Best Practices and Government Regulation

Student’s name
Institutional affiliation

Disaster recovery plans are based on the data sensitivity of the company in question. It can be backed up either daily every night or each weekend. Unless data is backed up in a continuous backup system, data is not safe. Deeply damaged reputation, frustrated costumers, revenue loss are among the unfortunate repercussions in the event of a disaster depending on the data recovery plan.
Hot sites:
It’s a proactive site which allows one to have their servers and a live backup site up and performing well during a disaster. Simply, you have a duplicate of a real working environment in their center. Hot site hardware will be of similar configuration to the real production environment on the ground. This aspect makes it an ideal amalgamation test for pre production tests. Hot sites also help provide some backup of the present versions soft ware’s and hence allowing faster recovery and cutover chances. Most organizations are finding that most hot site management are on the verge of becoming acceptable and alternative to having third party hosted hot sites
Cold sites
Cold sites refer to rented spaces with power and connectivity that’s ready to receive equipment. Having recovery times of seven days, or more a cold site becomes ideal for businesses whose operations have been halted for an extended period. They also come in handy when warm sites and hot sites have disasters that take a long time.
Its usually the clients obligation to procure equipment for a cold site incase of a disaster. A recovery plan for a cold site must clearly stipulate the process of procuring and delivering of equipment to the specific cold site when the disaster strikes.
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Warm sites
This is a preventive site which allows one to pre-install hardware and have the bandwidth pre configured. In case of a disaster, one only does data recovery. As opposed to a hot site, a warm site relies on pre installed backups for recovery. It therefore doesn’t require dedicated storage but instead takes advantage cheap storage. All parts of a warm site plus storage are shared among several clients. This means that most prerequisites for a hot site also apply here. Warm sites were in the past measured in days. Those that which relied on tape backups were clearly on the lower side of disaster recovery services spectrum. Disk backups have brought in the narrowing of the gap between the hot sites and warm sites. Almost all disaster recovery service providers are now offering electronic vaulting solutions. Recovery point objectives and recovery time options of warm sites are now less than a day. This is almost close to the recovery times given by hot sites.
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The company uses hot site data recovery type. I do agree with the recovery strategy since hot site sites are less expensive as opposed to hosted sites. Hot sites can be implemented by outsourcing them instead of having them in house. Disaster recovery services service providers rely on the plain fact that in case of a disaster, not all costumers affected at the same time.
Hot site hardware will be of similar configuration to the real production environment on the ground. This aspect makes it an ideal amalgamation test for pre production tests. Hot sites also help provide some backup of the present versions soft ware’s and hence allowing faster recovery and cutover chances. Most organizations are finding that most hot site management are on the verge of becoming acceptable and alternative to having third party hosted hot sites. Many organizations have also learnt that having a privately owned hot site is cost-effective so long as it is properly maintained and can also be made an integral part of almost all daily operational needs.

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Best Practices and Government Regulation PAGE \* MERGEFORMAT 4

