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University of California Chinese Civilizations Essay Thesis Statement

University of California Chinese Civilizations Essay Thesis Statement.

1. What were the tensions between “Red” and “Expert” in the PRC, and how did the tensions manifest themselves? Be specific.2. Was Mao or Deng the PRC’s most successful leader? Support your answer with specifics, and define what success means in this instance. Your essay should consider both leaders, and their failures as well as achievements.3. What role did violence play in modern China (let’s say mid-19th Century through the 20th)? Again, be specific when making your case and consider at least three conflicts (only two can be wars). Make sure to analyze these events and not simply describe them.Thesis statement only. The sources should be only based on the attached. A sample is also attached.
University of California Chinese Civilizations Essay Thesis Statement

MA 278 RC W7 Smartphone Games in Cognitive Development Discussion.

I’m working on a anatomy discussion question and need support to help me learn.

Module 07 Discussion – Brain GamesDiscussion TopicActivity Time:2 hours; Additional Time for Study, Research, and Reflection: 1 hourDirections:Brain games continue to increase in popularity, especially mobile applications. You may have seen the advertisements for these apps, or perhaps you may have even tried them yourself. There are dozens of different companies claiming that their mobile applications can improve your brain’s function.Do these brain games work? Can games on your mobile device actually improve mental acuity or prevent memory loss? What does the research say about these types of games and activities?
MA 278 RC W7 Smartphone Games in Cognitive Development Discussion

Introduction and Framework for Sustainability

Introduction and Framework for Sustainability. Need help with my Business question – I’m studying for my class.

Discuss Your Personal Experience with Business Ethics and Sustainability
In order to differentiate between local and global businesses and their roles in leading and organizing for sustainability and ethics, consider your required readings from the textbook which impacts how global businesses lead and share information for sustainability and ethical behavior.
What principles of sustainability do most organizations or companies find the most difficult to follow in the Kingdom of Saudi Arabia? How do Saudi laws affect these? Does Saudi Vision 2030 address these issues adequately? Why or why not? Post your comments with a rationale or an example.

Direction:

writing standards and APA style guidelines.
Be sure to support your statements with logic and argument, citing all sources referenced
Write 4 paragraph essays (Introduction, body and conclusion)

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Introduction and Framework for Sustainability

BA 361 Upper Iowa University Management Discussion Responses

assignment helper BA 361 Upper Iowa University Management Discussion Responses.

R1
LO 4
A career management program can help an organization forced to downsize its operations by pinpointing what operations are critical to the business’s core functions and what roles could possibly be eliminated and not affect the core functions greatly.  With career management programs organizations can help employees figure out what path they want to take their career.  It helps pinpoint which employees look to further than themselves and which ones possibly don’t want to.   I think it could also help with employees who don’t make the cut identify what direction they want to go and depending on the organization help them get into a position to find employment in that career path.  I found an article on jobhunt.org that talked about why career management is essential today.  The main benefit according to the article was that career management and planning helps us produce the results we want for our careers that will impact our lives in a positive way.  So, for an organization that is downsizing they need to establish what is going to be the roles that are going to have the most positive affect on the company and who is best suited for those roles.  Downsizing is never a fun process for companies, but in the end they might be able to streamline the organization of the business by combining job roles and responsibilities and become more efficient.
LO 5 
I think the one of the biggest hurdles women and minorities face in a lot of organizations is the “The good old boys network.”  According to our textbook, Managing Human Resources, “The good old boys network” is an informal network of interpersonal relationships that has traditionally provided a way for senior (male) members of the organization to pass along news of advancement opportunities and other career tips to junior (male) members as well as to recommend them.”  An article on Forbes website talked about the internal and external challenges women and minorities face in the workplace.  Some of the barriers the article listed are imposter syndrome, FOMO (fear of missing out), minority stress, perfectionism, stereotype threat, inability to self-promote and step up, fear of failure, fear of judgment, and fear of vulnerability.  The article does go on to explain each of these barriers and it is worth the read.  Reading through these I don’t feel like I have encountered these barriers in the work place which is something that needs to change.  I am not sure how to go about changing the business culture and create a level playing field for everyone, but it needs to be done. 
https://www.job-hunt.org/career-management/what-why-career-management.shtml 
https://www.forbes.com/sites/ellevate/2020/05/21/i…
R2
LO 4
A career management program can help an organization forced to downsize its operations by pinpointing what operations are critical to the business’s core functions and what roles could possibly be eliminated and not affect the core functions greatly.  With career management programs organizations can help employees figure out what path they want to take their career.  It helps pinpoint which employees look to further than themselves and which ones possibly don’t want to.   I think it could also help with employees who don’t make the cut identify what direction they want to go and depending on the organization help them get into a position to find employment in that career path.  I found an article on jobhunt.org that talked about why career management is essential today.  The main benefit according to the article was that career management and planning helps us produce the results we want for our careers that will impact our lives in a positive way.  So, for an organization that is downsizing they need to establish what is going to be the roles that are going to have the most positive affect on the company and who is best suited for those roles.  Downsizing is never a fun process for companies, but in the end they might be able to streamline the organization of the business by combining job roles and responsibilities and become more efficient.
LO 5 
I think the one of the biggest hurdles women and minorities face in a lot of organizations is the “The good old boys network.”  According to our textbook, Managing Human Resources, “The good old boys network” is an informal network of interpersonal relationships that has traditionally provided a way for senior (male) members of the organization to pass along news of advancement opportunities and other career tips to junior (male) members as well as to recommend them.”  An article on Forbes website talked about the internal and external challenges women and minorities face in the workplace.  Some of the barriers the article listed are imposter syndrome, FOMO (fear of missing out), minority stress, perfectionism, stereotype threat, inability to self-promote and step up, fear of failure, fear of judgment, and fear of vulnerability.  The article does go on to explain each of these barriers and it is worth the read.  Reading through these I don’t feel like I have encountered these barriers in the work place which is something that needs to change.  I am not sure how to go about changing the business culture and create a level playing field for everyone, but it needs to be done. 
https://www.job-hunt.org/career-management/what-why-career-management.shtml 
https://www.forbes.com/sites/ellevate/2020/05/21/i…

