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Which of the following cases sets a precedent that segregation laws were unconst

Which of the following cases sets a precedent that segregation laws were unconst.

Which of the following cases sets a precedent that segregation laws were unconstitutional in the United States? Texas v. Johnson Plessy v. Ferguson Gideon v. Wainwright Brown v. Board of Education
Which of the following cases sets a precedent that segregation laws were unconst

Environmental Justice & Public Policy Decision Making Annotated Bibliography.

Create an annotated bibliographyStep 1: Write the citation of the uploaded document. Write the citation in APA format.Step 2: Evaluate and synthesize information from the literature. Thoroughly read the article and reference major ideas, concepts, and information that will help to communicate current knowledge and understanding of the topic. You should be able to answer one or more of the questions below.1. Did the author discuss a theory or conceptual framework? If so, describe thetheory/framework and how it could be/has been applied to environmental problems.2. What is the thesis/ research question/ hypothesis?3. What methods were used to collect and analyze data? Note location and sample size ofthe study.4. What are the major ideas, findings, and conclusions of the study?5. Are there any limitations of the study/theory/framework?APA Citation FormatCite literature using the APA format. There are a number of sources of how to write a citation using APA format. One source is Purdue Owl: (https://owl.english.purdue.edu/owl/resource/560/01/ (Links to an external site.)). Must include the bibliographic and in-text citation.Bullard 2000
Environmental Justice & Public Policy Decision Making Annotated Bibliography

