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The awareness that society—not people’s personal failings—is the main cause of poverty and other social problems is the key to understanding

The awareness that society—not people’s personal failings—is the main cause of poverty and other social problems is the key to understanding _____. the sociological imagination social structure sociology social function social science Of the major theoretical theories in sociology, which one views society as an arena of inequality that generates conflict and change? -Social-solidarity paradigm -Social-conflict theory -Symbolic-interaction paradigm -Structural-functional paradigm -Symbolic-conflict paradigm Which is the correct order of the stages of human development in Jean Piaget’s model? -Sensorimotor, preoperational, operational, and post operational -Preoperational, post operational, concrete operational, and formal operational -Sensorimotor, concrete operational, formal operational, and post operational-Formal operation, concrete operational, preoperational, and sensorimotor -Sensorimotor, preoperational, concrete operational, and formal operational

Their policy contained the usual 80% co-insurance clause. Their home’s replacement value was $150,000; their policy coverage was $110,000 with a $250 deductible. How much insurance should they have carried to meet the coinsurance obligation? What percentage of this loss will the insurance company pay? How much of the loss will George and Nancy have to absorb?

George and Nancy had a $30,000 repair bill on their house after the tornado went though town. Their policy contained the usual 80% co-insurance clause. Their home’s replacement value was $150,000; their policy coverage was $110,000 with a $250 deductible. How much insurance should they have carried to meet the coinsurance obligation? What percentage of this loss will the insurance company pay? How much of the loss will George and Nancy have to absorb?

Besides slavery being over in the United States, what were some legal, economic, political, social, and cultural changes for African Americans immediately after the Civil War?

Question
Besides slavery being over in the United States, what were some legal, economic, political, social, and cultural changes for African Americans immediately after the Civil War? How did Southern and Northern whites react to these changes? What happened in the South after the US government began to remove federal troops and states started to pass black codes?

Is it more important to focus on improving the economy or the environment?

Is it more important to focus on improving the economy or the environment? Explain your answer referencing both the conflict and functionalist perspectives.

developing country, and discuss the fundamental actions that the leadership of the selected country is

Select one (1) developing country, and discuss the fundamental actions that the leadership of the selected country is — or is not — taking to improve the living standards of its people. Next, using this same country, cite one (1) specific example of progress or regress that its government is making in terms of the economy, the political system, and the environment. 125 words
Go to BizFiling’s Website and read the article titled “Identifying and Addressing Employee Turnover Issues,” located at http://www.bizfilings.com/toolkit/sbg/office-hr/managing-the-workplace/employee-turnover-issues-tactics.aspx. Next, examine your current job position or a job position with which you are familiar. Then, choose three (3) significant factors that you believe have contributed to employees leaving the organization. Next, suggest three (3) methods organizations could utilize to retain their employees. Support your rationale with two (2) examples of such factors/methods. 100 words.

Based on the case study Retention: Deciding to Act (Pg. 718 – Pg. 720), determine whether the major complaints presented in the case study are the true reason for Wally’s Wonder Wash’s high turnover rate. Then, suggest two (2) reasonable retention strategies that Wally’s Wonder Wash could implement. Justify your rationale. Note: Remember, turnover is not always about salary. Therefore, please present strategies that would not involve pay increases. 100 words.

