Just write one aspect "development of product and service quality systems."
And please finish it as early as possible! Thank you
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The excel file contains all the data that you need for the assignment.
You will analyze a secondary data set and work on this project while applying the techniques you learn in class. Secondary data, as opposed to primary data, refers to data that has already been collected by others. This could be internal organizational records, public government data, market data, and surveys.
a) Variable Definitions and Descriptive Statistics
•Which variable is the dependent variable and what are the independent variables? What do the variables mean and what are their units of measurement? Present this in a table in Word.
•Present descriptive statistics for the dependent variable by using Excel to calculate the mean, median, mode and standard deviation. Present this in a table in your Word document.
b) Multiple Linear Regression Analysis (MLR)
•Perform two different MLRs of your dependent variable against a selection of your independent variables, and use the Partial F-test to compare the two models. On the basis of this test, which of the two models is the preferred one? Comment on why this is the preferred model.
•Given the correlations among the independent variables that you found earlier, are there any reasons to believe that we may have substantial multicollinearity? What does this mean? Comment on this in your Word document and, if necessary, undertake a remedy.
Provide a brief paragraph about your research problem (Vehicle Insurance) in your introduction to set the context. Also, provide a concluding paragraph at the end that summarizes the relationship the independent variables have with the dependent variables.
You put your write ups in the word document and you also need to upload the excel file with the data you calculated. For example, in the excel file you will need to perform two different MLRs and Partial F-test and I need to see your work. I need to know how you get the answer.
Thank you very much
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Propose a recent (within last 3 years) business ethics case that you are familiar with; alternatively search on the internet or among the following resources one business ethics case:
Discuss the case relying on the classical business ethics approaches, including:
Discuss this case using the following Corporate Social Responsibility approaches:
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. 1) Identify Freud’s developmental stages.
Freud maintained that children pass through a series of psychosexual stages during which the id’s pleasure-seeking energies focus on distinct pleasure-sensitive areas of the body called erogenous zones. During the oral stage (0–18 months), pleasure centers on the mouth; during the anal stage (18–36 months), it centers on bowel/bladder elimination.
During the critical phallic stage (3–6 years), pleasure centers on the genitals. Boys experience the Oedipus complex, with unconscious sexual desires toward their mother and hatred of their father. They cope with these threatening feelings through identification with their father, thereby incorporating many of his values and developing a sense of what psychologists now call gender identity. The latency stage (6 years to puberty), in which sexuality is dormant, gives way to the genital stage (puberty on) as sexual interests mature.
In Freud’s view, maladaptive adult behavior results from conflicts unresolved during the oral, anal, and phallic stages. At any point, conflict can lock, or fixate, the person’s pleasure-seeking energies in that stage.
2) Describe projective tests and how they are used, and discuss some criticisms of them.
Projective tests provide ambiguous stimuli that are designed to trigger projection of one’s inner dynamics. The Rorschach inkblot test seeks to identify people’s inner feelings and conflicts by analyzing their interpretations of 10 inkblots. Critics question the validity and reliability of this test. Nonetheless, many clinicians continue to use it.
3) Describe Freud’s view of personality (Ego, Id and Superego).
Freud believed that personality arises from our efforts to resolve the conflict between our biological impulses and the social restraints against them. He theorized that the conflict centers on three interacting systems: the id, which operates on the pleasure principle; the ego, which functions
on the reality principle; and the superego, an internalized set of ideals. The superego’s demands often oppose the id’s, and the ego, as the “executive” part of personality, seeks to reconcile the two.
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International Relations
1. To what extent, if any, do you think the behavior of states in the international system is predictable? Please explain why and support your responses with detailed practical examples.
2. In what ways—if any—are history and political science complementary when applied to research in the field of conflict resolution? Please explain why and support your responses with clear references to the required readings and the provision of detailed practical examples.
Use the following information to write a news story of
between 375 and 425 words.
The university should be identified as Fairmont University.
