This document proposes a Competitive Branding & Development (CBD) model to evaluate the branding and competency of countries. The CBD model has two levels: individual branding and country branding.
Individual branding has three parts - competency branding, professional branding, and career management branding. Country branding focuses on collaboration, strategic human resource development, resources and competitiveness, and international relations.
The paper uses the UAE as a case study to examine how countries can utilize the CBD model parameters to evaluate their competency levels compared to other countries. The goal is to help countries strategically develop human capital and brand themselves through education, business partnerships, and cultural exchanges.
Case Study Rubric APA GradingMissing Title PageIncorre.docxtidwellveronique
Case Study Rubric
APA Grading
Missing Title Page
Incorrect Margins
Incorrect Header/Footer
Missing Abstract
Missing References Page
Incorrectly Formatted References
Spelling and Grammar
-10 points
-2 points
-2 points
-10 points
-10 points
-2 points
-2 points for each occurrence
SUPERIOR SCORE 94 - 100
Content and Subject: Easily identifiable, clear. Meets or exceeds page or word length requirement.
Structure: Apparent, understandable, and applicable. Excellent flow and well-structured.
Examples/Sources: Examples were used. Integration of external sources occurred.
Analysis: Interesting and novel. Provides different Marketing Principles based perspectives; demonstrates critical thinking and critical analysis at a high level.
Mechanics: Excellent APA format. Virtually devoid of errors in grammar, syntax, punctuation, and spelling.
ACHIEVING SCORE 86 - 93
Content and Subject: Overall concrete, but may be slightly unclear. Meets or exceeds page or word length requirement.
Structure: Generally clear and appropriate.
Examples/Sources: Examples were used to support most points.
Analysis: Evidence relates to the Marketing Principles based content. Evidence may lack some clarity. Critical analysis and critical thinking is apparent.
Mechanics: APA format above average. Good sentence structure (syntax), grammar, punctuation, and spelling, with minor errors.
AVERAGE SCORE 78 – 85
Content and Subject: Fairly easy to read and understand, but the paper meanders from the topic or lacks cohesion/content. Meets page or word length requirement.
Structure: Overall good, with minor shortfalls.
Examples/Sources: Examples used to support most points. Arguments sometimes lack supporting evidence and some critical analysis. Limited external source use to support paper.
Analysis: Cited references appear intermittently, with some Marketing Principles based critical thinking, but with minimal or no analysis or further discussion by the adult learner.
Mechanics: APA format may contain intermittent problems. Sentence structure may have some errors relative to syntax, grammar, punctuation, and spelling.
BELOW AVERAGE Less than 77
Content and Subject: Often unstructured and vague. Content not totally applicable to the paper's requirements.
Structure: Mostly unclear and difficult to visualize.
Examples/Sources: Very few examples used to support points. Minimal, if any, citations.
Analysis: External references not used or very limited with no Marketing Principles based analysis or further discussion by the adult learner that demonstrates adult learner critical thinking/analysis.
Mechanics: APA format not followed. Numerous mistakes in sentences, paragraph formatting, spelling, and grammar that subtract from the content of the paper. The writing errors suggest minimal likelihood that this paper was proofread for errors prior to submission. Writing is not at a graduate level.
Bulletin of Education and Research
June 2013, Vol. 35, No. 1 pp. 95-1 ...
This document provides information on faculty members and elective courses for an MBA program. It includes:
1) A list of four faculty members teaching the courses.
2) Details on seven elective courses offered, including their titles, credits, and terms.
3) Descriptions and objectives for each elective course, covering topics like management consulting, competing online, mergers and acquisitions, international business, business models, scaling up ventures, and strategic leadership. The courses aim to provide practical skills and analytical frameworks for students.
Towards integrated learning and development for improving bottom line--a prac...learnonline4
This document discusses integrated learning and development practices adopted by companies in India to achieve business excellence. It analyzes 11 companies that received the BM Munjal Award for business excellence through learning and development between 2009-2013. The key findings are:
1) Companies focused on a combination of leading and lagging business excellence indicators, including financial performance, customer satisfaction, and environmental/social commitments.
2) Winning companies implemented systematic, integrated learning models involving training needs assessments, multi-level training programs, and measuring the impact of training on business goals.
3) Advanced practices included linking learning to talent management, career planning, and leadership development to prepare employees to achieve improved business results.
GPiH/Crown College Leadership Development Curriculum PreviewGlobalPartnersinHope
This slideshow briefly explains the four business leadership consulting seminars offered by Global Partners in Hope in China.
The 4 seminars were written by Crown College, a partner of GPiH.
The work of HR part two the flow ofinformation and work.docxchristalgrieg
The work of HR part two: the flow of
information and work
Harnessing
the power
of corporate
culture
STRATEGIC COMMENTARY
Laurent Jaquenoud
e-HR
Employee self-service at RDF
HOW TO...
Integrate corporate culture and
employee engagement
PRACTITIONER PROFILE
Julie Bass, Groupama
METRICS
Rating intellectual capital
HR AT WORK
Tailored recognition at Lloyds TSB
Asset Finance
HR AT WORK
Transport for London’s
non-traditional training
REWARDS
Communicating employee
recognition at MDOT
RESEARCH AND RESULTS
Effective recruiting tied to stronger
financial results
September/October 2005
Volume 4, Issue 6
PAGE 20
DEPARTMENTS
Ethics and strategy innovation at Citigroup
How O2 built the business case for
engagement
Creating a business-focused IT function
Developing leaders for a sustainable
global society
Defining the strategic agenda for HR
FEATURES
by Dave Ulrich and Wayne Brockbank
32 Volume 4 Issue 6 September/October 2005
VER THE PAST DECADE, increasing
focus has been placed on the role that
businesses can – and should – play in
contributing to a sustainable global society.
Failure to face up to these challenges has significant costs.
Increasingly, a firm’s long-term competitiveness is
dependent on how creatively and adroitly its leaders
manage at the intersection of financial, social and
environmental objectives.
Responsibility for assuring that leaders at all levels in
the firm are ready to meet these rising expectations is
widely shared throughout the corporation, but HR
professionals, particularly those responsible for leadership
development, can be at the forefront of the effort.
To be in this vanguard, leadership development
experts must reflect on two critical questions: What
kind of leader is called for? And how do we develop
individuals with these capabilities? Since 1999 the
Aspen Institute’s Business and Society Program has
been convening experts in leadership development
from academic institutions, corporations and
professional service firms around the world, inviting
them to share insights on these questions. This article
details what we have learned so far from conversations
with these leading thinkers.
A new model for business leadership
If we are now expecting businesses to operate with a
longer-term view that takes social and environmental
impacts into account, we need a new model of
leadership to achieve that result. Typically, “new
model” leaders:
• are able to span boundaries, listen to diverse
constituencies and be willing to be altered by any of
these inputs;
• have the courage to make tough decisions in a way
that acknowledges the often conflicting
values/expectations of these constituencies;
• are enriched, not overwhelmed, by complexity and
diversity;
• build a team that is stronger than its individual parts;
• see the firm in a larger context, considering social and
environmental issues beyond the corporation’s gates;
• move beyond solving specific problems or addressing
particular needs ...
This document provides a summary of a training and development project report compiled by five students. It includes an index listing the topics covered in the report such as the nature of training and development, importance of training, training process, and methods of training. It also includes two case studies on training at Hotel Taj President and Hotel Hilton Towers. The document encourages visiting a website for more projects, reports and information on topics related to management, marketing, human resources and other business areas.
Case Study Rubric APA GradingMissing Title PageIncorre.docxtidwellveronique
Case Study Rubric
APA Grading
Missing Title Page
Incorrect Margins
Incorrect Header/Footer
Missing Abstract
Missing References Page
Incorrectly Formatted References
Spelling and Grammar
-10 points
-2 points
-2 points
-10 points
-10 points
-2 points
-2 points for each occurrence
SUPERIOR SCORE 94 - 100
Content and Subject: Easily identifiable, clear. Meets or exceeds page or word length requirement.
Structure: Apparent, understandable, and applicable. Excellent flow and well-structured.
Examples/Sources: Examples were used. Integration of external sources occurred.
Analysis: Interesting and novel. Provides different Marketing Principles based perspectives; demonstrates critical thinking and critical analysis at a high level.
Mechanics: Excellent APA format. Virtually devoid of errors in grammar, syntax, punctuation, and spelling.
ACHIEVING SCORE 86 - 93
Content and Subject: Overall concrete, but may be slightly unclear. Meets or exceeds page or word length requirement.
Structure: Generally clear and appropriate.
Examples/Sources: Examples were used to support most points.
Analysis: Evidence relates to the Marketing Principles based content. Evidence may lack some clarity. Critical analysis and critical thinking is apparent.
Mechanics: APA format above average. Good sentence structure (syntax), grammar, punctuation, and spelling, with minor errors.
AVERAGE SCORE 78 – 85
Content and Subject: Fairly easy to read and understand, but the paper meanders from the topic or lacks cohesion/content. Meets page or word length requirement.
Structure: Overall good, with minor shortfalls.
Examples/Sources: Examples used to support most points. Arguments sometimes lack supporting evidence and some critical analysis. Limited external source use to support paper.
Analysis: Cited references appear intermittently, with some Marketing Principles based critical thinking, but with minimal or no analysis or further discussion by the adult learner.
Mechanics: APA format may contain intermittent problems. Sentence structure may have some errors relative to syntax, grammar, punctuation, and spelling.
BELOW AVERAGE Less than 77
Content and Subject: Often unstructured and vague. Content not totally applicable to the paper's requirements.
Structure: Mostly unclear and difficult to visualize.
Examples/Sources: Very few examples used to support points. Minimal, if any, citations.
Analysis: External references not used or very limited with no Marketing Principles based analysis or further discussion by the adult learner that demonstrates adult learner critical thinking/analysis.
Mechanics: APA format not followed. Numerous mistakes in sentences, paragraph formatting, spelling, and grammar that subtract from the content of the paper. The writing errors suggest minimal likelihood that this paper was proofread for errors prior to submission. Writing is not at a graduate level.
Bulletin of Education and Research
June 2013, Vol. 35, No. 1 pp. 95-1 ...
This document provides information on faculty members and elective courses for an MBA program. It includes:
1) A list of four faculty members teaching the courses.
2) Details on seven elective courses offered, including their titles, credits, and terms.
3) Descriptions and objectives for each elective course, covering topics like management consulting, competing online, mergers and acquisitions, international business, business models, scaling up ventures, and strategic leadership. The courses aim to provide practical skills and analytical frameworks for students.
Towards integrated learning and development for improving bottom line--a prac...learnonline4
This document discusses integrated learning and development practices adopted by companies in India to achieve business excellence. It analyzes 11 companies that received the BM Munjal Award for business excellence through learning and development between 2009-2013. The key findings are:
1) Companies focused on a combination of leading and lagging business excellence indicators, including financial performance, customer satisfaction, and environmental/social commitments.
2) Winning companies implemented systematic, integrated learning models involving training needs assessments, multi-level training programs, and measuring the impact of training on business goals.
3) Advanced practices included linking learning to talent management, career planning, and leadership development to prepare employees to achieve improved business results.
GPiH/Crown College Leadership Development Curriculum PreviewGlobalPartnersinHope
This slideshow briefly explains the four business leadership consulting seminars offered by Global Partners in Hope in China.
The 4 seminars were written by Crown College, a partner of GPiH.
The work of HR part two the flow ofinformation and work.docxchristalgrieg
The work of HR part two: the flow of
information and work
Harnessing
the power
of corporate
culture
STRATEGIC COMMENTARY
Laurent Jaquenoud
e-HR
Employee self-service at RDF
HOW TO...
Integrate corporate culture and
employee engagement
PRACTITIONER PROFILE
Julie Bass, Groupama
METRICS
Rating intellectual capital
HR AT WORK
Tailored recognition at Lloyds TSB
Asset Finance
HR AT WORK
Transport for London’s
non-traditional training
REWARDS
Communicating employee
recognition at MDOT
RESEARCH AND RESULTS
Effective recruiting tied to stronger
financial results
September/October 2005
Volume 4, Issue 6
PAGE 20
DEPARTMENTS
Ethics and strategy innovation at Citigroup
How O2 built the business case for
engagement
Creating a business-focused IT function
Developing leaders for a sustainable
global society
Defining the strategic agenda for HR
FEATURES
by Dave Ulrich and Wayne Brockbank
32 Volume 4 Issue 6 September/October 2005
VER THE PAST DECADE, increasing
focus has been placed on the role that
businesses can – and should – play in
contributing to a sustainable global society.
Failure to face up to these challenges has significant costs.
Increasingly, a firm’s long-term competitiveness is
dependent on how creatively and adroitly its leaders
manage at the intersection of financial, social and
environmental objectives.
Responsibility for assuring that leaders at all levels in
the firm are ready to meet these rising expectations is
widely shared throughout the corporation, but HR
professionals, particularly those responsible for leadership
development, can be at the forefront of the effort.
To be in this vanguard, leadership development
experts must reflect on two critical questions: What
kind of leader is called for? And how do we develop
individuals with these capabilities? Since 1999 the
Aspen Institute’s Business and Society Program has
been convening experts in leadership development
from academic institutions, corporations and
professional service firms around the world, inviting
them to share insights on these questions. This article
details what we have learned so far from conversations
with these leading thinkers.