Jihad Role in Islam Religion Term Paper

Jihad Role in Islam Religion Term Paper. Jihad is a widespread text authored by one of the most influential and highly celebrated Islamic scholars of the twentieth Century, Sayyid Abul Maudoodi (Peace be upon him). Maudoodi was a man of various facets, doubling as a philosopher, journalist, theologian, and political activist. In 1941, for example, he claimed credit for the establishment of the Jamaat-e-Islami in Pakistan and India an ideology that re-energized the spread of Islam. This political movement was dedicated to advocating for the establishment of untainted Islamic States in the regions governed by Sharia law (Huzen 33). Rather than view Jihad from a personalized, parochial view of Islam, Maudoodi view of Jihad, according to Sharia law, was at the top of his priority. For instance, he believed that family relations, socio-economic and political administration, and judicial systems of the Muslim world guarantee the laws of peace and war in diplomatic relations, as well as duties and rights of citizens. Succinctly, Jihad under the Sharia law seeks to embrace all the confluences of life. Accordingly, Sharia law aims to achieve a comprehensive scheme of life by striving to embrace and restore social order defined by the abundance of life and richness of the people (The True Meaning of Jihad par. 4). To the rest of the population, Millard (27) opines that Jihad evokes conflict and war, and it is the defining factor for making Islam to have the least reception in the minds of such opponents. The Islamic communities by contrast view Jihad as an Islamic holy war whose meaning is attributable to struggle as the foundation of its creed. Jihad as a popular Islamic practice emanates from the word Juhd, which means struggling in the way of Allah. Jihad, therefore, denotes striving to make the kingdom of Allah profound by bringing up Allah’s word of which all Muslims have an entitlement to protect Islam as a holy religion. According to Seriki (111), Jihad is the version of a speech that Maudoodi issued in Lahore, Pakistan way back in 1939; it entailed a very comprehensive view of the Islamic orientation to the faith. It embraced a variety of the classical works of with various authorships, including the much-proclaimed Fundamentals of Islam as its reference points. Coming out as an offshoot of World War II, Maudoodi in his lectures sought out an opportunity to identify the universal villains of the period as neither Nazi of Germany nor the reigning Imperial Japan, but rather the Western European powers negative schemes. For instance, he accused France and Britain of being the main obstacles to the spread of the Islamic religion (Seriki 113). Just like his fellow Islamist adherents, Leninism greatly influenced Sayyid Qutb’s viewpoints both in the theory of a revolutionary precursor, as well as a compulsion to change the social order in all parts of the world by unleashing violence as the case may otherwise warrant (Huzen 36). The entire lecture that gave birth to Jihad was worthwhile and alarming especially in redirecting the future focus of the Islamic view in totality. It marked the turning point of a replenished Islamic social order by radicalizing the Islamic thinking in ways that otherwise might not have been the case (Kelsay 45). Maudoodi categorically radicalized the Islamic opinion by asserting his personalized view of an empowering Islamic state. In the excerpts, advocacy for Jihad outlined that Jihad is a revolutionary process and an ideology that aims to alter the classical social order in all parts of the world with a duty to rebuild the society in conformity with the very tenets and ideals that nurtures it (Seriki 115). In the chatter, it became clear that Muslim was the foundation of a movement that sought to carry effective revolutionary program in all parts of the world. In so doing, Jihad stood as the enabling factor in achieving these ideals (Seriki 116). According to Kelsay (34), Jihad is a reminiscent of a revolutionary act, a struggle to the utmost exertion, which the radicalized Islamic opinion brought into play in achieving these objectives. With the already radicalized thinking of the Muslim world, Islam sought to destroy all governments and destabilize all states that were less receptive to or opposed to Islamic ideology and programs. The resolve of Islam was therefore, to set up states based on the ideology and programming of the Islamic opinion, regardless of which states become receptive of the Islamic ideologies (Huzen 38). The most indoctrinated feature of the Jihadist as a movement was to roll out a program that ensures no state undermined Islam and in the process sought to establish a robust Islamic community in the whole world (Millard 75). While Jihad positions itself as a very violent force to reckon with, those who embrace it hold different opinions. Over time, Jihad as an enabling pillar for the Islamic faith continued to pass out as the most abused entitlement in Islam. The abuse of Jihad, according to Mutahhari, is all-pervasive with both Muslims and none Muslims contributing negatively to Jihad almost in equal aspects (par. 7). According to Millard (78), the corporate media continue to misuse Jihad to emphasize the stereotypical appearance of Islam as a religion with violent following for which war is supreme. Imperialists and neo-colonialists under the guise of democratizing the world usually intervene directly or indirectly in societies where some cults proclaim Jihad (Kelsay 54). Often, these western