Education

Describe and evaluate role on how a smartphone can play in online learning in ODL Institution and write negative and positive

ISOL 634 – Physical SecurityFinal ExamThis final exam will be a scenario similar to the midterm project, but with a focus on the concepts learned in the second half of the textbook, with a special focus on intrusion detection and fire safety.Scenario: The location is a courthouse, a government building with offices, records, and rooms for criminal and civil law proceedings. This courthouse is a very large, two-story building with one main entrance and dozens of small, private entrances. All sorts of people use this building, including professionals, civilians, and a security force. For each of these three groups of people, consider what physical space they are using. The first type of physical space includes offices for processing records requests related to criminal and civil proceedings. There are file rooms for physical records as well as computer systems for electronic filing, storage, and processing. There are both public areas for citizens making requests and private areas for the civil servants working with private records.The second type of physical space includes courtrooms of various sizes and private rooms for meeting and negotiating. These spaces also have public and private areas. The third type of physical space includes large public areas used for informal gathering or waiting, a cafeteria with coffee machines, and the public restrooms.There are public hours of operation, like 8 a.m. to 5 p.m., but professionals might be in the building very early or stay very late, and there are on-sight security personnel always. Also in this building is a built-in security force that includes bailiffs and police charged with keeping the building secure. They have already established the building design, access control, surveillance, and lighting.Part I:Your assignment is to focus first on alarms and intrusion detection. Using especially chapter 23 from the textbook, choose where to use intrusion detection systems and which systems to use. Perimeter Protection—what types of intrusion detection systems would you use on doors and windows? Will you use different types based on the type of physical space? Explain and justify your choices.Area Protection—what types of intrusion detection will you use and where? Explain and justify your choices.· The above alarms might be more for after-hours or for unpopulated areas. What about alarms for populated areas, like panic alarms? Explain and justify your choices.· How will you use the security staff to monitor and respond to intrusion or duress?· Besides the security staff, who will be responsible for turning on or off the sensors or using the alarms?Part II:Now, focus on fire prevention, detection, and response. Use especially chapter 22 from the textbook.· Discuss the fire classification most likely for this type of physical space.  Where would you put fire alarms? What maintenance is required for fire detection alarms? Would you use sprinklers? If so, where and why? Where would you locate fire extinguishers? What kind would you use and why? Discuss the maintenance required for any systems used for fire safety, and using the fire safety inspection section as a guide, discuss specialareas of concern for fire safety in this type of location.

