-business products while entrepreneurial startups were inclined towards consumer sales. Another important factor that led to the choice between entrepreneurship and intrapreneurship was age. The study found that people who launched their own companies were in their 30s and 40s. People from older and younger age groups were risk averse or felt they have no opportunities, which makes them the ideal candidates if an organization is on the look out for employees with new ideas that can be pursued. Entrepreneurship appeals to people who possess natural traits that find start ups arousing their interest. Intrapreneurs appear to be those who generally would not like to get entangled in start ups but are tempted to do so for a number of reasons. Managers would do well to take employees who do not appear entrepreneurial but can turn out to be good intrapreneurial choices. Examples of Intrapreneurs: A lot of companies are known for their efforts towards nurturing their in-house talents to promote innovation. The prominent among them is “Skunk Works” group at Lockheed Martin. This group formed in 1943 to build P-80 fighter jets. Kelly Johnson was the director of the project, a person who gave “14 rules of intrapreneurship”. At “3M” employees could spend their 15% time working on the projects they like for the betterment of the company. On the initial success of the project, 3M even funds it for further development. Genesis Grant is another 3M intrapreneurial program which finances projects that might not end up getting funds through normal channels. Genesis Grant offers $85,000 to these innovators to carry forward their projects. Robbie Bach, J Allard and team’s XBOX might not have been feasible without the Microsoft’s money and infrastructure. The project required 100s of millions and quality talent to make the product. Definition In 1992, The American Heritage Dictionary acknowledged the popular use of a new word, intrapreneur, to mean “A person within a large corporation who takes direct responsibility for turning an idea into a profitable finished product through assertive risk-taking and innovation”. Intrapreneurship is now known as the practice of a corporate management style that integrates risk-taking and innovation approaches, as well as the reward and motivational techniques, that are more traditionally thought of as being the province of entrepreneurship. [edit] History The first written use of the terms ‘intrapreneur,’ ‘intrapreneuring,’ and ‘intrapreneurship’ date from a paper[1] written in 1978 by Gifford