A new model for business leadership
If we are now expecting businesses to operate with a
longer-term view that takes social and environmental
impacts into account, we need a new model of
leadership to achieve that result. Typically, “new
model” leaders:
• are able to span boundaries, listen to diverse
constituencies and be willing to be altered by any of
these inputs;
• have the courage to make tough decisions in a way
that acknowledges the often conflicting
values/expectations of these constituencies;
• are enriched, not overwhelmed, by complexity and
diversity;
• build a team that is stronger than its individual parts;
• see the firm in a larger context, considering social and
environmental issues beyond the corporation’s gates;
• move beyond solving specific problems or addressing
particular needs ...
This document provides a summary of a training and development project report compiled by five students. It includes an index listing the topics covered in the report such as the nature of training and development, importance of training, training process, and methods of training. It also includes two case studies on training at Hotel Taj President and Hotel Hilton Towers. The document encourages visiting a website for more projects, reports and information on topics related to management, marketing, human resources and other business areas.
Adding velocity and alignment to your leadership development efforts. Too much of leadership effort is about throwing seeds and hoping that a strong plant will grow. We dont need one plant. We need many plants
Assignment purpose gleaning information from the scenario/tutorialoutlet Ismans
FOR MORE CLASSES VISIT
tutorialoutletdotcom
Assignment Purpose:
Gleaning information from the scenario, students will create interview (3 rd Person) questions for
candidates applying for the new Vice President position within the organization.
We at Think Talent believe that strong organization culture help build an environment with meaning, and offer ways to interpret and shape events and situations.
BUSINESS SCHOOL MAKEOVER; A INDUSTRY PERSPECTIVEIJITE
Business schools across the United States and abroad are always on a catchup mode with the industry expectations. Why business schools are not front runners in training students for industry and consulting? Authors of this article discuss this topic by first setting the expectations from the industry and then how business schools can cope up with the evolving trends. Many authors ([1], [11], [13]) have identified the skill gaps in the industry and how business schools can work towards bridging the gap. There are research reports such as [13], that identified the misconception about the business schools expectations based on a survey of business school leaders globally (excluding China and USA). In the USA, even though business schools have strived hard to create an industry pro-environment in the class rooms, the gap continues to exist. The authors of this article address the industry needs first and explore potential solutions to address the skills gap
This document discusses the importance of ongoing career conversations between managers and employees. It summarizes the findings of a global study on employee perceptions of career management. Some key points:
- Only 16% of employees report having regular career conversations with their managers. Managers often avoid these conversations due to lack of skills or fear of increased expectations.
- Career conversations are important for employee engagement, performance, retention, and developing the necessary skills for business success. When done well, they help align employee and organizational goals.
- The study outlines a model for effective career conversations that address important topics for employees like skills, development, goals, recognition, and future opportunities. Regular conversations are important for career management on both an individual
The document discusses the importance of ongoing career conversations between employees and managers. It notes that only 16% of employees currently have these conversations. Regular career conversations can boost employee engagement, performance, and retention. When done well, they help align employee and organizational goals and foster employee development. However, many managers avoid these conversations due to fears over unmet expectations, costs of promotions, and a lack of training in career coaching. The document argues that regular career conversations should be embedded in organizational culture to benefit both employees and companies.
UAS International is a training and development company established in 2013 to provide high quality training programs. It has trained over 40,000 interns through internships in India and abroad with top business schools. The company works with 26 universities in India and 80 internationally, and has a team of 42 corporate trainers. It aims to be a one-stop solution for clients' training and development needs.
Building a team can be a difficult task. As a leader, the choices .docxhartrobert670
Building a team can be a difficult task. As a leader, the choices made with the formation of a group of people that will work together will reflect on the final project. The team must be able to work together and do it well. Building global teams can possess an extra level of difficulty that can actually be an advantage: diversity. Teams of a diverse composite are most effective when they are challenged with non-routine tasks that require innovativeness.
One model defines three stages of team development and these are the factors to observe when developing a diverse team.
Entry Stage
During the first stage of development, the entry or formation stage, the focus should be placed in building trust and forming cohesion within the team. The team is defined and various needed adjustments are made during this phase. Some member's customs may be to dive right into work and not get to know the team; this is generally the case for people from American, German, and Swiss backgrounds, which is the opposite of the overall Latin American, Middle Eastern, and Southern European culture that would like to create a true sense of a team by getting to know one and other better.
Creation Stage
During the second phase of creation, known as the work or development stage, the focus is placed on the description of the task and the analysis of the problem at hand. Cohesion within team members begins and reinforcements are in place to motivate the team members. This particular stage is not difficult in a diverse team due to the variety of experiences and ideas that result from a multicultural setting.
Action Stage
In the final stage, the focal point is decision making and implementation. This stage can become difficult because it generally requires a consensus among the team in regards to decisions to be made. Successful managers create and guide the decision making process and implementation as a facilitator for the diverse suggestions and comments added by team members without disrupting the flow of the project.
Guidelines for Success
Some guidelines to follow in order to successfully and effectively manage a diverse team include the selection style of the members. The team members should be selected by their task related capabilities and abilities instead of ethnicity or cultural quota building. The basis and nature of the project should be taken under account. Diverse teams perform better in innovative type of projects, so routine types of projects should be accomplished by homogenous teams. It is a given that diverse teams will involve a variety of personalities, styles, and customs, so the team members should expect this and be prepared to handle and accept diversity within the team. By understanding and accepting this fact of a diverse team, the members should also respect each other regardless of personal indifferences.
The different points of views may create difficulty in determining the final objective of the team and the milestones involved in the project, ...
Role of Consultancy in Bridging Gap Between the Expectation of Jean Shah
This document discusses the role of consultancy in bridging the gap between management student expectations and industry expectations. It provides an overview of the global consulting industry and revenues. It also discusses the present situation of management graduates in India, the expectations of both students and the industry. There is a gap between their mindsets. The document outlines the objectives, research methodology, data collection methods, data analysis and findings of a study on the role of consultancy in addressing this gap. It analyzes data from questionnaires given to 13 consultancy firms on how they recruit and select management students for client roles.
This PowerPoint presentation, titled "HR for Non HR: Learning & Development (L&D)," is designed to provide non-HR professionals with an understanding of the significance and components of L&D in the workplace. The deck covers topics such as the importance of acquiring new skills, the ongoing process of enhancing individual and organizational performance, and key facts highlighting the value of L&D. It also delves into the components of learning and development, including learning, development, training, and education. The presentation emphasizes the need for organizations to prioritize L&D to foster a culture of continuous learning, innovation, and adaptability.
The document outlines 9 steps to creating a successful corporate university: 1) determine strategic direction with senior management support; 2) define scope and stakeholders; 3) plan governance structure and funding; 4) hire appropriately skilled staff; 5) develop aligned curricula; 6) market effectively; 7) use metrics to measure success; 8) learn from best practices of other universities; 9) ensure ongoing support from senior leadership. The goal is to address business and talent needs through lifelong learning.
BUSINESS SCHOOL MAKEOVER; A INDUSTRY PERSPECTIVEIJITE
Business schools across the United States and abroad are always on a catchup mode with the industry expectations. Why business schools are not front runners in training students for industry and consulting?
Authors of this article discuss this topic by first setting the expectations from the industry and then how business schools can cope up with the evolving trends. Many authors ([1], [11], [13]) have identified the skill gaps in the industry and how business schools can work towards bridging the gap. There are research reports such as [13], that identified the misconception about the business schools expectations based on a survey of business school leaders globally (excluding China and USA). In the USA, even
though business schools have strived hard to create an industry pro-environment in the class rooms, the gap continues to exist. The authors of this article address the industry needs first and explore potential solutions to address the skills gap.
Chapter NineEmployee Development and Career ManagementObjeJinElias52
Chapter Nine
Employee Development and Career Management
Objectives
After reading this chapter, you should be able to
1. Discuss the steps in the development planning process.
2. Explain employee and company responsibilities in planning development.
3. Discuss current trends in using formal education for development.
4. Relate how assessment of personality type, work behavior, and job performance can be used for employee development.
5. Explain how job experiences can be used for development and suggest a job experience to match an employee’s development goal or need.
6. Identify the characteristics of an effective mentoring program.
7. Describe the succession planning process and how the nine-box grid is used.
8. Design an effective onboarding process.
AT&T: Staying Relevant and Competitive by Helping Employees Develop Their Careers
AT&T is well-known for its work in building the telephone infrastructure in the United States. But as the telecommunications industry moves from cables and landlines to smartphones, the Internet, and the cloud, AT&T is having to reinvent itself to survive. This not only means investing in wireless technology but also in developing its employees’ technical skills in areas such as cloud-based computing and coding. This is especially important because employees with these skills are in short supply and high demand from many other employers such as Amazon and Google.
To get the skills the company needs, AT&T has invested more than $250 million in employee training and development. AT&T wants to encourage all of its employees to develop their skills for future job opportunities. To do so AT&T provides employees with many different options they can use to learn and develop their careers. For example, an online self-service platform provides career profile, career intelligence, and job simulation tools. The career profile tool evaluates employees’ page 397skills and competencies, experience, and educational credentials. It provides a development profile that employees can use to find open positions across AT&T’s business units that match their interests, preferences, and skills and links them to resources for developing competencies they may need. The career intelligence tool helps employees make informed career decisions by providing data on hiring trends within the company and profiles of different jobs that include salary range and number of current employees holding the job. The simulation tool provides employees with situations they may actually encounter in a job and asks them to assess their preference for working in such jobs. This helps employees identify whether they fit a job on the basis of the type of work they like to do.
Using the information they gain from these tools, other employees, and discussions with their managers, employees have several options for developing their skills. These include online and face-to-face courses; 6- to 12-month nanodegree programs in high-demand specialties such as software ...
Objective I am seeking employment with a company where I can us.docxcherishwinsland
Objective: I am seeking employment with a company where I can use my talents and skills to grow and expand the company. Also, I want to succeed in a stimulating and challenging environment, building the success of the company while I experience advancement opportunities.
Education & Qualifications: BSc Administration Management, May 2017
Western Kentucky University
· Fluent Arabic and English
Work History: Admin clerk, Aug 2010 – Jan 2011
Saudi Airlines - Riyadh
Personal Skills Strengths & Profile:
· Quick learner, keen to learn and improve skills
· Self-motivation and ability to take the initiative.
· Problem solving skills
· Ability to work well under pressure
DEVELOPING YOUR
PERSONAL CAREER PLAN
Deliverables:
1. Complete the Personal Career Plan Tools in the Appendix at the end of the document. You should copy and paste the tools into a separate word document. Name the document YourlastnameCareerPlanTools.doc. You will upload this document to the Assignments area in Blackboard.
2. Create a personal resume. Name the document YourlastnameResume.doc. You will upload this document to the Assignments area in Blackboard.
3. Write a 3-5 page reflection paper (12 point font, double spaced) addressing your personal experience in Career Planning. Address each component from the Six-stage Career Development model included in this packet. (See page 2.) What did you learn from this exercise? You may need think about activities you would like to do for Steps 5 and 6 to include in this assignment. This paper is based on your thoughts and supportive documentation is not required.
Objectives of the Personal Career Strategy Assignment
1. Identify characteristics/attributes in support of your personal career brand.
2. Explore personal and University of Louisville institutional assets that will enhance your education and job search process.
3. Package past activity and build clear future goals.
Developing Your Personal Career Strategy
Successful organizations create strategic plans to provide a long-term vision of what they aim to become. They also specify goals and related objectives and then strategic plans that will take them incrementally toward the realization of the vision. This process parallels as a useful paradigm for successful career management. This document can help you develop a personal career management strategy and plan. It gives an overview of the career development process and brief description of each stage and introduces exercises culminating in your own plan.
The 6 Stages of Career Development
The model below depicts the six stages of the career development cycle. In progressing through the stages, you will develop goals and strategies for pursuing a satisfying career. Over time, you will cycle through the process again as you evolve. Career decisions are not one-time events, but steps in a life-long career development process. Research indicates that, on average, people change jobs seven times and careers.
The document discusses managing corporate reputation. It covers understanding how organizations develop identities and reputations through their communications. Key aspects that influence reputation are discussed, such as organizational culture, stakeholders, forces acting internally and externally, and ensuring strategy and culture align with positioning and reputation. Techniques for measuring reputation are also mentioned, including using criteria like credibility, trustworthiness, and responsiveness. The importance of proactively managing reputation is emphasized.
E:\Managing Corporate Reputation Cim Part 1David Phillips
The document discusses managing corporate reputation. It covers understanding how organizations develop identities and reputations through their communications. Key aspects that influence reputation are discussed, such as organizational culture, stakeholders, forces acting internally and externally, and ensuring strategy and culture align with positioning and reputation. Techniques for measuring reputation are also mentioned, including using criteria like credibility, trustworthiness, and responsiveness. The importance of managing reputation for outcomes like financial performance and competitiveness is highlighted.
International Certified Organizational Development Analyst Workshopkondays
The document describes a Certified Organizational Development Analyst program offered by Middle Earth Consultants that will provide guidance on organizational development practices and theories. The multi-module program covers topics like organizational diagnosis, strategy, HR processes, and will certify participants as an Organizational Development Analyst. The course is intended for HR professionals, consultants, and others interested in organizational development.
Executive summary The traditional leadership styles a.docxgitagrimston
Executive summary
The traditional leadership styles are continuously changing with the adoption of globalization. This is because convergence is all over whereby the competitors are the customers, suppliers and the industry in general. This means that new development strategies are required to be able to cope in the dynamic world as well as in future. In this report, it will discuss some of the leadership concerns on the basis of the global trends which require some leadership attention.