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Running head: RECOVERY

Disaster recovery and data sensitivity

RECOVERY
Disaster recovery plans are based on the data sensitivity of the company in question. It can be backed up either daily every night or each weekend. Unless data is backed up in a continuous backup system, data is totally safe. Deeply damaged reputation, frustrated costumers, revenue loss are among the unfortunate repercussions in the event of a disaster depending on the data recovery plan.
Hot sites:
It’s a proactive site which allows one to have their servers and a live backup site up and performing well during a disaster. Simply, you have a duplicate of a real working environment in their center. Hot site hardware will be of similar configuration to the real production environment on the ground. This aspect makes it an ideal amalgamation test for pre-production tests. Hot sites also help provide some backup of the present versions soft ware’s and hence allowing faster recovery and cutover chances. Most organizations are finding that most hot site management are on the verge of becoming acceptable and alternative to having third party hosted hot sites
Cold sites
Cold sites are sites with rented spaces with power and connectivity that’s ready to receive equipment. Having recovery times of seven days, or more a cold site becomes ideal for businesses whose operations have been halted for an extended period. They also come in handy when warm sites and hot sites have disasters that take a long time.
It’s usually the clients obligation to procure equipment for a cold site in case of a disaster. A recovery plan for a cold site must clearly stipulate the process of procuring and delivering of equipment to the specific cold site when the disaster strikes.
Warm sites
This is a preventive site which allows one to pre-install hardware and have the bandwidth pre-configured. In the case of a disaster, one only does data recovery. As opposed to a hot site, a warm site relies on pre-installed backups for recovery. It, therefore, doesn’t require dedicated storage but instead takes advantage cheap storage. All parts of a warm site plus storage are shared among several clients. This means that most prerequisites for a hot site also apply here. Warm sites were in the past measured in days. Those that which relied on tape backups were clearly on the lower side of disaster recovery services spectrum. Disk backups have brought in the narrowing of the gap between the hot sites and warm sites. Almost all disaster recovery service providers are now offering electronic vaulting solutions. Recovery point objectives and recovery time options of warm sites are now less than a day. This is almost close to the recovery times given by hot sites.
The company uses hot site data recovery type. I do agree with the recovery strategy since hot site sites are less expensive as opposed to hosted sites. Hot sites can be implemented by outsourcing them instead of having them in the house. Disaster recovery services service providers rely on the plain fact that in case of a disaster, not all customers are affected at the same time.
Hot site hardware will be of similar configuration to the real production environment on the ground. This aspect makes it an ideal amalgamation test for pre-production tests. Hot sites also help provide some backup of the present versions soft ware’s and hence allowing faster recovery and cutover chances. Most organizations are finding that most hot site management are on the verge of becoming acceptable and alternative to having third party hosted hot sites. Many organizations have also learned that having a privately owned hot site is cost-effective so long as it is properly maintained and can also be made an integral part of almost all daily operational needs. Other clients will have to ensure that they do regular system audits checks to ensure that equipment configurations are sufficiently matched with the fabrication necessities for the disaster. Additional management activities are required for a more robust solution for instance; when a company wants to have a hot site coexisting with the production environment. Once a hot site is coexisting in the production environment, a seamless takeover happens in a case of a failure.

References
Blokdijl, G. (2008). Disaster recovery 100 success secrets IT business continuity, disaster recovery planning and services.Emereo
Philips, B. (2009). Disaster recovery. CRC Press

Recovery PAGE \* MERGEFORMAT 2

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Running head: RECOVERY

KEEPING THE CLOUD COMPUTING MASTERMIND HAPPY

Carmen M. Roman

Dr. Sal Mirza

Leadership Strategies (MGT-550)

May 5, 2013

Abstract

History Google began in January 1996 as a research project by Larry Page and Sergey Brin when they were both PhD students at Stanford University in California, and has turned into one of the largest search engines on the web.   Building an entrepreneurial culture entails encouraging and challenging employees to become innovators and discover new opportunities by taking various challenges and risks.  For employees, according to Media Maxim (2010), Google’s “20 percent time” policy gives them a sense of empowerment. True to its open-sources and wisdom-of-the-crowd ideals, Google has created a networked management that functions from the bottom-up as well as the top-down; in both directions, it unleashes ideas and effort.  Recall Larry Page’s astute observation: “You want to have a culture where the people who are doing the work, the scientists and the engineers, are empowered. And that they are managed by people who deeply understand what they are doing.”

 

 

 

 

 

 

 

 

 

 

 

 

Determine the leadership styles and qualities used by both Google management and by Bisciglia in this case and which one is more effective. Justify your answers.

            The leadership styles used by Google’s Management in this case is Laisezz-Fare leadership. It is a form of leadership in which complete autonomy and freedom is given to the subordinates. In this case, the company autonomy and freedom to Bisciglia was given complete freedom to work on his new idea. Further, Google’s 20 percent time program is also an example of Laisezz Fare Leadership.

Laissez-faire leadership is a non-authoritarian management style that allows employees to work without much supervision.  This style is another approach to group leadership. Sometimes referred to as hands-off method, this type of approach essentially provides the group with the resources needed to accomplish assigned tasks, then steps out of the way and allow the group members to complete the necessary tasks with little to no direct involvement by the group leader.  With this approach, the group leader remains available to answer questions, to motivate, and to assist when and as desired by the group members, but otherwise remains somewhat detached from the process. Laissez-faire leadership attempts to achieve the control activities in a subtle manner. For example, rather than being directly involved with how employees complete daily activities, the laissez-fair leader leaves the workers to their own devices. These leaders tend to believe that employees work better when given a set of directives and then left alone to accomplish tasks. In short, an employee’s self-interest for creating methods to work in a company is best under laissez-faire leadership principles.