powers intervene to redeem the populations under threat of sworn Jihadist protectorate resulting in greater disorientation of social order and abuse of right of the populations in these areas. Normally, in an attempt to tone down the rhetoric of the Islamic Jihad, the process to diffuse Jihad has always been characteristic of violence that ends up solving not a single problem of the masses. In professing an enabling ideology for a free Jihad opinion, Mutahhari argues that proponents of the Jihadist hold that mere fighting in protest against oppression does not necessarily constitute a legitimate Jihad (par. 11). According to the proponents of non-violent Jihad as a pillar of the Islamic faith, Jihad emanates from spiritual and moral duties that seek out nothing but moral good for all (Kaltner 19). These aspects of nobility in Jihad as a practice among the Islamic elect continue to receive little attention with most Jihadists proclaiming to be Allah’s soldiers preferring to tread the violent path instead. Proponents of none-violent Jihad vociferously maintain that Jihad as a pillar in Islamic teaching is only a factor in ending fitna – the prosecution of Muslims in general. Jihad, as Kaltner (20) observes, is not necessarily an element of instituting violence, gaining wealth, grabbing assets, power, and extending the hegemony of supremacy of state power. Most proponents of none-violent Jihad opine that Prophet Mohamed, (Peace be upon Him) and his Caliphs never for the sake of religion, took part in Jihad for such parochial stakes. Instead, the Muslim rulers of the past exploited the legacy of Jihad as a way of serving their personal self-interest at the expense of the vast Muslim populations. Moreover, proponents of none-violent Jihad also criticize the acts of some Muslims who execute populations who they perceive as being against the Prophet Mohamed through their criticism in writing or caricature. As a rule, these individuals seek freedom of consent to all members of the society and further hold that individuals should be free to air their views as long as they dim fit and does not infringe on others’ rights. It is particularly wrong as Kaltner (27) notes to infringe on individuals’ rights by breaking all the conventions of Jihad to inspire a most heinous murderous act. Finally, proponents of none-violent Jihad criticize the exclusivist mindset of the radicalized Islamic teaching that inspires hatred to none-Muslim populations as a necessary part of the Islamic belief. In doing so, they describe these acts as brewing conflict against none-Muslim populations as an atrocious criminality which is against the very teaching of Islamic religion. The Islamic teaching, according to Kaltner (36), seeks to achieve the good of all by aiming to build a strong foundation of a peaceful coexistence, nurturing love and fraternity and well as edifying harmony in all the climes of life. In conclusion, it is imperative to conceptualize that under the norm of Jihad, comes the many differentials that categorize Jihad as a pillar in Islamic religion. The common perception of Jihad a reference only to struggle has the connotation of armed conflict that unfortunately, is a refutable tradition of the Prophet Mohammed. The pedagogy of Jihad as evinced in the Holy Quaran is to evoke the words of truth even to the point of being chained like a criminal in the hope that truth will certainly free individuals who believe and nurture the true sprits of the faith. The classical attribution to Jihad therefore is to redeem populations from oppression and tyranny especially where such establishments have no or little regard to freedom of individuals. Seen in this perspective, Jihad offers a foundation stone from which to conquer ills against humanity, ills perpetrated by those adept at extending the bondage of humanity by confining the legacy of populations (The True Meaning of Jihad par. 8). To date, populations across the world continue to view Jihad with mixed perspectives and in all cases, the opinion of the society anchors in sharp division. While some people view Jihad as an enabling process to redeem humanity, others view it as an encroachment against the very humanity it seeks to protect. At its behest, Jihad has an inclination to radicalize the mind of the adherents, and this is where the split in opinions begins. For now, the society can expect very little from the very fundamentals of Jihad given its misconceptions and poor translation by the devotees. The interpretations about Jihad in several traditional Islamic jurisdictions may have been correct for their own precise classical context, nevertheless today as the entire structure crumbles, the international relations continue to wallow, and global world have undergone great alterations, it seem difficult to understand the usefulness of Jihad in today’s context. Works Cited Huzen, Kent Bob. Politics of Islamic Jihad. N.p. 2008. Web. Kaltner, John. Islam: what non-muslims should know. Minneapolis: Fortress Press, 2003. Print. Kelsay, John. Arguing the just war in Islam. Cambridge, Mass.: Harvard University Press, 2007. Print. Millard, Mike. Jihad in paradise: Islam and politics in Southeast Asia. Armonk, New York: M.E. Sharpe, 2004. Print. Mutahhari, Ayatullah Murtadha. Jihad: The Holy War of Islam and Its Legitimacy in the Quran. N.p. 2009. Web. Seriki, Ia Alani. “The interpretation of Jihad in Islam.” Journal of Philosophy and Culture 2.2 (2005): 110-117. Print. The True Meaning of Jihad. N.p. 2003. Web. Jihad Role in Islam Religion Term Paper

