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Identify two strengths that you have as a Time & Money Manager, and two areas where you lack as a Time & Money Manager.How can you use the Multiple Intelligences to overcome/strengthen areas that are lacking in terms of managing Time & Money?How can you use the suggestions as numbered below to better manage procrastination and time traps?1.Analyze the effects.2.Set reasonable goals3.Get started whether you “feel like it” or not.4.Ask for help.5.Don’t expect perfection.Please make sure to cite 2 different sources, use both in-text citations and cite your sources in APA format.
University of Southern Florida Time and Money Management Discussion
Answer each of the following questions based on your reading “Instructors’ reasons
for choosing problem features in a calculus-based introductory physics course” by Yerushalmi.(attached)1. The end of the introduction suggests that readers “reflect on how these problems are similar
or different to the problems they use, and then try to articulate their reasons for favoring
particular problem features.” Write your reflection based on that prompt now. How are these
problems similar or different to what you use? What are your reasons for choosing particular
problem features? 2. The paper reveals that instructors seem to have different criteria for how they choose
problems for any situation and how they choose problems for exams. Do you have different
criteria for choosing problems based on whether the problems are part of a homework
assignment, in-class assignment, or test? If so, what is your reasoning? 3. What are the strengths and weaknesses of this study? What do you think a good follow-up
study would be?
Reflection -Instructors reasons for choosing problem
Kearney, C. A. and Trull T. J. (2016). Abnormal psychology and life: A dimensional approach. (3rd ed.). Stamford, CT:
Kearney, C. A. and Trull T. J. (2016). Abnormal psychology and life: A dimensional approach. (3rd ed.). Stamford, CT:. Kearney, C. A. and Trull T. J. (2016). Abnormal psychology and life: A dimensional approach. (3rd ed.). Stamford, CT: Cengage Learning. ISBN: 978-1337098106 What is Normal Anyway?” Let’s consider: Welcome to our first discussion assignment. For this week’s discussion, it will be helpful for you to first read Chapter 1, especially pages 4-19. As you are probably already observing in your reading this week, there is so much to learn about mental health and mental disorders. As our text’s authors remind, “abnormal psychology has implications for all of us” (KearneyKearney, C. A. and Trull T. J. (2016). Abnormal psychology and life: A dimensional approach. (3rd ed.). Stamford, CT:
Industrial Relations and Their Recent Adaptations Compare and Contrast Essay
help writing Industrial Relations and Their Recent Adaptations Compare and Contrast Essay. Introduction During the 21st century, the issue of employment relations has increasingly become very complex and delicate. To survive in the current business environment, firms have to ensure that they establish and maintain good relationship with the various stakeholders (Kumar, 2011, p.374). This can be attained by integrating the concept of industrial relations. Sivarethinamohma ( 2010, p.5) further asserts that industrial relations are an outcome of two main aspects which include employment relations and human resources management. Industrial relations contribute toward improvement in the rate of productivity within an organization. Industrial relations create of an environment conducive for working and establishes a mutually beneficial labor-management relations. It also results into reduction of internal conflicts and maintaining democracy within the workplace (Kumar, 2011, p.374). This paper entails a description of approaches to industrial relations and their recent adaptations with specific reference to human resource management and neo-institutionalism. The element of conflict and cooperation at the workplace in relation to the two approaches is explained. Description of two approaches of industrial relations Unitarism approach to industrial relation In this approach, organizations are considered to be harmonious and integrated systems. As a result, they operate as one happy family. The approach also integrates an authoritarian or paternalistic approach which asserts that all employees should consider the organization as a team (Pizam, 2007, p.502). Through this approach, the employer convinces the employees that all their needs will be taken care of by making decisions with take into account their interests. As a result all employees are required to be loyal. In this approach, trade unions are considered to be illogical, irrelevant and uncalled for. They are also considered to be an intrusion to the operation of the organization. This perspective asserts that trade unions in organizations exist as a result of management failure to meet the needs of the employees or due to employees’ perverseness. The unitarism approach stresses on direct negotiations with the employees. This is due to the fact that it