The leadership style displayed by Bisciglia was Transformational leadership. He inspired the recruits by telling them about the bigger picture and view of the future by telling them to dream and learn to work on a very large scale. He injected passion into the recruits by providing them information on exciting future developments.Transformational leadership is a leadership style where a leader is passionate about his work and is consistently concerned with those he leads. Through a vision of change for the organization, the transformational leader aims to inspire workers throughout the company to support that vision. Not only do transformational leaders seek to change business and those they supervise, but they typically strive to change themselves, as well.In transformational leaders are a charismatic individual that drives an organization toward success, and changes are their primary focus in every aspect of business.This type of leader serves as a role model for the workers and builds confidence in his leadership by earning their trust and admiration.In relation to the worker, the transformational leader typically listens, resolves problems, and motivates with great enthusiasm. The transformational leadership style usually prompts the leader to work closely with employees to ensure that their needs are being met through a focus on liberty, justice, equality, and the well being of all. A transformational leader might also call on workers to exceed goals beyond their expectations.  The transformational leader typically does not demand of others what he is not willing to do himself.While the transformational leader inspires others to follow his vision, he also encourages workers to identify problems and propose new solutions. Through this approach, the transformational leader typically is capable of involving everyone in the organization in the change process. Under the transformational leadership style, workers usually are never punished for their views and their intellectual contributions to business are valued.

In my opinion, both leadership styles have their own merits in this case. The laissez-fare leadership style encourages innovation and allows the employees to think out of the box and create something new and innovative by working in a flexible manner. At the same time, transformational leadership is a leadership style that ignites passion and enthusiasm among followers to follow the leader towards the desired direction.If I have to select one for effectiveness, I would select Laisezz fare leadership style because it provides a strong platform for achieving innovation and creativity in the workplace. It works as a great motivator for employees because they are able to work in a stress free and flexible manner. Laissez Fare leadership brings the best out the employees by providing them complete autonomy.

Analyze how situational leadership is relevant to this case

 

Situational leadership is relevant in this case in the sense that Google’s management have to decide on the best leadership approach to keep the highly talented Bisciglia happy and motivated. They need to adopt the approach that provides him adequate resources, freedom to achieve his goals and objectives. At the same time, they cannot provide special treatment to him, as it would make other employees unhappy. Hence, they need to modify their leadership approach in light of the situation.  The purpose of the situational leadership model is to benefit both the leader and the employee equally, and to allow them to both get what they need from the work relationship.  Google Inc. has a very clear mission, which is “organize the world‘s information and make it universally accessible and useful.”  Their vision is not so clearly outlined but can be concluded through a quote by Page; Google will strive to be “the perfect search engine [that] would understand exactly what you mean and give back exactly what you want.”  (“Google Company”)There are many different, highly specific varieties of the situational leadership model for different business environments or specific task-oriented jobs, but these are the general principles.  The ability of a manager to adjust his or her leadership or management style to each individual employee or situation, will help to ensure that everyone succeeds at their jobs, and feels satisfied at the end of the day.          The situational leadership model is one of the most often referenced models, because rather than focusing on any inherent traits or skills of the leader, it is focused on the ability of the leader to assess the situation and adjust his or her leadership tactics accordingly.According to the proponents of this theory, the ability to adjust leadership methods to each situation, or even to each employee is one of the best ways to develop an effective, productive workplace.

Examine the Google 20 percent time program and its impact on employee and organizational performance.

Google’s 20 percent time program is an excellent approach to foster creativity and innovation at Google. Google’s highly innovative culture that has led to the development of numerous innovations at Google has been the result of flexibility, autonomy and freedom enabled by the Google’s 20 percent time program. It has significant impact on the moral, motivation and productivity levels of employees as justified by the fact that employees considerGoogle to be one of the best workplaces for working.  Google’s methods attract top talent because their management focuses on controlling through shared vision.  Where many companies have bureaucratic and linear controls, Google allows employees to set and maintain their own standards.  These open policies translate into a distinctive corporate structure that inspires good nature and guidance.  Employees love to work at Google, but not just because of perks such as flexible work time and bonuses, they also love the work that comes from the cross-functional leadership structure.Further, the significant number of innovative technologies developed at Google has been made possible by this program.

The company’s leadership allows employees to change the parameters of their jobs when needed.  Employees are encouraged to be their own leaders, evaluate their jobs and then propose better ways to do their jobs.  Google’s leaders want their employees to “think out the box,” and have open discussions about their goals and plans for achievement.  The structure promotes corporate transparency because employees are able to witness and contribute to the leadership function.  As a result, almost every employee has access to almost any managerial meeting. Google’s management realizes that every employee has a stake in the company and employees in turn feel a responsibility for the outcome of the company’s projects.

