Business & finance bus 200 assignment

 
Practical Empowerment in Management
Our text introduced us to many famous leaders and theorists in the subject of management practices. Each was notable for the different studies and practices or methods they analyzed and professed.  In this course, I am going to help you develop some management tools and some philosophies, so that you can feel confident that your toolbox is full potential.
Fayol’s 14 Principles of Management is part of my toolbox.  I have had to use it in several circumstances when I was forced to take over a disorganized company or had to perform as interim management over a department badly needing change.  One of the first things I do in a crisis situation is to assess the circumstances.  I use Fayol’s as a starting block.  It is certainly not the only approach I use, but it has served me well.  I have literally gone through the 14 Principles and identified what I needed to address in the organization immediately.  Even if I don’t have an immediate plan for change management, using Fayol’s principles is a good place to start to stabilize a department or a mission-critical department.
Review the information on Fayol’s 14 Principles linked here.Links to an external site.
Assignment
Research the 14 Principles listed at the link above.  Since the resource provided is an OER text, it may also have additional OER references for you to use in your research.  Pick a company or department in which you have worked.  Write a paper that appraises how the organization uses each of the 14 Principles.  If they are missing one, explain why they do not need it and, if they do need it, why they need to master that principle.  This is a concise paper, so try to keep it under 2 pages.  
Why?
If you ever find yourself in a situation that is hard to management or working under circumstances where you are responsible for cleaning up a situation that is already crashing and burning, you have a starting point for analysis by using Fayol’s Principles.  It may not be what you end up with for your final answer, but it will stabilize the situation and put you in the right direction.

Security policy & standarts – 08 creating an incident response policy

Part 1: Research Incident Response Plans Note: In this part of the lab, you will research incident response teams to form a basis for their purpose and usage. Understanding the reason behind an incident response team is key to understanding the related policies and procedures.

1. Using your favorite search engine, search for a sample incident response plan.
2. Review the plan.
3. Describe the key components within the incident response plan you identified. Be sure to cite the plan by including a link.
4. In your browser, navigate to https://www.cynet.com/incident-response/incident-response-sans-the-6-steps-in-depth/.
5. Review the six steps listed on the website.
6. Outline the six-step methodology for performing incident response. List each step and its purpose. How closely does the plan that you reviewed follow this methodology?

Note: It is impossible to know at the beginning of any incident whether the case might become a court case. A good incident response team should approach every incident assuming that evidence documentation is required.
Part 2: Create an Incident Response Policy (0/7 completed)Note: There are many types of incident response plans. Remember that a plan is different from a policy. A policy is a high-level document that describes the organization’s stance on the particular topic and how it will comply with related governance and laws. A plan, on the other hand, is how the policy will be executed. An incident response plan should be generic enough to cover a variety of scenarios but also specific enough that an organization can quickly mobilize during an incident. Names of specific people should never be used in an incident response plan. Rather, roles and titles should define who is responsible for what portion(s) of the plan.

1. Navigate to “Security Policy Templates” at https://www.sans.org/information-security-policy/, then locate and review the “Security Response Plan Policy”.
2. Describe how this policy would be associated with an incident response plan.

Note: When responding to an incident, remember who the provider of information is and who the consumer is. Senior management approves the response policy and budget, but it does not possess the subject matter expertise to handle the incident. Meanwhile, the incident response team should make only recommendations to management, not make decisions that might impact business. It is up to senior management to either give or deny approval.
Management remains the consumer and chief decider, based on information provided to it by the experts.

1. Review the following characteristics of the fictional Bankwise Credit Union:

The organization is a local credit union that has several branches and locations throughout the region.
Online banking and use of the internet are the bank’s strengths, given its limited human resources.
The customer service department is the organization’s most critical business function.
The organization wants to be in compliance with the Gramm-Leach-Bliley Act (GLBA) and IT security best practices regarding its employees.
The organization wants to monitor and control use of the internet by implementing content filtering.
The organization wants to eliminate personal use of organization-owned IT assets and systems.
The organization wants to monitor and control use of the e-mail system by implementing e-mail security controls.
The organization wants to implement this policy for all the IT assets it owns and to incorporate this policy review into its annual security awareness training.
The organization wants to create an incident response team to deal with security breaches and other incidents if attacked and provide full authority for the team to perform whatever activities are needed to maintain chain of custody in performing forensics and evidence collection.
The organization wants to implement this policy throughout the organization to provide full authority during a crisis to the incident response team over all physical facilities, IT assets, IT systems, applications, and data owned by the organization.