The report will also discuss emerging theories that are applicable in the global changing world. This will then be followed by a discussion on the kind of responsibilities that the leaders have towards coping with competition in the workplace, complexity as well as diversity in the organization. The report will further provide a personal plan on development of proper leadership skills. Under this, it will outline some of the personal development goals. This will be followed by a summary of the relevant steps to be taken to accomplish the goals. An evaluation on how to check for progress in each step will be established. The report will end with a summary regarding how the plan will facilitate personal growth as a leader as well as the growth of others.
Introduction
Leadership has been in place and also undergoing changes based on the changes happening in outside world. With increased globalization, there is the need for leaders to acquire some global competencies. The current workplace is demanding for some emergent practices and there are expectations for digital competencies. In order to survive as a leader, it would be necessary to have a sense of learning and continuous improvement.
In order to create a professional knowledge sharing connection, it requires a kind of trust which will be developed over time and facilitated very effective leadership roles (Cameron & Green, 2008). Therefore, to succeed in the industry, it will be necessary for a leader to set reasonable and measurable goals through focusing on trust, knowledge and credibility together with being updated on changes in global trend affecting leadership roles.
Global leadership concerns for the future
To be a high performance organization, it is necessary to tackle challenges of leadership development with a combined broad thinking. There are quite a number of trends that are linked with leadership. Globalization is the first trend as it is the new business world. This thus requires personnel thinking globally. The trend towards having connected markets will be much stronger. This is because the leaders will be required to understand the cultural, legal, economic, cultural as well as political ramifications (Rothstein & Burke, 2010). Therefore, leaders will be required to see themselves as citizens of the world with expanded field of vision. Leaders will be required to have knowledge on how to effectively manage global producti ...
Entrepreneruship (Dr Atef Elshabrawy by AlMaali-Dubai)atef Elshabrawy
The document outlines several entrepreneurship development programs that focus on providing students and entrepreneurs with the skills and knowledge needed to start and manage successful businesses. The programs cover topics such as leadership, marketing, financing, and business planning. They are delivered through various courses ranging from 1 to 10 days that teach fundamentals and advanced concepts. The overall goal is to strengthen entrepreneurship and foster an entrepreneurial mindset among citizens.
Student answer The French and the German were a bit different w.docxjohniemcm5zt
Student answer
The French and the German were a bit different when it came down to decentralized and centralized characteristics. The French on one hand had very high forms of decentralization. One said by Alexis de Tocqueville "Decentralization has, not only an administrative value, but also a civic dimension, since it increases the opportunities for citizens to take interest in public affairs; it makes them get accustomed to using freedom. And from the accumulation of these local, active, persnickety freedoms, is born the most efficient counterweight against the claims of the central government, even if it were supported by an impersonal, collective will.” This shows us how decentralization occurred in France. On the other hand Germany focused more on centralization their value of though was a bit different. About 439 districts have adapted to the centralization characteristics while there were other districts in Germany that still opposed this ideology. There is still a debate whether to adapt to centralization or decentralization even till the year 2005, so I would say that try both characterizes and see what is best for ones country. There is never a exclusively correct answer to any power or characteristics however, one must find where they fit best.
b.) Minimum wage law in Germany, France, Britain and the US were quite different. According to research I have found that in Germany construction workers, electrical workers, janitors, roofers, painters, and letter carriers were set off for minimum wage by the method of collective bargaining agreement. So basically in Germany you choose at what wage you want to work and its wage is decided for you, there is no set rule marked for what you will receive in the minimum wage criteria. On the other hand Britain, U.S. and France have a set minimum wage policy and this provides the nation with order and the workers with security, in case of economic fluctuation their pay will not be affected.
c.) Germany’s rules about co-determination are for the benefit of the working class. Unions were formed and they gave the workers a voice and the power to decide what is beneficial for the company, and thus they can cause the profit margin to either go up or down. I am quite fascinated with this policy, for one if I knew that I will have a say as well as power in a matter of escalating at my work place I would work extremely hard and make my workers and company better. This will not only make the economy stronger but also the society worth of value. The board and the work place level gave the people of Germany a podium to stand on and shine. So if one had any concerns with any matter in relations to the company they can step up and voice their opinion. All employees in a private sector firm are not covered by work counsel even though the law required it because of employee relations is standing on collective bargaining issues so there is no cue in where there should be a clause of protection. Its one s.
Student Answer and Work Form Unit 4 Ver. AStudent Name (required.docxjohniemcm5zt
This document contains a student worksheet for unit 4 of an MTH133 math course. The worksheet has 3 sections for the student to show their work. Section 1 has 4 problems matching graphs to functions and describing transformations. Section 2 has 5 problems finding domains of functions in interval notation. Section 3 has 4 problems finding vertical and/or horizontal asymptotes of functions and expressing them as equations. The student is to fill in answers and show steps for full credit.
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BUSINESS SCHOOL MAKEOVER; A INDUSTRY PERSPECTIVEIJITE
Business schools across the United States and abroad are always on a catchup mode with the industry expectations. Why business schools are not front runners in training students for industry and consulting? Authors of this article discuss this topic by first setting the expectations from the industry and then how business schools can cope up with the evolving trends. Many authors ([1], [11], [13]) have identified the skill gaps in the industry and how business schools can work towards bridging the gap. There are research reports such as [13], that identified the misconception about the business schools expectations based on a survey of business school leaders globally (excluding China and USA). In the USA, even though business schools have strived hard to create an industry pro-environment in the class rooms, the gap continues to exist. The authors of this article address the industry needs first and explore potential solutions to address the skills gap
This document discusses the importance of ongoing career conversations between managers and employees. It summarizes the findings of a global study on employee perceptions of career management. Some key points:
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UAS International is a training and development company established in 2013 to provide high quality training programs. It has trained over 40,000 interns through internships in India and abroad with top business schools. The company works with 26 universities in India and 80 internationally, and has a team of 42 corporate trainers. It aims to be a one-stop solution for clients' training and development needs.
Building a team can be a difficult task. As a leader, the choices .docxhartrobert670
Building a team can be a difficult task. As a leader, the choices made with the formation of a group of people that will work together will reflect on the final project. The team must be able to work together and do it well. Building global teams can possess an extra level of difficulty that can actually be an advantage: diversity. Teams of a diverse composite are most effective when they are challenged with non-routine tasks that require innovativeness.
One model defines three stages of team development and these are the factors to observe when developing a diverse team.
Entry Stage
During the first stage of development, the entry or formation stage, the focus should be placed in building trust and forming cohesion within the team. The team is defined and various needed adjustments are made during this phase. Some member's customs may be to dive right into work and not get to know the team; this is generally the case for people from American, German, and Swiss backgrounds, which is the opposite of the overall Latin American, Middle Eastern, and Southern European culture that would like to create a true sense of a team by getting to know one and other better.
Creation Stage
During the second phase of creation, known as the work or development stage, the focus is placed on the description of the task and the analysis of the problem at hand. Cohesion within team members begins and reinforcements are in place to motivate the team members. This particular stage is not difficult in a diverse team due to the variety of experiences and ideas that result from a multicultural setting.
Action Stage
In the final stage, the focal point is decision making and implementation. This stage can become difficult because it generally requires a consensus among the team in regards to decisions to be made. Successful managers create and guide the decision making process and implementation as a facilitator for the diverse suggestions and comments added by team members without disrupting the flow of the project.
Guidelines for Success
Some guidelines to follow in order to successfully and effectively manage a diverse team include the selection style of the members. The team members should be selected by their task related capabilities and abilities instead of ethnicity or cultural quota building. The basis and nature of the project should be taken under account. Diverse teams perform better in innovative type of projects, so routine types of projects should be accomplished by homogenous teams. It is a given that diverse teams will involve a variety of personalities, styles, and customs, so the team members should expect this and be prepared to handle and accept diversity within the team. By understanding and accepting this fact of a diverse team, the members should also respect each other regardless of personal indifferences.
The different points of views may create difficulty in determining the final objective of the team and the milestones involved in the project, ...
Role of Consultancy in Bridging Gap Between the Expectation of Jean Shah
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This PowerPoint presentation, titled "HR for Non HR: Learning & Development (L&D)," is designed to provide non-HR professionals with an understanding of the significance and components of L&D in the workplace. The deck covers topics such as the importance of acquiring new skills, the ongoing process of enhancing individual and organizational performance, and key facts highlighting the value of L&D. It also delves into the components of learning and development, including learning, development, training, and education. The presentation emphasizes the need for organizations to prioritize L&D to foster a culture of continuous learning, innovation, and adaptability.
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BUSINESS SCHOOL MAKEOVER; A INDUSTRY PERSPECTIVEIJITE
Business schools across the United States and abroad are always on a catchup mode with the industry expectations. Why business schools are not front runners in training students for industry and consulting?
Authors of this article discuss this topic by first setting the expectations from the industry and then how business schools can cope up with the evolving trends. Many authors ([1], [11], [13]) have identified the skill gaps in the industry and how business schools can work towards bridging the gap. There are research reports such as [13], that identified the misconception about the business schools expectations based on a survey of business school leaders globally (excluding China and USA). In the USA, even
though business schools have strived hard to create an industry pro-environment in the class rooms, the gap continues to exist. The authors of this article address the industry needs first and explore potential solutions to address the skills gap.
Chapter NineEmployee Development and Career ManagementObjeJinElias52
Chapter Nine
Employee Development and Career Management
Objectives
After reading this chapter, you should be able to
1. Discuss the steps in the development planning process.
2. Explain employee and company responsibilities in planning development.
3. Discuss current trends in using formal education for development.
4. Relate how assessment of personality type, work behavior, and job performance can be used for employee development.
5. Explain how job experiences can be used for development and suggest a job experience to match an employee’s development goal or need.
6. Identify the characteristics of an effective mentoring program.
7. Describe the succession planning process and how the nine-box grid is used.
8. Design an effective onboarding process.
AT&T: Staying Relevant and Competitive by Helping Employees Develop Their Careers
AT&T is well-known for its work in building the telephone infrastructure in the United States. But as the telecommunications industry moves from cables and landlines to smartphones, the Internet, and the cloud, AT&T is having to reinvent itself to survive. This not only means investing in wireless technology but also in developing its employees’ technical skills in areas such as cloud-based computing and coding. This is especially important because employees with these skills are in short supply and high demand from many other employers such as Amazon and Google.
To get the skills the company needs, AT&T has invested more than $250 million in employee training and development. AT&T wants to encourage all of its employees to develop their skills for future job opportunities. To do so AT&T provides employees with many different options they can use to learn and develop their careers. For example, an online self-service platform provides career profile, career intelligence, and job simulation tools. The career profile tool evaluates employees’ page 397skills and competencies, experience, and educational credentials. It provides a development profile that employees can use to find open positions across AT&T’s business units that match their interests, preferences, and skills and links them to resources for developing competencies they may need. The career intelligence tool helps employees make informed career decisions by providing data on hiring trends within the company and profiles of different jobs that include salary range and number of current employees holding the job. The simulation tool provides employees with situations they may actually encounter in a job and asks them to assess their preference for working in such jobs. This helps employees identify whether they fit a job on the basis of the type of work they like to do.
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Objective I am seeking employment with a company where I can us.docxcherishwinsland
Objective: I am seeking employment with a company where I can use my talents and skills to grow and expand the company. Also, I want to succeed in a stimulating and challenging environment, building the success of the company while I experience advancement opportunities.
Education & Qualifications: BSc Administration Management, May 2017
Western Kentucky University
· Fluent Arabic and English
Work History: Admin clerk, Aug 2010 – Jan 2011
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Personal Skills Strengths & Profile:
· Quick learner, keen to learn and improve skills
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DEVELOPING YOUR
PERSONAL CAREER PLAN
Deliverables:
1. Complete the Personal Career Plan Tools in the Appendix at the end of the document. You should copy and paste the tools into a separate word document. Name the document YourlastnameCareerPlanTools.doc. You will upload this document to the Assignments area in Blackboard.
2. Create a personal resume. Name the document YourlastnameResume.doc. You will upload this document to the Assignments area in Blackboard.
3. Write a 3-5 page reflection paper (12 point font, double spaced) addressing your personal experience in Career Planning. Address each component from the Six-stage Career Development model included in this packet. (See page 2.) What did you learn from this exercise? You may need think about activities you would like to do for Steps 5 and 6 to include in this assignment. This paper is based on your thoughts and supportive documentation is not required.
Objectives of the Personal Career Strategy Assignment
1. Identify characteristics/attributes in support of your personal career brand.
2. Explore personal and University of Louisville institutional assets that will enhance your education and job search process.
3. Package past activity and build clear future goals.
Developing Your Personal Career Strategy
Successful organizations create strategic plans to provide a long-term vision of what they aim to become. They also specify goals and related objectives and then strategic plans that will take them incrementally toward the realization of the vision. This process parallels as a useful paradigm for successful career management. This document can help you develop a personal career management strategy and plan. It gives an overview of the career development process and brief description of each stage and introduces exercises culminating in your own plan.
The 6 Stages of Career Development
The model below depicts the six stages of the career development cycle. In progressing through the stages, you will develop goals and strategies for pursuing a satisfying career. Over time, you will cycle through the process again as you evolve. Career decisions are not one-time events, but steps in a life-long career development process. Research indicates that, on average, people change jobs seven times and careers.
The document discusses managing corporate reputation. It covers understanding how organizations develop identities and reputations through their communications. Key aspects that influence reputation are discussed, such as organizational culture, stakeholders, forces acting internally and externally, and ensuring strategy and culture align with positioning and reputation. Techniques for measuring reputation are also mentioned, including using criteria like credibility, trustworthiness, and responsiveness. The importance of proactively managing reputation is emphasized.