Determine if Google as a company has a preferred leadership style and its impact on organizational performance.

            I think that the preferred leadership style at Google is transformational,as they always tend to provide lot of flexibility, autonomy and freedom to employees.Leaders motivate, give intellectual simulation, individualized consideration. By following these styles of leadership, leaders increase the level of satisfaction, morale, and higher productivity in employees. Leaders encourage their group members to be more innovative and creative by letting members communicate in a less stressful and casual environment. There are no official channels hence ideas flow more fluently and are implemented quickly within a group. Employees are given some level of empowerment by allowing them to make decisions in day-to-day activities. Hierarchy in the company is runs lateral instead of vertical. The structure is flat to maximize creativity. Leaders show authenticity by building trust among the group. Increasing communication and building trust among individuals do the teamwork in collaboration. By giving intrinsic rewards like small groups and no real hierarchy and providing individuals with the sense of purpose helps Google to become a success. Management gives some personal time to employees to utilize in thinking creatively. By providing the employees with time for freedom to explore, Management keeps the employees excited and involved in their goal with a purpose. By providing intellectual stimulation and individualized consideration transformational leaders create on environment for Google employees, Google culture and the Organization itself to thrive.“Google Inc.’s radical decentralized approach to management structure is due to Google, Inc.’s founder’s belief that breakthroughs come from questioning assumptions and smashing paradigms. Their motto is “Do not do something because someone told you to do so.” There is no time for middle managers or type “A” personalities. Group interaction is the fuel for Google, Inc.’s ideas. The decision making process is highly consulting not the traditional control and command. Google, Inc. thrives in “I think I can” culture, not the traditional “no you can’t” bureaucracy.”(Cook, 2011)Even though employee’s performance are monitored and leadership guides and provides direction to the employees, the culture of Google is quite free and provides flexibility and autonomy to employees to think and work on their own. The style often works best where employees are self-starters and have personal motivation that leads to their working successfully.

The major impact of this approach has been high level of employee satisfaction, high level of productivity and a creative and innovative workforce that has led to the development of numerous innovative technologies in the organization.

 

 

 

 

 

 

 

 

 

References

Dubrin, A. J. (2010). Leadership: Researching finding, practice, and skills (6th ed.). Mason, OH:

South-Western

Joshua Cook. (2011) How Google Motivates their Employees with Rewards and Perks. Retrieved from http://www.hubpages.com

Minds Tools, (Leadership Styles: Choosing the Right Style for the Situation). Retrieved from:

http://www.mindtools.com/pages/article/newLDR_84.htm

“Our Philosophy.” Google Company. Google, Web. 5 Nov 2011. Retrieved from: http://www.google.com/about/corporate/company/tenthings.html>.

“Company Overview.” Google Company. Google, Web. 5 Nov 2011.  Retrieved from: http://www.google.com/about/corporate/company/index.html.

“Management Team.” Google Company. Google, Web. 5 Nov 2011.  Retrieved from: http://www.google.com/about/corporate/company/execs.html.

 

 

 

 

 

 

 

 

 

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After teaching for seven years now, I can say I have learned to adapt my classroom based on my students, their ages and levels of maturity when they come into my classroom.  Take for example this year, I kept fighting to get the older preschoolers vs. the middle age group and I ended up with my usual middle age group in the end. Well the other teacher that I work with got the old ones and its funny because my class is at least four to six months younger than that group and they act more mature than the older group does.  My class actually acts like they could already advance to the next pre-k classroom because they have most of their basic concepts already mastered and it is only the beginning of the year.  My class frequently gets bored and continues to ask what are we going to do next so I have had to add additional assignment and seat work to our schedule just to keep them busy.  Right now there are no plans to add computers to my room because the school feels they are more necessary in the elementary school section vs. spending the money in the preschool.  This is why I constantly bring DVD’s with aditional games and general subject areas that we can cover together from home to incorporate in my classroom.  I usually sit down with the children and lead them as a group through the discussion and the games.  That way we keep busy together and I keep them focused and attentive because I am constantly redirecting them or asking them questions while they are having fun competing in the games.

Prepare a 700-word Technology Biography and Self-Assessment that addresses the following questions:

§         Where are you employed (district/school)? What grade level/content area?  I am employed in the Valdosta City School District in a private school called Perimeter Christian School.

 

§         How long have you been teaching/employed?  I have been teaching preschool for seven years.