The information is not organized in media writing format.
Your task is to distill the most important information, paying
particular attention to the lead.
That paragraph should report the most significant news. It
should summarize in 35 words or fewer what were the day’s
most newsworthy developments.
Note that the protest produced a great deal of news,
overshadowing the regents meeting. The issue of cultural
diversity was not resolved as had been expected.
Be sure to write with an eye toward accuracy and balance.
Submission details have been provided separately.
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– At the end of each chapter is a Review which includes a section titled Criminology and Public Policy. Review the Questions for Discussion at the end of each chapter. Draft your responses and submit them via the appropriate Moodle drop box. I never want to read words from the text! I expect in-depth answers. List each question and respond to it before listing the next question.
Students must list each question and the response, individually. It is very helpful to use color-coding (contrasting font colors – the questions in black and the answers in red or blue). Most questions require a paragraph response but a few require a list. No question should be answered in less than two sentences (2 SENTENCE RULE). Students should give complete, thorough responses. When the question seems to demand only a curt response, you can always expound on the general topic of the question. Curt responses are never acceptable. Your answers should demonstrate an understanding of the topic
**CHAPTER 1 QUESTIONS FOR DISCUSSION**: Sutherlands broad definition of criminology (see pg 22) includes a critical examination of the criminal justice response to crimes. Following the spirit of his definition, how should we fashion and refashion our criminal justice system in response to the threat of terrorism in the US? Should we increasingly delegate the responsibility for investigating and combating terrorism to local law enforcement agencies? How, then, do we control the flow of intelligence data?
**CHAPTER 2 QUESTIONS FOR DISCUSSION**: Crime data are often discussed in radial terms. As we note in the “Race and Crime” section of chapter 1, these data raise a host of questions, including, as professor Rudovsky notes, the way people of color are treated by police. Is racial profiling justifiable ? Ever? If the answer is Yes, how effective must the profiling be to remain justified? If the answer is No, do the events of 9/11 suggest a justification for other forms of ethnic profiling?
2- ( ADDITIONAL QUESTIONS CH 1 &2) Provide your responses to the following questions via the appropriate Moodle drop box. Use your own words. (61 total pts. – 3 points each unless noted)
a- Explain the 7 principles of criminal law our text also calls the ingredients of crime. Use a sentence or two to explain each of the 7. (7 pts.)
b- Explain the wheel of terrorism. Use one of the crimes on the wheel as an example to illustrate it.
c- What is criminology? How does it differ from criminal justice?
d- What is a random sample? (don’t use the words “random” or “sample”)
e- Part I Crimes of the UCR are sometimes called Index Crimes. List the four Index crimes against the person and the four crimes against property.
f- In general, is crime up or down? Explain your answer.
g- Are males or females more violent? Which gender is more criminal in general?
h- What is the Code of Hammurabi?
i- Distinguish between primary data and secondary data.
j- What is a vulnerable population to the researcher? List 3 examples.
k- Contrast the conflict and consensus models.
l- What is the NCVS – What does it stand for – what does it measure – how does it work?
m- Use your own words to explain the following in 2-3 sentences. (3 pts. each)
Part II Crimes aging-out deviance
case study Survey experiment
tort
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For Unit 4 project assignment, you will assign a static IP address to the Windows 10 client, configure Windows Firewall, establish a security policy and encrypt and compress the contents of the administrative account’s personal folder on the Sonoma Designs network. Follow the requirements below for completing this section of the project. Use CIS245L Unit 4 Project Lab ReportPreview the documentView in a new window to complete your assignment.
Assign Static Addresses (25 points)
Assign a static IP address to the Windows 10 client according to the schedule located below.
Take a screenshot of the applied settings and add it to your lab report.
Client name
Assigned IP address
Subnet mask
Default gateway
DNS address
Client3
192.168.1.101
255.255.255.0
192.168.1.1
192.168.1.2 (or current address of Server 2012)
Configure Windows Firewall (25 points)
Configure Windows Firewall on the Windows 10 client according to the schedule below.