MGT 2210- HW Business Analytics 2

essay help online free MGT 2210- HW Business Analytics 2.

I’m working on a management multi-part question and need an explanation to help me understand better.

Homework – Business Analytics 2Due Thursday by 11:59pm Points 5 Submitting a file upload File Types doc, docx, and csv Available Feb 25 at 12pm – Mar 4 at 11:59pm 8 dayDownload homework files here:BA_Homework_2.pdf undefinedThe assignment is due on Mar 4 (Thursday) midnight 11:59pm. Submit the Word document (which includes 3 screenshots, 2 text R commands, and the calculation of impurity and prediction accuracy) and the CSV file (which includes the row indices for the random sample of the training data set) through the “Assignments” page on Canvas. Name the World document as LastFirst‐BA2.docx or LastFirst1‐LastFirst2‐BA2.docx, and leave the name of the CSV file as ind.csv (which will make it easier for us to import into R). If you work in a two‐person team, only one submission is needed. Please make sure to include both team members’ names and GT accounts in the Word file.
MGT 2210- HW Business Analytics 2

Explanation of Staff Behaviour Research Paper

Abstract Many research studies have been done to investigate the underlying issues influencing staff behavior. Considering the dynamics of carrying out research studies on such an important management facet, this study evaluates specific research studies done to determine the best way managers can manage employee behavior. Through an analysis of given research studies, we find out that observation, interviews and surveys were the most commonly used techniques in data collection while graphs and charts were the most commonly used tools in data presentation. Comprehensively, this study concludes that the research studies sampled were fairly done and the use of graphs, pie charts, interviews and observational techniques were appropriate tools in representing behavioral variables, but the use of surveys casts a lot of doubt to the accuracy of its findings. Introduction Analyzing staff behavior and its antecedents can be a daunting task for most researchers. This is because staff behavior is a relative issue and many factors affecting employee behavior vary form organization to organization or region to region (Currie 2006, p. 26). In this regard, it is essential for organizations to adopt the best research techniques in data analysis and presentation to come up with the most accurate results. Staff behavior being a critical component in organizational performance, this study will seek to evaluate research styles adopted by specific researchers in analyzing staff behavior. This will be done through the analysis of employed research techniques in the collection and presentation of data. However, focus is also put on the recommendations outlining the conclusions derived from the research. Research Purpose To analyze the best techniques management can use in managing staff behavior. Get your 100% original paper on any topic done in as little as 3 hours Learn More Topic Review The performance of employees is directly dependent on their attitudes and behaviors in the organization (Marchington, 2008, p. 2). This is true because one employee has an impact on the behavior of other employees and the manager’s. Researchers have, therefore found this phenomenon interesting and many have over the years developed tones of research articles on staff behavior in organizational contexts. Since staff behavior is a pertinent management problem, researchers from various fields including marketing, strategic management, human resource management and enterprise and innovation have focused on this issue through enquiry based learning to provide managers with a comprehensive way in which they can manage staff behavior (Robinson 2006, p. 5). Researchers have in the past dealt with a wide variety of issues regarding staff behavior; ranging from emotional problems, hygiene problems, insubordination in the workplace, verbal abuse, sexual abuse, physical abuse and alcohol or substance abuse (Henry 1990, p. 23). These factors have been identified by researchers as more problematic in the organizational context when compared to other organizational indicators such as attendance or performance problems (Fellner 1984, 32). In this context, researchers have in the past given different perceptions on staffing in organizations, through the advancement of various solutions to the problem. One of the key solutions advanced by researchers such as Geller (2001) and Komaki (1981, p. 111) has been the setting of good examples by managers to avoid bad staff behavior. These researchers claim that the key to benchmarking good behavior rests on the managers and minimal input should be expected of employees because they reiterate the behaviors they see of their bosses. In this regard, such researchers propose that managers ought to make rules and recommendations that govern staff behavior in addition to being at the forefront in conforming to them (Stoneman1989, p. 115). Proponents of this view don’t side with the perception that managers should give a theoretical understanding or example of proper employee behavior because they agree that good employee behavior is a top-down approach, in that, the managers essentially determine the staff behavior to be characteristic of the organization. We will write a custom Research Paper on Explanation of Staff Behaviour specifically for you! Get your first paper with 15% OFF Learn More These researchers also note that such a goal can be achieved through shaping the staff’s attitudes and behaviors by having a positive attitude in the first