 

§         What integrated software packages (such as Microsoft Office® or AppleWorks®) do you have available to you and what version numbers are they, if known?  We currently do not have any available software packages in our preschool classrooms.  They have not been able to raise enough money to get  computers in the preschool classrooms.  The teachers, both preschool and elementary, have access to one computer in the main office that has Microsoft Office 2003 on it that we strictly use for sending correspondents home on or looking up simple items on the internet.

 

§         What type(s) of computer do you use at home? Include brand name and operating system version, if known.  I currently use Windows 7 on my at home computer and my husband is constantly tinkering with my computer because he loves to fix them as a hobby.  He has forgotten the name because it is a non name brand.

 

§         What type(s) of computer do you use in the workplace? Include brand name and operating system version, if known.  We currently use the Dell computer with Windows XP.

§         Assess your proficiency by using the table below. Rate your proficiency appropriately on a scale of 1 to 5. Use actual numbers in this number range, as members of the class will utilize this data in Week Four.

 

§         On a scale of 1 to 5, how proficient are you in using a spreadsheet application?  (1)  I have not used spreadsheet applications since I graduated undergrad in 1995.  I used it once in one of my graduate classes in adult education but that was not enough to classify that I know what I am doing when it comes to using the application.

 

§         On a scale of 1 to 5, how proficient are you in using graphics in your word-processor and/or desktop published documents?  (1) I have used the basic graphic  packages located on Microsoft Word 2007 version but nothing that I have had to go and find out on the internet and put on a Powerpoint  for example.  I have not received any official training on the application.

 

§         On a scale of 1 to 5, how proficient are you in using a presentation program such as PowerPoint® or HyperStudio®?  (4) I  use this application frequently for all my professional education classes at University of Phoenix but have not used it in my educational profession.

 

§         On a scale of 1 to 5, how proficient are you in using the Internet for research?(5) I use this application on  a daily basis for my University of Phoenix classwork and for finding more concepts and exercises to do with my classroom.

 

§         On a scale of 1 to 5, how proficient are you in instructing the use of technology? (1)  I have never instructed the use of technology in the classroom or at home.

 

§         On a scale of 1 to 5, how proficient are you in troubleshooting technology problems?  (1)  I am not proficient at troubleshooting technological problems. I will either call technical support through the school or get my husband to work on my computer at home.   Our biggest problem at home is having Mediacom home service and losing our signal on a constant basis.  We have been experiencing this problem all weekend and currently do not have internet service.  We will not have a technician available to come out to the house until Wednesday of this week.

 

§         Describe your use of applications such as word processing, database, spreadsheet, and presentation software with students.   (4) I currently use this on a daily basis since I have been with the University of Phoenix and feel comfortable using it to surf the internet and find general information about a subject.

(1)  I would consider myself untrained in spreadsheets, database and presentation software with students because I have never stood in front of them to teach them computer basics and programming.

 

The Technology Biography and Self-Assessment is due in Week One.

1

I do not use this software application, and I have not received any training.

2

I have occasionally used this software application for simple documents.

3

I use this application often and feel comfortable changing the font, using the spell checker and a few other basic features.

4

I use this application frequently in my written professional work. I know how to edit, preview, and print my work in a professional way.

5

I use this application for almost all of my written professional work. I use most of its features, and I have instructed students on this application to help them improve their own communication skills.

 

 

 

 

 

 

 

 

 

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Introduction

Introduction

     Goal is to meet the criteria for a frequent shoppers program for Kudler Fine Foods and its loyal customers. Needed are all the Kudler Fine Food Stores and all the companies that do business with them on a regular basis to set up the frequent shopper program correctly.

Requirements

System Requirements for Frequent Shopper Program

There are many different system requirements, which could be taken into consideration by the Kudler Fine Foods organization. A system requires development in two parts or the areas i.e. hardware and software. Hardware is related to the system itself and how it will run for example, speed and storage space; while software relates to the tracking and the information interface and how it will relate to the database. The following is a possible set of requirements that could establish hardware system for the implementation of the ‘Frequent Shopper Program’ –

Centralized Data Management System– The most important part of the implementation is to have a centralized system. The centralize system will help to upload and send data to all the stores. This will allow all stores to be kept aware of any promotional deals that the shoppers may be eligible. A centralized management system would also help stores monitor and recognize the records of customers.

Content servers– The central data system would be connected to several databases at one time. The loss of this data would mean that the company would likely lose costumers. The content server will help to keep track of crucial information.