Retention: Deciding to Act
Wally’s Wonder Wash (WWW) is a full-service, high-tech, high-touch car wash company owned solely by Wally Wheelspoke. Located in a Midwestern city of 200,000 people (with another 100,000 in suburbs and more rural towns throughout the county), WWW currently has four facilities within the city. Wally plans to add four more facilities within the city in the next two years, and later on he plans to begin placing facilities in suburban locations and rural towns. Major competitors in the city include two other full-service car washes (different owners), plus three touchless automatic facilities (same owner).
Wally’s critical strategy is to provide the very best to customers who want and relish extremely clean and “spiffy” vehicles and to have customers feel a positive experience each time they come to WWW. To do this, WWW seeks to provide high-quality car washes and car detailing and to generate considerable repeat business through competitive prices combined with attention to customers. To make itself accessible to customers, WWW is open seven days a week, 8:00 a.m. to 8:00 p.m. Peak periods, volumewise, are after 1:00 on weekdays and from 10:00 to 5:00 on weekends. In addition, Wally uses his workforce to drive his strategy. Though untrained in HR, Wally knows that he must recruit and retain a stable, high-quality workforce if his current businesses, let alone his ambitious expansion plans, are to succeed.
WWW has a strong preference for full-time employees, who work either 7:30 to 4:00 or 11:00 to 8:00. Part-timers are used occasionally to help fill in during peak demand times and during the summer when full-timers are on vacation. There are two major jobs at WWW: attendant (washer) and custom service specialist (detailer). Practicing promotion from within, WWW promotes all specialists from the attendant ranks. There are currently 70 attendants and 20 custom service special- ists at WWW. In addition, each facility has a manager. Wally has filled the manager jobs by promotion from within (from either the attendant or custom service specialist ranks), but he is unsure if he will be able to continue doing this as he expands.
The job of attendant is a demanding one. Attendants vacuum vehicles from front to rear (and trunk if requested by the customer), wash and dry windows and mirrors, dry vehicles with hand towels, apply special cleaning compounds to tires, wipe down the vehicle’s interior, and wash or vacuum floor mats. In addition, attendants wash and fold towels, lift heavy barrels of cleaning compounds and waxes, and perform light maintenance and repair work on the machinery. Finally, and very important, attendants consistently provide customer service by asking customers if they have special requests and by making small talk with them. A unique feature of customer service at WWW is that the attendant must ask the customer to personally inspect the vehicle before leaving to ensure that the vehicle is satisfactorily cleaned (attendants also correct any mistakes pointed out by the customer). The attendants work as a team, with each attendant expected to be able to perform all of the above tasks.
Attendants start at a base wage of $8.00/hour, with automatic $.50 raises at six months and one year. They receive brief training from the manager before starting work. Custom service specialists start at $9.00/hour, with $.50 raises after six months and one year. Neither attendants nor custom service specialists receive performance reviews. Managers receive a salary of $27,000, plus an annual “merit” raise based on a very casual performance review conducted by Wally (whenever he gets around to it). All attendants share equally in a customer tip pool; custom ser- vice specialists receive individual tips. The benefits package is composed of: (1) major medical health insurance with a 20% employee co-pay on the premium, (2) paid holidays for Christmas, Easter, July 4, and Martin Luther King Jr.’s birth- day, and (3) a generous paid sick pay plan of two days per month (in recognition of high illness rates due to extreme working conditions).
In terms of turnover, Wally has spotty and general data only. In the past year WWW experienced an overall turnover rate of 65% for attendants and 20% for custom service specialists; no managers left. Though lacking data farther back, Wally thinks the turnover rate for attendants has been increasing. WWW’s managers constantly complain to Wally about the high level of turnover among attendants and the problems it creates, especially in fulfilling the strong customer service orientation for WWW. Though the managers have not conducted exit interviews, the major complaints they hear from attendants are: (1) the pay is not competitive relative to the other full-service car washes and many other entry-level jobs in the area, (2) the training is hit-or-miss at best, (3) promotion opportunities are limited, (4) managers provide no feedback or coaching, and (5) customer complaints and mistreatment of attendants by customers are on the rise.
Wally is frustrated by attendant turnover and its threat to his customer service and expansion strategies. He calls on you for assistance in figuring out what to do about the problem. Use the decision process shown in Exhibit 14.11 to help develop a retention initiative for WWW. Address each of the questions in the process, specifically:

How do organizations like Amazon, Facebook, or Google manage their “big data” systems? Explain the challenges these organizations face with managing these large systems

BIG DATA needs an answer?

The amount of data that large organizations must manage is vast. The concepts of managing “big data” are much different than traditional application databases (those similar to the diamond broker application, for example).
Prepare a 5- to 12-slide Microsoft® PowerPoint® presentation with detailed speaker notes that answers the following:
How do organizations like Amazon, Facebook, or Google manage their “big data” systems?
Explain the challenges these organizations face with managing these large systems
Recommend tools and techniques these organizations could use to help in the management of these systems
List the key functions that must be included in these tools
Include at least three external sources as a part of your research.
93.