The Three Cs of Managing Diversity: Composition-Core-Climate Managing organizational diversity starts with developing an organization’s strategic planning to be inclusive of diversity and directed toward organizational and systemic change. It presumes a commitment to goals of diversity leadership. It makes the business case for training to move leaders and members toward a goal where diversity means good business; it brings in customers, expands the customer base, promotes a climate where all voices are included, and strives toward a workforce composition that is diverse and delivers its products or services in a culturally competent manner. The senior author has defined this to mean addressing the Three Cs of Diversity: recruiting and retaining a diverse Composition of the workforce and clientele, developing the Core of business products and services to be delivered in a culturally competent manner, and promoting a welcoming and inclusive workplace Climate within the organization. Moodian (2009) views contemporary leadership and leadership success as attainable through intercultural competence and stresses the importance of moving away from ethnocentric leadership philosophies given the growing dominance of diverse workforces and greater racial/ethnic heterogeneity of populations in countries throughout the world today. He suggests a strategic planning process or business plan that is inclusive of diversity and offers seven steps toward managing diversity for organizational change. “The business case is about capturing talent, understanding markets, utilizing diverse perspectives for innovation, knowing how and how not to pitch products, and ultimately, how to generate employee commitment” (Moodian, 2009, p. 39). The seven steps include the following: Generating Executive Commitment—Nothing happens in an organization without buy-in from the top. Diversity needs to be a goal embraced by leaders within an organization and starts with a visioning process. Assessment—This process helps the organization understand its current state regarding diversity. This essentially means doing a SWOT analysis of the Three Cs; this might include assessing composition of the workforce and its clientele, assessing policies and procedures that might pose internal barriers for hiring and promotion, assessing climate of the organization for inclusion and respect for all dimensions of diversity, and marketing strategies and business goals that are inclusive of diversity. This helps identify needs, set priorities, and to define goals and objectives for a strategic plan that is inclusive of diversity and provides data to serve as benchmarks. Diversity Council—The establishment of such councils provides a formal mechanism within the organization that serves the purpose of getting feedback to and from employees and explaining diversity and any initiatives that are created to employees. Systems Change—The executive leadership needs to align organizational systems and operational practices with diversity goals. These include pay equity reviews, revamping promotional processes to ensure fairness and equal access, setting performance objectives for hiring, establishing affinity groups or mentoring for employees, or establishing performance objectives for managers and employees in their performance reviews. Training—This should NOT be designed to change an organization. Training is effectively and appropriately used to create awareness and help people develop knowledge and skills, which could result in behavior change. Training is too often used as an isolated tool to promote organizational change with limited or even negative results. At best, using training in this way is like using a screwdriver to drive a nail. Measurement and Evaluation—“What gets measured gets done” is a common phrase supporting the importance of measuring the effects of change processes and evaluating the results of targets and goals that are; this includes both process and outcomes of the strategic plan. Integration—Creating a feedback mechanism for continuous improvement is always important to ensure that short-term changes have long-term impact. A strategic planning process is different from diversity training as a tool for organizational change. It is when an organization or its leaders attempt to envision the future, conduct a SWOT analysis, and develop a plan for organizational success and direction that it can have lasting impact on promoting a diverse and global workplace culture. Organizational change will flow from its policies, procedures, and strategies. Evaluation of Outcomes Managing diversity as part of organizational change is best done when systems audit for organizational diversity are in place to measure outcomes. This includes measures for the Composition of the workforce, Core products of the business, and Climate of the organization. A systems audit for organizations on its level of diversity might include whether or not the organization does the following: Promote access for all populations Is relevant for today’s leadership contexts Empowers the clients and workforce Is applicable to solving contemporary problems Establishes diverse work group teams Addresses the dynamics of organizational composition based on heterogeneity of its workforce and organizational culture A set of criteria to evaluate the inputs (plan and commitment) and outputs (activities, services, and products) with feedback mechanisms to answer the core question of: How do you know when the organization is doing well? What data are available to indicate how to stop, adjust, or improve less effective actions? On screening and appraisal of leaders, what are the criteria for identifying potential leaders? Do they unintentionally exclude some groups based on their social identities that are immaterial to their effectiveness as leaders? Do criteria for performance appraisals lead to bias because of unconscious beliefs and values about leader behaviors? How is it objectively measured? Measuring Organizational Cultural Competence Measuring organizational cultural competence has proven to be very challenging. As discussed in Chapter 2 and 8, cultural competence is represented by the acceptance and respect for differences, continuing self-assessment regarding culture, careful attention to the dynamics of differences, continuous expansion of cultural knowledge and resources, and a variety of adaptations to belief systems, policies, and practices. However, organizational cultural competence needs to be evaluated at the same level as other organizational indicators such as measuring profitability, market share, and customer satisfaction. Cross, Bazron, Dennis, and Isaacs (1989) first coined the term cultural competence as part of six developmental levels along a continuum from cultural destructiveness to cultural proficiency to describe where a mental health service delivery system might be situated in its responsiveness to the culture of its patients. Over the years, cultural competence developed its own language, values, principles, norms, and expected behaviors; by its own definition, it became a culture and a movement. While cultural competence has been used extensively in health and mental health systems of care, it has only recently come into the leadership literature as a way to promote diversity within corporations and organizations. Although it has become well accepted that focusing on the cultural identities of patients and staff is essential to deliver quality culturally competent care for all patients, the cultural competence movement was challenged from the beginning to develop definitions and standards for organizations that could be more specific than “I know it when I see it.” The development of the measurement of organizational cultural competence saw three milestones: Cross’s Cultural Competency Continuum—is a framework of the developmental process of cultural competence (Cross et al., 1989) that was a major contribution to understanding how cultural competence could develop within an organization or in individuals. The six stages are identified on Table 9.1. However, by defining these developmental stages based on values, beliefs, feelings, and behaviors, the continuum is more a description of “cultural good” than a standard for measurement. This continuum contains a cultural bias with categories such as “destructiveness” or “blindness” that tend to demonize the early stages of the development of cultural competence. Consequently, it cannot provide the basis against which the cultural competence of disparate organizations can be measured. Since the early stage categories, as defined by Cross, can also exist in a culturally competent organization, a problem arises when one culture is measured with another. Values, beliefs, and feelings of the continuum are also the primary elements of culture. As Albert Einstein (n.d.) demonstrated, “problems cannot be solved at the same level of awareness that created them.”