E:\Managing Corporate Reputation Cim Part 1David Phillips
The document discusses managing corporate reputation. It covers understanding how organizations develop identities and reputations through their communications. Key aspects that influence reputation are discussed, such as organizational culture, stakeholders, forces acting internally and externally, and ensuring strategy and culture align with positioning and reputation. Techniques for measuring reputation are also mentioned, including using criteria like credibility, trustworthiness, and responsiveness. The importance of managing reputation for outcomes like financial performance and competitiveness is highlighted.
International Certified Organizational Development Analyst Workshopkondays
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Executive summary The traditional leadership styles a.docxgitagrimston
Executive summary
The traditional leadership styles are continuously changing with the adoption of globalization. This is because convergence is all over whereby the competitors are the customers, suppliers and the industry in general. This means that new development strategies are required to be able to cope in the dynamic world as well as in future. In this report, it will discuss some of the leadership concerns on the basis of the global trends which require some leadership attention.
The report will also discuss emerging theories that are applicable in the global changing world. This will then be followed by a discussion on the kind of responsibilities that the leaders have towards coping with competition in the workplace, complexity as well as diversity in the organization. The report will further provide a personal plan on development of proper leadership skills. Under this, it will outline some of the personal development goals. This will be followed by a summary of the relevant steps to be taken to accomplish the goals. An evaluation on how to check for progress in each step will be established. The report will end with a summary regarding how the plan will facilitate personal growth as a leader as well as the growth of others.
Introduction
Leadership has been in place and also undergoing changes based on the changes happening in outside world. With increased globalization, there is the need for leaders to acquire some global competencies. The current workplace is demanding for some emergent practices and there are expectations for digital competencies. In order to survive as a leader, it would be necessary to have a sense of learning and continuous improvement.
In order to create a professional knowledge sharing connection, it requires a kind of trust which will be developed over time and facilitated very effective leadership roles (Cameron & Green, 2008). Therefore, to succeed in the industry, it will be necessary for a leader to set reasonable and measurable goals through focusing on trust, knowledge and credibility together with being updated on changes in global trend affecting leadership roles.
Global leadership concerns for the future
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Entrepreneruship (Dr Atef Elshabrawy by AlMaali-Dubai)atef Elshabrawy
The document outlines several entrepreneurship development programs that focus on providing students and entrepreneurs with the skills and knowledge needed to start and manage successful businesses. The programs cover topics such as leadership, marketing, financing, and business planning. They are delivered through various courses ranging from 1 to 10 days that teach fundamentals and advanced concepts. The overall goal is to strengthen entrepreneurship and foster an entrepreneurial mindset among citizens.
Similar to Structure of the Written Report Different Instructors will req.docx (20)
Student answer The French and the German were a bit different w.docxjohniemcm5zt
Student answer
The French and the German were a bit different when it came down to decentralized and centralized characteristics. The French on one hand had very high forms of decentralization. One said by Alexis de Tocqueville "Decentralization has, not only an administrative value, but also a civic dimension, since it increases the opportunities for citizens to take interest in public affairs; it makes them get accustomed to using freedom. And from the accumulation of these local, active, persnickety freedoms, is born the most efficient counterweight against the claims of the central government, even if it were supported by an impersonal, collective will.” This shows us how decentralization occurred in France. On the other hand Germany focused more on centralization their value of though was a bit different. About 439 districts have adapted to the centralization characteristics while there were other districts in Germany that still opposed this ideology. There is still a debate whether to adapt to centralization or decentralization even till the year 2005, so I would say that try both characterizes and see what is best for ones country. There is never a exclusively correct answer to any power or characteristics however, one must find where they fit best.
b.) Minimum wage law in Germany, France, Britain and the US were quite different. According to research I have found that in Germany construction workers, electrical workers, janitors, roofers, painters, and letter carriers were set off for minimum wage by the method of collective bargaining agreement. So basically in Germany you choose at what wage you want to work and its wage is decided for you, there is no set rule marked for what you will receive in the minimum wage criteria. On the other hand Britain, U.S. and France have a set minimum wage policy and this provides the nation with order and the workers with security, in case of economic fluctuation their pay will not be affected.
c.) Germany’s rules about co-determination are for the benefit of the working class. Unions were formed and they gave the workers a voice and the power to decide what is beneficial for the company, and thus they can cause the profit margin to either go up or down. I am quite fascinated with this policy, for one if I knew that I will have a say as well as power in a matter of escalating at my work place I would work extremely hard and make my workers and company better. This will not only make the economy stronger but also the society worth of value. The board and the work place level gave the people of Germany a podium to stand on and shine. So if one had any concerns with any matter in relations to the company they can step up and voice their opinion. All employees in a private sector firm are not covered by work counsel even though the law required it because of employee relations is standing on collective bargaining issues so there is no cue in where there should be a clause of protection. Its one s.
Student Answer and Work Form Unit 4 Ver. AStudent Name (required.docxjohniemcm5zt
This document contains a student worksheet for unit 4 of an MTH133 math course. The worksheet has 3 sections for the student to show their work. Section 1 has 4 problems matching graphs to functions and describing transformations. Section 2 has 5 problems finding domains of functions in interval notation. Section 3 has 4 problems finding vertical and/or horizontal asymptotes of functions and expressing them as equations. The student is to fill in answers and show steps for full credit.
Student 1 Random Student Mrs. Wilson Expository W.docxjohniemcm5zt
Student 1
Random Student
Mrs. Wilson
Expository Writing
5 Dec. 2014
Technology and Video Games – Does The Good Outweigh The Bad?
Video Games may actually improve cognitive ability by up to 20% over non-gamers says
a recent study by The University of Southern California. Despite this evidence, Ed Bell believes,
although admitting that technology has improved some aspects of society, that we do not know
how to distinguish the good uses of technology from the bad. Ed Bell’s assertion that everything
was better back in the “good ole days” is misleading. Although technology is sometimes used
indiscriminately, as Ed Bell believes in Technology, Movement, and Sound; the benefit that
technology has had on our society, I believe, outweighs the cons – although there are cons.
Teachers in America are under constant pressure to improve test scores, and raise
achievement, yet in a society tethered to technology, they are losing the battle to keep kids
engaged. Ed Bell’s discourse about a leaf blower and noise pollution left much to be desired, yet
his appreciation of the “good ole’ days,” may be agreed upon by many teachers. Back in the
“good ole days,” teachers had fewer distractions from their instruction other than the occasional
note-passing or whispering during the lesson. In today’s society, teachers have to contend with
the constant struggle to keep kids engaged in more than the latest app or text from their friend or
parent. The problem has become almost epidemic, leading to kids learning less in addition to
impeding the progress of class. This sometimes makes it necessary to reteach what the students
fail to absorb because they had their head in their phone during the lesson. Unfortunately, this is
not the only negative effect technology has had on our society.
Student 2
Although Ed Bell’s diatribe seems to wage war on technology, it is the message of
inactivity that I think is the greater take-away from the article. For years, with the increasing
presence of modern conveniences in our daily lives, society’s activity level has steadily
decreased. The U.S. Department of Health and Human Services recommends that American
adults should get the equivalent of two and a half hours of moderate-to-vigorous physical activity
each week. Children should get about an hour a day. With the popularity of games, and the
advancement of time-saving technology, there is less of this activity than there used to be – but
that is not all. With the advancement of computers and automation in the workplace, the
American employee is not working as hard either – well, not laboriously, anyway. In 1950,
thirty percent of Americans worked in high-activity occupations; by 2000, that proportion had
dropped to only twenty-two percent, according to a Harvard School of Public Health article. Ed
Bell’s article is seemingly mostly negative, but there are some positive benefits to technology as
well. .
Student Answer and Work Form Unit 3 Ver. CStudent Name ________.docxjohniemcm5zt
Student Answer and Work Form Unit 3 Ver. C
Student Name: ______________________________________
1a. Answer: _______________
1a. Key work steps
1b. Answer: _______________
1b. Key work steps
1c. Answer: _______________
1c. Key work steps
2a. Answer: _______________
2a. Key work steps
2b. Answer: _______________
2b. Key work steps
3a. Answer: _______________
3a. Key work steps
3b. Answer: _______________
3b. Key work steps
4a. Answer: _______________
4a. Key work steps
4b. Answer: _______________
4b. Key work steps
4c. Answer: _______________
4c. Key work steps
Project Proposal
·
· Introduction:
· What you want to do and why you want to do this project
· Lit Review:
· How have other people addressed similar projects?
· Methodology:
· How are you going to do what you plan to do?
· Deliverables:
· Besides a project report, what else are you going to show me when you are done?
· Project plan:
· Meta-analysis of your project. Including timeline and what parts will be hard and what will be easy.
Introduction
In general, cloud computing is the main concern for most of the organizations around the world because it makes their information available and reachable in any where they are. Actually it is a software resource that is delivered on demand as a service. There are different storages of cloud computing such as Dropbox, SkyDrive and amazon cloud drive. Cloud computing has many advantages like saving large files, back up of stored files, file sharing and access from different devices.
The study was designed with an aim of creating a website that can help people in information technology (IT) lo learn through the website and at the same time make money for having knowledge in the areas that they are good in. With this idea in mind, we took advantage of Amazon cloud equipments such as servers, switches and other networking tools to create our own website. To design and create the pages, we used the Adobe CS5 which includes Photoshop and Dreamweaver then used the Amazon web server to upload and publish the website on the browser in order for it to be accessible to everyone on the browser. The researchers had an aim wanted to undertake this project so as to help people in IT help each other learn new things and at the same time benefit financially from passing their knowledge to other people.
Goals
The main goal of this project is to make learning life easier and at the same time make people more helpful to the other people who need helps in IT field. Furthermore, this website will give the chance to earn money from providing lessons to people who wish to learn IT. Another goal that we focused on is when some companies have workload or need some people to do they can just submit it on our website and contact with who is able to be responsible to do it.
Why did we choose this project?
We choose this project to be done in this course to implement .
Student answer A. (1) Use Mancur Olsons theory to explain the b.docxjohniemcm5zt
Student answer
A. (1) Use Mancur Olson's theory to explain the behavior of Angola's government, elite, and general public with respect to the CIF and CSIH's contracts.
Angola’s government and political elite according to Mancur Olson’s theory are seen as distributional coalitions. Both parties have an incentive to partner with the CIF. China requires natural resources and the Angolan government and its elite want money. The funding is distributed amongst the group and society does not benefit at all. This behavior will continuously impede Angola’s economic growth. There is no funding for projects that create jobs to improve infrastructure. The general public suffers at the hands of this partnership. There is no trust of the government.
(2) What is stadium diplomacy? How does it fit Olson's theory?
A form of cultural diplomacy that China uses as a means to gain access to another country’s market. They are presented as gifts or constitute some sort of partnership between China and the host country. What developing country wouldn't want a newly constructed stadium? The return on a project such as this is assumes to be greater than the cost. That being to China shall we say.
B. (1) Are there parallels between China's treatment of miners in Mozambique and Zambia and Eastover Mining Company's treatment of workers in Harlan County, Kentucky? Explain.
There absolutely are parallels between China’s treatment of the Mozambique and Zambia miners and the workers in Harlan County. In both cases the workers were subjected to unsafe working conditions, unfair labor practices, and indecent wages. Fortunately, the Harlan County workers were able to strike and make a difference. In Mozambique and Zambia the state owned companies and the government swept it under the rug.
(2) Use Olson's model to explain the Chinese government's indifference to Aolong's mistreatment and near enslavement of Chinese workers in Gabon.
The main goal of the Chinese government is to increase its presence globally and strengthen its own economy. China has increased in economic strength over the past three decades. The workers that complained to the embassy regarding the treatment they received from Aolong was addressed as a nuisance. The Chinese government has a bigger incentive to turn a blind eye to the treatment of the workers. The cost of improving working conditions and overall treatment of the workers aren't seen as beneficial.
(3) Is Chinese unionism up to the task of defending Chinese workers in situations like Aolong?
It looks as those the state owned companies are protected by the government and has no incentive of changing its labor practices. Unfortunately, because of the relationship between unions and the government, the workers voice will not be heard.
(4) Why haven't Chinese unions worked to improve conditions for non-Chinese workers in places like Zambia?
Chinese unions have no incentive to improve working conditions for the non-Chinese worker. As long as the.
Student 1StudentProfessor ENG 10827 June 2014Instruments.docxjohniemcm5zt
Student 1
Student
Professor
ENG 108
27 June 2014
Instruments of Fate in No Country for Old Men
In this movie, No Country for old men, there are three main characters. Anton Chigurh of a killer, Llewelyn Moss of a welder and Vietnam veteran, and Ed Tom Bell of a soon-to-retire country sheriff. Each of the three men has the fate of their lives. Especially, some instruments in this movie play very important roles to decide the fates of Chigurh and Moss. In this movie, Chigurh and Moss are the completely different characters. While Chigurh is a cold-blooded and kills many people, Moss is a typical Amarican who is a Vietnam veteran, has wife, and fearless man. The only common thing between Chigurh and Moss is that money and gun strongly affect both of their lives and fates. Both of them try to get something they want by using guns, but finally the desires leads them to deaths.
In this movie, money plays an important role as a tool for Chigurh to do coin toss. He uses this tool, or coin when he makes his actions and decisions. He often says, “Call it” to people and bets whether he kills them or not by the result of his coin tosses. For example, he says, “Call it” when he goes to a store and talks to an old man. Fortunately, the man wins and is not killed by Chigurh. This action, coin toss, shows us Chigurh’s power, which can control other people’s fates easily without any coherent reasons. We can also say that the coin toss is the way to escape the responsibility to kill people.