R3
LO 2
The different types of interviews the book talked about where nondirective, structured, situational, behavioral, and sequential and panel interviews. Non directive interviews are where the applicant determines the course of the interview through open-ended questions. Structured interviews are where the interview is set of standard questions with a standard set of answers. With situational interviews, the applicant is given a situation and the interviewer sees how they would respond to the situation. A behavioral interview is where the applicant is asked questions what they did in an actual situation. A sequential interview is where the applicant is interviewed by multiple people right after another. Finally, a panel interview is where the applicant is interviewed in front of a board of interviewers. I would prefer to conduct a nondirective interview. The reason I would chose this type of interview is because I feel like this is where the applicant is going to feel the most relaxed and where I feel like they could open up. I think as the interviewer I can learn more about the applicant by letting them speak about past experiences and let them drive the interview compared to having set questions and answers. I also feel like you can combine a few different types of interviews. I think you can combine nondirective with situational and behavioral. I have personal been interviews that are a combination of the different types of interviews. I was asked open ended questions at first and then I would was asked if this situation comes up how would you handle it? I was also asked what was a difficult situation you have encountered at work and how did you handle it? I think each type has their place, but for me I am a nondirective interview type of person while mixing in elements of situational and behavioral.
Snell, S., Bohlander, G. W., & Morris, S. (2016). Managing human resources. Cengage Learning.
R4
There are different types of employment interviews.

Non-direct interview – An interview in which the applicant is allowed he maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicants remarks.
Structured interview – An interview in which a set of standardized questions having an established set of answers is used.
Situational interview – An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it.
Behavioral description interview – An interview in which an applicant is asked questions about what he or she actually did in a given situation.
Sequential interview – A format in which a candidate is interviewed by multiple people, one right after another.

Personally, I would like to conduct a situational interview. I have been in these types of interviews before. When applying for a sales position. I was given a script of a fake business and then was placed in a room to answer the phone when it rings and sell this fake product to the person on the other line. My hiring was based on how I handled the situation. How I conducted the sells approach. Did I offer the products as listed on the script or did I add things that the fake business did not actually offer giving false expectations? I think this is an interesting way to conduct an interview. It lets the employer know what kind of skill set you have and where improvement gaps are needed. Are you worth hiring for this job placement or are you maybe better suited for something else?
Snell, S., Morris, S., & Bohlander, G. W. (2016). Managing human resources. Cengage Learning. 
BA 361 Upper Iowa University Management Discussion Responses