Take a screenshot of the applied settings and add it to your lab report.
Client name
Domain settings
Home or work settings
Public settings
Client3
Windows Firewall – OFF
Windows Firewall – OFF
Windows Firewall – ON; check Notify me when… box
Local Security Policies (25 points)
Under Local Policies – Security Options set the policies listed below on the Windows 10 client.
Take a screenshot of the applied settings and add it to your lab report.
Policy
Computer Setting
Accounts: Rename administrator account
Change Administrator to Supervisor
Accounts: Rename guest account
Change Guest to Visitor
Interactive logon: Do not display last user name
Change Disabled to Enabled
Compress Personal Folder (25 points)
Log on to your Windows 10 client machine using the administrative account you created in the Unit 3 project assignment. Compress the contents of the administrative account’s personal folder.
Take a screenshot of the applied settings and add it to your lab report.
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Maria Walker has been working inthe re s e arch and development department of asemiconductor manufacturing company employing 120staff. Because of her ‘good people skills’, Maria has recentlybeen asked to take on the role of human resources (HR)coordinator. Maria knows the job will be a challenge, butis very excited at this opportunity to advance her career.The HR coordinator she is to replace was not well likedand recently left the company under a cloud after givingmanagement poor advice. This coordinator was perceivedas a ‘nitpicker’ who would often challenge staff over trivial
issues. Company HR policies were interpreted literally andwithout any flexibility. For example, if a staff member wasonly five minutes late in coming back from lunch, theywould be reminded of the hours of work and break times,regardless of their performance.A number of other problems within the organization have added to the erosion of trust in management. Thefinal straw was the dismissal of a well-liked employee bythe previous HR coordinator. The general opinion amongthe other employees is that this staff member was poorlyt reated and should have been reinstated by seniormanagement. Staff felt angry and frustrated when thegeneral manager refused to meet with a deputation of staffover the dismissal. Since then, loyalties have been dividedand many staff support the former employee’s claim againstthe company for unfair dismissal.Quite apart from this latest issue, morale has beendeclining for some months. Last month a major contractwas lost when the contractor complained about poorquality of service and errors in re p o rting. T h e re isincreasing pressure from management for productivityimprovements, and this has caused fear among staff that
there may be job losses in the push for improved qualityand performance.Maria raised some of her concerns about the HRcoordinator’s position with the general manager when hefirst offered her the position. He said he had no choice butto support the former HR coordinator’s decision about the
dismissal, and staff were not aware of the full story. He alsotold Maria he wanted to ‘look to the future’ and wasprepared to give her a ‘free rein’ over a six-month trialperiod prior to making the appointment permanent. Thegeneral manager asked Maria to focus on setting upeffective HR strategies (including developing a code ofethics) to improve morale and achieve a ‘quality’ culture.
Questions:
Second case:
Josh Martin, a 41-year old administrator at the Centre Street Settlement House, a
nonprofit social service agency with 70 employees and more than $6 million in assets, sat
pensively at his desk located outside the executive suite. He thought to himself, “No, it
can’t be. I can’t have been working here for 20 years. Where did the time go?”
Martin has spent his entire adult life working at the Centre Settlement House. He began
his career there immediately after graduating from college with a degree in economics
and very slowly climbed the narrow administrative ladder from his initial position as the
director of a government-funded project to his current position as the deputy agency
administrator. In addition, for the past five years, he has been serving as the president of
the agency’s for-profit construction company. He reports directly to Tom Saunders, the
autocratic executive director of the agency.
Martin, a competent administrator, often gets things done through his participative
leadership style. In the last few years, Martin’s job responsibilities have increased
exponentially. He fills many informational, decisional, and interpersonal managerial
roles for the agency. Six months ago, he was given the added responsibility of
processing invoices for agency vendors and consultants, authority he shares in common
with Saunders and the agency’s accountant.
