What the Future Looks Like TED tad

View the TED Talk, “What the Future Looks Like” and then answer the questions below:

  • How did you respond to Gabriella Huggins’s film?
  • Which, if any, images or narration spoke to you personally?
  • need Resources and citations that are current (within 5 years) if applicable

As a supplement to this discussion topic, I would like for you to consider the following question:

Please share about a situation in which you felt like you couldn’t be yourself. What was that situation? What did it feel like? What came of that situation? Did you learn anything about yourself or others?

Why do you think that many people choose not to stand up for an issue that they believe in?

Do we need to identify with a particular issue to stand up for it? For example, do we need to be gay or lesbian to stand up for LGBTQ issues? Do we need to be someone from a particular ethnicity to stand up for the rights of that group? Why or why not?

Importance of Being Earnest Movie essay

Read The Importance of Being Earnest then watch the 2002 movie adaptation of the play.

Determine whether you consider the play to be a satire, a farce, a comedy of manners, or some blending of the three.

Referring to both the written play and the movie production, compose an essay (minimum 750 words) defending your categorization of the play. You might discuss how one version does a better job of showing satire/farce/comedy, or you might argue that the written play fits one category but that the director has moved the movie into a different category.

Create a Works Cited page listing the play, the movie, and any websites consulted to create your definitions. Format your essay according to MLA guidelines.

Create a thread seeking approval for your public policy meeting. Choose a meeting to view or attend.

1 Public Policy Meeting Approval

Click here to submit your public policy meeting approval.

Create a thread seeking approval for your public policy meeting. Choose a meeting to view or attend. It must be a public policy body at work and related to health care. If it is a recorded meeting, please make sure it has been posted within the last year.

In the body of the thread, include

  • the title or topic focus of the policy meeting
  • the date and time of the meeting
  • the location of the meeting (if online, include the website). Some websites are:

organize for product development

I’m including PDF document for case study please go through it & In PDF document there are 3 or 4 Case study questions, We need to answer Case study questions.

WSJ Article

Please read the WSJ article attached below;

QUESTIONS:

  1. Provide a list of at least five pieces of information that airlines have about their customers, and for each, explain how that information might help the airline provide better customer service.
  2. What do these types of customer relationship management (CRM) efforts require in terms of data and technology?
  3. How might its use of customer data help one airline out-compete another?
  4. Besides airlines, what’s another industry that could improve customer service through the use of data about its customers?

Your submission must have bullet points separately showing each question and your response. Be sure to thoroughly explain your responses; there is no word count requirement for this assignment

Answer the 4 questions within 4 hours from now

Below are 2 reports about 2 events attended by tow of our classmates. Your task her to read what they wrote carefully; then answer the 4 questions – you must answer 2 questions from each students’ report which can be found by the end of each report.


1) First Student Report

Event name: The State of the Nanosatellite Industry

location: Chicago, MHUB Chicago event space

Date: September 6, 2018 from 6:00 PM – 9:00 PM

The speaker name: David Hurst

people whom I met: one of the directors at MHUB called “David” , may find Haonan, some students from IIT

Event details:

in the beginning, the introducer gave an information about the “David Hurst” who talked about the Nanosatellite. David is a software engineer, he has 30 years experience in this field. He had a passion for space exploration.

David mentioned that the last week on August 4-9, 2018 there was “Small satellite conference “. he said at this conference there were 3050 participants, 206 commercial exhibits, 105 oral, 72 posters, and this gives us an Idea about how does the world get interested to space. Then, he gave a definition about the Nanosatellite and showed pictures. Also, he compared between the big satellite and the Nanosatellite. The size of the Nanosatellite is about 10 CM and its weight between 10 – 100 Kg.

There are 6 Nanosatellites launched: nanosatellite HEAD-1 (Chinese), nanosatellite Diamonds (launched last years), DIDO-2(Swiss company, pharmaceutical, Microbiology), nanosatellite D-SAT, nanosatellite Mayank, and nanosatellite Maytag.

I learned that the Nanosatellite can use in Earth observation/ remote sensing, Communications, Technology, Science, and Novel Applications. All companies that created Nanosatellite focus on the communications. The Nanosatellites are costly, the minimum cost about 250K. Nanosatellite subject to international regulations.