Please answer there two questions based on the readings-1)  The cognitive development of young children includes four components: Exploration and discovery, memory, problem solving, and imitation and symbolic play. Young babies enter the world ready to learn and begin immediately to acquire and process new information. Based on this understanding, identify the importance of promoting cognitive development for infants and toddlers and note indicators and examples of behaviors for the four components listed above at each of the three stages: Young infant (birth to 8 months), older infant (6-18 months), and toddler (15-36 months). 2) The social and emotional development of young children includes four components: Trust and emotional security, self-awareness, self-regulation, and relationships with other children. Identify 3-5 books that could be used with young children to promote these four components. List activities that could be used in conjunction with the books to support young children’s social and emotional development. Each candidate’s post should include books that have not been shared by otherclassmates Readingshttp://gcumedia.com/digital-resources/cengage/2014/health-safety-and-nutrition-for-the-youngchild_ebohttp://www.cdc.gov/ncbddd/actearly/index.htmlok_9e.phphttps://www.zerotothree.org/earlydevelopmenthttps://www.healthychildren.org/English/agesstages/Pages/default.aspxhttp://developingchild.harvard.edu/science/deep-dives/lifelong-health/

APA FORMAT & NO WORK CITED PAGEEDUCATION ASSIGNMENTRead the Article “[Marzano 13 Best Practices] Implementation Tips and Biggest Challenges” (LINK BELOW)https://blog.edmentum.com/marzano-13-best-practices-implementation-tips-and-biggest-challengesInstructions:Once you’ve read Marzano’s 13 Tips (LINK ABOVE). Pick ONE out of the 13 and share what you believe to be the most Important take away from this course as you start your journey to becoming a teacher.******RESPONSE MUST BE EXACTLY 150 WORDS!!********