The computer keeps data and programs in storage. There are two kinds of storage. What is the main difference between them?

The computer keeps data and programs in storage. There are two kinds of storage. What is the main difference between them?

3 Marks
Learning Outcome(s):
Ch. (1)
Lean about the structure of a simple program

Question Two
When you call a method you need to specify three items. Mention them with an example.

7 Marks
Learning Outcome(s):
Ch. (2)
Learn about variables

Question Three
What is wrong with the following variable declarations? If wrong, explain. If correct (nothing wrong), write “correct”.
double 1st_var = 10;
int var2;
int var3 = var2;
string name = ”var3”;
double out-put = 5
double x, y;
int import= 100;
6 Marks
Learning Outcome(s):
Ch. (2)
Learn about parameters and return values

Question Four
Find/Fix errors in the following code:
public new MoveTester
{
public static main(String[ ] args);
{
rectangle box = new rectangle(5, 10, 20, 30);

box1.translate(15, 25);

System.out.print(“x: “)
System.out.println(box.getx());
System.out.println(“Expected: 20”);

System.out.print(“y: “);
System.out.println(box.getY();
System.ou.println(“Expected: 35″);
}

9 Marks
Learning Outcome(s):
Ch. (3).

Understand classes and objects

Question Five
Consider class AB:

What is the output of each of the following cases:
a- BA ba1 = new BA();
System.out.println( ba1.getN());
b – BA ba1 = new BA(2,20,”ABC”);
System.out.println( ba1.getN());

c- BA ba1 = new BA(2,20,”ABC”);
System.out.println(ba1.getN().toLowerCase());
System.out.println(“———“);
System.out.println(“Name: ” + ba1.getN());
System.out.println(“Amount: ” + ba1.getA());
//System.out.println(“Name: ” + ba1.getN());
System.out.println(“———“);
rence

AlZalabani, A., & Modi, R. S. (2014). Impact of Human Resources Management Practice and Perceived Organizational Support on Job Satisfaction: Evidence from Yanbu Industrial City,
KSA. IUP Journal Of Organizational Behavior, 13(3), 33-52

Straz, M. (2015). Growing Without Breaking: HR’s Role in Keeping Company Culture Intact. Workforce Solutions Review, 6(5), 7-9.
Solution: Qualifications and special skills required:  (Muhammad fill in here)

Entertainment Lab engages themselves with candidates who can possess strong critical thinking which is the ability to reflect evidently and logically about what to do or what to believe. It includes the skill to engage in philosophical and self-governing thinking. Someone with critical thinking skills would be able to understand the logical connections between ideas.

Thinking outside the box thinking differently, unconviently, or from a new prespective

Innovation is the backbone of any small business. Without the benefits of economies of scale, small business owners must constantly challenge themselves and their employees to be creative. Simply going by the book and sticking to traditional business models is not likely to lead to tremendous growth and success for small businesses. Instead, these owners should be encouraging their employees – and their own brains – to think outside the box in all facets of the company, from day-to-day operations to coming up with innovative marketing strategies for small business. Here are some tips on how to encourage workers to challenge themselves beyond the norm.

Strategic Human Resource Management Job Analysis

Subject: Strategic Human Resource Management Job Analysis
Name: Matt Ilczuk
Title: CEO
Time in office: 10-8
Level of Education: MBA

Organization: Entertainment Company
Name: Entertainment Lab
Size: Medium
Role of the organization: Represent unique talent and bring to life exceptional projects

Job Description:

Interview Questions:

? What does it take to make it big in HR? What skills and expertise do you need?
The number one thing is to understand the mission statement of the organization and attract people that have the same values share similar vision. We welcome diversity in our workplace, everyone is expected to bring his or her point of view and everyone is valued. In return, we demand respect and best possible performance from all our employee
0. How HR can add more value to an organization?
As a co-founder of the company, I am also responsible for interviewing people and other tasks associated with HR. I would not want anybody else to do this job because I feel like I have developed good sense of what type of people we need.
0. How HR drives organizational performance?
By setting the right mindset and atmosphere into our workplace.
0. What are your top 7 core competencies that your company embodies in maintaining high-performing HR professionalism towards work-force?
Caring about our clients as well as employees.
0. Can you tell us a difficult ER ( do you mean HR here?) issue that you have experienced recently and what was the outcome?