The last time that he says “Call it” to someone is when he meets Moss’s wife, Carla Jean. Jean finds that Chigurh is sitting down on the chair on the corner of a bedroom. Although everyone is afraid of him and said which side of the coin, Jean denies calling the coin. Instead of calling the result of coin toss; she criticizes Chigurh’s actions. She says, “The coin don't have no say. It's just you”(Coen). She argues that he chooses his decisions, not by coin, but by himself. She wants to say that a coin does not have any power to change him. In this scene, many audiences may have the questions about Chigurh. For example, “why did he start to kill people? ”, “does he have any purpose to kill people?” and so on. Thinking the reason why he is doing coin toss, we feel that Chigurh is actually lonely and normal person who want to rely on something. It seems Chigurh is not like a usual human beings because of his behavior, looking, and talking way. However, he actually very looks like a modern people, especially Americans who are isolated rather than independent. American people are becoming to do many things by themselves because of the high technologies such as the Internet, and iPhones. Nowadays, people can find any solutions by searching the information on the Internet. Moreover phones can even hear people’s voice and answer their questions. The coin is like an iPhone for Chigurh, who does not have any relationship with others and want to rely on something.
Although he decid.
Student Project There is no extension of the due date for t.docxjohniemcm5zt
Student Project
There is no extension of the due date for the project. Late projects will not be accepted. A grade of zero will be given if the project is not turned in on time. Hard copy of the paper must be turned in to this instructor on or before the due date . No electronic submission
Paper Requirements
Use the DSM V to identify a coded disorder and use the symptoms of that disorder to create a client and case vignette. The client you create should meet all the criteria for the diagnosis you select. See following page
Student project paper organization and points distribution:
· 2 pts APA cover (page 1)
· 3 pts APA format entire paper (running heads and citations etc.)
· 20pts Accurately completed Multiaxial sheet (page2)
· 50 pts Create a client and present your client in a narrative using clinical language and terminology to describe symptoms of a DSM disorder. DSM V guidelines and criteria. This section must be at least 4 pages long and no longer than 5 pages (pages 3, 4, 5, 6) you will be penalized 5 points for each ½ page short of the 4 page narrative.
Make this person real…
· What do you observe when you meet and speak with this client
· What does this client say and how do they say it
· Describe symptoms of your client that represent indicators for an Axis I diagnosis
· Include medical issues. You must include at least one medical from Axis III
· Describe background and environmental contributors to the diagnosis at least three Axis IV factors Also provide demographics, age, race, sex etc…
· Discussion of the GAF explains criteria as it relates to your client (a paragraph 5pts.)
· You must give your client at least one assessment/ inventory/test relevant to confirming your diagnosis (depression inventory, substance abuse, OCD, bipolar or anxiety inventory etc...)
· Discuss and explain the results of the inventory ( a paragraph 5pts)
· Justify your diagnosis using DSM V criteria, terms and rule outs.( a paragraph 5pts)
· Use information secured from your two peer reviewed journal articles on the subject of the diagnosis to support your diagnosis,(a paragraph for each article 10pts)
· 10pts APA Resource/ reference page (page 7or 8) you must use and document the following:
· DSM V
· You must use, document and cite in text, at least two peer review journal articles on the topic of your diagnosis.
· The articles appear in reputable psychological research journals.
· Articles must have a publication date of 2001 to present.
· Document where you secured your assessment
· 10pts Appendix Place a copy of the inventory/assessment you used with your client in the appendix
Multiaxial Assessment
Multiaxial Evaluation Report Form
AXIS I: Clinical Disorders
Other Conditions That May Be a Focus of Clinical Attention
Diagnostic code DSM-IV name
___________ ___________________________________________
AXIS II: Personality Disorders Mental Re.
Studding abroad has become a major priority to for the higher educ.docxjohniemcm5zt
Studding abroad has become a major priority to for the higher education sectors of many counties. Because studying abroad will make students advance in many aspects of their life. Studying abroad will help students to will help students become better in their life in many aspects it will cater their academic , personal, cultural and carrier growth. Education is the most important thing in life. Without education it is impossible to accomplish anything in life. Students who get a chance to study abroad should not miss this opportunity because it is once in a lifetime opportunity due to the benefits it has.
One primary incentive of studying abroad is better education. Studying abroad ensures better educational opportunities’ compared to my home country due to a wider selection of study options to choose from. This will enable students to better specialize in their carrier that they chose. International education is also better because in many Asian countries the teaching method is more focused on theoretical knowledge more than practical. The result of this teaching style will make students gain a vast amount of information will no clue on how to use or apply them correctly. On the other hand the education system in west countries such as the united states will focus on both gaining knowledge and making sure that a student knows how to apply them correctly, so international education is better because it will make students gain a balance education between gaining a lot of knowledge and on how to apply them correctly, this will result in a balance and better rounded education.
Apart from getting better education studding abroad will help make students more independent and will make them get out from their comfort zone and face life. It will also make students to face various situations and crisez that they have to resolve with the help of the parents. And students will have to manage their on money and manage their own life which will help make students more mature. For example when I was back home at Kuwait everything was managed by my parents, such as paying bills, buying grocery. And other life aspects were also done by other people, such as cleaning the house, doing the dishes and cleaning my clothers. All those things I have never done befor in my life because we have house mades which help to do the chores. But when I came to the United states by self and I have never traved befor. I came to a foreign country when I was 18 years old and never had any responsablity to do back in Kuwait. But when I first landed I knew that I was by self and I had to take care of my own self; I searched to apartments and rented one within a weak or two from arriving, I stated to pay my own bills for water, electricity and many other responsibilities that I had to take care of. I have learned in one month to manage my life and became mature and I am grateful for this.
Other great aspect of studying abroad is that it will provide a great chance for cultural .
Student 1Student ENG 11008 March 2015The King of Equalit.docxjohniemcm5zt
Student 1
Student
ENG 1100
8 March 2015
The King of Equality Comment by Katie: Thoughtful title!
On August 28, 1936 Martin Luther King Jr. gave one of the best known speeches in American history. When people commemorate the “I Have a Dream” speech, as it has come to be identified, they recall King’s powerful message about civil rights and the true meaning of freedom in America. In the famous “I Have a Dream” speech, Martin Luther King Jr. uses a number of rhetorical devices in order to match his word choice to the strength of his message. Numerous examples of allusion, parallelism, and anaphora are used as tactics to amplify the intensity of his message. Comment by Katie: Great thesis—it makes a clear claim and provides a forecast of your paper’s outline.
King begins his speech with a reference to the Gettysburg address, “Five score years ago…” (King par. 2).The opening allusion is exceptionally moving given that King spoke in front of the Lincoln Memorial. King uses examples of allusions, or references to a person, place, thing or idea of historical, cultural, literary or political significance. Allusions can be direct or indirect, and are often used to broaden the reader’s understanding. The Gettysburg Address is not the only historical piece referenced in King’s speech; the Declaration of Independence is also referenced in paragraph four of the “I Have a Dream” speech. The speech reads, “This note was a promise that all men, yes, black men as well as white men, would be guaranteed the ‘unalienable Rights’ of ‘Life, Liberty and the pursuit of Happiness’" (King par. 4). Martin Luther King Jr. addresses the Declaration of Independence in order to get his supporters to recognize the equal rights that they deserve as Americans. In order to provide an honorable basis, King uses numerous biblical allusions. Two examples of biblical allusions used in the speech include Psalms 30:5 and Jeremiah 2:13. King cries ‘It came as a joyous daybreak to end the long night of their captivity.” (King par. 2) referring to Psalms 30:5, “For his anger is but for a moment; his favor is for a lifetime. Weeping may linger for the night, but joy comes with the morning” (Dlugan, Andrew). Martin Luther King Jr. is expressing that the struggle for the black community was long and hard but the freedom they will receive will last a lifetime. Jeremiah 2:13 was also a biblical verse King evokes in his speech proclaiming, “Let us not seek to satisfy our thirst for freedom by drinking from the cup of bitterness and hatred,” (King par. 8) referring to Jeremiah 2:13, “For my people have committed two evils: they have forsaken me, the fountain of living water, and dug out cisterns for themselves, cracked cisterns that can hold no water” (Dlugan, Andrew). King is using this biblical verse to explain to his people that they must fight peacefully, without violence and hatred, and if they do they will be rewarded for their peaceful behavior. Comment by Katie: It may be a good .
Studcnft Cl.nthiaEdnads fnrtructor: HilaryCla* Assignmenf W2:Homeworlqpt I
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Structure!Thesis British politics were changed in such a fa.docxjohniemcm5zt
Structure!
Thesis: British politics were changed in such a fashion because the changes caused something.
If these changes had not occurred, it is possible that x could have happened!
Before the 19th century Reform Acts, British politics possessed a conservative, statesmanlike,
and stable character. The Reform Acts introduced modern republicanism without significant
disruption because the working class British that became incorporated respected British
hierarchical society and the parliamentary system. Furthermore, many of the substantial social
changes from the 19th-20th centuries occurred because of substantial economic changes, not
political reform. If the franchise had not been enlarged to eventually encompass the working
class, it is quite possible that radical political movements, such as the Charterists, would have
gained a political hold.!!
Bagehot and Government!
Bagehot writes from within the period studied!
Bagehot takes an aristocratic view of government!
Ruling takes education, experience, and sobriety--this is what he calls “statesmanship”!
Statesmanship!
The job of the political elites is to provide sober judgment on issues!
His condemnation of American politics largely rests on the inability of the Americans to reach
sober conclusions on politically necessary issues!
Because the President and Congress are in constant competition, there can be no
statesmanship (37)!
The introduction of the working class endangers this statesmanship!
Bagehot writes, “I am exceedingly afraid of the ignorant multitude of the new constituencies.” (p.
17)!
The introduction of the working class would require specific actions on the parts of the
statesmen, and provide a real danger!
However, while Bagehot is anxious about reform, he does not dismiss it out of hand -- it is a
challenge but could provide reasonable results of the Parliament is followed!
Was he right or wrong? Were his concerns justified?!
Bagehot’s concerns are legitimate. The course of other countries’ attempts to reform would
demonstrate that. However, organized, radical labor movements did not form in Britain!
1832 Reform Act!
On its face, the 1832 Reform Act was substantial!
It brought 10-pound householders into the vote!
Functionally, this extended the franchise!
In practice, Bagehot, argues, it was not so extreme!
In the first place, constitutional changes take time to be discovered, as generational changes
matter (7)!
Most of the pre-1832 elites, such as Lord Pemberton, remained in power until the mid-1860s (7)!
Secondly, England is a “deferential society,” argues Bagehot.!
The newly-incorporated members did not participate directly in politics -- they remained
shopkeepers (8)!
“If a hundred small shopkeepers had by miracle been added to any of the ‘32 Parliaments, they
would have felt outcasts there.” (8)!
Parliament remained the space of the elite!
The newly-incorporated did not vote to push their personal interest in politics at the national
level!
They voted .
Student #1 I have chosen to write about the history of data anal.docxjohniemcm5zt
Student #1
I have chosen to write about the history of data analysis for the Los Angeles Police Department. While I currently reside in Colorado Springs, Colorado and work as a deputy sheriff in Denver, Colorado I grew up in the greater Los Angeles area and I know that they should have a large amount of data to draw from.
Currently the Los Angeles Police Department uses COMPSTAT to compile their data. They have a unit, known as the COMPSTAT unit, whose sole job is to compile crime statistics and analyze the data (Los Angeles Police Department, 2016) COMPSTAT is short for computer statistics. COMPSTAT was developed by Police Commissioner William Bratton in 1994 for use by the New York Police Department. According to the University of Maryland by the year 2000 over a third of police agencies with over 100 officers were utilizing some sort of COMPSTAT like program (University of Maryland, 2015). In 2002 William Bratton became the Chief of Police for the Los Angeles Police Department and brought with him the concept of COMPSTAT. During the first six years of his tenure Los Angeles saw a steady decrease in the cities crime rates thanks largely in part to COMPSTAT policing.
Mean, mode and median play a large part in analyzing criminal data. The mean is the average number. An example of this for crime data analysis would be in neighborhood C there was 14 robberies committed on Monday between 1 and 3 AM, 17 robberies on Tuesday at the same time period and 9 on Wednesday during the same time period. The mean would be 13.3 robberies per night for those 3 nights. Knowing this is high for the city the data could be used to justify extra police presence in Neighborhood C. An example of the mode would be if in the same neighborhood in the same week there were 17 robberies on both Friday and Saturday, 12 on Thursday and 11 on Sunday. The mode would be 17 and it would also be a reason to add extra police presence in the neighborhood until a significant decrease was seen in the amount of robberies taking place. Finally we come to the median. This is simply line the numbers up for the week and take the number that falls in the middle. In the case of the robberies occurring in neighborhood C the number would be 14. All of this data can be combined to show watch commanders and captain’s areas where they should be focusing their officer’s time. If there is a neighborhood that has seen only one or two robberies during the week, it is definitely not in as much need of a heavy police presence as Neighborhood C is.
Student #2
Beginning in the mid-1990’s, police in New York began to run statistical analysis of the city’s crime reports, arrests and other police activity known as COMPSTAT. Law enforcement agencies since this analysis began, has implemented their own data-driven approaches to tracking and adapting to crime trends. The LAPD is both heavily armed and thoroughly computerized. The Real-Time Analysis and Critical Response Division is its central processor..