GLOBAL 1 Global History, Culture, and Ideology:Summer Session A, 2020Research Paper InstructionsThis paper requires you to use some of the key historical, theoretical, and conceptual insights youhave gained from this course to analyze a contemporary global issue. This issue can be rippedstraight from the headlines, though you are more than welcome to study an issue that has receivedless attention if you think it is interesting and merits more attention. This issue can be primarilysocial, political, economic, ecological, or cultural in nature, though it will most likely cut across thesevarious domains. A few examples of issues or subjects you could analyze include:? The COVID-19 pandemic and its global impacts upon work, housing, incarceration, policing, orstate power (but not necessarily all at the same time).? The ongoing national and international uprisings against police violence sparked by the murderof George Floyd, in terms of their diversified goals and achievements, their wide-ranging tacticsand strategies, or their framing by the mainstream media and their own messaging.? The deforestation and burning of the Amazon rain forest, in relation to the impacts of theseprocesses on Amazonian Indigenous peoples and their responses in turn, the administration ofPresident Jair Bolsonaro and transnational agribusiness interests as drivers of these processes,or the potential for these processes to spread diseases including COVID-19.? The controversy sparked by the release of Disney’s remake of Aladdin in 2019, in terms of theOrientalism inherent in the story of Aladdin, Disney’s ever-growing power as a mediacorporation, and the contentious cultural politics surrounding diversity and representation.This list of issues is by no means exhaustive, and you are encouraged to identify others to examine.Having picked an issue to study, consider it in light of the following questions:? What exactly are the global dimensions of this issue? How have various global forces convergedwithin the space in which this issue is situated and/or extended its consequences and itssignificance beyond that space?? What are the historical dimensions of this issue? How are current developments concerning thisissue building upon or departing from the legacies of the past, not least of all pertinent legaciesof colonialism and imperialism? Why is historicizing the issue at hand necessary for fullyunderstanding it in the present?? How is culture pertinent to the issue at hand? Is the issue grounded in culture in any way, andhas it impacted culture in any way? Have the cultural dimensions of this issue transcended ortransgressed borders and boundaries? (Be wary of naturalizing culture – that is, by describingcertain cultural traits as innate, permanent features of certain people or places – as you addressthese questions. In this sense, your cultural analysis must also be historically grounded.)? Are any particular ideologies pertinent to your issue of choice? Have these ideologies implicitlyor explicitly shaped the issue at hand, and, if so, how? What historical and cultural factorsaccount for the influence of the ideologies in question? What theoretical perspectives from ourcourse could help you better understand these ideologies and their roles in the issues underconsiderationSummer Session A, 2020Do not attempt to answer the questions above in a mechanical fashion for your paper: that is, yourpaper should not read like a disjointed list of answers to these questions. Rather, use them asstarting points for coming up with an original, coherent, and compelling thesis that ties together thevarious dimensions of your chosen issue.Naturally, some dimensions will be more relevant to certain issues than others: you don’t have tostrike a perfect balance between history, culture, and ideology in your analysis, as long as you havecarefully considered how all three might be relevant to your issue.Find at least threescholarly sources of information about your chosen issue, although you may wellhave to find more to be able to provide a substantial overview of it. These sources should bescholarly articles or books, newspaper articles and commentaries, and documentaries or films,although you can include less conventional sources – such as podcasts, social media platforms, andblog posts – if you are tracking an issue involving marginalized actors whose voices are notreceiving adequate or accurate coverage. Do not treat any source of information you use as gospeltruth: corroborate and cross-reference its account of your issue.In addition, use at least three course texts to carry out your analysis. Do not simply mention thesetexts and their arguments in passing after you summarize your issue of choice: engage with them indepth and at length, applying, extending, and critiquing their interventions to shape your thesis.The technical specifications for your paper are as follows:? It should be 6-8 double-spaced pages (or 1,500 – 2,000 words) in length, excluding citations.? You should use 12 point size Times New Roman font with 1-inch margins.? You can use any citation style you want (APA, MLA, Chicago, etc.), provided you use it accuratelyand consistently. Purdue University’s Online Writing Lab contains detailed guides to all themajor citation styles, as well as a host of other writing tips; I strongly encourage you to consultit as you work on your paper.? This should be original scholarly work done by you alone, so please make sure you adhere to UCSB’s Academic Integrity policy.A research paper is admittedly just one way to intellectually engage contemporary issues and ourcourse texts and ideas. Some students might feel motivated to produce works of art, podcasts,audiovisual / multimedia presentations, or other creative projects instead of research papers. If youare interested in working on a creative project of some sort, please inform your instructor andteaching assistant as soon as possible so that they can ensure that your project is adequatelyrigorous. Your creative project, whatever it may be, will still have to engage at least three scholarlysources of information and at least three course texts, and you may well have to integrate a writtencomponent to demonstrate this engagement.

I want the strategic goal to be explained clearly according to the research paper which is uploaded. I want all the information for the strategic goal: INNOVATION OF TECHNOLOGY OF INCREASES CLINIC EFFICIENCIES AND REACH OUT MORE PATIENTS. Plan of action/Adoption.Plan support and oppose. Develop review and adoption. Inform stakeholders. Key resources for implementation. Sunshine future. the Gantt chart(3-5yrs) and Budget plan of the whole paper.

Create a PowerPoint to illustrate the link between organizational culture and the implementation of organizational change. Use an example of an organization you are familiar with. Discuss resistance to change as a consequence of a poor org culture. What steps should a manager take to reduce resistance to change, foster a healthier org culture, in order to move the company forward?  What might be some positive outcomes of addressing org culture issues? – you should develop 10-15 slides.

What is a genre? Why are they important in the classroom (reading classroom as well as the content area classroom). For this activity, you will need to put yourself in the position of either being a reading/language arts teacher or co-teacher in this classroom. How can you help students identify a genre of a particular text or book and, then, how can you help them identify a favourite one, or two so that they continue to read? Or, grow to love reading? Create a lesson that will include the following: Introduce students to a variety of genres (how will you do so? what books might you present? what genres will you include?) How the student, or small group, will present their findings on genres (what genres did they research? Which is their favourite? What led them to categorize the books/text into this genre?) Some examples for this lesson can be found here or here. How will you assess progress throughout the lesson? You should use a lesson planning format that is used at your school, or you may use your own lesson planning format.

feedback from week 1: Please include more about fan demographics in Japan and around the world: what are their ages, genders, and so on? Please check the word length requirements and/or include the word count in the document and then follow the week 2 instruction. https://www.homeworkmarket.com/files/reviewessayinstructions-pdf-6238981, https://www.homeworkmarket.com/files/japaneseproduct-docx-6238983.