place, to set the framework for good staff behavior (Komaki 1981, p. 112). Other researchers such as Erin (2006, p. 220) and Balcazar (1986, p. 65), have had conflicting opinions on the matter and instead advance the fact that managers should not only set a good example and hope that the employees follow it, they should set clear expectations on the behaviors they expect their employees to show. These researchers note that it is important for the management of any organization to set high standards of employee behavior so that if a small margin of error occurs towards the attainment of excellent employee behavior, it can be tolerated without having a significant impact on the performance of the organization. Reference is given to managers who let their employees operate their departments the way they wish and work twice as hard to cover up for employee absenteeism (Balcazar 1986, p. 66). Such managers are branded as ineffective and tolerate the thriving of bad staff behavior within organizations. The only way organizations can avoid situations where employees account for their actions and develop some sort of responsibility, is through the clear demarcation of what is tolerable or intolerable in the organization (Turner 2002, p. 34). Even though setting high expectations for employee behavior may be beneficial in decreasing poor staff behavior, other researchers such as Watson (2005), Torrington (2005) and Henkel (2007, p. 310) have advanced the opinion that training, prompting and self-monitoring are the best strategies for reducing poor employee behavior. These researchers observe that it is essential for organizations to carry out routine training programs where employees are taught how to act appropriately in the organizational context. Special emphasis was made on service-oriented organizations because such organizations require optimum perfection in employee behaviors with respect to how they interact with their customers (Henkel 2007, p. 310). Proponents of this strategy also note that managers should be strategic recipients of training programs because they are entrusted with the duty of managing employee behavior in the workplace. Not sure if you can write a paper on Explanation of Staff Behaviour by yourself? We can help you for only $16.05 $11/page Learn More Just like previous research studies which stress on the fact that the bulk of staff behavior responsibility rests on managers, these researchers also put a lot of responsibility on the role of managers in ensuring the best training practices are routinely carried out in the organization to change employee attitudes and habits. These researchers also note that training should not only be done to new employees in the organization but also existing ones, and those who still promote dysfunctional behavior should be expelled from the organization (Watson 2005, p. 65). These harsh sentiments are upheld because the researchers realized the importance of having a positive culture which encourages proper staff behaviors in the organization. The best way organizations can achieve this positive attitude in the organization, according to the researchers, start at the direct point of employee entry in the organization (when new employees are taught the best practices in the organizations and oriented on the expectation of management with regard to their performance in the organization) (Watson 2005, p. 29). Lastly, researchers such as Allison (1992, p. 85) and Dickinson (1993, p. 20) have acknowledged the importance of rewarding and encouraging employees to adopt good organizational behavior. They note that most of employee poor behaviors are brought about by the lack of proper compensation or inspiration by management. In this respect, employees who are poorly motivated often exhibit poor organizational behaviors; either out of boredom or because of poor remuneration (as a sign of protest) (Allison 1992, p. 85). These researchers also note that management should reward employees for good performance and endeavor to compensate them for their actions in the organization, or for the extra commitment they show in the organization, which surpasses their work roles (Dickinson 1993, p. 20). These factors are identified as overall and most important because out of the surveys done on organizations with the best staff performance, it was identified that the best organizations had good managers who educated their employees on the importance of adopting good staff behavior (Dickinson 1993, p. 20). Also, in these organizations it was seldom observed that management never took note of outstanding employee performance. Data Collection Approaches In coming up with the above recommendations to correct poor staff behavior, the above-mentioned researchers have used various data collection approaches in coming up with these conclusions. In determining the kind of data collection approaches to undertake, it was quite important for the researchers to understand the nature of the research and the objectives to be considered in the studies. In addition, the researchers had to consider the resources available to achieve the goals of their research studies. However, in the selection of the best data collection technique, some researchers used more than one data collection technique to get the most accurate results for their studies. The following data collection techniques summarize the most commonly used techniques in the studies. Interviews Interviews were majorly used to gain a deep insight into the dichotomy of employee behaviors in organizations studies because this technique can easily expose the underlying beliefs, attitudes and anecdotal