Student answer (a) In US business unionism focuses on benefits t.docxjohniemcm5zt
Student answer
(a) In US business unionism focuses on benefits to existing members, (opposed to other countries like Britain) employers’ organizations are not prominent at any level, however, employer’ organizations that seek to maintain unions away from employees have been prominent.
(b) Diversity creates a wider range of variation employment practices, (to mention one factor) but Britain lacks such factor, in addition, the government does not support employment regulation as it happens in US. (i) New modernized methods of union organizing have been implemented such as intensive direct communication with prospective members through young well-educated organizers. (ii) In the US diversity has been a strong factor leading to wider employment arrangements.
(c) (i) (i) according to Olson the likelihood of cross-national cooperation confronts different barriers such as, divergent interests, national differences in language, culture, law and union structure. However the potential exists.
Student answer
US employers are amongst the most anti union employers in the world because unions tend to hurt productivity and reduce profit margin.
Business Unionism uses the principle that unions should operate like a business. It has been attractive to the US employees because business union jobs pay better wages than non-union equivalents. It is operated by employers and employees, therefore the interest of all parties is advocated.
To expand union membership, the US confederation, the AFL-CIO tried to modernise and broaden issues that attract union members such as child care and equal pay. They have also used young well-educated organisers and involve extensive direct communication with prospective members and links to community groups such as churches.
The union density plummeted in the US because of the split of the major unions forming a coalition called the CTW - change to win coalition. In the UK the fall was due to state labour policies, management resistance and workplace practices, changing composition employment and the labour force and issues internal to unionism.
Non union personnel practices have developed the furthest in the US.
Cross-national cooperation is possible through trade and treaty agreements. The major difference between liberal and coordinated is the ability to obtain capital without having to plead with a bank. The liberal has the access to capital via public markets such as stocks and bonds while this is not so with the coordinated.
Olson will say that cross-national cooperation will break barriers and economic incentives such as increased trade will be gained.
Student answer
(a) The U.S. operates on "Employment at will" where employers do not have to provide just cause for dismissal, reasonable notice or severance pay on dismissal of an employee. The U.S. business unionism, focuses narrowly on providing benefits to existing members.
(b) The AFL-CIO tried to modernize and broaden issues that attract union members, (.
Structured Query Language for Data Management 2 Sructu.docxjohniemcm5zt
Structured Query Language for Data Management 2
Sructured Query Language for Data Management 6
Table of Contents
Phase 1- Database Design and DDL 3
Business Rules & Entity Tables 3
Entity Tables: 4
SQL CODE: 4
Screenshots: 8
Phase 2 – Security and DML 13
Task 1 14
Task 2 15
Task 3 16
Task 4 17
Task 5 18
Phase 3 - DML (Select) and Procedures 19
Task 1 19
Task 2 20
Task 3 21
Task 4 22
Task 5 23
Phase 4 – Architecture, Indexes 27
Step 1: CREATE TABLE [Degrees] 27
Step 2: Re-create ‘Classes’ TABLE to add ‘DegreeID’ column and INSERT 6 classes 29
Step 3: ALTER TABLE [Students] 31
Step 5: DML script to INSERT INTO the ‘Students’ table ‘DegreeID’ data 33
Step 6: Display ERD 36
Phase 5 – Views, Transactions, Testing and Performance 37
References 38
Phase 1- Database Design and DDL
My team was recently contracted to design and develop a database for CTU that will store personal and confidential university data. This database is expected to provide the back-end architecture for a front-end web application with an intuitive User/Interface (U/I) to be used by the university HR department. We’ve decided to use Microsoft SQL Server 2012 given the nature of data to be stored because it will be more secure, and it also provides a suite of server maintenance tools to be left behind with the IT Department once the database and web application have been tested and accepted by university stakeholders.
During our preliminary meetings, CTU’s requirements were defined and adequately scoped to begin creation of the database. The following sections contain the business rules and entity tables developed during the preliminary meetings, as well as copies of all the SQL code used to build the database and create the Entity Relationship Diagram (ERD). Business Rules & Entity Tables
Business Rules:
· A student has a name, a birth date, and gender.
· You must track the date the student started at the university and his or her current GPA, as well as be able to inactivate him or her without deleting information.
· For advising purposes, store the student's background/bio information. This is like a little story.
· An advisor has a name and an e-mail address.
· Students are assigned to one advisor, but one advisor may service multiple students.
· A class has a class code, name, and description.
· You need to indicate the specific classes a student is taking/has taken at the university. Track the date the student started a specific class and the grade earned in that class.
· Each class that a student takes has 4 assignments. Each assignment is worth 100 points.Entity Tables:
SQL CODE:
Create Database:
CREATE DATABASE [Cameron_CTU]
CONTAINMENT = NONE
ON PRIMARY
( NAME = N'Cameron_CTU', FILENAME = N'c:\Program Files\Microsoft SQL Server\MSSQL11.SCAMERON_CTU\MSSQL\DATA\Cameron_CTU.mdf' , SIZE = 3072KB , FILEGROWTH = 1024KB )
LOG ON
( NAME = N'Cameron_CTU_log', FILENAME = N'c:\Program Files\Microsoft SQL Server\MSSQL11.SCAMERON_CTU\MSSQL\DATA\Cameron_CTU_.
strict
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:articularly the importance of organization and
:uldraising. In fact, in their early years, their
appeal was enhanced by the application of cor-
:orate and scientific methods to social reform,
:articularly among the educated middle and
:nper classes. Unlike the COS, however, settle-
=ents lacked clarity on their basic organizational
:i- rm and struggled with persistent contradic-
:Lans between their democratic values and their
,-::iance on elites for funding and political sup-
f,ort (Wenocur & Reisch, 1989).
During World War I, most local nonprofits
:egan to be coordinated by business-dominated
-cmmunity Chests, the antecedents of today's
lfited Way. The presence of business leaders
qstlred the primary of corporate methods and
r"r.-ues in the private human services field
i,:illiant, 1990). As these agencies professional-
-red during the 1920s, this federated structure
xrtr&me the logical vehicle to rationalize philan-
lrropv and help nonprofit human services orga-
'r'nv* tions survive fi nancially.
-{t the same time, there was a shift in the over-
iunc.t of public services, from volunte er organiza-
tr:ns administered by boards to executive-based
,Ffl',ffi.rns of supervision. This reflected an increase
m frate and local government involvement in and
a'ntol of societal change. The emergence of the
fdc of public administration led to increased
um:ressionalism in government departments of
lmu*::-l rr'elfare. These bureaucracies were receptive
m 3e expertise social workers had acquired in
umr'ersities and private charitable organizations.
fhe appearance of "welfare capitalism" in the
rrn= of company unions and other employee
mm,edt packages during the 1920s, however,
rum:e,rmined advocates of governmental inter-
tmtron in the social welfare arena by promoting
ffic rage of the socially responsible corporation
urr,ru:se profits were linked to American progress
mrc mell-being (Berkowitz & McQuaid, 1980).
imer developments that shaped human services
mnmrn rlistration in this era included the expansion
m rrecialized organizations in such fields as
mreadon, mental health, juvenile and criminal
nuum=" child welfare, and occupational social
General Themes in the Evolution of HSA 33
work; the formation of a professional infrastruc-
ture through such organizations as the American
Association for Organizing Family Social Work,
the Child Welfare League of America, the
National Social Work Council, the Community
Chests and Councils of America, and a wide range
of professional associations; the nearly 3O0o/o
increase in the number of schools of social work
between World War I and the Great Depression;
the growth of professional journals; and the use
of the medical model and corporate.
STRIKING A BALANCE BETWEEN PUBLIC INTEREST OFTRANSPARENCY OF.docxjohniemcm5zt
STRIKING A BALANCE BETWEEN PUBLIC INTEREST OF
TRANSPARENCY OF GOVERNMENT AND THE PRIVACY
OF PERSONAL IDENTIFICATION AND SECURITY
INFORMATION: AN EXAMINATION OF TRIBUNE-REVIEW
PUBLISHING CO. V BODACK
I. INTRODUCTION
Pennsyivanians generally want the government to work
properly and to be free from corruption. They also generally want
to know how tax dollars are spent and how efficiently the
government works. The Right-to-Know Law provides access to
state government public records to any individual or entity that
properly requests them. ' The purpose of this law is to give a level
of transparency to the inner workings of the state government.^
However, this right to access public records could lead to the
inadvertent disclosure of important personal identification and
security information of innocent, private citizens.
Under the Right-to-Know Act, the state court system took
responsibility for determining not only what fits into the definition
of a "public record," but also whether the public interest in the
information outweighs the possible " 'impairment of a person's
reputation or personal security' " by the disclosure of that
information.^ Because, historically, Pennsylvania courts have
broadly interpreted the public record definition, individuals are at a
' Right-to-Know Law, 65 PA. STAT. ANN. §§ 67.101- .1102 (West Supp.
2009). The Right-to-Know Law completely overhauled public records access in
Pennsylvania, effective January 1, 2009. Id. §67.101. However, this act only
applies to requests for public records after December 31, 2008. Id. § 67.3101. So
any case pending with a request for information prior to December 31, 2008,
should be decided under the former Right-to-Know Act. The implications of the
revised Right-to-Know Law are discussed in the evaluation section. See infra pt.
IV.
' Pa. State Univ. v. State Employees' Ret. Bd. {Penn State), 935 A.2d 530,
533 (Pa. 2007) (citing Sapp Roofmg Co. v. Sheet Metal Workers' Int'l Ass'n,
Local Union No. 12, 713 A.2d 627, 629 (Pa. 1998)).
^ Id. at 538 (quoting § 66.1(2), repealed by Right-to-Know Law, 65 PA.
STAT. ANN. §67.102 (West Supp. 2009)) (citing Goppelt v. City of Phila.
Revenue Dep't, 841 A.2d 599, 603-04 (Pa. Commw. Ct. 1998)).
577
578 WiDENER LAW JOURNAL [Vol. 19
greater risk of having personal identification and security
information released to the public; and therefore, the courts have
been forced to carefully balance the competing interests of the
public and of the private individual.'*
This survey will examine how Pennsylvania courts have
attempted to achieve a balance between the public's interest in the
transparency of government and the private individual's interest in
the confidentiality of personal identification and security
information. Part II examines the case law prior to Tribune-Review
Publishing Co. v. Bodaclê as well as the development of the
exception to the required disclosure of information in public
records. Part III discusses Tribune-Review Publish.
Strengths Insight and Action-Planning Guide SURVEY COMPLETION DA.docxjohniemcm5zt
Strengths Insight and Action-Planning Guide SURVEY COMPLETION DATE: 09-29-2015
xxxxxxxxxxx
Your Top 5 Themes
Responsibility Relator Competition Analytical Futuristic
What's in This Guide?
Section I: Awareness
A brief Shared Theme Description for each of your top five themes
Your Personalized Strengths Insights, which describe what makes you stand out from others with the same theme in their top five
Questions for you to answer to increase your awareness of your talents
Section II: Application
10 Ideas for Action for each of your top five themes Questions for you to answer to help you apply your talents
Section III: Achievement
Examples of what each of your top five themes "sounds like" -- real quotes from people who also have the theme in their top five
Steps for you to take to help you leverage your talents for achievement
Section I: Awareness
Responsibility
Shared Theme Description
People who are especially talented in the Responsibility theme take psychological ownership of what they say they will do. They are committed to stable values such as honesty and loyalty.
Your Personalized Strengths Insights
What makes you stand out?
By nature, you prefer to work with teammates who share your concern about doing everything correctly and ethically. It’s very likely that you bring an exceptionally mature perspective to your team. Most people regard you as the dependable and reliable one. Because of your strengths, you sometimes open yourself to diverse types of people. You ordinarily welcome individuals who otherwise would feel out of place or ignored. Instinctively, you may reject the idea that telling a falsehood about something unimportant is acceptable. Perhaps you refuse to make an innocent social excuse to protect someone’s feelings. Driven by your talents, you experience pangs of remorse when you realize you failed to do something you promised to do. You feel awful when you do not do something correctly. You probably regret having compromised your basic values about right and wrong.
Questions
As you read your personalized strengths insights, what words, phrases, or lines stand out to you?
Out of all the talents in this insight, what would you like for others to see most in you?
Relator
Shared Theme Description
People who are especially talented in the Relator theme enjoy close relationships with others. They find deep satisfaction in working hard with friends to achieve a goal.
Your Personalized Strengths Insights
What makes you stand out?
Because of your strengths, you have the ability to instruct, train, or offer suggestions to people who look to you for assistance. It’s very likely that you probably are quite willing to welcome all kinds of individuals regardless of their appearance, education, social class, native language, religious preference, or political persuasion. This explains why your circle of friends or acquaintances is so diverse and interesting. Your openness might encourage people to seek your c.
Strategy Project/.DS_Store
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Strategy Project/EXAMPLECompleted Strategy Team Project.docx
Issue: Given the success of being one of the world’s largest global payments technology companies, MasterCard has an opportunity to enter into the country of North Korea to expand its technology basis and help build the North Korean economy.
Recommendation: MasterCard should research and investigate the costs and benefits of expanding itself into North Korea.
Justification: In its current state, MasterCard is the second largest global payments technology organization and could use this strength to enter into North Korea to help build their economy not only by introducing its products and services into the country, but to help a weak economy become stronger with the proper use of a global payment technology.
Issue: Attempting to expand into other third world countries increases the security threat. The security at MasterCard needs an update to prevent their customers from becoming targets of credit card breaches and fraud.