Please answer the below 2 questions:

Q1: The Nanosatellite uses to Communications. Do you think the social made like Facebook, Google will invest in it? Why?

Q2: Where do you see the Nanosatellite after 10 years?


Second Student Report:

Event: Launching a Diversity & Inclusion Initiative at your Organization
Location: Shiftgig (1 N State)
Date: 8/28/2018
Met with: Gloria (Finance); Brittany Canty – Director of Product and User Experience at WeSolv (you should all check WeSolv btw)

This event aimed to create Diversity & Inclusion awareness specially in tech companies / startups because the industry is dominated by a specific profile (white male, sorry!). The speakers talked about unconscious and systemic biases when recruiting people, for example, if the name sounds too foreign or assumptions that the person won’t fit in the work culture. These are the points that surprised me the most:

– One of the main problems right now is middle management, because top and bottom are generally on board but middle management fails to execute.

– Companies that tout their diversity are sometimes the ones that have the biggest issues with diversity.

– D&I is not only about having diverse people, but also about equity. For example, are these people being promoted, do they have coaching to bring their career up to speed, etc.

– Current referral programs represent a problem for diversification because people most likely bring friends or acquaintances from their same circle or circumstances.

– LinkedIn is creating a lot of problems. It’s very easy for a recruiter check the profile and judge how the person looks, how the name sounds, who is in his/her circle.

– Job descriptions in the tech industry use buzz words that deter many applicants from applying. For example “support ninja”, “rockstar developer”.

Please answer the below 2 questions:

Q1: How would you bring diversity to your company without failing in the attempt?

Q2: What are your views on the fact that LinkedIn may exacerbate the diversity problem?

Due 4 hours from now


Discussion reply2

Reply to discussion with no less than 150 words no plagiarism no copy and paste

(Robert)

A balanced scorecard helps organizations measure their performance through all parts of their business, including financials, customer service, internal business processes, and potential for learning and growth (Daft, 2016). The advantage of a balance scorecard is that it can help an organization identify issues, that may cause them to not meet their goals. An organization may have poor financial performance, and the balanced scorecard can help identify if it is due to a customer service or internal process issue. All goals might not be linked and depend on each other’s performance, but the organization will have a better understanding of how one area effects another.

My main customer service measure would be based on a customer service survey that is offered to all customers, either by website, email, or phone call. The survey would include cleanliness of the store, friendliness of the employees, wait time at check out, ease of finding products, store layout, and product quality. This survey would allow for issues to be brought up right away and to track trends. Another aspect of customer service would be internal metrics like staffing, average checkout time, and amount of time items are out of stock. Staffing would be measured by how many hours is the store staffed with the optimal number of staff members. Average checkout time would be based on how fast from first scan to receipt printing. This goal can be based on the average checkout time company wide and adjusted for improved performance. Tracking cleanliness of stores would be based on a cleaning checklist and would have to be manually audited by management throughout the day.

These goals are all customer service focused, but can tie into other sections of the balanced scorecard. If customers complain that an item is always out of stock, it can help identify a problem with the supply chain or inventory control processes. Optimal staffing isn’t just about customer service, but also financial performance. Staffing has to be adequate enough to keep customers happy, but low enough to not be wasteful.

Cross-Cultural Communications Case

In this module, you will engage in your cross-cultural experience. To document your experience, prepare a 5-minute video or a PowerPoint presentation with photos (at least 6 slides) describing the experience. This assignment should be strictly factual, as if you were preparing a news story on the event. You want to convey to the reader the look and feel of the contact experience or event. Concentrate on “who, what, when, where, and how.” The “why” question is what we will focus on in the Module 4 Case Assignment.

Assignment Expectations

  • Your presentation should be professionally prepared, as if you were making a presentation to your boss.
  • Presentations should be thoroughly edited and error-free.
  • Any photos should be accompanied by descriptions naming the participants and circumstances.
  • PowerPoint presentations may include voice-overs or other audio (e.g., music representative of the culture.)

Background Information

All readings are required unless noted as “Optional” or “Not Required.”