1. Create an incident response policy that grants team members full access and authority to perform forensics and maintain a chain of custody for physical evidence containment. Create this policy for the Bankwise Credit Union.

Bankwise Credit Union
Incident Response Team – Access and Authorization Policy
Policy StatementInsert policy verbiage here.
Purpose/ObjectivesInsert the policy’s purpose as well as its objectives; use a bulleted list for the policy definition. Define the incident response team members and the authorization and authority granted to them during a crisis or while securing an incident situation.
ScopeDefine this policy’s scope and whom it covers. What elements, IT assets, or organization-owned assets are within the scope of this policy? What access and authority are granted to the incident response team members that may be outside of standard protocol?
StandardsDoes this policy point to any hardware, software, or configuration standards? If so, list them here and explain the relationship of this policy to these standards
ProceduresExplain how you intend to implement this policy across the organization. Also, define and incorporate the six-step incident response approach here along with how the chain of custody must be maintained throughout any evidence collection process.
GuidelinesExplain any roadblocks or implementation issues that you must address in this section and how you will overcome them per defined policy guidelines.
Challenge Exercise Note: The following challenge exercise is provided to allow independent, unguided work – similar to what you will encounter in a real situation.
Having an incident response plan is a great first step. However, if the plan is never tested, it likely will not work in a scenario when needed. One way to test an incident response plan is to execute a tabletop exercise. During a tabletop exercise, a probable scenario is created, and all incident response team members are required to meet and discuss the scenario. The purpose of the exercise is to see which parts of the plan work well and which parts fail. Once the exercise has been completed, the incident response team (along with policy and plan writers and other stakeholders) meet to update the plan as necessary.
As the CISO and leader of the organization’s incident response team, you are required to hold an annual tabletop exercise involving the incident response team.  Before the exercise can begin, you must complete the following tasks:
Identify and define an incident scenario for Bankwise Credit Union. The incident must involve some type of cybersecurity issue.
Create a brief abstract of the scenario to be approved by C-level executives.

Applied sciences signature assignment/reflective paper

Cooper, Heron & Heward (2019) &Mayer, Sulzer-Azeroff & Wallace (2022)
Signature Assignment:  In this assignment, you will identify and dissect a behavior that you have observed in your placement.  Complete the template, and then write a reflective paper that includes information from your reading to tie in observed behavior with Skinner’s principles of radical behaviorism. 
When completing the template, you must make an academic argument supporting your responses by citing to your assigned readings and other learning activities.
Part 1
Behavior: (describe the observed behavior)
Stimulus class:
(Describe and use your readings to justify)
Response class
(Describe and use your readings to justify)
Contingency
(Describe and use your readings to justify)
Explain how each of the following applies or does not apply to the behavior above. Use your reading in either Cooper or Mayer to justify your responses.  Give examples to illustrate the principle. 
Positive Reinforcement:
Negative Reinforcement:
Positive Punishment:
Negative Punishment:
Automatically mediated:
Part 2: Reflective paper on the science of Applied Behavior Analysis. Please fully address each of the 2 prompts. Use your course readings and learning activities to support your assertions. 
Prompt A:  How does dissecting a behavior inform your practice in terms of creating and maintaining learning environments for academic and behavioral success? Please cite at least 3 references from your course materials.  This response should be 1 to 1.5 pages double spaced.
Prompt B:  Thinking as a radical behaviorist, create an environment based on Skinner’s principles using 3 part contingencies.  Include at a minimum 3 specific examples of how you would apply Skinner’s principles in your fieldwork. Please cite at least 3 references from your course materials.  Please do not recycle Discussion Board posts used in the course.   This response should be 2-3 pages double spaced. 

Week 3 psych dq 1 | COUN 6220 – Psychology of Personality | Walden University

 
SOCIAL COMPARISON
People tend to compare themselves to others to gauge their intelligence, attractiveness, and success. Problematically, those who need a self-esteem and self-confidence boost may try to gain it through a downward comparison. In other words, in order improve their self-esteem and self-confidence, they might compare themselves to less intelligent, attractive, or successful individuals to make them feel better about their relative social standing. Consider the pervasive media images of female or male physical perfection. Western culture often overemphasizes a woman’s (and, to a lesser degree, a man’s) physical attractiveness as a measure of her (or his) cultural value. That is, western culture often conflates physical attractiveness with inherent goodness—a woman (or in some cases, a man) who is not physically attractive is somehow less good.
For this Discussion, you will analyze the development of self-concept from the perspective of downward comparisons and idealized images.
RESOURCES
Be sure to review the Learning Resources before completing this activity.Click the weekly resources link to access the resources. 
WEEKLY RESOURCES
TO PREPARE

Review the Learning Resources for this week and consider how downward comparisons and idealized images of physical attractiveness impact the developing self-concept.
Also, consider whether this impact would be different across race and ethnicity.