data regarding people and the behaviors they manifest while in the organization. Most researchers prefer this method because it results in the collection of rich data relating to staff behavior because of the personal contact between the researcher and the respondent (Berhman 2006, p. 1). In this manner, it is quite easy for researchers to probe the underlying reasons resulting to the manifestation of poor employee behaviors in the organization. Considering the nature of the research was quantitative, interviews were mainly preferred by most researchers because through the technique, they were able to establish the underlying causes for specific organizational behaviors. In this context, if employees exhibited poor staff behavior, the researchers were able to determine the causes that led to the behavior in the first place. For example, some respondents would explain that management neglect was the primary reason why the staff exhibited poor behavior in the organization and other employees would point out that the managers behaved badly in the first place and so they didn’t see the importance of behaving appropriately. Researchers were also able to probe the best recommendations employees thought were most suitable to solve poor staff attitude in the organization. Even though the answers expected may have been diverse, the researchers were able to dig deep into the employees’ thoughts and extract the finer details of staff behavior in the organization. In organizations where the staff was unable to read and write, interviews provided a good mechanism to obtain information from the respondents, regardless of their illiteracy (Berhman 2006, p. 1). Also, in instances where ambiguity could be detected, audio/visual backups provided a good mechanism to backup information and reanalyze data. The use of interviews was therefore quite useful because it was applicable to a number of organizations but in order for it to be effective, enough time had to be allocated for the interview; meaning that the staff had to create time for the interview out of the usual organization time period (Berhman 2006, p. 1). In addition, the use of interviews may have been challenging for the researchers because they had to find a quiet place to do the interview, since noisy surroundings affect the depth of an interview. However, in instances where special equipment was used, challenges may have been experienced in transcribing the information or recording the interview altogether, because not all researchers are endowed with the skills of making this operation a success. Lastly, in interviews, there was a high probability that the information obtained may not have been consistent with the employee behaviors because some employees may have given false information to look good in the eyes of the researcher or to boost the image of the organization (Berhman 2006, p. 1). Observation In instances where interviews were deemed ineffective, observations were used to best conceptualize the underlying factors affecting the behavior of employees. Observations were best utilized in this type of research because its usage has been approved in research studies analyzing the behavior of individuals in a group context (Berhman 2006, p. 2). One main advantage why the researchers felt that observation was appropriate for their researches, is that, in observation, the staff are unaware that they are being analyzed and therefore chances of the researcher obtaining uncompromised information is extremely high. In fact, some analysts note that observation technique is more effective when compared with interviews (Berhman 2006, p. 2). This is because this technique provides reliable information through reliable indicators of staff behavior, which is better than probing the behavior of employees orally. Some researchers preferred this technique because it was quite useful in triangulating or corroborating information from previous research studies, especially for researchers who were using secondary data materials (Berhman 2006, p. 2). Such kind of research may have included the analysis of case studies or such like sample data. Observation technique is therefore quite effective, especially in qualitative research, which clearly outlines the nature of this study but regardless of these advantages, some researchers may have faced a couple of challenges in applying this technique. One of the significant challenges for the researchers is the need for total commitment in observing the behavior of employees in the organization and this involves the time to record relevant information as well (Berhman 2006, p. 2). Secondly, unlike the interviewing technique, in observational research, the researchers could not ask the participants questions whenever they needed clarification. Because of this fact, the final conclusion may have suffered the setback of portrayal of wrong analysis to employee behavior. This means that under observational technique there is a potential risk of wrong data interpretation, meaning that, if another researcher were to analyze the same scenario as observed by another researcher, probabilities that the two would infer different conclusions are high. This technique, therefore, requires that the researchers be very impartial in using it and they should also try to draw out the most accurate conclusions from the observation. Otherwise, it would be appropriate to use follow up interviews to verify the conclusions. Surveys Analyzing the behavior of employees through the analysis of certain organizations was carried out using the survey technique. This means that Allison (1992) and Dickinson (1993) sampled a given