Martin is rewarded handsomely for his role in the non-profit agency. Last year, he earned
$90,000, plus a liberal fringe benefits package that included an agency car, a pension
plan, a medical health plan (including dental), a month’s vacation, 15 paid holidays, and
unlimited sick time. Although he has received an annual cost-of-living allowance
(COLA), Martin has no written contractual agreement and essentially serves at the
pleasure of Saunders.
Martin pays a high personal price for his attractive compensation package. He is on-call
24 hours a day, complete with a beeper. Each Sunday morning, Martin attends a
mandatory agency strategy meeting required of all agency managers.
Over the years, Martin has tolerated Saunders’ erratic mood swings and his
inattentiveness to agency details. Tension between the two men reached a highpoint in
recent months. For example, two months ago, Martin called out sick because he was
suffering from a severe bout of the flu. Martin’s absence forced Saunders to cancel an
important meeting to supervise an agency fiscal audit. Saunders responded to Martin’s
absence in an irrational fashion by focusing on a small piece of tile missing from the
cafeteria floor. He screamed at two employees who were eating lunch in the cafeteria.
Josh Martin
Copyright © 2005 The McGraw-Hill Companies, Inc. Page 3
“You see,” he said, “Martin doesn’t give a damn about anything in this agency. I always
have to make sure things get done around here. Just look at the floor! There’s a piece of
tile missing!” Mary Thompson and Elizabeth Duncan, two veteran employees, seemed
shocked by Saunders’ reaction to the missing piece of title. As Saunders stormed out of
the cafeteria throwing his hands in the air, Mary turned to Elizabeth and whispered,
“Saunders is really going off the deep end. Without Josh nothing would get done around
here. I don’t see how Saunders can blame Josh for every little problem. I wonder how
long Josh can take this unfair treatment.” Elizabeth nodded her head in agreement.
A month after this incident, Martin recommended pay increases for two employees who
had received excellent performance appraisals by their supervisors. Martin believed that
a two percent raise, admittedly only a symbolic raise, would provide motivation, would
increase morale, and would not seriously jeopardize the agency’s budget. When Martin
proposed his recommendations for employee raises to Saunders at the Thursday weekly
fiscal meeting, Saunders vehemently rejected Martin’s proposal and countered it by
ranting: “everybody wants a raise around here. It’s about time people started doing more
work and stopped whining about money. Let’s move on to the next agenda item.”
Saunders closed the weekly staff meeting by saying “I’m the leader of this agency. I
have to manage everything for this agency to run effectively.” Phil Jones, the director of
field operations, turned to Paul Lindstrom, the fiscal officer, and whispered, “Sure,
Saunders is the director of this agency alright, but he couldn’t manage his way out of a
paper bag. Without Josh, this place would be in total chaos. Besides, at least Josh listens
to us and tries to implement some of our ideas to make life simpler around here.”
Martin has often contemplated resigning from the agency to seek other public sector
employment. However, he believes such opportunities are rare since he is a middle-aged,
white male. Besides, Saunders knows just about every agency CEO in the public sector.
Martin believes that Saunders would find out that he applied for a job as soon as his
resume reached an agency personnel department. Moreover, Martin feels that his long
tenure with the agency may be detrimental; most prospective employers would be
suspicious of his motives for leaving the settlement house after some two decades of
service. Martin mused, “Perhaps, I stayed too long at the dance.” Finally, given the
present economic conditions in the state, many public sector agencies would be reluctant
to match his salary and benefits package—at least not in his first few years of service.
Martin is uncertain of his options at this point. On a personal note, although his wife is
gainfully employed and possesses good technical skills and experience in the printing
industry, Martin still needs to maintain his present standard of living to support his
family, including his two college-age daughters, a $100,000 mortgage on his home, and
other financial obligations. He has significant nonprofit and for profit experience and
excellent managerial and leadership skills. Yet, he wonders if there is any way out of his
current situation.
Question:
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