BY DAY 4
Post how downward comparisons and idealized images of physical attractiveness impact the developing self-concept. Would this impact be the same across race and ethnicity? Support your post with references to social psychology theory and research.
 References..

Aronson, E., Wilson, T. D., Akert, R. M., & Sommers, S. R. (Eds.). (2019). Social psychology (10th ed.). Boston, MA: Pearson.

Chapter 5, “The Self: Understanding Ourselves in a Social Context” 

Note: Viewing media and interactives embedded in the electronic version of this course text is not required for this course.
Fein, S., & Spencer, S. J. (1997). Prejudice as self-image maintenance: Affirming the self through derogating others. Journal of Personality and Social PsychologyLinks to an external site., 73(1), 31–44. http://dx.doi.org/10.1037/0022-3514.73.1.31
Fein, S., & Spencer, S. J. (1997). Prejudice as self-image maintenance: Affirming the self through derogating others. Journal of Personality and Social PsychologyLinks to an external site., 73(1), 31–44. http://dx.doi.org/10.1037/0022-3514.73.1.31
Riyanto, Y. E., & Zhang, J. (2016). Putting a price tag on others’ perceptions of us. Experimental EconomicsLinks to an external site., 19(2), 480–499. doi:10.1007/s10683-015-9450-3
Fein, S., & Spencer, S. J. (1997). Prejudice as self-image maintenance: Affirming the self through derogating others. Journal of Personality and Social Psychology, 73(1), 31–44. doi: http://dx.doi.org.ezp.waldenulibrary.org/10.1037/0022-3514.73.1.31
 Riyanto, Y. E., & Zhang, J. (2016). Putting a price tag on others’ perceptions of us. Experimental Economics, 19(2), 480–499. doi:10.1007/s10683-015-9450-3 

BY DAY 6
Respond to at least two colleagues and explain how you might mitigate or resist the deleterious impact of social comparison as discussed by your colleagues. Support your response with references to social psychology theory and research

Module 8 discussion question | Business & Finance homework help

In Module 7, we learned about the importance of current liabilities, which are amounts which a Company owes to another Company. Current liabilities mean the liability must be paid with the next year or within the next operating cycle; long-term liabilities mean the liability is due to be paid sometime after the nextyear or operating cycle. We also learned during Module 7 about the times interest earned ratio,which measures whether a Company can/is generate (generating) enough profits to pay the interest expense required to be paid on its short-term and long-term debt as they become due.
In the Module 8 discussion, you will first calculate the times interest earned for two telecommunication companies in the United States, and then analyze and compare the results. 
Obtain the latest two AT&T and Verizon Annual Reports online, like you have been doing for other companies in some of the previous Module discussions. Please make sure the Annual Report you obtain includes the latest two fiscal years.
Calculate the times interest earned ratios for the latest two fiscal years ending. Show the bases of your calculations at the start of your response for both companies. Answer the following questions as part of your initial response:

What is AT&T’s trend for the times interest earned ratio for the past two years?
What is Verizon’s trend for the times interest earned ratio for the past two years?
Comparing the trends in the times interest earned ratios for AT&T and Verizon to each other over the past two years, what do the trends tell us? Are there any specific reason(s) the ratios are different? (Hint: check their respective Annual Reports, the Management Discussion and Analysis Section, especially, for potential explanations)

Example to Include at the start of your initial response: 
AT&T:
Times Interest Earned: Fiscal Year Ended XXXX and Fiscal Year Ended XXXX.
Verizon:
Times Interest Earned: Fiscal Year Ended XXXX and Fiscal Year Ended XXXX.
Reminder: The times interest earned ratio is computed as operating income divided by interest expense. You should remember from Module 7 on which of the basic financial statements you can find both of these amounts.