group of organizations and analyzed the staff behavior in these organizations. These researchers may have been attracted to the technique because it was the most appropriate in gathering brief responses from a sample of organizations. Also, the technique may have given the researchers the option to either ask open-ended or close-ended questions, in addition to giving the researchers the liberty to ask the questions in written copies or online. Lastly, the tabulation of employee responses was perceived to increase the efficiency of the research information. Presentation of Findings Different researchers used different types of presentations to show their findings. However, the most commonly used methods of data representation were graphs, to explain the relationship between various managerial practices and the resultant effect on employee behavior. Variables such as employee motivation, remuneration and attitudes were directly depicted alongside management’s commitments to the parameters and the resultant effect on staff behavior. This technique was quite useful to most researchers because they could summarize what an entire essay would try to explain. In addition, under the technique, staff behavior could be quantified alongside the influencing variable. Pie charts were also commonly used to expose the type of variables affecting staff behavior and the extent to which they affect staff behavior altogether. In this regard, variables such as management’s commitment, performance benchmarking, training, remuneration and the likes were represented in a pie chart format with the percentage to which they affect employee behavior shown in the findings. This method was preferred because it could also summarize most of the significant variables affecting employee behavior and their relative strengths in doing so. Conclusion Research studies to analyze employee behaviors are best represented by the employment of observational research technique and interviews. The findings depicted in this study represent a fair view of how the research should be done, but the inclusion of surveys in coming up with the final conclusions may cast of a lot of doubt to the accuracy of the research. This is because surveys are only representative of the overall operations of the organization and therefore, it does not go deep, to analyze underlying factors affecting staff behavior, the way interviews and observational techniques do. Nonetheless, the best conclusion, factoring in the nature of the research, could be best derived through observational technique. With regard to the data presentation techniques, graphs and charts were appropriate tools of data representation in this study because staff behavior is by far a dynamic issue and the factors affecting it are also quite dynamic. To quantify the degree of the variables affecting the behavior of employees, it was necessary to come up with a visual depiction of the most significant variables and the percentages or degrees to which they affect staff behavior. Graphs and pie charts were therefore quite useful in this study because they were able to summarize the most important elements to this research. Comprehensively, the above research methodologies were fairly carried out and their conclusions reflect a significant degree of reliability. References Allison, D. (1992) Relative effectiveness and cost effectiveness of cooperative, competitive, and independent monetary incentive systems. Journal of Organizational Behavior Management, 13, 85-112. Balcazar, F. (1986). A critical objective review of performance feedback. Journal of Organizational Behavior Management, 7, 65‑75. Berhman, S. (2006) Deciding Which Data Collection Method Is Best. Michigan, University of Michigan. Currie, D. (2006) Introduction to Human Resource Management. London, CIPD. Dickinson, A. (1993) A comparison of the effects of two individual monetary incentive systems on productivity: Piece rate pay versus base pay plus incentives. Journal of Organizational Behavior Management, 14, 3-82. Erin, P. (2006) Effects of Training, Prompting, and Self-Monitoring on Staff Behavior in a Classroom for Students with Disabilities. Journal of Applied Behavior Analysis, 39(2), 215-226. Fellner, D. (1984) A behavioral analysis of goal setting. Journal of Organizational Behavior Management, 6, 32‑51. Geller, E. (2001) Behavior-based safety in industry: Realizing the large-scale potential of psychology to promote human welfare. Applied

University of the Pacific Future of Cybersecurity Thesis Paper

University of the Pacific Future of Cybersecurity Thesis Paper.

Write a 1,750- to 2,100-word paper, using definitions, principles, and concepts from previous assignments, in which you establish a thesis regarding the future of cybersecurity.Include the following in your paper:Describe your thesis regarding the future of cybersecurity.Analyze the future of cybersecurity, including any opportunities for cooperation between the government and the private sector in creating or building a national cybersecurity infrastructure. Explain your thoughts.Describe the legal limitations associated with combating and preventing cybercrime and cyberterrorism, including a critique of major federal laws and strategies that support this effort.Suggest a realistic solution to prevent cybercrime by discussing and evaluating the effectiveness of existing prevention policies and cybersecurity policies.Format your paper consistent with APA guidelines. There is a sample paper located in the Course Resources section for this class.Use a minimum of 3 academic references.
University of the Pacific Future of Cybersecurity Thesis Paper