High and Low Context
The definitive work on context was originated by anthropologist Edward T. Hall. He differentiated between high- and low-context cultures. Context refers to the background or framework within which communication takes place.

High-context cultures place a high value on relationships. Business transactions cannot be successful unless based on a foundation of trust, so taking the time to build trust is an essential first step to any commercial activity. Hall explained that these cultures are collectivistic, placing greater value on group harmony than individual success.

Because these cultures are intuitive, people rely on impressions and feelings more than reason or logic. What is expressed in words is less important than the context—things like gestures, tone of voice, general affect, or even the speaker’s family history and position in society. These cultures tend to be homogeneous, and enjoy a shared history.

High-context communication tends to be indirect. However, if you force a direct yes or no answer, the response is likely to be yes (even if the “real” answer is no), lest the speaker risk offending you. Outsiders may find high-context communication to be overly formal and even obsequious. Flowery language, self-effacement, and elaborate apologies are common. Clusters of high-context cultures can be found in Asia, Africa, South America, and the Middle East.

Low-context cultures are logical, evaluative and analytic. Decisions are made not on intuition or emotion, but facts and data. Business transactions are consummated with explicit contracts and written agreements, a practice which persons from high-context cultures may interpret as signifying a lack of trust. Low-context cultures tend to be individualistic.

Communications tend to be straightforward, direct, and action-oriented. Arguments are linear. Language is efficient and precise, and statements are taken literally. Clusters can be found in Western Europe and North America.

The following video offers more insight into high- and low-context communication:

Schwander, J. (2013). Low and High Context Culture: Interpersonal communication. Retrieved from

Application: Negotiation

The following article by Brett is an excellent overview of how negotiations are influenced by culture. There is an excellent section on the role high and low context plays in negotiation strategies and tactics.

Brett, J. M. (2000). Culture and negotiation. International Journal of Psychology 35(2), 97–104. Retrieved from: http://isites.harvard.edu/fs/docs/icb.topic551848….

Relationship to Time

Hall also did a considerable amount of work on the topic of time and how it is perceived in different cultures. He proposed that time is experienced along a continuum, from monochronic (time is linear) to polychronic (time is simultaneous).

In monochronic culture, people tend to do just one thing at a time. Schedules and time commitments are taken very seriously and interruptions are not valued.

Polychronic cultures are characterized by people doing many things at the same time. Interruptions are handled with ease as plans can be changed easily and often. Relationships are more salient than schedules, so promptness is less important than the bond between the individuals involved.

Interactions between the two cultural types can be frustrating. Monochronic individuals cannot understand why a meeting doesn’t start on time and is continually interrupted with phone calls. They can interpret such behavior as insulting, indicating disinterest or disrespect.

On the other hand, an individual from a polychromic culture cannot understand why schedules and task completion takes such precedence over relationships. He or she may not think that measuring output in terms of time is relevant.

Hall’s writings bring to life this type of culture clash over the way time is conceptualized. Since he was trained as an anthropologist, his writings on the topic take on a decidedly ethnographic flavor. The following slide show provides a bit of background on Hall and his writings on time orientation.

Add, M. M. (2013). Monochronic and Polychronic Time, Prezi. Retrieved from http://prezi.com/e08xcxjafzli/monochronic-and-poly…

Application: Diplomacy and Cultural Differences in Communication

The following interview with Dr Hans J. Roth, Ambassador for Cross-Border Cooperation at the Swiss Federal Department of Foreign Affairs, highlights the challenges that are created by divides in the ways people communicate and think about space and time.

Roth, H. J. (2012). Culture, space, and time—Problems in intercultural communication, The International Relations and Security Network. Retrieved from http://www.isn.ethz.ch/Digital-Library/Articles/De…

Gestures, Personal Space and Eye Contact

Over 90% of what you communicate is non-verbal—through gestures, body language, and tone of voice. This section considers the question of what are you communicating through your body language—or non-verbal behavior. These messages can vary across cultures and convey very different meanings depending on which cultures are interacting. So it is important to be well versed on what different types of non-verbals actually mean in different cultures.

The following video focuses on gestures, and how the same gestures can have different meaning in different cultures, with footage of people “acting naturally” in various cultures. Initially the video is a bit burred, but it quickly clears.