SEU Management Followership and Its Typologies Discussion

INITIAL POST Through followership, individuals follow a leader willingly. For example, in organizations, employees are considered followers while team leads, supervisors, and managers are considered leaders. In organizations, most employees willingly accept following leaders to help them achieve their goals.In the table below, from Northouse (2022, p. 354), we can see the typologies of followership. The behaviors associated with these noted typologies describe the behaviors of followers. Source: Northouse, P. G. (2022). Leadership: Theory and practice (9th ed., pp. 354). Sage Publications. Thinking about followership and its typologies:Reply to at least two peer discussion question post:this is first dis.A followership relationship occurs when an individual accepts the influence of another in order to achieve a common goal. There are many typologies of followership including the following: Zaleznik Typology, Kelly Typology, Chaleff Typology, Kellerman Typology, and others (McKimm, J., & Vogan, C. L., 2020).Zaleznik Typology: provides leaders with insights into their followers, as well as assisting followers in understanding and becoming leaders.Kelly Typology: emphasizes the motivation and behavior of followers.Chaleff Typology: emphasizes the role of followers in the leadership process.Kellerman Typology: asserts that leaders are often overestimated due to their power, influence, and authority, whereas followers are underestimated due to their lack of power and authorityIt is also important to note that followership has an ethical dimension. In the same way, that leadership is not amoral, followership is not a process that has moral neutrality. Being a follower implies a responsibility to consider the morality of one’s actions and the rightness or wrongness of the results of one’s actions. Leaders and followers strive to achieve common goals, and both have a moral obligation to do so (Chaleff, I., 2008).Q1: From each typology (Zaleznik, Kelley, Chaleff and Kellerman), select one behavior that defines a follower:Different scholars have examined the behavior of followers from different perspectives within the field of leadership studies. In 1965, Zaleznik introduced a matrix that classified followers according to their behaviors, and one behavior that stands out is withdrawal, defined as submissiveness and passiveness. According to Kelley, followers are motivated and behave in a particular way, and alienated followers are a prominent type of follower. It can be seen that these followers are disengaged and detached from their leaders and the group as a whole. Chaleff, however, emphasizes the importance of courage among followers, and he encourages followers to act as partners with their leaders. Taking responsibility for the outcomes of their actions involves actively engaging in dialogue and decision-making with their leaders. In Kellerman’s view, followers are subordinates with little power, no authority, and little influence. Participant behavior is particularly relevant in this context. A participant is a follower who actively participates in his or her role, contributes to the goals of the group, and collaborates with his or her leaders and peers. (Carsten, M. K et al., 2014)Overall, these different perspectives shed light on a variety of follower behavior, and it is crucial that both leaders and followers understand and recognize the different types of follower behavior in order to develop a productive and effective relationship.Q2: Explain details about each of the four behaviors that you selected. Then, detail what these behaviors mean when applied in an organizational setting.Based on Zaleznik’s leadership typology, withdrawn followers are not interested in social contact and may actively avoid interacting with others, resulting in minimal participation in work activities beyond what is necessary in order to maintain employment. On the other hand, according to Kelley’s typology, alienated followers possess critical thinking skills but are disengaged from their organization and task, often exhibiting skepticism and negativity towards moving forward. Following Chaleff’s typology, partner behavior is characterized by followers who provide high levels of support and challenge to their leader, taking responsibility for their own actions as well as those of their leader. The Kellerman typology defines participants as individuals who may support or oppose the leader on certain issues, such as a new company policy (Zaleznik, A., 2008).When applied in an organizational setting, these behaviors can contribute to a positive and dynamic work environment, fostering a culture of innovation, collaboration, and continuous improvement. Generative leaders who challenge the status quo, inspire a shared vision, enable others to act, and model the way can increase employee engagement, align employees with the organization’s goals and mission, and improve overall organizational performance and outcomes.Q3: Determine which leadership style is best suited for each of the selected follower’s behavior and why.The most appropriate leadership style for withdrawn followers is a transformational style, while the most appropriate leadership style for alienated followers is a transactional style. This is the reason why transformational leadership encourages followers to think outside the box and solve problems. Leadership that is transactional is characterized by rewards and punishments. It is important to involve followers and to allow them to make decisions through a participatory approach.Q4: Give an example of where (type of job or organization) the follower’s behaviors that you selected will be most effective.According to my observations, the most appropriate job for followers’ behavior is:The withdrawn behavior: Librarian or a data entry operatoralienated followers: accounting clerk.Partner follower: teacher.Participating follower: salesperson. This is the second dis.Introduction of FollowershipFollowership depicts an individual who accepts the instructions of their superiors, executives or the leaders within the organization willingly in order to achieve the collective goals developed by the seniors of that organization. Those followers are considered effective who balance their responsibilities and relationship with their leaders and complete their projects and tasks assigned to them punctually and timely (Northouse, 2022).Followers Behaviors According to TypologiesPragmatist- The pragmatist followers have moderate involvement and engagement in organizational matters. These kinds of followers have a moderate kind of critical and logical thinking. They wait for the outcomes and then take action (Lovelace et al., 2019).Impulsive – The impulsive followers are stubborn and try to lead just like the leaders. They are unprompted and courageous. (Lovelace et al., 2019).Partners- These followers act like the leaders’ partners as they support the leaders and assist them in each decision (Imoukhuede, 2022).Bystander – These kinds of followers are passive, and they stay on the side and are not involved and engaged in organizational matters (Sage, 2019).Explanation of BehaviorsThere are kinds of followers who possess pragmatic behaviour. The pragmatists are a moderate kind of attitude, and they are not much involved in the organizational matters. The pragmatists are not much brilliant and are moderate critical thinkers. The pragmatists do not take instant actions; they wait for the outcomes and then take the actions to sort the things. Furthermore, the impulsive followers are very stubborn and rebellious, and they try to lead with the leaders (Sage, 2019).These kinds of followers are very courageous but display a negative attitude. Partners are placed in the equal position of the leader because they support and facilitate the leader in every matter. The partners stay with the leaders and assist them just like the partners. Some followers do not interfere in any matter and stay aside. The bystanders are not involved and engaged in organizational matters because they possess low confidence and stay away from the matters. Bystanders finish their assigned tasks and do not participate in any other matters (Sage, 2019).Organizational SettingThere are different behaviours of followers, which have been discussed above, and these behaviours have a significant impact on the organizational setting because, in many studies, it has been shown that the relationship between the leader and follower has a significant impact on the achievement of the organizational objectives. These behaviours indicate that the selected followers have the capability to follow the instructions of their leaders when they obey their superiors, and they become more adaptive and supportive of their peers; all these traits allow them to develop a positive culture at the workplace (Epitropaki et al., 2020).Best suited leadership style for each behaviourTransactional leadership is best suited for followers who are less confident and unmotivated. The transactional leadership style is best suited for bystanders. These followers are unmotivated and do not participate in any activity; the leader will provide the direction and rewards for their extra efforts as a motivational medium. The authoritarian leadership style is best suited for impulsive followers. The democratic or participative leadership style is best suited for the pragmatists, as this leader encourages their followers to participate. Democratic leaders ask their followers for feedback and ideas to be actively engaged. The transformational leadership style is best suited for partners, as they inspire and motivate the followers for their contribution and support (Becker, 2020). 