Asian Studies: Vietnam – Two Paths to Nation-Building Essay

Asian Studies: Vietnam – Two Paths to Nation-Building Essay. The Two Paths The history of Vietnam can be regarded as an example of the struggle of nationalists that had different approaches in mind. The two groups wanted to make Vietnam an independent state where people could enjoy liberty. However, the two groups had different approaches, and they also used different tools to achieve their aims. It is also necessary to add that the two groups resorted to the help of other states (the so-called third force). This shaped the struggle and created two different camps. One camp was represented by communist nationalists (led by Ho Chi Minh), and the other was represented by anti-communist nationalists (Dinh Diem was one of the most significant leaders within the camp). As has been mentioned above, the two camps fought for the independence of the Vietnamese but used different tools. Firstly, communist nationalists tried to adopt the ways used in the USSR. They wanted to eliminate private ownership and make the Vietnamese create collective enterprises. They also focused on the development of industries. However, Diem and his supporters did not want to accept the communist approach as they were “wary of the communists for reasons of experience” (Miller 435). Diem wanted to follow the example of European countries and the USA. Notably, Diem also wanted to start a “social revolution” (quoted in Miller 440). Thus, he did not want to adopt radical ways of the communists of the USSR. However, he believed he could help workers and peasants live better. Diem thought he could build a just society where people would share socialistic values. Remarkably, Diem did not provide a specific political program or particular strategies to achieve his aims (Miller 440). Diem also wanted to focus on the development of technology rather than industries (Miller 445). Secondly, the point that made the two camps differently was the attitude towards religion. Ho Chi Minh was born into a family that practiced Confucianism. However, the communist ideology had a very specific attitude towards religions. The communist ideology was turned into a religion. However, Diem was a devout Catholic, and he promoted Christian values. He also attended the Vatican and communicated with various Catholic leaders. Thus, Diem thought Catholic values could help the Vietnamese develop a just and strong society. Finally, the two camps also addressed different ‘third forces.’ Thus, Ho Chi Minh addressed the USSR and China for help, while Diem addressed such countries as Japan, France, and the USA. It is necessary to note that this collaboration affected the development of the country and the escalation of the conflict. Moreover, Vietnam became a “key Cold War battleground” (Miller, 445). Thus, the USA and the USSR tried to prove that their ways (communist or capitalist) was the most effective. These two countries wanted to make Vietnam follow their ways. It is necessary to note that Vietnamese people found themselves in a very difficult position as their national interests were not taken into account by the countries that were involved in the conflict. In conclusion, it is possible to note that Ho Chi Minh and Dinh Diem tried to create an independent Vietnamese state. However, they had different approaches and addressed different countries to help them. This led to the horrible war and the deaths of millions. People Caught in the Middle Hang and Phuong are two women who are caught in the middle of the conflict within Vietnam. The two women can be regarded as symbolic representations of the country. They are unable to influence the events, but they are only observers. However, the two women find their paths in the end. Hang is a young woman who had quite a lot of hardships in her childhood. Notably, she is not a policy maker or an active struggle. She only observes. Thus, she recalls that the end of the war was associated with certain hopes and aspirations (Duong 21). However, she also remembers that people were still divided by their views. Moreover, her family was also torn into two camps. She had to work hard as the conflict deteriorated the economy of the region. Hang often had to starve when she was a girl or a teenager. She also could not enjoy the happiness of having a strong family as she barely knew her father, her uncle was an outcast, and she had to be ashamed of her aunt’s presence. However, at the end of the book, the young woman accepts her past, and it is clear that she is going to leave her past behind. Hang’s commitment to start a new life and start walking along her path can be regarded as a symbolic representation of the path of the entire country, i.e., a newly independent country. Phuong is another female who had to survive in a country where people killed each other for ideological reasons. Phuong is trying to find her path. She needs a man who can marry and support her. It is necessary to note that Phuong is more like a symbol. Phuong stands for the entire country. The woman has two different ways. Pyle is an American, who fights against communist nationalists, promises to marry Phuong (The Quiet American). This can symbolize US support and the Americans’ desire to make Vietnam adopt American ways. Fowler promises the woman to marry her, but he is unlikely to do it as he is married. The relationship between Phuong and Fowler can symbolize the Vietnamese people’s future in case the country will follow its national path. At the end of the film, it is clear that Fowler will marry Phuong and will be able to make her happy. On balance, it is possible to state that the two characters are rather different, but they serve as symbols to show the future of the country, or rather the way this future is seen by the Vietnamese. Works Cited Duong, Phan Huy. Paradise of the Blind. New York, NY: HarperCollins, 2002. Print. Miller, Edward. “Vision, Power and Agency: The Ascent of Ngo Dinh Diem, 1945-54.” Journal of Southeast Asian Studies 35.3 (2004): 433-458. Print. The Quiet American. Dir. Phillip Noyce. New York, NY: Miramax Films. 2002. DVD. Asian Studies: Vietnam – Two Paths to Nation-Building Essay