perceives organizations to be unitary with regard to purpose, structure, source of authority and to be composed of unified participants (Singh, n.d, p.15). Pluralism approach The basis of this approach is that organizations operate as coalitions (Singh, n.d, p. 15). As a result, conflicts within organizations are inevitable due to competing interests. The approach also asserts that the role of organization’s management team is to mediate between the various interest groups. Trade unions in the pluralism approach are regarded as legal representative of the interests of the employees. Additionally, attainment of stability with regard to workplace relations occurs through compromises and concessions between trade unions and the management teams. Human Resource management (HRM) The approach of human resource management is concerned with managing human resources. As a result, it is composed of a number of policies and practices which are aimed at enhancing employee commitment, improving the quality of work and attaining flexibility. Some of the issues incorporated in HRM include employee recruitment, selection, remunerations and employee appraisal. These are the most important elements of HRM. In summary one can assert that HRM is mainly composed of a set of managerial initiatives (Silva, n.d, p.9). Neo-institutionalism The above approaches to industrial relations have undergone significant developments over the years. This has resulted into emergence of other approaches. An example of such approach is neo-institutionalist approach. This approach has emanated from development in the pluralism approach. The objective of this approach is to expand the value of pluralist thinking. Neo-institutionalist approach asserts that organizations are open systems whose operations are affected by the environment within which they operate (Fenton-O’Creevy, 2005, p. 76). One of the main areas of concern of this approach relates to employment relationship. Conflict and cooperation at work in relation to the above approaches The approach also assumes congruency of purpose, interest and objectives between the organizations’ management teams and the employees. This means that there is no conflict of interest in the organization’s operation processes. As a result, both the firm and the employees are concerned with ensuring efficient production and attainment of high profits which culminate in high remuneration. Lack of conflict of interest between the employees and the managers enables them to work together (Singh,n.d, p.12). The approach also asserts that conflicts between the various organizational stakeholders for example through strikes are disruptive. In the event of conflicts, they are considered to be as a result of miscommunication and misunderstanding. The resultant effect is emergence of agitators or trouble makers whose agenda deviates from the organization’s agenda. Conflicts can also originate from poor management. To resolve such conflicts, all that is required is for the management team to refocus its management strategies. For example, the source of conflict may be as a result of the management team being insensitive in meeting the employees’ needs. With regard to cooperation, unitarism approach to industrial relations asserts that organizations should work as a unit. One of the ways through which this can be attained is by integrating the concept of teamwork within the organization. Additionally, the approach also asserts that it is the organization’s management teams which have the prerogative of making organizational decisions. This is one of the major limitations of unitarism approach. The position of most employees is that they should be given an opportunity to participate in the process of making workplace related decisions. Additionally, employees believe that participation in decision making is very important in the organization’s effort to attain employee development. For example, through teamwork an organization is able to promote creativity and innovation amongst the employees. Additionally, teamwork also promotes a certain degree of discretion in the process of making decisions. The resultant effect is that problem solving skills amongst the employees are enhanced. Establishment of trade unions is one of the ways through which cooperation within an organization can be attained. However, unitarism approach perceives trade unions as a form of internal competition with regard to the employees’ cooperation and commitment. However, according to pluralism approach, is possible to manage these conflicts through various arrangements. Conflicts within organizations should be resolved through agreed procedures. For example, one of the main sources of conflict between trade unions and the management team relates to distribution of profits. However, such conflicts in industrial systems should be resolved through integration of the concept of collective bargaining (Sivarethinamoha, 2010, p. 13). This approach asserts that collective bargaining is an important element a particular industrial system in that it contributes towards formulation