Questions for HR
? What is the company culture like? We represent artists and try to give them the opportunity to fulfill their potential by sending them to castings and deliver their work to well established directors. We also produce unique movies that we believe should be given a great exposure. We believe in our employees and they are given a great amount of responsibility. They are involved in key decision making such as script coverage, what talents we represent and what project we work on.
? How do you go about finding employees? What resources do you use? The most effective ways of finding employees was through employee referral. The most valued employees are usually the ones who believe in what we do and are fully committed into our mission statement.
? Can you tell me more about your HR policies? We value every single that enters our workplace. Everyone is treated with respect and we expect respect in return. Every employee is encouraged practise his or her critical thinking on every aspect Entrainment Lab is working on.
? What is something that the strategic HRM is struggling with in the
Organization? I think we should provide even more caring for our employees; however, entertainment business is a tough business, therefore, sometimes when certain employee show that they are not capable of critical thinking or simply do not learn from their mistakes, we simply fire them. This has brought a certain tension into the workplace.
5.    What is the company’s overall business strategy?
We try to collaborate only on projects that make sense. We try to eliminate all the work that only requires time but does not provide any benefits or results. This is an ongoing process.

Questions for HR

? What kind of skills does the company look for while hiring a deserving candidate? Critical thinking and thinking outside the box. If we feel like you are here to simply earn an income, you will not be hired.
? Is there any particular training program that all employees will have to go through? All of our employees have to go through their one-on-ones with the managers. Those meetings occur bi weekly and all the employees need to improve whatever it is that they have been lacking
? What type of system does the company use to determine level of abilities of a candidate? We have a list of special characteristics that we look for in every candidate. Such characteristics include: growth mindset, ability to think critically, clear vision, clear goals, and where do they see the company in 10 years.
? Is there a specific strategy to manage shortage/surplus? All our employees are close to managers so that if an employee decides to leave the company, he or she let the managers know in advance, therefore, we have always enough time to look for new candidates.
? If the turnover rate was high, what can the company do to turn in their favor? Our turnover rate is very low. We only fired 10 people since the establishment of our compan. No one has been fired for the last 2 years. All the interns usually finish their term as well

The list of duties and responsibilities under which the HR manager’s job needs to be done:
A brief description (a short paragraph the overall interview)
Job specification:

Describe Company Culture: (David fill in here)

How does the culture affect employees?: (David fill in here)

Make a list of Knowledge, Skills, Abilities, and other characteristics to perform the required job: (Muhammad fill in here..) David, what are the KSAO?(List them and i will elaborate on them) KASO is from the lecture, and the article I sent in the text is explaining what it is a little bit. Ok! Look at chapter 4 lecture for competencies and KSAO

Overall General purpose of the company: (David fill in here)
The necessary functions:  (Muhammad fill in here) David, what are the necessary functions of your company? Please read the answers.

Competencies: (Muhammad fill in here)

Qualifications and special skills required:  (Muhammad fill in here)
Physical requirements:  (Muhammad fill in here)

Supervisor responsibilities:

all explain the basic differences between probation and parole. Define the roles of the probation and parole officers

4-5 pagrah with references please no plagrizam

Assignment Details
Using intellipath, the text, the library, or other credible academic sources, research and discuss probation and parole. Include the following:

First off, all explain the basic differences between probation and parole.
Define the roles of the probation and parole officers in corrections. What authority do probation and parole officers have over their charges? Do they have the authority under certain conditions to disregard civil liberties such as those protected by the 1st and 4th Amendments? Why is this necessary for probation and parole officers to have this authority?
What is the difference between State and Federal probation and parole officers in terms of jurisdiction and inmate cases that they supervise?

Your coin collection contains 49 1952 silver dollars. If you relatives purchased them for their face value when they were new, how much will your collection be worth when you retire in 2047, assuming that they appreciate at an annual rate of 4 percent ?

Your coin collection contains 49 1952 silver dollars. If you relatives purchased them for their face value when they were new, how much will your collection be worth when you retire in 2047, assuming that they appreciate at an annual rate of 4 percent ?