Morris, D. (2011). The Human Animal: A Personal View of the Human Species. Retrieved from:

Here is a short “cheat sheet” on the meaning of common gestures and non-verbal behavior across cultures:

Diversity Tip Sheet: Cross-Cultural Communication: Translating Nonverbal Cues. (2008). Diversity Council. Retrieved from http://media.wix.com/ugd/585763_8ea8dab2b7574c1a85…

Social Identity: Gender and Ethnicity

The last factor that we will examine in the context of cross-cultural communication is the area of social identity on styles of verbal and non-verbal communication. Social identity is a broad term that signifies any group or collective of which an individual feels a part. So, for example, your social identity might be female, baby boomer, African American, Buddhist, and/or Texan. When we communicate and interact with others, it often highlights the ways in which people from other identity groups are similar or different from our own. Indeed, it is common to assume greater similarity from a member of one of our own identity groups and greater difference between members of other groups. Although there are many bases of social identity, in this module, we will focus on two key identities—that of gender and ethnicity.

Research studies have found numerous differences between men and women in the realm of communication—even across cultures. Differences have been found in pronunciation (females have better pronunciation than males), intonation (women’s pitch is higher), vocabulary (women use more adjectives), diminutives (women use more), pronouns (women prefer first-person plural while men tend to use the first-person singular for self and second-person singular for others).

Other types of gender differences in communication involve greater use of modulation by women (“I might be wrong, but …”) whereas men are more direct. Women also tend to ask more questions as a way of engaging others in conversation, whereas men frequently view asking questions as a sign of ignorance or weakness. Men use imperative sentences more often when issuing orders, but women will modify the tone by using adverbs like “maybe,” “perhaps,” or “probably.”

Reference: Xia, X. (2013). Gender differences in using language. Theory and Practice in Language Studies, 3(8), 1485–1489.

Deborah Tannen, a noted writer in the area of gender differences in communication, developed Genderlect Theory, which held that it is best to approach communication between genders as a cross-cultural activity because men and women have different approaches to communicating, including different dialects. While her theory gained widespread notoriety, it has not been widely adopted by the academic or scholarly community.

Furthermore, Tannen’s work has been criticized as being “male-centric,” recommending that women adopt more forceful and direct methods of communicating. More recent work on gender and communication suggests that in a globalized and service-oriented economy, advantage can be gained by a communication approach that is more empathetic and inclusive.

For a brief sketch of the differences in male and female communication styles, read:

Gillespie, D. (2013). Communication styles: Understanding gender differences. WorkHealthLife blog. Retrieved from http://blog.workhealthlife.com/2013/03/communicati…

For a more thorough, cross-cultural exposition of the social, historical, and cultural influences on gender and communication view the following video. Some segments are serious, some are funny; the segment beginning at 12:10 is a good example. The video is rather lengthy but worth the time, and it raises some controversial issues. Do you agree?

Archer, D. (2013). Gender and communication: male female differences in Language and non-verbal communication. Retrieved from

The United States is a country characterized by a great deal of ethnic diversity, and so it is particularly important to consider the extent to which ethnic identity influences communication. Ethnic identity is often subsumed under the term “social identity,” which can mean any social group with which one identifies. Just as with the above factors, identity issues in communication also concern differences in the way the world is conceived or experienced. These differences can lead to misunderstanding or unsuccessful communication when the viewpoint of the “other” is assumed to be the same as that of one’s own group.

Ethnic identities are “socially constructed.” That is, how we think about our ethnicity is influenced by the environment in which we grow up, are educated, and choose to live as adults. Who we interact with and our relationship to the dominant or majority ethnic group can shape the content and strength of our own ethnic identities.

The following animated PowerPoint presentation illustrates the complexity of ethnic identity. It is taken from Chapter 4 of Understanding Intercultural Communication by Stella Ting-Toomey and Leeva Chung. Take your time when viewing the slides. Because it is animated, the tendency is to click fast, but you will get more out of it if you slow down and take the time to understand each slide.