Recommendation: MasterCard should design a new digital debit/credit card that uses a thumbprint to authorize the use of the card.
Justification: Fingerprints are a unique feature that can provide great security assurance when dealing with theft. The fact that no two fingerprints are identical will make it hard for fraud to take place.
Task 1: A Research and Development (R & D) team will be established for a 12 month period beginning May 2014 and continuing through May 2015 to determine what areas within North Korea would be in the best interest for MasterCard to locate. The team would consist of accountants, lawyers, management, and several other individuals who would work solely on this project for the year. The estimated cost for this project could reach up to $2 million. The current budget is listed at $2.5 million. All correspondence and findings will be reported to the current CEO, CFO, and COO as well as the Board of Directors.
Throughout the year, the R & D team will spend ample time traveling and speaking with the delegates of North Korea to get a good feel of the acceptance of a large corporation entering into their country. Travel expenses during the complete project are estimated to be a total of $150,000 of the expected budget.
The initial expense per visit to North Korea is a $1000 required tour that does not include any other amenities such as airfare, hotel, or food. The estimated complete “tour” expense for the year is $5,000. The flight expense during the year for the R & D team estimates the cost of $18,150 during the year. It is estimated that each ticket would cost $726 and no more than 5 team members would travel at a time, with an estimated 5 trips per year. A budget of $25,000 has been allotted for flight expenses alone due to the current trips per year estimation. As the end of the research gets closer, there may need to be an additional trip or two that need.
STRAYER BUS475 WEEK 10 QUIZ 10Report this Question as Inappropri.docxjohniemcm5zt
STRAYER BUS475 WEEK 10 QUIZ 10
Report this Question as Inappropriate
Question 1
Which of the following sectors receives the largest percentage of corporate cash and in-kind contributions?
Health and human services.
Education.
Civic and community.
Culture and arts.
Question 2
Which company paid its employees to volunteer in their communities two days a week after a tsunami in Japan disrupted operations at its U.S. facilities?
General Electric.
UPS.
Sony.
Honda Motor Company.
Question 3
As communications improve and people around the world are able to witness the horrors of natural disasters, terrorism, and war, international relief efforts by corporations are becoming:
Less important.
More important.
Obsolete because of social media.
A liability because of negative media.
Question 4
Which company donates 5 percent of its branches or stores’ total sales revenue to a worthy local nonprofit organization three days a year?
H&M.
Whole Foods Markets.
Bank of America.
Citigroup.
Question 5
What company gives all of its earnings to charity?
Seventh Generation.
The Body Shop.
Newman’s Own.
Patagonia.
Question 6
Foreign-owned corporations use foundations:
More frequently than U.S. firms.
Less frequently than U.S. firms.
About as often as U.S. firms.
Only for setting up disaster relief.
Question 7
Which of the following non-profit, locally funded and controlled organizations offer housing rehabilitation and financial services to neighborhood residents?
General Electric.
UPS.
Sony.
Honda Motor Company.
Question 8
Habitat for Humanity is considered a:
Corporation.
Government division.
Nongovernmental organization.
Program for the homeless.
Question 9
According to a Harvard Business Review study, which of the following is not an area in which corporate contributions are most likely to enhance a company’s competitiveness?
Context for strategy and rivalry.
Demand conditions.
Stakeholder management.
Factor conditions.
Question 10
The term civic engagement describes:
The active involvement of businesses and individuals in improving communities.
A competitive, free market environment.
Strong governmental regulation to control businesses at the municipal level.
A close and collaborative business-government relationship.
Question 11
What percentage of AT&T’s procurement spending went to minority, women, and disabled veteran-owned businesses in 2011?
1 percent.
5 percent.
15 percent.
25 percent.
Question 12
The share of all giving made up by in-kind contributions of products and services has been:
Rising steadily over the past decade.
Declining steadily over the past decade.
Remaining relatively constant over the past decade.
Declining sharply over the past decade.
Question 13
Another term for corporate giving is corporate:
Welfare.
Goodwill.
Philanthropy.
Citizenship.
Question 14
Which region received the most U.S. international charitable contributions in 2011?
Europe
Africa
Asia-Pacific.
Latin America-Caribbean.
Question 15
Which company provided one million fre.
Cross-Cultural Leadership and CommunicationMattVassar1
Business is done in many different ways across the world. How you connect with colleagues and communicate feedback constructively differs tremendously depending on where a person comes from. Drawing on the culture map from the cultural anthropologist, Erin Meyer, this class discusses how best to manage effectively across the invisible lines of culture.
The Science of Learning: implications for modern teachingDerek Wenmoth
Keynote presentation to the Educational Leaders hui Kōkiritia Marautanga held in Auckland on 26 June 2024. Provides a high level overview of the history and development of the science of learning, and implications for the design of learning in our modern schools and classrooms.
Artificial Intelligence (AI) has revolutionized the creation of images and videos, enabling the generation of highly realistic and imaginative visual content. Utilizing advanced techniques like Generative Adversarial Networks (GANs) and neural style transfer, AI can transform simple sketches into detailed artwork or blend various styles into unique visual masterpieces. GANs, in particular, function by pitting two neural networks against each other, resulting in the production of remarkably lifelike images. AI's ability to analyze and learn from vast datasets allows it to create visuals that not only mimic human creativity but also push the boundaries of artistic expression, making it a powerful tool in digital media and entertainment industries.
Get Success with the Latest UiPath UIPATH-ADPV1 Exam Dumps (V11.02) 2024yarusun
Are you worried about your preparation for the UiPath Power Platform Functional Consultant Certification Exam? You can come to DumpsBase to download the latest UiPath UIPATH-ADPV1 exam dumps (V11.02) to evaluate your preparation for the UIPATH-ADPV1 exam with the PDF format and testing engine software. The latest UiPath UIPATH-ADPV1 exam questions and answers go over every subject on the exam so you can easily understand them. You won't need to worry about passing the UIPATH-ADPV1 exam if you master all of these UiPath UIPATH-ADPV1 dumps (V11.02) of DumpsBase. #UIPATH-ADPV1 Dumps #UIPATH-ADPV1 #UIPATH-ADPV1 Exam Dumps
Decolonizing Universal Design for LearningFrederic Fovet
UDL has gained in popularity over the last decade both in the K-12 and the post-secondary sectors. The usefulness of UDL to create inclusive learning experiences for the full array of diverse learners has been well documented in the literature, and there is now increasing scholarship examining the process of integrating UDL strategically across organisations. One concern, however, remains under-reported and under-researched. Much of the scholarship on UDL ironically remains while and Eurocentric. Even if UDL, as a discourse, considers the decolonization of the curriculum, it is abundantly clear that the research and advocacy related to UDL originates almost exclusively from the Global North and from a Euro-Caucasian authorship. It is argued that it is high time for the way UDL has been monopolized by Global North scholars and practitioners to be challenged. Voices discussing and framing UDL, from the Global South and Indigenous communities, must be amplified and showcased in order to rectify this glaring imbalance and contradiction.
This session represents an opportunity for the author to reflect on a volume he has just finished editing entitled Decolonizing UDL and to highlight and share insights into the key innovations, promising practices, and calls for change, originating from the Global South and Indigenous Communities, that have woven the canvas of this book. The session seeks to create a space for critical dialogue, for the challenging of existing power dynamics within the UDL scholarship, and for the emergence of transformative voices from underrepresented communities. The workshop will use the UDL principles scrupulously to engage participants in diverse ways (challenging single story approaches to the narrative that surrounds UDL implementation) , as well as offer multiple means of action and expression for them to gain ownership over the key themes and concerns of the session (by encouraging a broad range of interventions, contributions, and stances).
Structure of the Written Report Different Instructors will req.docx
1. Structure of the Written Report
Different Instructors will require different formats for case
reports, but they should all have roughly the same general
content. For this course, the report should have the following
sections in this order:
1. Title page
2. Table of contents
3. Executive summary
4. Problem (Issue) statement
5. Data analysis
6. Key Decision Criteria
7. Alternatives analysis
8. Recommendations
9. Action and Implementation Plan
10. Exhibits
Grading Rubric
HIGH SCORE:
Content and Subject: Easily identifiable, clear. Meets or
exceeds page or word length requirement.
Structure: Apparent, understandable, and applicable. Good flow
and well-structured.
Examples/Sources: Examples were used. Integration of external
sources occurred.
Analysis: Interesting and novel. Provides different Marketing
Principles based actions, recommendations &
perspectives; demonstrates critical thinking and critical analysis
at a high level.
Mechanics: Excellent APA format. Virtually devoid of errors in
2. grammar, syntax, punctuation, and spelling.
Bulletin of Education and Research
June 2013, Vol. 35, No. 1 pp. 95-105
Competitive Branding & Development Model:
A Qualitative Case Study of UAE approach to Human Capital
Dr. Nadir Ali Kolachi *
_____________________________________________________
__________
Abstract
The paper reports on the branding and development factors.
Countries are in need to brand
their activities to attract the coordination and business from
other countries. The main focus of
this paper is related to competitive branding at individual &
country level in order to develop
required human capital in next five to seven years. The paper
investigates the parameters of
branding and competency through the proposed model named
competitive branding and
development (CBD) model. The model reports on the important
factors for branding and
competency. The paper is spread on two levels of branding
3. based on the micro level
(individual) and macro level (country). The paper aims to
investigate the competitive branding
of individuals and countries. This paper will report on UAE
perspective. The branding is
discussed through the proposed model named Competitive
Branding & Development (CBD)
in this paper. The study reports as a practical Case study limited
to UAE only. The choice of
case study approach in this research was convenient and
suitable in such types of studies. The
practical implication of this study is to identify the parameters
to brand & develop individual
and countries at various domains. The parameters are organized
into a model form named as
Competitive Branding & Development (CBD) Model. The
countries can utilize such model to
evaluate their competency levels in comparison to other
countries. This paper is academic,
research and practical type and may benefit students, teachers,
researchers, managers, policy
makers from International Business, Individual development,
Country development and
Comparative management domains.
Key Words: Competitive branding, Individual branding,
Country branding and Human Capital
*Associate Professor, Skyline University, University City of
Sharjah, UAE
email: [email protected], [email protected]
mailto:[email protected]
mailto:[email protected]
4. A Qualitative Case Study of UAE approach to Human Capital
96
Introduction
Today’s age has no choice but a greater investment in human
capital. To
ensure this, countries are in search of logical plans where such
investment can be
initiated. The huge flow of training trends, economic forums,
university campuses,
collaborative symposiums, international conferences, exchange
of talent and
attracting the talent is the main practice of UAE these days.
Such cordial situations
will equip UAE nationals with high exposure, flourish business
at rapid pace and will
become a central hub in this part of world. The model comprises
on two levels. First
is individual level which will explain the parameters required
for individual branding.
This will justify the importance of branding at individual level
and also put some
reasons of UAE national’s approach to adopt such sub
parameters at individual level.
Second is the model is about country level which means UAE
approach to coordinate
with other countries. This research part will also touch some
points which are
required for international associations. The purpose of this part
is to inform the
readers about UAE approach towards country branding. The
5. main factors like
education, business, entertainment and sports are listed in the
second part of the
research. The first part of the model is comprised on the main
factors as competency
branding, professional branding and career management
branding which are further
followed by four subheadings each. The subheadings have also
some further
subheadings.
In order to have some concepts of different categories of
branding, this
research provides following references of branding concepts and
also proposed
definitions of different branding in this research.
Branding in marketing is the concept of promoting the
organizational
products. Branding in Human Resources is the concept of
promoting one’s
capabilities in the Organization. Few definitions proposed by
different authors lead to
the similar concepts as Corporate branding represents the idea
that the organization
and everything it stands for is mobilized to interact with the
stakeholders the
organization wants to reach and engage them in dialogue”
(Hatch & Schultz, 2000, p.
27). Employee branding is defined as “the process by which
employees internalize
the desired brand image and are motivated to project the image
to customers and
other organizational constituents” (Miles & Mangold, 2004, p.
68). The concept of
Competency branding is to show and market one’s capabilities
6. in any specialized
field where as Professional branding is similar but adds the
marketing of one’s
professional and demanded behavior in the different
organizational context.
Nadir 97
Competency Branding
Competency branding is the most important and little technical
to achieve. It
requires time and depends on many other factors as well. To
achieve the factors, UAE
government has initiated to equip its nationals to have more
experience and exposure
which comes through efforts. Facilitating them with high
standards of education at all
levels are the initiatives to build competency level. Good
exposure comes through
travelling, participation, reading, education, technical
education, interest and active
learning. The branding of one’s exposure and intellectual level
is to enter into more
challenging environment and accepting more responsibilities to
show talent in various
7. fields. Visionary people are always given frequent opportunities
as they showed
results through the visionary approach. The technique to brand
one’s talent is to show
the results of practical projects, practical implementations and
high achieved targets.
This will help company to understand the sense of ownership of
an employee. People
must enhance the exposure through understanding the company
and country level
affairs. See the talented people’s style and adopt it. Build
knowledge and read
knowledgeable models to understand the trends. People must
show sense of
ownership with the company
Professional Branding
The second part is related to professional branding which is
based on
professional grooming and development. This can be achieved
through training &
development. Professional branding is second most important
factor as it helps to
interact, good impression and high learning opportunities. To
brand this way,
employees need to be very fair-feeling, supportive,
collaborative and cooperative.
Such activities of employees always get noticed by the high ups
and can get an
opportunity for any other challenge task. This is good in
branding because people
start trusting your dealing way which can be utilized at other
occasions. The last part
of this part is much noticed and branding factor. This means
people behave
8. professionally by solving all company’s problems without any
anger or displeasure.