 

Front End Web Server- A front end web server will allow for the consumers to redeem the points earned, thus increasing the value of the rewards program.(Reynolds, 2004).

Customer ID Card – This card will be scanned at check out in order for the costumer to receive the points gained from their purchase.

Kudler Fine Foods also needs some software to insure of the program. The software may include monitoring and storage software. Software such as this can strengthen the success rate of the program. A Customer Relationship Management’ (CRM) software for its frequent shopper program is crucial because the goal of the entire program is to increase the sales as well as draw in new customers. This will increase the company’s bottom line. The CRM software will assist with the customer’s identification, it will also help to increase customer retention. The security software will help to protect the firm from the hacking of information, of the clientele (Tipton & Krause, 2006).

Taking these few small steps will help the people at Kudler Fine foods have a much easier time when rolling out their new loyalty program.

Tipton, H.F. & Krause, M. (2006). Information Security Management Handbook. CRC Press.

Reynolds, J. (2004). The complete E-Commerce Book: Design, Build & Maintain a Successful Web-Based Business (2nd Ed.). Focal Press.

 

 

Kudler Fine Foods

Locations

Del Mar, Ca.

La Jolia, Ca.

Encinitas, Ca.

Sub Systems

Bakery

Meats and Seafood

Produce

Cheese and Dairy

Wine

 

Accounting Department

Groups

Bakery

Meats and Seafood

Produce

Cheese and Dairy

Wine

Sub Groups

Loyal Customers

Purchases

Amounts purchased

Price paid

Loyalty points for purchases

Scope is a statement that will define decision making about the project. It will include all departments within the company and the vendors the company uses. It will help make better decisions for all. Scope tells goal statements, justifying the project, what products it will produce, deliverables, and success of the project. The scope will identify restrictions within certain departments to keep valuable information safe. This will include all the Kudler Fine Foods stores, the loyal customers, purchases, cash spent on products.

The goal statement is a short statement used to describe what the goals will be and how they will be accomplished.

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Motivation Concept Analysis

Motivation Concept Analysis

There are three elements centered on motivation, which are persistence, direction, and effort. The motivational factors of intrinsic are: “interest, self-willingness such as responsibility, and the capability to do so. Extrinsic factors are what help motivate individuals to induce results of punishment or rewards” (Reeves, 2005). The author stated in the reading that behavior supplies energy and direction through the process of motivation. The theory I chose to explain is the intrinsic motivation because the workplace challenges ways an individual learns, his or her interest, his or her meaning, and his or her purpose.

Intrinsic motivation takes place when an individual has generalized interest in something, and has benefits when it is self-imposed. Managers who hire an individual for a job discuss the job tasks involved, and offer ideas to the employee that will stimulate that employee to strive for recognition that result in incentives. I currently work as a property manager, and plan on becoming a child protective investigator. My workplace consists of keeping records for the company and its tenants. This job is also a team effort, it takes two people to run it, and many skills involved, such as communication skills, advertising skills, math skills, and building or remodeling skills.

The owner trusts me to look over tenants, take rent, and perform duties on and around the property. I was nervous upon taking this position because I have never done this type of job before. I was confident that I was emotionally ready and determined to show my boss and myself I could do this. I felt confident enough to take on this position and meet the requirements needed to receive incentives. The incentives offered and the environment was inviting, and motivating as well.

My views were positive because I acknowledged that hands on experience would allow me to acquire new skills that would be executed into my developmental goals in the future. The influence in the motivation was the challenge. When exposed to new ventures, the mind gains a more outlet for an individual who will brainstorm his or her environment with or with or without a team, and become creative. I was trained to work with teams in my classes and as a young teenager; only working on my specific duties, and assisting with others who needed help. I believe this assignment is what I needed to develop better skills to progress in my future endeavors in my work with projects in the future.

The owner will know that my work ethics hold high standards, and that I am a team player who is open to many diverse aspects from the tenants and my classroom experience with my team members. If I had not received the knowledge of certain duties in the workplace, intrinsic motivation would not be the appropriate tool to motivate employees. Additional programs that the company I work for encompass is volunteering in the community. The owner of the company chooses one of the property managers to represent the company for the chosen project. I got chosen for a particular project because I am an organized individual who loves a challenge in creating ideas and tasks to perfection, especially when people are involved.

Other managers were also involved, and the company received an abundant response from it. Motivation and achievement are closely related with one another. When motivation and achievement are present in the workplace, the higher of the skill level grows, and employees will achieve more. Furthermore, ability is connected to motivation and related to those who believe he or she does not have the ability. This may be because he or she was not chosen for that project, or because he or she was not giving him or herself the chance to amplify his or her motivation.