Preparing for a Natural Disaster in US Essay

There are a number of activities involved in the anticipation of disasters. Management of floods is no exception. In anticipation of the occurrence of floods, a number of activities need to be carried out in preparation of any imminent disaster that may arise. Responders to disaster need psychological support which is aimed at helping them to deal with trauma that may arise as a result coming face to face with the devastating effects of this type of disaster. The Disaster Response Network (DRN) offers pro-bono mental health service to responders as well as helping forge working relationship between all responding organizations. However, there are policy issues that need to be addressed to ensure that all these responders are strategically incorporated in disaster management. There are a number of activities and procedures involved in preparing and anticipating floods. They include; threat information gathering, particularly, from the environment and persons, paying particular attention to the information obtained, interpreting this information in relation to evident disaster signs, a series of processes geared towards informed decision making. Responders also need to be given the necessary psychological support and training in anticipation of the imminent trauma that they will be exposed to by the devastating effects of the floods (Gist and Lubin, 1999; Lindell and prater, n.d.). The Disaster Response Network (DRN) is a function of the American Psychological Association (APA) that offers pre-disaster psychological support to disaster responders. When responding to floods, DRN enables the responders to deal with trauma in the process of their humanitarian work (APA, 2011). The DRN offers a number of supportive roles to disaster responders. Basically, it coordinates the activities of all responding organizations including the Red Cross. The DRN aims at maintaining fruitful working relations between responding organizations, communities and individuals in response to flood management. Furthermore, the DRN offers psychological counseling to the communities affected by floods (APA, 2011). To provide these services, the DRN as well as other disaster responders are mandated to follow a code of professional ethics (Phelps, Eismanb and Kohoutc, 1998). Given that there are a number of organizations with different structural policies but sharing a common goal in responding to disasters related to floods, conflicts may arise. This is due to the fact that the corporate organizations respond to disasters not only for humanitarian reasons but also for publicity. Get your 100% original paper on any topic done in as little as 3 hours Learn More As such a conflict of interest arises between the corporate organizations and other humanitarian organizations that respond to floods. Currently, the DRN is working with other organizations such as the Humanitarian Relief Initiative (HRI) of the World Economic Forum (WEF) and corporate organizations to establish priorities and harmonizing the objectives of all these organizations to address the set priorities (Martin and Darcy, 2011). So far, there lacks an in depth understanding of the motive behind the involvement by the corporate organizations in response to disasters emanating from floods. Within the humanitarian policies, there exist gaps that corporate organizations must be able to address. For example, commercial organizations are useful in long-term disaster management especially in post-disaster reconstruction. However, the current humanitarian policy limits involvement of corporate organizations to short term engagement. To address this strategic weakness, the current humanitarian policy needs to be reevaluated and requires that commercial and humanitarian responders categorically state their motives. This will lead to informed decision making and strategic disaster management (Martin and Darcy, 2011). To effectively overcome the challenge of incorporating commercial organizations to disastrous floods, there needs to be policy changes that require openness about the motives of engagement in humanitarian work. This will ensure there a sustained long term engagement by these commercial responders. This will be in intended at addressing current shortcoming in policy issues. Reference List APA. (2011). Disaster response network member guidelines. Web. Gist, R. and Lubin, B. (1999). Response to disaster: psychosocial, community, and ecological approaches. London: Taylor and Francis. Lindell, M. and Prater, C. Estimating evacuation time components: lessons from nuclear power plants, hurricanes, and the first world trade center bombing. We will write a custom Essay on Preparing for a Natural Disaster in US specifically for you! Get your first paper with 15% OFF Learn More Hazard Reduction

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