They are professional with high emotional stability which is
good sign and can have a
salutary effect on others. Such things can make an individual
branded and turn to be
good leader, good coach and work for the status of the
company. Good observation of
good things, being neutral in few things and showing emotional
stability will earn
good response in the company. Individual must practice
unbiased behavior, show
responsibility and work with patience. This will help people
grow and achieve good
things in life.
A Qualitative Case Study of UAE approach to Human Capital
98
Career Management Branding
The third part of individual level branding is career oriented.
To grow in the
career and to cross all exponential ladders, one must have
mature and motivated
behavior. People can know people more when they enter into
interactive sessions,
show the commitment in work and respond in most disciplined
manner. People like it
and want to implement and spread in the company. To brand
9. individual level, one
must show dignity and help everyone, show prudence, give
extra care to company
affairs and play self respect every time. This part shows that
people who are
ambitious driven always noticed and people who are always
socially accepted by
other people always get good promotions as it helps to improve
peer relations and
contacts. In the branding, individual must learn how to be
socially accepted. This can
be achieved through interaction and participation. Individual
must do such
participation all the time.
Competitive Branding & Development Model
Individual Branding
1. Competency Branding
a. Good Exposure
b. Talented & Visionary
c. Intellectual & Knowledgeable
d. Sense of ownership with self & Company
2. Professional Branding
• Smart, Coach & Leader
• Neutral, Trained & Observer
• Unbiased, Responsible & Coordinator
• Professionally Developed with Emotional Stability
3. Career Management Branding
• Bold, Mature & Motivated
• Interactive, Committed & Disciplined
• Self respect & Dignity and Professionally groomed
• Opportunistic, Ambitious Driven & Socially Accepted
10. Country Branding
4. Collaborations
Associations & Collaboration among Countries
5. Strategic HRD & Usefulness
Intellectual Capital development OD, T&D and Career
Management
Nadir 99
6. Resources & Resourcefulness
7. Competency & Competitiveness
Talented workforce, Educational reforms and R&D (Technology
and
Management)
8. International Relation & Belongingness
• Security (Safe, cordial and easy access) and FDI (Investment
and Business
Dealings)
• Sports (Football, Tennis and Cricket) and Tourism (Tourism
education)
The purpose of such branding is to evaluate the branding and
competency of
11. UAE dimensions. The branding at career level, organizational
level or country level
has become an important for the self development,
organizational development and
country development. The study examines the proposed CBD
model and suggests the
required parameters for branding at individual and country
level. To be competitive in
this rapid paced business & technological era, the branding and
development in
human capital has become prime importance. Education and
training is focused on
intellectual capital development in UAE. This paper will
examine all required factors
of branding at individual and country level.
Collaboration
The fourth & fifth point of second part is very much required in
this
competitive era. The collaboration is the dire need for the
countries in order to grow,
build, intellectual change, enhance competitive level and help
each other. Future time
will definitely depend on regional collaboration. This is
possible through various
kinds of associations in different domains as health, education,
security and military
compatibility. When countries are not good to one another
especially in regional
cases, then the third party takes advantage which might be
expensive and will flourish
dependency situation. The countries must collaborate &
innovate association in
various fields to brand and develop the effectiveness. The fight,
win loose or only us
12. concepts are finished but competency, branding and
development in different
domains are hundred percent required for success and
prosperity.
Strategic HRD & Usefulness
After collaboration, the countries’ development is highly
dependent on the
strategic HRD factors and their usefulness at the right time.
This is the time where all
the countries are making heavy investment in intellectual
capital development and it
is only possible through strategic HRD implementation. The
developed societies are
not developed because they are in the west but because of the
right strategic HRD
A Qualitative Case Study of UAE approach to Human Capital
100
models. Organizational development is the push from change
management or
something new initiative with better compatibility. This
compatibility and concern
can be supported by right training & development activities.
Today the workforce
from Germany, China, India and many other countries are
inclined to make huge
investment in HRD activities because this is one area which
develops the countries at
larger scale. Right HRD initiatives can brand an individual and
13. country and ensures
the development more and more. So countries’ branding will
actually happen when
they cooperate with each other and exchange their HRD
initiatives, exchange &
innovate on various fields.
Resources & Resourcefulness
The sixth point of the model is important parameters for long
term
development. The concept of resources means natural resources,
environment,
infrastructure, climate, energy and many others but
resourcefulness means the talent
to manage the resources. Some countries might have resources
but lack
resourcefulness, the ability to manage them while others might
not have resources but
have talent to manage the resources. Such things can easily be
exchanged and
beneficial for each other. Coordination is greater required at
that level.
Competency & Competitiveness
The seventh one is Competency & Competitiveness. These are
very obvious
parameters to enter world. Competency means the competency,
talent of doing
something while competitiveness means how to market the
competency as American,
Chinese, Indian and German workforce have done so far. The
countries can learn
from other countries and adopt them at full length. BRICS is
one of the biggest
14. example of exchange talented workforce, technology, energy,
money, research ideas
and cooperation with each other. Countries should make the
combination of resources
with competency which means if country is blessed with
resources, they need to build
competency to take advantage of it. This can be done through
collaboration with
other countries or sending country men to other countries to
learn techniques to
utilize the resources in best possible manner. Resourcefulness
should be accumulated
with competitiveness. If some countries are capable enough to
manage the resources
or have some techniques to do, then they market it, show
willingness, competencies
to other countries to attract the business collaboration and
enhance good long term
relationship.
Nadir 101
International Relations
The eighth point is International relations. The millennium age
is the age of
15. collaboration, cooperation, international relations, and
belongingness in various
domains like health, education, security, sports, trade, travel,
regional cooperation,
investment and entertainment. Some countries feel proud to
have good relations with
developed and rapidly emerging markets. Competency branding
becomes very easy
when some initiatives are taken in the above areas positively.
The areas will also
attract the attention of other countries to join, cooperate and
take cooperative favors
from each other. Best possible projects are always good and
flourish the relationship
with different countries. These days many top corporations are
investing in China,
Russia and India for good returns and maintaining good
relationships at the same
level. Countries must initiate different investment forums, trade
shows and
exhibitions to figure out the areas of contribution and decide to
cooperate with other
countries in various areas. European Countries, Asian Tigers,
Gulf Countries have
initiated such activities and have achieved tremendous
responses from each other.
Just to conclude this part of the paper, the EU countries, Gulf
Countries, BRICS have
been utilizing the parameters very positively. Much focus of
such countries is
regional cooperation and huge investment in HRD projects to
equip people and build
it at world level.
Literature Survey
16. Countries’ branding is based on countries’ competency. This
competency is a
set of knowledge, abilities, technologies, political systems,
managerial & value that
generate competitive differential to the organizations which are
perceived by clients
and which are difficult to imitate. (Prahalab and Hamel (1990).
The competency of
India and China in Asia, the competency of France & Germany
in Europe and
competency of UAE through recent developments are the
evidences of the
competitive world. Today’s’ age is the age of competition not
just based on the
corporate level of corporations but on competency level of
countries. This research
has proposed a Competitive Branding & Development Model.
The purpose of
innovating such model is to evaluate the branding &
competency plans of different
countries. The countries’ initiatives in different associations
and unions like BRICS,
EU, ASEAN, MERCOSURE, NAFTA and many others are the
signs of collaboration
and help each other. Most of the countries are busy in
evaluating intellectual capital
models to equip the people in different demanded fields. UAE
has planned all of them
and more in 2020.
A Qualitative Case Study of UAE approach to Human Capital
17. 102
The developed countries have branded them on the basis of
knowledge
management which means data mining the right information in
today’s age. There is
much research work available on knowledge management and
suggest that
organizational level and country level development depends on
what strategy,
information and technology is required? Such things are always
answered in
knowledge management framework which explains
organizational learning. This
integration of information system, technological solutions,
resources, abilities and
organizational memory (Gramine 2007), Berends et al (2006),
Smith et al (2005),
Rolan et al (2004). But country branding & competency is not
just on knowledge
management but other active parts are also important to focus
on as mentioned in the
model of this research. This paper reports on the parameters
required for individual,
country branding, competency level to present the focus of UAE
at individual and
country level especially in 2020.
Individual or Country Competency is based on the development
of
intellectual capital. This is the step which makes any country
very much branded not
the workforce within the country but around the world. This
emphasis has been
18. mentioned by many philosophers over the years. In the 90s
many conceptualizations
of intellectual capital have been proposed (Bontis 2002, Bontis
2001, Bontis 1998,
Edvisson & Malon 1997, Klien & Prusak 1994, Seemann et al
2000). Also mentioned
in world developments report that Knowledge, not capital,
would be the key to
sustained economic growth and improvements in human well
being. (World
Development Report. 1998. 1999).UAE’s effective initiatives in
education to build
intellectual capital are the signs of success in coming years.
UAE is doing a lot to
invest in knowledge, learning and implementation in business,
engineering and
technological fields. Individual branding helps in organizational
learning. This will
ultimately help the organizations and productivity will be
enhanced. The individual
can be noticed by the top management because of his proper
organizational behavior,
interest and knowledge. Organizational learning refers to the
process of improving
organizational behaviors by acquiring and developing new
knowledge & capabilities
(Fiol & Lyles, 1985). Knowledge is also continuous (March &
Olsen), 1976.
Discipline is one of the important factor to get people noticed.
If a person
shows his disciplined behavior in most of the affairs, he is
known as professional
person and a serious employee in his work. This helps
individual to build his good
relationship with other employees. Discipline and disciplinary
19. rules have long been
recognized to be a key dimensions of the employment
relationship (Edwards, 2005)
Nadir 103
Research Methodology
This particular research is a case study research which based on
practical
viewpoints of expert people involved in Branding. Most of the
data is this research is
primary, however, few reference are consulted from secondary
sources and internet.
The research has consulted literature survey and interviewed
few policy makers at
executive & intellectual level in order to understand the theme
of branding. Most of
the interviews were in favor of using Competency Branding &
Development (CBD)
Model in UAE organizations. The interviews were unstructured
based on the
availability of those policy makers. The model is developed on
the basis of primary
sources in this research.
20. Objectives of the Study
The objective of this study was to evaluate and develop
competitive branding
model for Individual and country. The objective was also to
develop a real model
which can portray the theme of individual branding when
measuring the competency
at individual & country levels. In order to achieve such
objective. This research
proposed a model named as Competitive Branding &
Development Model (CBD).
Scope of the Study
The scope of this research is focused on two levels (Individual
and Country)
with special focus on UAE. The purpose of limiting study to
UAE was the growth,
huge investment and huge flow of technological trends in recent
past.
Exploratory & Case study method
This approach was convenient for such study as mentioned in
this research. It
has explored and informed deep analysis of CBD model.
Proof of Data collection
Primary, Author’s interest, Secondary and interviews (personal,
telephone,
emails, facebook) based on structured & unstructured formats.
Data analysis: the data instrumentation was qualitative & case
based
21. methodology.
A Qualitative Case Study of UAE approach to Human Capital
104
Analysis
UAE government has taken very effective initiatives to brand at
individual,
organizational and country level. Investments in international
programs in Dubai,
enticing huge business building tower buildings, opening huge
universities, attracting
talented people to work in engineering, technology, business
and education industry
are the main concerns in 2020. The major investment at
individual level is to mix
their people with international people to have required
exposure, experience,
knowledge, technical stability, solution provider techniques,
professionally and
socially accepted behaviors are at the main streams these days.
The initiatives and
investment in transport system, information setup, and
technological approach at
work, intellectual understanding and implementation at schools,
colleges and
university levels. Recent Google practices, global villages, high
tech immigration
22. setup, airport security, emirates destinations and many other
things will definitely a
great pool for individual branding.
Conclusion
The paper concludes that UAE has to focus on the individual &
country level
development by following all the parameters identified through
CBD model in this
research. The CBD model has been part in this research to
evaluate the factors of
individual branding and country branding which have been
identified as the main
concerns for UAE’s human capital development agenda in 2020.
Individual branding
as mentioned in the introduction part has always been a great
concern for developed
countries because it ultimately gives good room for country
level branding. Most of
the countries have set an agenda to develop intellectual capital
for the next 10 to 20
years. The paper identifies that the start of developing human
capital is the initiative
of branding at individual & country levels. The CBD model can
also be used to
evaluate the standing of other countries as in future research.
Recommendations
• UAE needs to be more aggressive in building business
relationships with
USA and leading EU countries.
• UAE has to build more universities at international levels in
which UAE
23. nationals should be the policy makers.
• Need to ease the immigration process for the people from
western world as to
have their exposure and mixed it up with the local UAE in order
to promote
understanding and learning at national & international levels.
Nadir 105
• Individual needs to work on the first part of CBD model and
try to
incorporate all parameters. This will enhance the competency
level in the
country.
• Individuals must be well versed with professional branding as
it gives much
confidence in business dealings.
• UAE should take any initiative to come up with the idea
similar to BRICS
with the coordination of Gulf and some emerging markets of
Asia.
• The exchange of resources and their management is becoming
crucial in
today’s faster paced technology and UAE can take advantage
24. and to offer and
get offer from neighboring countries.
References
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Edwards. P (2005), Discipline and attendance, A murky aspect
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transition, 4th edition, Blackwell, 376-397
Edvisson and Malone (1997) Harper Business (Newyork NY)
Fiol, C, Lyles (1985), Organizational Learning, Academy of
management Review,
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(World Development Report. 1998. 1999).
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