In the workplace the cognition perspective suggests that there are two stages that need to be existing in order to influence commitment of the goals, and the mental focus one acquires in achieving the goal” (The Incentive Research Foundation, 2002). The company I work for is an independent company that strives for success for all the property managers. The company decided that offering incentives for employees was not enough, and came up with new measures that implemented new tactics that would motivate each manager. When a manager is not given the chance to design new projects are given challenging tasks, he or she believes that he or she is an important asset to the company, and his or her self-efficacy is established as well as his or her work ethics. This will fundamentally help the company fulfill its goals. This means the company may need to expand employee training for its existing employees or the goals may not be clear to him or her, and he or she will not succeed to meet the requirements, or show efficient work and is insufficient in his or her work.

  Ramifications that may occur if the Challenges Fail

Every employee is assigned responsibility and a role in each job he or she has, in an established system, and shows good behavior should be rewarded. Today the world has advanced compared to centuries ago, and companies desire individuals who understand today’s current systems and are innovative. Many companies will be incorporated with fresh and new ideas from employees who will cause a positive environment within the company. When a company designs a team containing a variety of cultural backgrounds this allows different perspectives for given projects. Supervisors should ensure that current and new employees are achieving ethical principles, and holding the eminent professionalism.

This impacts the company because the employees will be demoralizing and inadequate. Owners need to express enthusiasm, and know how to show empathy to his or her employees when employees have new ideas, and in making mistakes. He or she should not feel as if he or she has just formulated tragedy. When employees on-the-job are initiated, the aftermath will be notably continuous.

 

Conclusion

In conclusion, when employees are motivated by his or her company, the company’s solving critical thinking is improved, production of the company increases, and products sells rise. In order for motivational tools to be effective, employees need to be committed to his or her job while working alone or with a team. Motivation is the key to success for many companies.

 

 

 

 

 

 

 

 

 

 

 

 

References

Reeve, J. (2009). Understanding motivation and emotion. (5th ed.). Hoboken, NJ: Wiley.

 

The Incentive Research Foundation. (2002). Incentives, Motivation, and Workplace 

             Performance: Research & Best Practices. Retrieved from

http://www.loyaltyworks.com/incentive-program-research-articles/ispifullpdf.pdf.

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The Memory Process

The Memory Process Paper

Discussed will be the conception of long-term memory, short-term memory, working memory, and encoding and retrieval’s role in the memory process. The test chosen was a memory test online that tested memory by remembering faces. The test was designed to test an individual’s short-term memory. The test contained visual and verbal memory.

Working Memory, Short-term Memory, and Long-term Memory

Long-term memory and short-term memory are two stages for storing memories. According to, Pastorino and Doyle-Portillo (2009), “short-term memory is a system of capacity and duration” (p. 242).  In short-term memory, the information is held a few seconds before sending the information to long-term memory. Information is processed in short-term memory and then it is moved to long-term memory (Pastorino and Doyle-Portillo, 2009). As for long-term memory, it is a “system of memory that works to store memories for a long time perhaps even permanently” (Pastorino & Doyle-Portillo, 2009, p. 242).

Long-term memory consists of various elements: Procedural memory; used for habits and skills. For example, learning how to tie shoes or writing. Declarative memory; memory of facts. For example, faces, names, and dates (e.g. birthday and anniversary). Episodic memory; is used for things that happen in a specific place or time, or situation. For example, setting up a birthday party for a child on a certain date, or how and when I learned to count. Semantic memory; used for basic facts and knowledge.  For example, Reading a chapter in a textbook (Feldman, 2009).

Selected Test and Test Results

I selected an online memory test containing two parts: visual memory and verbal memory. The visual test I chose consisted of eight pictures of students in a chess club. Four of then won the chess game and four lost all of the chess game matches. Therefore, I had to remember the four students that won the chess game. The greatest number of trials was 120, and the number of trials was what I scored.

The memory visual score I received was 115. According to the game, receiving a low score is good compared to receiving a high score (eight is the highest score because there were only eight students who won the chess game and the number of trials). People who have played this game finished with an average of 20-25 trials. If a person scoring fewer than 14 trials, he or she scored higher than 75% of those who took the same test. If a person scored more than 60 trials, which was my score, and according to the scores, I did worse than 75% of those people who took the test.