Management Setting the Plans of Building the Wall in Jerusalem Essay

INTEGRATION OF FAITH: LEAD AND CONTROL ASSIGNMENT INSTRUCTIONS INSTRUCTIONS For Integration of Faith: Lead and Control Assignment, continue your review of Nehemiah. Examine 3 examples of Nehemiah’s ability to lead and control. Compare to concepts in the text, and add your own analysis of the characteristics you define. Explain how 1 of these biblical examples could apply to current business practices. 

NSU Company Needs to Purchase Adobe Captivate Letter

Adobe Captivate is a powerful tool that many companies use today as an industry standard. Captivate’s advanced functions make it apparent that it should be in every instructional designer’s tool kit. For this scenario, you are working for a small marketing company (Multimedia Marketing) that does not use, but needs, Adobe Captivate to help it move forward and grow. Multimedia Marketing’s purpose is to help other companies market themselves and their products in a way that promotes their business and drives sales of their products or services.For this Discussion, present your most compelling argument to the board of directors that your company needs to purchase Adobe Captivate, listing the capabilities and uses for the program to help provide the necessary tools for your clients to identify their target audience. Sell Captivate to your board!Post your compelling argument to the board, listing specific functionality and features of Captivate relevant to moving your company forward. Be sure your argument does the following:

Transportation Systems in Paris and New York City Essay

Write an essay about how the city of Paris and new york got more dense and populated, and compare roadways, highways, transit, subways, and transportation from a long time ago compared to what it is today

Employee Compensation Management Essay

You will write an analysis of the major points in chapters 12, 14, 15, and 16 in the textbook. Each analysis must be a minimum of two full pages in length and no longer than three pages in length. Each analysis should be submitted in 2 separate word documents. In your analysis, you should discuss the major points made in the chapter as well as your opinions regarding the chapter topic.