of effective organizational rules. This arises from the fact that the collective bargaining process is considered to be a political system which emanates from the fact that the employees and the employers possess a certain amount of power. According to this approach, managers should consider and accept conflicts as a part and parcel of their daily operation. Additionally, if taken positively, conflicts can result in positive change hence contributing towards organizational evolution (Purcell, 2006, p.34).. In resolving conflicts, this approach postulates that personnel and industrial relations specialists should be incorporated in the operation of the organization. Their main role should entail provision of specialized advice to managers with regard to matters related to staffing, negotiations and union consultations (Sivarethinamohma, 2010, p.14). Independent external mediators should also be incorporated to assist in the process of dispute resolution. The approach also recommends that sufficient scope should be given to union representatives so as to enable them undertake their representative duties. Human resource management approach asserts that conflicts within organizations should be resolved through promotion of diversity. As a result, divergence in employees’ views should be respected. On the other hand, conflicts within organizations in neo-institutional approach are resolved through rules. Additionally, integration of rules also contributes towards attainment of cooperation. According to Fenton-O’Creevy (2005, p.76), neo-institutionalism perceives employment relationship in organizations to be guided by two main types of rules. These include the substantive/procedural rules and the formal/informal rules. The substantive rules clearly stipulate the actual conditions of the employment relationship. For example, they may stipulate the wage per hour of an employee on the basis of his or her experience. Procedural rules outline how future policies for example managing change and handling disputes will be made. On the other hand, the formal rules relate to issues such as contracts and awards while the informal rules entail the customs and practices within a particular entity. This is relatively different from the pluralist approach which is more concerned about the how the various interest groups within an entity interact and the stability developed. Neo-institutional approach also asserts that it is important for human resource managers to understand the various forces that determine the employment relationship in their strategic management processes. This is due to the fact that different external forces affect employment relationship. These forces emanate from a number of sides such as supply side, demand side, the society or maybe historically derived. Forces from the supply side may relate to availability of appropriate technology, finance, raw materials and effective labor. On the other hand, forces from the demand side may relate to demand of the finished product. Forces emanating from the society may relate to number of working hours and the legal age for employment (Fenton-O’Creevy,2005, p.77). Conclusion From the above analysis, it is evident that there are different approaches to industrial relations. The main objective of these approaches is to explain the relationship between the employer and the employees. The approaches also illustrate the divergence that exists with regard to industrial relations. Some of the core areas of divergence relate to conflict and cooperation. The unitarism approach asserts that organizations operate as a family whereby there is absolute cooperation between the employers and the employees. As a result, there are no conflicts. The pluralism approach recognizes conflicts to be a core element in the operation of firms. HRM is concerned with improving organizational performance through various managerial initiatives. The neo-institutional approach is an expansion of the pluralism approach. The main concern of neo-institutionalism is to explain the rules that govern employment relationships. Reference List Fenton-O’Creevy, M. (2005). Diffusion of HRM to Europe and the role of US MNCs. New York: Butterworth. Kumar, R. (2011). Human resource management: Strategic analysis text and cases. New Delhi: I.K International. Pizam, A. (2007). International encyclopedia of hospitality management. New York: Butterworth- Heinemann. Purcell, J. (2006). The Oxford handbook of human resource management. London: Oxford Publishers. Silva, S. (n.d). Human resource management : Industrial relations and achieving management objectives. Bangkok: International Labor Organization. Singh, P. (n.d). Employee relations management. New Delhi: Pearson Education India. Sivarethinamohan, R. (2010). Industrial relations and labor welfare: Text and cases. New Delhi: New Delhi PHI Learning. Industrial Relations and Their Recent Adaptations Compare and Contrast Essay
RMI 4020 Rasmussen College Credit Risk in the Financial Sector Discussion
RMI 4020 Rasmussen College Credit Risk in the Financial Sector Discussion.