My score was 115 on the visual memory test. I had to figure out the directions of the game, which took me some time. When I reached the halfway point in the test, I finally understood the test. It appeared that some of the students I thought won the chess game did not win, and the students I thought won did not win. By this time, I noticed I was seeing the same faces over and over, and it felt like de ja vu. Some students were on their twice, back-to-back with a different student. After seeing the faces they became familiar, and I knew which students won the chess game; however,  it took 115 trials until I finally got it.

The Role of Encoding and Retrieval in the Memory Process in Relation to the Visual Memory Test

Encoding is inputting information into memory. According to Terry (2009), “encoding refers to the acquisition of information: the initial information of a memory trace” (p. 255). Before I took the online visual memory test, the test appeared easy; however, I realized it was confusing. The objective of the game was to remember the winners; however, all eight students were winners at some time or another. I had to find which student beat the other student in the chess game. I remembered the students who won by remembering their faces. Retrieval is the process of assessing information in memory and accessing it into consciousness (Pastorino and Doyle-Portillo, 2009). Retrieval occurs when a cue is sent into long-term memory to search for encoded memories that are stored. For example, when taking the memory test, I had to remember the chess player’s faces who looked like the winner.

Variables Associated with Encoding Information and Ease of Retrieval

Variables are events, behaviors, or other characteristics that may change or vary in some way (Feldman, 2009). The score I received was 115 because of the confusion I had while taking the test. I received a phone call while taking the test and lost my concentration. As I spoke to my son on the phone, I had forgotten the faces of the students upon returning to finish the test. I believe that if I had taken the test with no distractions (the phone) I believe I could have gotten a lower score.

Conclusion

This paper discussed the memory test I took online, and the score I received. These concepts of long-term memory, short-term memory, working memory, and their role of encoding and retrieval in the memory process discussed how individuals may think he or she knows the answer. However, after taking the online memory test, one can see how his or her results may or may not be what he or she expected (Memory Loss and the Brain, 2004). After taking the test and receiving my score, I determined that my memory functions at an average level.

 

References

Feldman, R.S. (2009). Essentials of understanding psychology (8th ed.). New York, NY:

McGraw Hill.

Memory Loss and the Brain (2004). Verbal Memory Test, Understanding Your Score.

Retrieved from Memory Loss and the Brain website:

http://www.memorylossonline.com/learning_memory/mem_games/memorygames1.html

Pastorino, E., & Doyle-Portillo, S. (2009). What is psychology? (2nd ed.). Belmont, CA:

Wadsworth.

Terry, W.S. (2009). Learning and memory: Basic principles, processes, and procedures (4th

ed.). Boston: Pearson/Allyn & Bacon.

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Hardware/Software Components

Hardware/Software Components

 

In your own words, describe the following hardware/software components

 

 

Legacy systems

 

 

A computer system or software used by a company’s IT department. Legacy system is an outmoded programming, languages, software, or hardware typically no longer supported by vendors.

 

 

Mainframe computers

 

 

Is a large computer system that has a higher processing and allows a company to store more data in the system

 

 

Microprocessors

 

 

Is a microchip that contains all functions of a central processing unit in a computer

 

 

PCs

 

 

A smaller version of a mainframe that was designed for personal and individual use only

 

 

Network computers

 

 

A computer with minimal memory, disk space, and processor power designed to connect to a network or Internet.

 

 

World Wide Web and Internet

 

 

Is a network that is allows a person to connect to all computers worldwide that are connected to the Internet. The world wide web allows a person to access information via the Internet

 

 

Wired and wireless broadband technology

 

 

Is a component that allows faster Internet connection and allows information to be received faster.

 

 

PC software

 

 

Is a program that allows a person to perform a specific function on a computer

 

Networking software

 

Is the information, data, or programming used for computers to communicate, or connect to one another and share information.

 

 

Computer security software

 

Software designed to provide strong data protection with minimal efforts.

 

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In Week 5 Presentation

In Week 5 Presentation   I will cover technology that   can be used in the near future for interviewing and interrogation process.

 

 

  1. Holograms
  2. Computerized DNA Database
  3. Facial Recognition
  4. Analytical  Interview  System (AIS)
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Logic

Aristotle (384-322 BCE)

Logic

  • Categories, subject (substance) and predicates (accidents)
  • Language is the instrument of thought, logic is the ancilysis of language, the process of reasoning, and the way language and reasoning are related to reality
  • The syllogism is an effective too for determining valid relationships between premises and conclusions.