McKissick, C. (2013). Chapter 4: What are the keys to understanding cultural and ethnic identities? Retrieved from http://prezi.com/qxa61oj8zv_k/ch-4-what-are-the-ke…

Capstone – Critical Analysis Application Assignment prior to the Discussion

Application: Critical Analysis I

Note: Please complete the Application Assignment prior to the Discussion question this week.

Often there are many contributing causes in the development of a specific problem/issue. These causes may be complex and may involve individuals, institutions, and/or environmental factors, for example. This complexity increases the difficulty in creating a solution for the problem. Thus, prior to developing solutions, there must be a critical analysis of the problem/issue. The analysis must address the many potential causes of the problem/issue and determine which had the most impact on its development. Critical analysis relies on the literature and resources that address the specific problem.

In this Application, you will focus on a critical analysis of the problem utilizing the findings from the literature collected in Weeks 4 and 5.

To prepare:

  • Review the resources you collected and summarized in Weeks 4 and 5.
  • Review the questions in the “Critical Analysis Template,” located in the Resources area on the left navigation bar.
  • Think about the causes of the problem or the issue you have identified, and consider who or what are the major contributors to this problem.
  • Think about the impacts of the problem.

The assignment:

By Day 7, briefly describe, in 2-3 pages, the problem/issue and the problem statement you developed.

  1. Identify the major contributors to the problem (who, what) and briefly explain how they contribute to/cause the problem.
  2. Explain at least two causes of the problem.
  3. Explain at least two effects of the problem.

MGT415: Group Behavior in Organizations

Best Workplace

Review the most current results of FORTUNE
Magazine’s annual ranking of America’s “100 Best Companies to Work For.”
Explore the website of at least three of the companies noted. Develop a two- to
four page paper that addresses the following:

  • When reviewing the descriptions of the work
    environments, identify elements that appear to foster employee motivation
    and group cohesion among employees.
  • Relate your analysis to the material presented in the
    chapters assigned for reading this week. For example, there may be elements
    that support George Homans’ theory, or another theory of exchange in
    groups.

In Chapter 5, we will be
investigating the following topics:

  • What makes a group work most efficiently?
  • What techniques are available to make group members
    feel more as if they are part of the team?
  • How can managers avoid making members of an organization
    feel excluded?
  • What are the challenges of measuring how cohesive a
    group really is?

In Chapter 6, we will be
investigating the following topics:

  • What are some of the ways members of groups identify
    with each other?
  • What helps foster the effectiveness of the teams?
  • What are some of the obstacles to groups working well
    together?
  • What specific differences are there between a mere
    group and a genuine team?

The rewards of joining a group or beginning a
relationship are diverse and can consist of:

  • Group resources can include, among many other things, the
    feelings of self-satisfaction that the status and prestige of membership can
    bestow.

  • Socioemotional benefits include the alleviation of loneliness
    through group interaction, a sense of belonging, and contributions to one’s
    social or collective identity.

  • Rewards can also be more tangible, such as access to Internet
    technology at a good university or higher interest rates on savings at a
    particular bank.

  • Advancement goals may be more easily achieved in a group than
    individually, such as the opportunity to work with exceptional students or pay
    lower rates for health insurance for workers at a particular company.

    However, the costs of joining a group or starting a new
    relationship also can be plenty:

  • Financial. Financial investments of various kinds, from initiation
    fees for a fraternity, sorority, or country club to more expensive clothing for
    the job to nursery school costs for employed parents.

  • Time. The time required, especially at the beginning of the
    relationship or group membership, in addition to time spent in meetings and
    routine group activities.

  • Effort. The amount of effort involved such as typing meeting
    minutes, setting up a new store display, or studying for the state legal bar
    exam.

  • Regret. Less obvious costs include forgone opportunities.
    Generally you can only attend one university at a time, marry one person at a
    time, or work for one company at a time. “Buyer’s remorse” refers to
    the feelings of sadness involved after a purchase that involved a choice among alternatives.

  • Social. Costs can also be social. For example, in the course of
    working with other members to set goals or create a course of action, you may
    experience unpleasant confrontations with others. Ultimately such disputes may
    even become important enough to split the group

    Use at least three resources in
    addition to the course text and the FORTUNE Magazine article. The paper
    is to follow APA guidelines as outlined in the Ashford Writing Center.