Deliverable 6 – Credit Risk ManagementCompetencyDifferentiate the dimensions of credit risk and their impact on the aggregate economy.InstructionsRisk management practices within the financial sector are of particular interest to regulators. This is because the failures within this sector disrupt the functionality of the financial system and derail economic growth and efficiency. A historical reference point is the subprime meltdown of 2007 because it is the most prominent example of a massive risk management failure. In this assignment, you will evaluate the consequences of such a failure.You have been hired by the board of Financial Leaders to facilitate a presentation on this topic. You must submit the items you intend to cover to the event planner by next week. Your presentation should be in PowerPoint and should address the bullet points below. You must also submit your presentation notes that you intend to use during the presentation using the Notes feature at the bottom of the PowerPoint slides.Discuss why credit risk management within the financial sector is so essential.Why do you think so many banks failed to properly manage risk prior to the financial collapse?What are the consequences of failing to manage credit risk and whom do they affect?What measures can banks employ to mitigate credit risks?For help creating a PowerPoint, please use the guide here.Grading RubricFFCBA01234Not SubmittedNo PassCompetenceProficiencyMasteryNot SubmittedInaccurately discusses why credit risk management in the financial sector is so significant OR does not discuss why credit risk management in the financial sector is so essential.Accurately discusses why credit risk management in the financial sector is so essential.Accurately discusses why credit risk management in the financial sector is so essential, using specific examples.Thoroughly and accurately discusses why credit risk management in the financial sector is so essential, using specific examples.Not SubmittedAn invalid argument on why so many banks failed to properly manage risk prior to the 2007 financial collapse is given OR no valid argument on why so many banks failed to properly manage risk prior to the 2007 financial collapse is given.A valid argument on why so many banks failed to properly manage risk prior to the 2007 financial collapse is given.A valid argument on why so many banks failed to properly manage risk prior to the 2007 financial collapse backed by specific examples is given.Multiple valid arguments on why so many banks failed to properly manage risk prior to the 2007 financial collapse backed by specific examples are given.Not SubmittedNo valid consequences of failures of credit risk management are given OR who is affected by any of the failures is not discussed.At least two valid consequences of failed credit risk management are given AND the affected parties are described.At least two valid consequences of failed credit risk management that include specific examples are given, and the affected parties thoroughly discussed.More than two valid consequences of failed credit risk management that include specific examples are given, and the affected parties thoroughly discussed.Not SubmittedNo risk mitigation measures are given.At least two risk mitigation measures are given.At least two risk mitigation measures are explained with examples of how they would work.More than two risk mitigation measures are explained with examples of how they would work
RMI 4020 Rasmussen College Credit Risk in the Financial Sector Discussion
4b: Diversity and Fairness Discussion
4b: Diversity and Fairness Discussion. Paper details ***Make sure this is explained very well and clear, as this professor always asks the question if the entire subject and questions are not completely explained.***…………………………………………………………………………………………………. ***PLEASE READ AND FOLLOW ALL DIRECTIONS***……….. ***DO NOT use any title, no headings, no labels, ONLY use the two pages with ONLY the assignment writing its self!***……………………………………………………………………………………………. >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> Professor said,…….. “An organization that engages in fair and just practices creates an atmosphere of support and teamwork. To achieve this, leaders must make sure that performance management processes are accurate and fair, that all employees are treated fairly, and further, that employees of diverse backgrounds all feel equally valued as meaningful contributors to organizational goals.”………….. >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> >>>>>>>>>>>>>>>>INSTRUCTIONS<<<<<<<<<<<<<<<<< 1. Collect 3 articles discussing how organizations and industrial psychologists work to achieve fairness and diversity in the workplace…………………………………………………………. 2. Prepare to discuss how concepts from the required reading speak to the key issues as defined by those articles………………………………………………………………………………………….. >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> *Be sure to include information from appropriate texts with proper citations …………………………………………………………………. ***PLEASE USE CHRISTIAN BASED ANSWERS MOST OF THE TIME***…………………………………………………………………………………. ***Make sure this is explained very well and clear, as this professor always asks the question if the entire subject and questions are not completely explained.***…………………… Read Chapters 10-11 of : [Landy, F. J.4b: Diversity and Fairness Discussion
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